But Malaysian Employers Federation opposes a blanket prohibition on after-hours work communication
The Malaysian Employers Federation (MEF) has expressed support for developing sector-specific guidelines on after-hours communications as it pushed back against a blanket policy for all businesses, according to a report.
MEF president Datuk Syed Hussain Syed Husman said sector-specific guidelines would allow industries, such as healthcare and logistics, to retain operational flexibility, The Sun reported.
"We're open to collaborating with the Human Resources Ministry, Malaysian Trade Union Congress, and other stakeholders to develop sector-specific guidelines that ensure operational needs are met," Syed Hussain said, as quoted by the news outlet.
He made the remarks as he opposed amending Malaysia's Employment Act 1955 to restrict after-hours communication.
"Such amendments would disrupt operational flexibility, particularly for sectors with global clients, 24/7 operations, or critical response needs," he said.
Malaysia's Employment Act 1955 has clear parameters for working hours and overtime, but does not address after-hours digital communication in workplaces.
According to the MEF president, introducing blanket restrictions on after-hours contact in the law could lead to reduced responsiveness, weakened client relationships, and disrupted real-time coordination.
It may also limit operational flexibility, reduce global competitiveness, and lead to more legal disputes for businesses due to the legal ambiguity of what "work-related communication" means.
Administrative burden may also increase for employers, particularly for smaller businesses, as employment contracts may need revisions and tracking systems will need to be implemented.
Syed Hussain said employers should adopt internal guidelines that define urgent and non-urgent communication.
They should also set reasonable expectations and promote the use of scheduling tools to delay email dispatches after working hours.
"Employers should cultivate a workplace culture that respects personal time, while also ensuring continuity in urgent situations," the MEF president said, as quoted by The Sun.
Managers should also be trained on respectful communication practices and the promotion of digital wellness without compromising productivity.
"By fostering respect, flexibility, and clear communication, we can create a sustainable work culture," Syed Hussain said.
The right to disconnect allows workers to not engage in any work-related communication after their working hours. It has been a growing movement across the world amid strong demand among employees.
Australia recently joined a growing number of countries in legislating the right to disconnect. In Japan, three in four employees have said they want to be able to refuse after-hours work contact.
In Malaysia, Sheila Ramalingam, Deputy Executive Director at Universiti Malaya Centre of Leadership and Professional Development, previously noted that setting clear boundaries at work is crucial to prevent overworking.
"[This means] establishing a policy where employees are not expected to respond to emails or messages outside of work hours or when on leave," she said in an opinion article.
"The expectation that employees should be constantly available is neither fair nor sustainable. If organisations want a productive and engaged workforce, they must prioritise employees' mental well-being."
