For many years, I’ve worked with managers from Singapore overseeing headcounts in Malaysia.
One employment entitlement they often struggle to wrap their heads around is why employees in Malaysia are allowed to take paid sick leave during their probation period.
You see, in Malaysia, employees are entitled to minimum of 14 days of paid outpatient sick leave and additional up to 60 days of paid hospitalisation leave per calendar year from the day they start work. These statutory entitlements are not pro-rated, even if the employee had just joined the company.
I believe the rationale is simple – illness doesn’t wait until probation ends.
A new employee could unfortunately contract an illness such as chickenpox, measles or dengue shortly after work. Recovery may take a week or longer, and the law recognises that employees should not lose their income simply because they fall ill early in their employment.
In Singapore, however, a new employee only becomes entitled to paid sick leave and hospitalisation leave after completing at least three months of service. The entitlement then increases progressively until employee reaches the full statutory entitlement after six months of service.
Every country has its own way of balancing employee protection and business needs. There isn’t really a “better” or “worse” system.
The important this is… if you’re managing employees in another country, take the time to understand the local labour laws and adjust your management practices accordingly.
Like that.
xoxoxo, AuntyHR
