Landmark cases
What key Malaysian dismissal decisions, from Wong Chee Hong onward, actually mean for an ordinary worker deciding what to do.
What Wong Chee Hong Means For YouThe case that set the test for when a forced resignation counts as dismissal.The Four Conditions Bayer Set OutThe four things a worker must prove to succeed with a forced resignation claim.Why Your Employer's Stated Reason MattersThe court tests the reason your employer actually gave, not a better one found later.Proven Misconduct Does Not End The InquiryThe court asks two separate questions before a misconduct dismissal is upheld.Why New Earnings Can Reduce Back WagesThe case behind why finding new work can lower a back wages award.Why This Screening Step Is History NowWhy the old ministerial screening step this case dealt with no longer applies.A Missing Inquiry Does Not Win AutomaticallyWhy a flawed internal hearing does not by itself decide your dismissal case.No Hearing Is Not An Automatic WinWhy skipping the internal hearing does not by itself make your dismissal unlawful.The Standard Of Proof Your Employer Must MeetWhy the Industrial Court uses the civil standard, not the criminal one, for misconduct.Why Your Claim Asks For Your Job BackWhy reinstatement is the remedy the law frames first in an unfair dismissal claim.Your Employer Cannot Blur The Real ReasonWhy the court must decide if you were truly retrenched or dismissed for misconduct.What Harris Solid State Means For YouThe case on when a reorganisation is really a cover for punishing a worker.What R Rama Chandran Means For YouThe case that opened the substance of an award to court review.What Ireka Construction Means For YouThe case confirming your employer must prove the misconduct it alleges.What Colgate Palmolive v Yap Means For YouThe case explaining the two parts of every unfair dismissal complaint.What Norizan Bakar v Panzana Means For YouThe case that asks whether dismissal was too harsh a punishment.What Ismail Nasaruddin v MAS Means For YouThe case protecting a worker dismissed over lawful trade union activity.What William Jacks v Balasingam Means For YouThe case that keeps a hearing focused on the real merits, not technicalities.What Hotel Jaya Puri v NUHBRW Means For YouThe case that looks past company labels to find your real employer.What Khaliah Abbas v Pesaka Means For YouThe case confirming a probationer has the same protection as a confirmed worker.What Ahmad Zahri v AIMS Cyberjaya Means For YouThe case on when a repeatedly renewed contract is really permanent work.What Said Dharmalingam v Malayan Breweries Means For YouThe case that treats a fair hearing before dismissal as a real safeguard.
What key Malaysian dismissal decisions, from Wong Chee Hong onward, actually mean for an ordinary worker deciding what to do.