31/07/2026
〖Can You Dismiss a Probation Employee Anytime? 〗 ⚠️
Many employers assume that employees on probation have very limited rights. Common misconceptions include:
❌ "They are still on probation, so annual leave doesn't apply."
❌ "If they're not suitable, we can terminate them immediately without following any procedure."
In reality, Malaysian employment law provides legal protection to probationary employees. A probation employee is generally entitled to:
✅ Statutory employment benefits provided under the law (such as wages, overtime payments where applicable, annual leave and other statutory leave entitlements);
✅ Fair and equal treatment in the workplace; and
✅ A fair assessment and termination process. An employer should have valid reasons and follow a fair procedure before terminating a probation employee.
Failure to properly manage a probation employee may expose an employer to claims for unfair dismissal and other employment-related disputes. In appropriate cases, the Industrial Court may award compensation, including back wages of up to:
• 12 months for probationary employees; and
• 24 months for confirmed employees.
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『试用期员工真的可以随时辞退吗？』⚠️
很多老板都会认为：
❌ 「还没 Confirm，不用给年假。」
❌ 「试用期员工，不适合就可以直接辞退。」
其实，这些观念并不完全正确。根据马来西亚劳动法，试用期员工同样受到法律保障，并不是因为还在试用期，就没有任何权利。一般来说，试用期员工依法享有：
✅ 法定劳动权益（如薪资、加班费〈如适用〉、年假及其他法定假期等）；
✅ 在职场获得公平对待的权利；以及
✅ 获得公平评估及公平解雇程序的权利。雇主在终止试用期员工的雇佣关系前，仍应具备合理理由，并遵循公平程序。
如果公司处理不当，仍有可能面对不公平解雇或其他劳资纠纷。在适当情况下，工业法庭可裁定雇主向员工支付赔偿，包括：
• 试用期员工最高可获 12 个月欠薪（Back Wages）；
• 正式员工最高可获 24 个月欠薪（Back Wages）。
