What must Malaysian employers do to prevent sexual harassment, and is training required?
By Bodhih Training Solutions, Bengaluru · UpdatedThe short answer
Malaysian employers must inquire into sexual harassment complaints under Part XVA of the Employment Act 1955 and, since 1 January 2023, display a notice at the workplace to raise awareness of sexual harassment (section 81H). Failing to inquire can bring a fine of up to RM50,000. The Anti-Sexual Harassment Act 2022 added a tribunal for complaints. No statute prescribes a course, but regular training is what law firms recommend.
What does the law require of employers?
The Employment Act 1955 applies in Peninsular Malaysia and Labuan; Sabah and Sarawak have their own labour ordinances.
| Source | What it requires |
|---|---|
| Employment Act 1955, Part XVA | Inquire into a complaint of sexual harassment, or tell the complainant in writing why not; take disciplinary action where harassment is proven |
| Employment Act 1955, section 81F | A fine of up to RM50,000 for failing to inquire or to give reasons for refusing (raised from RM10,000) |
| Employment Act 1955, section 81H | Since 1 January 2023, display a notice to raise awareness of sexual harassment, conspicuously, at the place of employment at all times |
| Anti-Sexual Harassment Act 2022 | Gives any person who has been sexually harassed a route to redress through a tribunal; provisions came into force in stages from 28 March 2023 |
| Code of Practice on the Prevention and Eradication of Sexual Harassment in the Workplace (1999) | Voluntary guidance on in-house mechanisms: policy, complaints procedure, discipline and education |
Is training required?
No statute sets a training course, a length or an interval. The binding duties are to inquire, to act and to display the notice. Training is how managers learn to run an inquiry properly and how employees learn what the notice means, and Malaysian employment lawyers advise running it regularly.
- Everyone: what sexual harassment is under the Act, with workplace examples, and how to complain.
- Managers: what to do on receiving a complaint and what not to do.
- Inquiry panels: fair procedure, records, confidentiality and timelines.
- HR: the notice, the policy, and how the tribunal route sits beside the internal one.
How do you show what you did?
If a complaint reaches the Labour Department or the tribunal, you will be asked how you handled it and what you had in place.
- Assign the training automatically when someone joins, is promoted or changes site.
- Set a due date and a refresher interval, and let reminders and escalations run.
- Keep completion certificates with the date, the course name and the version of the policy it covered.
- Send managers and HR a weekly report of who is overdue.
- Keep the risk assessment, the policy and the training record together, so you can show what you did and when.
Can a ready-made workshop help?
Yes, as a starting point. Bodhih's Respect at Work trainer toolkit ($29) is a general anti-harassment and bullying workshop with a facilitator guide, slides, case studies and role plays, which a trainer adapts. It was not written to Malaysian law, so replace the legal content with the Employment Act and the 2022 Act, add your own policy and inquiry procedure, and record who completed it.
Related reading
Sources
Checked on 2026-11-14. Laws and prices change; confirm on the official page before you rely on a figure.
More from the Bodhih family
Keep the training record you may be asked for
Bodhih LMS assigns training by role and location, schedules refreshers and reports who is overdue. Free 14-day trial; plans from $1,490 a year.
Questions people ask next
Is sexual harassment training mandatory in Malaysia?
No statute prescribes a course. Employers must inquire into complaints and display an awareness notice; training is recommended practice.
What must the section 81H notice say?
The Act requires a notice to raise awareness of sexual harassment, displayed conspicuously at all times, without prescribing its wording. Law firms publish samples.
What is the penalty for not inquiring into a complaint?
A fine of up to RM50,000 under section 81F of the Employment Act 1955.
Does the Anti-Sexual Harassment Act 2022 make employers liable?
The Act creates a tribunal and a right of redress against the harasser. It is not limited to workplaces and does not replace the employer duties in the Employment Act.
Can Bodhih LMS track this training?
Yes. Use groups by site or role, automations for due dates and refreshers, and scheduled reports of who is overdue.
Is this legal advice?
No. It summarises public sources as of the date shown. Confirm with a Malaysian employment lawyer.