Payroll Matters

How is Payroll Calculated in Malaysia?

The employment compliance laws in Malaysia can get pretty complicated for international businesses. Although understanding the law is one of the trickiest parts, there are many important points you should be aware of before setting up your business.

The payroll system in Malaysia is broadly similar to a lot of countries. The primary components of an employee’s salary in Malaysia include basic pay, allowances, perquisites, overtime, and incentives. Besides, both the employer and employee contribute to the payroll, which is deducted from the employee’s gross salary.

Contributions towards income tax and social security in Malaysia include

Monthly Tax Deduction (MTD) system
Social Security and Employee Provident Fund

SOCSO social protection schemes (Employment Injury Insurance Scheme and Invalidity Pension Scheme)
Employees’ Provident Fund (EPF)
Employment Insurance Scheme

Important Elements of Salary Structure in Malaysia

1. Basic salary: Basic salary refers to the monthly income. It is the fixed amount in the overall compensation package and depends on the employee’s designation and the industry. The basic salary excludes overtime pay or any other compensation.
2. Gross pay: Gross pay is the income after adding allowances to the basic salary but excluding taxes and other deductions. For example, an employee earning 2,000 MYR (477.73 USD) per month means that their gross pay is 2,000 MYR, including bonuses, holiday pay, overtime, etc.
3. Net pay: Net pay is what the employee gets after adjusting taxes and other deductions to the gross pay. Using our previous example, if an employee earns 2,000 MYR as gross pay, the amount that will eventually end up in their salary account will be less than the gross income due to deductions.
4. Incentive pay: Payroll in Malaysia also includes various performance-based incentives such as commissions, bonuses, profit shares, and gratuity.
5. Overtime: If an employee agrees to overtime, the employer must pay at least one and a half times more than the standard hourly wage for regular workdays. The employee is entitled to two and three times the hourly rate for overtime on rest days and public holidays, respectively.
6. Perquisites: The payroll in Malaysia also includes perquisites. These are benefits in cash or kind that can be converted into money. Examples of perquisites that the employer reimburses include travel allowances, gift vouchers, and professional subscriptions. Some perquisites are exempt from the payroll tax in Malaysia.
7. Allowances: Employees are paid allowances to cover certain expenses incurred in the line of work. Examples include meals, travel, and phone allowance.
  Before you implement the payroll policies and procedures in Malaysia, you must understand the critical elements in the country’s salary structure. Below is a list of the different components that constitute employees’ payroll in Malaysia.
8. Benefits-in-kinds (BIKs): BIKs are benefits that cannot be converted into cash. These typically include medical benefits, driver and company car, and phone provided by the employer. Since BIKs are not cash payments, they may not reflect in the employee’s payslips but may be considered for tax purposes.

How to Set Up a Payroll in Malaysia?

If you are an overseas business looking to set up a payroll in Malaysia, the first step is to register either as a foreign-owned or locally-owned company. Setting up private limited companies is the most popular option among businesses seeking to establish a presence in the Southeast Asian country.

Regardless of your business or company type, you must go through the standard registration procedures before setting up the payroll. The following pointers give an overview of setting up payroll in Malaysia:

Register with the Companies Commission of Malaysia to reserve your company’s name
Submit the relevant incorporation documents for company registration
Pay the registration fee. The fee depends on the size of the share capital of a company.
Make additional minor payments, including post-incorporation package fees and stamp fees
Pay the online registration fee
Open an in-country bank account for payroll
Register for income tax, Goods and Services Tax, EPF, SOCSO, and PAYE

A Step-by-step Process of Payroll Processing in Malaysia

The Malaysia payroll process can seem overwhelming if you’re new to the country’s business space. Listed below are the key steps you need to follow for processing payroll in Malaysia:

Payday:Salaries must be deposited into the employee’s bank account by the 7th of every month via cash, cheque, or bank credit.
Computation of salary: Calculating salary means determining the gross pay by adding various benefits and allowances to the basic income. The salary figure also includes sick pay, overtime, and others.
Issuing payslips: The payroll rules and regulations in Malaysia mandate that all employers must issue payslips to their employees in hardcopy or electronic format. Further, the payslips must contain all information about the employee’s wages, deductions, allowances, etc.
Statutory deductions/contributions: Some of the payroll deductions in Malaysia include income tax under the monthly tax deduction (MTD) system, Social Security and Employee Provident Fund (EPF), and Employee Insurance Scheme (EIS). Both employers and employees need to contribute towards the levies and taxes.
Remittance of payment: Remitting payment to the relevant authorities is critical in the Malaysian payroll process. Thus, your payroll staff must know the different contribution scheme deadlines and available payment methods to avoid late charges.

Payroll Contributions
According to the payroll rules and regulations in Malaysia, both the employer and the employee must contribute to the payroll. The contributions also include the share from payroll tax in Malaysia. The following points detail the employer and employee contributions towards the payroll in Malaysia:

Employer contribution
The table below enumerates the employer’s contribution toward payroll in Malaysia:

Employee contribution
Payroll in Malaysia includes the following contributions from the employee:

Employee Income Tax
Payroll deductions in Malaysia also include the income tax employees pay. The following table lists the taxable income ranges and the payroll tax in Malaysia:

*1 MYR = 0.24 USD

Payroll Cycle
The payroll process typically follows a monthly cycle in Malaysia, and payments are made on the last working day. However, employees’ bank accounts must be credited with their salary by the 7th of every month. In addition, the payroll in Malaysia includes a customary 13th-month pay at the end of each year.

Malaysia Payroll Options for Companies
Overseas businesses have options for managing the payroll in Malaysia. However, the payroll option you choose largely depends on the type of business, and thus, the process will differ with companies. Below we have listed the most prevalent payroll options for companies in Malaysia:

Internal payroll: Your company can internally handle the payroll in Malaysia if time and resources permit.
Payroll outsourcing: Outsourcing payroll in Malaysia is the most convenient and cost-effective option for companies that do not have the resources to run an internal payroll. Multiplier EOR solutions can smoothly take care of your company’s payroll-related compliance measures.

Entitlement and Termination Terms
The Employment Act (1955) and Labour Relations Act (1967) govern employer-employee relations in Malaysia. Furthermore, the laws seek to balance the right of employers to dismiss employees and the employees’ security of tenure without any discriminatory repercussions to either party.

Since Malaysia does not follow an at-will employment system, employers cannot hire and fire employees at will. If an employer wants to dismiss an employee, it has to be done following a fair procedure, and the latter will be entitled to termination benefits. Therefore, the employment contract must include clear entitlement and termination terms that the employer must follow when dismissing an employee. While Malaysia does not have any provision for a statutory notice period, giving a 30-day notice is standard practice. The employer must set out the reason for termination in the notice.

In addition, terminated employees are entitled to severance pay, although the amount differs with the service period. It would be best if you took note of the following severance pay rules before setting up payroll in Malaysia:

‍Malaysia Payroll Processing Company
If Malaysia’s payroll rules and regulations seem confusing, Multiplier can help you set up payroll in Malaysia. Our digital platform can help you automate payroll and benefits for your international workforce while you can focus on business growth and expansion. Contact us today to support your global payroll and compliance.

How Multiplier Can Help With Global Payroll?
Multinational businesses operating in Malaysia have significant scope for growth and expansion. Malaysia offers lucrative opportunities to foreign business entities seeking to enter the Asian market with an advanced economy and pro-business government regulations. The dynamic business environment, cosmopolitan culture, strategic location, robust infrastructure, and talented workforce make Malaysia a top-tier business destination. However, you must understand the country’s employment laws before setting up a business.

Social security and statutory contributions

There are three mandatory statutory contributions in Malaysia

Employees’ Provident Fund (EPF): The (EPF) Employees Provident Fund manages the compulsory savings plan and retirement planning for all the employees in Malaysia. Both employers and Employees (Malaysian citizens or permanent residents only) must contribute to the EPF retirement benefits scheme.

The rates for EPF contribution for employees varies depending on the monthly salary. For employers the EPF contribution is 12%.

Social Security Organization (SOCSO): The organization provides social security protection through social insurance which includes medical and cash benefits, provision of artificial aids and rehabilitation to employees for reducing suffering and assisting with financial guarantees and protection to the family.

Employers must contribute on a monthly basis to SOCSO on behalf of each eligible employee.

There are two types of social protection:

The Employment Injury Insurance Scheme (EIIS): Cover for employees experiencing work-related injuries or diseases. The EIIS applies to all Malaysian citizens, permanent residents, and foreign workers (excluding domestic servants).
The Invalidity Pension Schemes (IPS): Cover for employees experiencing invalidity or who die from causes not related to their work.

Employment Insurance Scheme (EIS): The EIS is an act which provides financial assistance to employees who have lost their job while looking for new employment. This is administered by the Social Security Organization to provide certain benefits and a re-employment placement programme for insured persons who have lost their employment, hence promoting active labor market policies, and for matters connected therewith.

Employers are required to make monthly contributions for each employee. Employing one or more employees should register and contribute monthly to EIS for all employees between age 18 to 60 years old under the Employee Insurance System (Act 800)

Contribution of EIS

Both employers and employees contribute 0.2% each of an employee’s salary, implying that the total contribution is 0.4% of an employee’s monthly salary.

Income Tax

Withholding tax: A monthly tax deduction (MTD) system is followed in Malaysia which requires employers to deduct withholding tax at source. Employers is responsible to deduct and send the tax to the Inland Revenue Board (IRB) of Malaysia on behalf of their employees.

Income tax rates: The maximum income tax rate in Malaysia is 30% applied to incomes earned greater than MYR 2,000,000 or ‘non-residents’. Employees working between 60–182 days per year in Malaysia are considered ‘non-residents’, irrespective of their actual citizenship status.

Source : https://nnroad.com/blog/payroll-in-malaysia/

Employees Provident Fund (EPF) Contribution

Governed under the Employee Provident Fund Act 1991, EPF is a retirement saving scheme for employees who are liable to contribute EPF in Malaysia in which the savings contributed will be managed and invested under Simpanan Konvensional or Simpanan Shariah. The saving is comprised of the employee’s and employer’s monthly contributions and yearly dividends earned.

Monetary payments that are subject to EPF contribution are:

Salaries
Payment for unutilised annual or medical leave
Bonuses
Allowances (with some exceptions)
Commissions
Incentives
Arrears of wages
Wages for maternity leave, study leave, half-day leave
Other contractual payments or otherwise

The following monetary payments are not subject to EPF contribution:

Service charges such as tips
Overtime payments, including payments for work carried out on rest days and public holidays
Gratuity (payment to employee payable at the end of a service period or upon voluntary resignation)
Payment in lieu of notice of termination of service (payment given when employee’s service is terminated)
Retirement benefits
Termination benefits
Travel allowances
Director’s fee
Gifts, including cash payments for holidays like Hari Raya, Christmas, etc.
Benefits-in-kind and nonmonetary perquisites

Employer’s responsibility on EPF contribution

Register with the EPF as an employer within 7 days upon hiring the first employee.
Register your employees as EPF members and keep their information updated.
Provide salary statements to employees.
Collect your employees’ share of EPF contribution and submit it to the EPF along with the employer’s share.

Your employees can volunteer to contribute to EPF even if they are not liable or contribute above the threshold stipulated. In addition, both you and your employees can choose to contribute more than the statutory contribution rate under Voluntary Contribution.

Employer’s and employee’s contribution rate for EPF (as of the year 2021)

Employee’s status	Employer’s EPF contribution rate		Employee’s EPF contribution rate
Monthly salary rate	RM5,000 and below	More than RM5,000	RM5,000 and below	More than RM5,000
Malaysian age 60 and above	4%		0%
Malaysian below age 60	13%	12%	9%
Permanent resident below age 60	13%	12	9%
Permanent resident age 60 and above	6.5%	6%	5.5%
Non-Malaysian below age 60	RM5.00		9%
Non-Malaysian age 60 and above	RM5.00		5.5%

*Following the Budget 2021 announcement, employee’s EPF contribution rate for all employees under 60 years old is reduced from 11% to 9% by default from February 2021 contribution to January 2022 contribution. Should an employee choose to remain at 11% contribution rate, they’ll need to fill up Borang KWSP 17A (Khas 2021) which will then be submitted to EPF by their respective employer.

Please bear in mind that the contribution amount should be calculated based on the contribution rate as stated in the Third Schedule of the EPF Act 1991, instead of using the exact percentage calculation, except for salaries that are more than RM20,000.00.

When should EPF contribution be paid?

The monthly payment of EPF contribution comprising of both employees’ and employer’s share should be paid by the 15th of the month for the salary issued for the previous month. A late payment charge or a dividend will be imposed if the EPF contribution is not paid on time.

How to make EPF payment?

The EPF contribution can be paid through the following channels:

e-Caruman website or mobile application
Internet banking
Bank agents of Bank Simpanan Nasional, Maybank, Public Bank, and RHB Bank
EPF counters nationwide

Social Security Organization (SOCSO) Contribution
There are 2 schemes that are governed under the Employees’ Social Security Act 1969 – the Employment Injury Scheme that protects an employee against occupational accident or disease, and the Invalidity Scheme that insures an employee who is unable to work due to incurable or unlikely to be cured condition or death. It is compulsory for all Malaysian and permanent resident employees to register with SOCSO except for Federal and State Government permanent employees, domestic servants, and those who are self-employed. Foreign workers are protected under SOCSO as well since January 2019.

Monetary payments that are subject to SOCSO contribution are:

Salaries
Overtime payments
Commissions
Wages for maternity leave, study leave, half-day leave
Other contractual payments or otherwise

The following monetary payments are not subject to SOCSO contribution:

Any contribution payable by the employer towards any pension or provident fund
Gratuity (payment to employee payable at the end of a service period or upon voluntary resignation)
Any sum paid to cover expenses incurred by the employee in the course of his duties
Bonuses
Travel allowances
Gifts, including cash payments for holidays like Hari Raya, Christmas, etc.

Employer’s responsibility on SOCSO contribution

Register yourself as an employer within 30 days upon hiring the first employee.
Register your employees as SOCSO members and keep their information updated.
Report all work-related accidents that befall their workers within 48 hours.
Maintain a monthly record of employees’ information and keep the information updated.
Collect your employees’ share of SOCSO contribution and submit it to the SOCSO along with the employer’s share.

Employer’s and employee’s contribution rate for SOCSO

Employee’s status	Employer’s SOCSO contribution rate	Employee’s SOCSO contribution rate
Age 60 and above	1.25% (Employment Injury Scheme only)	0%
Age below 60	1.75% (Employment Injury Scheme and Invalidity Scheme)	0.5%
Foreign workers	1.25% (Employment Injury Scheme only)	0%

*The contribution rates stated in this table are not applicable to new employees who are 55 years old and above who have no prior contribution. They are covered under the Employment Injury Scheme only. Employees who are 60 years old and above do not need to contribute to the employee’s share to SOCSO.

Please bear in mind that the contribution amount should be calculated based on the contribution rate as stated in the Rate of Contribution table on the SOCSO website, instead of using the exact percentage calculation. The monthly contribution is capped at a monthly salary of RM4,000.

When should SOCSO contribution be paid?

The monthly payment of SOCSO contribution comprising of both employees’ and employer’s share should be paid by the 15th of the month for the salary issued for the previous month. A late payment interest rate of 6% per year will be charged for each day of contribution not paid.

How to make SOCSO payment?

The SOCSO contribution can be paid through the following channels:

PERKESO ASSIST portal
Internet banking
Cheque, money order, or postal order
Bank counters
Bank agents of Maybank, RHB Bank, and Public Bank
SOCSO counters nationwide

Employment Insurance System (EIS) contribution

Governed under the Employment Insurance System Act 2017 and administered by SOCSO as well, this insurance protects employees aged 18 to 60 who have lost their employment except in the case of voluntary resignation, expiry of the contract, unconditional termination of the contract, completion of a project specified in a contract, retirement, and dismissal due to misconduct.

Employer’s responsibility

You only need to register your employees once as SOCSO members and they are automatically entitled to EIS.

Employer’s and employee’s contribution rate for EIS

Employee’s status	Employer’s and employee’s EIS contribution rate
Age 18 to 60	0.2%

*The contribution rates stated in this table are not applicable to new employees who are 57 years old and above who have no prior contribution.

Please bear in mind that the contribution amount should be calculated based on the contribution rate as stated in the Second Schedule of the Employment Insurance System Act 2017, instead of using the exact percentage calculation. The monthly contribution is capped at a monthly salary of RM4,000.

When should EIS contribution be paid?

The EIS contribution for employees’ and employer’s share is paid together with SOCSO contribution.

How to make EIS payment?

The EIS contribution can be paid through the same channels as the SOCSO contribution.

Managing payrolls and contributions for EPF, SOCSO, and EIS for your employees can be a hassle as your business grows. It is recommended to engage a payroll service provider that takes care of your employees’ registration with EPF and SOCSO, salary payments, payroll taxes, and also the mandatory contribution of EPF, SOCSO, and EIS.

Source: https://foundingbird.com/my/blog/what-employers-should-know-about-epf-socso-and-eis

Monthly Tax Deduction (MTD)

How to Pay Monthly Tax Deductions (MTD)?

There are several options to pay Monthly Tax Deductions (MTD) to the Inland Revenue Board of Malaysia. Manual Payment Manual payments can be made by the employer though the submission of Forms CP39 or CP39A at the payment counter of the Inland Revenue Board of Malaysia. Original, photocopied or computer-generated forms are also acceptable.Employers also can post Forms CP39 or CP39A with cheque to Inland Revenue Board of Malaysia. Postdated cheques and cheques issued by banks outside Malaysia will not be accepted. Please do not send cash through the post. Cheque/bank draft has to be submitted to Kuala Lumpur Payment Centre, Jalan Tunku Abdul Halim or collection unit in Kuching or Kota Kinabalu.

Payments Using Diskette Monthly Tax Deductions (MTD) payments can also be made at all branches of CIMB Bank and Public Bank Berhad in Malaysia. The Monthly Tax Deductions (MTD) information must be saved in a diskette with format outlined by the Inland Revenue Board of Malaysia. Payments Online Monthly Tax Deductions (MTD) payments can also be made online either via FPX for those who are members of the FPX, or by directly logging into the respective internet banking accounts. Employers should note that Monthly Tax Deductions (MTD) online payments for e-PCB and e-Data PCB can only be made through the FPX medium by logging onto the e-PCB or e-Data PCB website.

Source: https://landco.my/social/mtd/

Statutory Payroll Contributions In Malaysia

Employees Provident Fund

The compulsory contributions under the Employees Provident Fund (EPF) Act 1991:

Age Group 60 years and below
Employers	a) Monthly wages RM5,000 and below – Minimum of 13% of the employees’ monthly wages b) Monthly wages exceed RM 5,000 – Minimum 12% of the employees’ monthly wages
Employees	Minimum of 11% of the employees’ monthly wages @
[Third Schedule (Part A) of the EPF Act 1991]

Age Group 60 – 75 years and below
Employers	No limit for Monthly wages – 4 % of employees’ monthly wages.

Employees	Employees’ share of contribution will be 0%
[Third Schedule (Part E) of the EPF Act 1991]

Foreign workers and expatriates

All foreign workers and expatriates and their employers are exempted from compulsory contributions. They can, however, choose to contribute and the applicable rates are as follows:

Age Group 60 years and below
Employers	RM5.00 per employee per month
Employees	11% of the employees’ monthly wages
[Third Schedule (Part B) of the EPF Act 1991]

Age Group 60-75 years and below
Employers	RM5.00 per employee per month
Employees	5.5% of the employees’ monthly wages
[Third Schedule (Part D) of the EPF Act 1991]

Age Group 60 – 75 years

Employers	a) Monthly wages RM 5,000 and below – Minimum of 6.5% of the employees’ monthly wages
Employers	b) Monthly wages exceed RM 5,000 – Minimum of 6% of the employees’ monthly wages
Employees	Minimum of 5.5% of the employees’ monthly wages

[Third Schedule (Part C) of the EPF Act 1991] shall apply to the following employees :
(a) employees who are not Malaysian citizens but are permanent residents in Malaysia and
(b) employees who are not Malaysian citizens who have elected to contribute before 1 August 1998.

Source: Employees Provident Fund – www.kwsp.gov.my

Social Security Organisation (SOCSO)

The Social Security Organisation (SOCSO) administers two social security schemes for workers earning wages not exceeding RM4,000 per month (Amendments with effective 1 Jun 2016). Once covered, employees remain covered irrespective of their wages. However, the maximum contribution is based on wages of RM4,000 per month (Amendments with effective 1 Jun 2016).

There are two schemes administered by SOCSO Act, namely:

Employment Injury Scheme which provides social insurance coverage against workplace accidents, occupational diseases and commuting accidents to and from place of work.
Invalidity Pension Scheme provides 24 hours coverage against invalidity arising from any cause and not necessarily relating to work environment.

Under these schemes workers are entitled to medical benefits; temporary and permanent disablement benefits; constant attendance allowance; dependent’s benefit or survivors pension; funeral, rehabilitation, education benefits; and invalidity pension.

The Employment Injury Scheme is funded solely by the employer with the contribution of 1.25% and the Invalidity Scheme is funded with the contribution of 1% which is shared equally by employers and employees. This rate of contribution is capped at the invaluable wage of RM4,000. This contribution is mandatory by law.

It is compulsory for all eligible employees who are Malaysian citizens and permanent residents to register. All employees who are employed under a contract of service or apprenticeship in the private sector and contractual/temporary staff of Federal / State Government, as well as Federal / State Statutory Bodies, need to be registered and covered by SOCSO.

The SOCSO EI Scheme is effective from 1 January 2019. For existing foreign workers in Malaysia who have valid Foreign Workers Compensation Scheme (FWCS), they have to be registered with SOCSO by their employers a day after the expiration of FWCS, subject to the end of the cooling-off period for FWCS on 31 December 2019. Beginning 1 January 2020, all employers shall register with SOCSO although their foreign workers are still covered under FWCS. New foreign workers entering Malaysia on or after 1 January 2019 have to register with SOCSO once they are validated by the Immigration Department of Malaysia at any gazetted port of entry.

Employees Exempted From the Coverage of the Employees’ Social Security Act, 1969 Are as Follows:

Federal and State Government permanent employees
Domestic servants
Self-employed (except for self-employed taxi drivers, individuals who run similar services including e-hailing such as Grab and self-employed bus drivers)
Spouses of a sole proprietor or a partnership owner

Self-employed

Self-employed individuals may contribute under the Self-Employed Social Security Scheme (Act 789)

Source: Social security Organisation (SOCSO) – www.perkeso.gov.my

Employment Insurance System (EIS)

To provide state-of-the-art public employment services (PES), labor market information (LMI) and unemployment benefits to the Malaysian workforce with the aim of promoting full employment.

The EIS contribution rate is based on Section 18 and Schedule 2 of the Employment Insurance System Act 2017. The contribution rate is 0.2% for the employer and 0.2% for employee based on the employee’s monthly salary.

EIS Coverage

All employers in the private sector are required to pay monthly contributions for each of their employees. (Government employees, domestic workers and the self-employed are exempted).
An employee is defined as a person who is employed for wages under a contract of service or apprenticeship with an employer. The contract of service or apprenticeship may be expressed or implied and may be oral or in writing.
EIS covers all workers who are Malaysian citizens / permanent residents.
All employees aged 18 to 60 are required to contribute. However, employees aged 57 and above who have no prior contributions before the age of 57 are exempted.
Contribution rates are capped at insured salary of RM4000.00

The EIS Act does NOT cover the self-employed, civil servants, and workers in local authorities and statutory bodies.

The Employment Insurance System Office offers two kinds of benefits, namely monetary benefits and job search assistance.

The 5 types of monetary benefits are:

Job Search Allowance (SE)
Reduced Income Allowance (RIA)
Training Fee (TF)
Training Allowance (TA)
Early Re-Employment Allowance (ERA)

The 2 kinds of job search assistance are:

Re-Employment Placement Program
Career Counseling

Source: Social security Organisation (EIS) – https://eiscentre.perkeso.gov.my/

Human Resources Development Fund (HRDF)

The Human Resource Development Fund (HRDF) operates on the basis of a levy/grant system. Employers who have paid the Human Resources Development levy will qualify for training grants from the HRDF to defray or subsidise training costs for their Malaysian employees.

Companies from Manufacturing and Mining and Quarrying* sectors covered under the Pembangunan Sumber Manusia Berhad Act, 2001 are as follows:

Categories of Employers	Rate of Levy Contributions
Employers with 50 Malaysian employees and above	1% of employees’ monthly wages
Employers with 10 to 49 Malaysian employees with a paid-up capital of RM2.5 million and above	1% of employees’ monthly wages
Employers with 10 to 49 Malaysian employees with a paid-up capital of less than RM2.5 million are given the option to register with HRDF	0.5% of employees’ monthly wages

*Effective from 1 June 2014, the coverage under the Pembangunan Sumber Manusia Berhad Act, 2001 has been extended to cover sub-sectors under the Mining and Quarrying Sector that comprises companies with the business activities of petroleum and gas extraction and mineral and stone quarrying.

Source: Pembangunan Sumber Manusia Berhad (PSMB) – www.hrdf.com.my

General DOs & DON’Ts for EPF/SOCSO/HRDF contributions and Monthly Tax Deductions (MTD) rules for submissions

Must pay by 15th of the following month or immediate preceding day if it falls on a weekend or Public Holiday.
Advisable to include a reasonable time frame for cheque/payment clearance. Otherwise any subsequent payments after the deadline due to payment(s) returned will subject to late payment pena

Source: https://www.3ecpa.com.my/resources/human-resources-immigration/statutory-payroll-contributions/