中企出海大马 绕不开的劳动法——术业专攻（三）

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/吴恒旭律师/

Lawyer's Introduction

吴律师是Chieng & Lum Associates律师事务所（吉隆坡分所）的前合伙人，现恒旭律师事务所（MESSRS. HENG XU & ASSOCIATES）创始人；英国利物浦大学法学学士，法国里昂天主教大学和里昂第二大学的国际商业法双硕士；2018年获准为马来西亚高等法院（西马区域）、2019年获准为沙巴和萨拉伯高等法院（东马区域）的律师。

长期服务于中资企业，在企业马来西亚落地过程中涉及的市场准入、用工管理、合规运营及争议解决等方面拥有丰富的实务经验，并具备处理马来西亚本地诉讼案件的资深经验。

/曾松智律师/

Lawyer's Introduction

曾松智律师，湖南通程律师事务所专职律师，法律硕士，长沙市涉外律师人才培养对象，湖南工商大学校外实践导师。工作语言为中文和英语，擅长跨区域法律事务协作和处理。曾就职于某港股上市企业，执业聚焦于民商事争议解决、跨境商事仲裁、刑事合规与风险管控、国际贸易与供应链的实务实践与研究。

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本文不构成专业的法律意见和建议，若有需要请咨询专业律师。

引言

根据中国海关总署以及马来西亚统计局的最新统计数据，2025年中国将连续第17年稳居马来西亚第一大贸易伙伴，双边贸易额突破至1916.67亿美元。在具体的贸易流向上，中国对马来西亚的出口额为1036.82亿美元，而自马来西亚的进口额则为879.85亿美元，反映出双方在全球价值链中互补性极强的产业分工。

对于中国企业而言，马来西亚不仅是《区域全面经济伙伴关系协定》（RCEP）框架下的重要经贸合作伙伴，更是其在汽车、动力电池、半导体、人工智能等高技术产业领域推进全球化战略布局的重要支点。然而，随着马来西亚政府在《第十三个马来西亚计划》（RMK-13）中明确提出减少对外籍劳工依赖、提升本地人才竞争力的政策目标，当地劳动法律环境正在经历深刻调整。自2025年至2026年期间，最低工资标准上调、外籍雇员就业准证薪资门槛显著提高，以及《平台零工法案2025》的通过，均表明中国企业在马来西亚正进入一个劳动力成本上升与合规要求同步强化的新周期。

实践中，不少中国企业在未充分理解马来西亚本地劳动法规则及用工惯例的情况下，即直接开展招聘和用工管理，进而因解除劳动关系不当而承担高额赔偿责任的情形，并不鲜见。基于此，本文将结合马来西亚劳动法规范及实务操作，对当地常见的劳动合同类型进行系统梳理，以供拟赴马来西亚投资经营的中国企业参考。

Introduction

According to the latest statistics from the General Administration of Customs of China and the Department of Statistics Malaysia, China will remain Malaysia's largest trading partner for the 17th consecutive years in year 2025, with bilateral trade volume exceeding USD191.667 billion. In terms of specific trade flows, China's exportation to Malaysia were USD103.682 billion, while imports from Malaysia were USD87.985 billion, reflecting the highly complementary industrial division of labor between the two sides in the global value chain.

For China companies, Malaysia is not only a key trading partner under the RCEP framework, but also a core fulcrum for global strategic layout in high-tech fields such as automobiles, power batteries, semiconductors and artificial intelligence. However, with the Malaysian government's explicit strategic goal of reducing reliance on foreign workers and enhancing the competitiveness of local talents in the 13th Malaysia Plan (RMK-13), the local labor legal environment is undergoing drastic changes. From the period of year 2025 to 2026, minimum wage for workers has been increased. It is a significant rise in the salary threshold for the Employment Pass for foreign workers, and the passing of Gig Workers Bills 2025, all indicate that China companies will enter a new cycle of labor costs and compliance tasks in Malaysia.

It is not uncommon for China companies to directly employ workers without understanding the local labor custom, resulting in hefty fines for wrongful dismissal by China companies. This article, based on legal norms and practical operations, sorts out the types of contracts under Malaysian labor law for reference.

正文

Part.1

（一）固定期限合同的订立

(1) Fixed-term contract

在马来西亚，固定期限劳动合同通常被视为针对特定项目、季节性需求或临时性工作任务所作出的特殊用工安排。根据《1955年雇佣法令》第11条规定，此类合同原则上于约定期限届满或特定工作任务完成时自然终止，通常不当然产生支付遣散费或离职补偿的义务。

然而，在劳动争议审理中，马来西亚工业法院一贯坚持“重实质、轻形式”原则，即并不单纯以合同名称或文本标签作为认定依据，而是着重审查用工关系的真实内容与实际履行情况。尤其是在合同期限超过五年的情形下，用人单位通常需提出充分、客观且合理的依据，以证明订立固定期限合同具有正当性；否则，该等安排极有可能被认定为用人单位试图借固定期限合同之名，规避劳动者获得长期或无固定期限雇佣保障之实。对于实践中部分雇主通过“连续签订固定期限合同”方式规避永久性雇佣义务的做法，马来西亚司法机关亦普遍持严格审查乃至从严规制的态度。

A Fixed Term Contract in Malaysia is usually regarded as a special arrangement for a particular project, seasonal demand or provisional task. Pursuant to Section 11 of the Employment Act (hereinafter referred to as “EA”), such contracts automatically lapse upon the expiration of the agreed term or the completion of a particular task, and typically do not involve an obligation to pay severance pay. However, the Industrial Court of Malaysia follows the principle of "substance over form/label" in handling employment disputes. If the term of a contract exceeds five years, sufficient objective reasons must be provided to prove it,otherwise it may be interpreted as an attempt by the employer to circumvent the right to indefinite employment and crack down hard on the use of "consecutive fixed-term contracts" by employers to circumvent the obligation of permanent employment.

判例法方面，Aims Cyberjaya Sdn Bhd v Ahmad Zahri bin Mirza Abdul Hamid一案确立了审查合同真实性质的三项核心判断要素：

Case Law - Aims Cyberjaya Sdn Bhd v Ahmad Zahri bin Mirza Abdul Hamid has established three core elements for examining the true nature of a contract:

1.缔约意图：双方在签署合同时是否明确认可该职位的临时性，而非将其作为一种试用期或长期雇佣的掩饰。

1. Intention ：Whether both parties explicitly recognized the temporary nature of the position at the time of signing the contract, rather than using it as a cover-up for a probationary period or long-term employment.

2.雇主的后续行为：该合同是否在无需员工重新申请的情况下，自动、持续获得续签。若一份固定期限合同在数年间被多次、连续且无间断地续签，法院通常将高度倾向于认定该等安排在实质上已构成事实上的长期或永久性雇佣关系。

2. Follow-up by the employer:Whether the contract is automatically and continuously renewed without the need for the employee to reapply. If a contract is renewed multiple times over several years without interruption, the Court is highly inclined to rule it as a de factoa permanent employment contract.

3.工作性质：所从事的工作是否属于企业的核心日常运营。如果工作内容具有持续性、常规性且非项目制，那么即便合同被标记为“固定期限”，也将被视为永久职位。

3. Nature of work:Whether the work performed is part of the core day-to-day operations of a company. If the job is ongoing, routine and not project-based, then even if the a contract is marked/labelled as "fixed-term", it will be regarded as a permanent position.

尽管《1955年雇佣法令》第10条承认口头劳动合同的法律效力，但对于合同期限超过一个月，或者预期完成期限超过一个月的用工安排，法律明确要求将有关协议订立为书面形式。雇主如未依法向雇员提供书面合同，可能面临最高5万林吉特的罚款。在合同条款中，必须清晰界定通知期、岗位职责、薪酬结构以及福利待遇，以符合法定最低标准保障。

Although Section 10 of the EA recognizes the legal effect of oral contracts, for contracts with a term exceeding one (1) month or an expected completion time exceeding one (1) month, the law mandates that such agreement must be reduced in writting. Under EA, employers who fail to provide a written contract may face a fine of up to RM50,000.00 (under EA Section 99A). The notice period, job responsibilities, compensation structure and benefits must also be clearly defined in the terms of the contract to meet EA's minimum standard of protection.

Part.2

（二）固定期限合同的终止与补偿

(2) Termination and compensation of fixed-term contracts

通常情形下，固定期限合同合同约定期限届满时，或于合同约定工作任务完成时，自行终止，无需雇主另行发出通知，原则上亦不产生支付遣散费或离职补偿的义务。若固定期限合同在期限届满前被单方提前解除，则守约方有权依据违约责任规则主张损害赔偿。

不过，就固定期限合同项下的雇员而言，即便其在合同期满前被解除雇佣关系，且该解除并无正当理由或合理依据，其通常能够主张的救济仍主要限于违约损害赔偿，而非当然享有基于“不当解雇”提出赔偿请求的权利。

Under normal circumstances, a fixed-term contract shall automatically lapse/terminate upon the expiration of the period stipulated in the contract or upon the completion of the work stipulated in the contract without the employer's need for additional notice or severance pay. If a fixed term contract has been unilaterally terminated before the expiration of the term, the non-observing party is entitled for the breach of contract damages. However, the contracting party under the fixed-term contract cannot claim for unjust dismissal compensation even no just cause or excuse for his termination.

例如，若公司在合同期限届满前，未具备正当理由或合理依据而单方解除固定期限合同，则应就合同剩余期限内原应支付给乙方的月度报酬，向乙方承担相应的赔偿责任。

For example, if a company unilaterally terminates the contract before the end of the term without a Just Cause or Excuse, it must pay party B the monthly sum for the remaining period of the contract as compensation.

Part.3

（三）无固定期限合同的订立

(3) Permanent Contracts

无固定期限合同（Permanent Contract）是马来西亚劳动法律中的默认合同类型，其核心特征在于没有预设的终止日期，即除非发生法定的合同终止情形，否则劳动关系将一直持续。

The Permanent Contract is the default type of contract in Malaysian Labour law, whose core feature is that there is no preset termination date, meaning the Labour relationship will continue unless a statutory termination situation occurs.

司法实践倾向于认为，如果员工从事的是公司核心运营、具有持续性且非季节性的工作，则应当签署无固定期限合同。根据《工业关系法》 （Industrial Relations Act,简称IRA）第20条，劳动者依法享有持续受雇的权利，雇主不得仅依据合同中的解约条款任意终止劳动关系。换言之，即便雇主已经按照合同约定给予充分通知期限，若其解除雇佣关系并无“正当理由”作为支撑，该等解雇行为仍有可能被认定为违法解除。此类合同在实务中通常被理解为一种具有长期稳定性的雇佣承诺，其持续期间一般直至员工达到法定退休年龄。根据《2012年最低退休年龄法》，马来西亚现行法定最低退休年龄为60周岁。员工一旦通过试用期并获得正式录用确认（Confirmation），通常即进入这一受法律高度保护的雇佣状态。

Judicial practice tends to hold that an open-ended contract should be signed if an employee is engaged in core operations of the company that are continuous and non-seasonal. Under Section 20 of the Industrial Relations Act (IRA), employees have the right to continued employment and employers are not allowed to exercise the severance clause in the contract at will. This means that even if the employer gives sufficient notice period as stipulated in the contract, the dismissal may still be adjudicated as illegal if there is no "justifiable reason" for such dismissal. Such contracts are often regarded as a long-term commitment until the employee reaches the legal retirement age. According to the Minimum Retirement Age Act 2012, the current legal minimum retirement age is 60. Once an employee passes the probationary period and receives Confirmation, they automatically enter this highly protected legal status.

Part.4

（四）无固定期限合同的终止与补偿

(4) Termination and compensation of Permanent Contracts

该类合同的终止主要通过①双方合意解除（Settlement Agreement）；②有通知期的正常解雇；③即时解雇；④员工单方辞职。

The termination of such contracts is mainly through ① Settlement Agreement; ② Normal dismissal with notice period; ③ Immediate dismissal; ④ An employee resigns unilaterally.

·协议解除

· Termination of Agreement

协议解除是实务中常用的劳动关系终止方式，形式上必须采用书面协议，明确约定劳动关系终止日期、工资结算、终止服务金金额、支付方式（一次性/分期）、保密条款、免责条款（双方放弃进一步主张权利）等核心内容，双方签字盖章后生效。

Termination by agreement is a common form of termination of labor relations in practice. Formally, it must be in the form of a written agreement, clearly stipulating the termination date of the labor relationship, wage settlement, termination service payment amount, payment method (one-time/installment), confidentiality clause, exemption clause (both parties waive further claims of rights) and other core contents, and it takes effect after being signed and sealed by both parties.

对雇主而言。协议解除可灵活约定补偿金额，避免解雇争议风险，尤其适用于管理层、高薪员工及享有特殊保护的群体（孕妇、工伤员工、工会成员）。

For the employer. Termination by agreement can flexibly stipulate compensation amounts and avoid the risk of dismissal disputes, especially for management, high-paying employees, and groups with special protection (pregnant women, injured workers, union members).

·解雇通知期

· Notice period for dismissal

若劳动合同已约定提前解除的通知期限，则按照劳动合同约定执行，若未约定的，则适用《雇佣法案》第12条(2)款规定的法定通知期，具体期限如下：

If an early termination notice period is stipulated in the contract, it shall be implemented as stipulated in the contract. If no such period is stipulated, the statutory notice period stipulated in Section 12(2) of the EA shall apply. The statutory notice periods stipulated under EA are as follows:

雇主亦可通过支付代通知金的方式即时解除劳动合同。代通知金的金额应等于通知期内员工应得的工资金额。（《雇佣法令》第13条1款）

An employer may also terminate the contract immediately by paying a substitute notice payment. The amount of the notice payment shall be equal to the wages the employee is entitled to during the notice period. (Section 13(1) of the Employment Act)

值得注意的是，若解除原因属于“企业停业、工作地点变更、岗位需求减少”等（第12条第3款），即使合同约定更短通知期，仍需执行法定最低标准。若解除原因是雇主的违法行为，雇员则可能无须受通常通知期限规则的约束。

It is worth noting that if the reason for termination is "termination of business, change of work location, reduction of job demand", etc. (Section 12(3) of EA, even if the contract stipulates a shorter notice period, the statutory minimum standard must still be implemented. If the termination is due to the employer's own illegal act, the employee may not be required to apply the notice period.

·即时解除 Immediate termination

·员工辞职 Employee resignation

引用

References

[1] China-Malaysia trade hit US$191.66bil in 2025, says ambassador, https://www.thestar.com.my/news/nation/2026/02/06/china-malaysia-trade-hit-us19166bil-in-2025-says-ambassador

[2] 马来西亚去年贸易总额、进出口额均创新高，中国连续17年成马最大贸易伙伴国， https://www.jiemian.com/article/13918762.html

[3] Thirteenth Malaysia Plan (RMK-13) 2026-2030, https://www.acccimserc.com/images/researchpdf/2025/20250731%2013MP.pdf

[4] Gig Workers Bill 2025: Strengthening Malaysia’s Gig Economy, https://landco.my/social/ruu-pekerja-gig-2025/

[5] Job terms, https://www.malaysianbar.org.my/article/news/legal-and-general-news/members-opinions/job-terms

[6] Termination Notice Period in Malaysia: A Guide to the Law, https://worksy.io/termination-notice-period-malaysia-employment-act/

[7] AHMAD ZAHRI MIRZA ABDUL HAMID v. AIMS CYBERJAYA SDN BHD [2020] 3 MLRA 475, https://www.elaw.my/JE/01/JE_2020_22.html

[8] Termination Notice Period in Malaysia: A Guide to the Law, https://worksy.io/termination-notice-period-malaysia-employment-act/

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编辑 | 喻 蕾

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