Malaysia records no workplace bullying cases – but experts aren't convinced

Malaysia's Labour Department did not record any incidents of alleged workplace bullying over the past year – a situation that experts say is likely to be a case of under-reporting in organisations.  

Human Resources Minister R Ramanan said last month that there were "zero complaints" of workplace harassment or bullying in Malaysia over the past year.  

"In 2025, the labour department recorded 13,374 complaints on employment issues. However, as of December, there were zero complaints of workplace harassment or bullying recorded," Ramanan said as quoted by Free Malaysia Today (FMT).  

Factors behind 'zero complaints'  

But industry leaders believe that this situation is not due to a lack of misconduct, but because of under-reporting in workplaces, FMT reported.  

"Many employees could be unsure of their rights, fear repercussions or feel embarrassed to come forward," Arulkumar Singaraveloo, CEO of the Malaysia HR Forum, told the news outlet.  

"Without a clear understanding of their rights, legal protection and reporting avenues, employees are unlikely to escalate matters, especially when the law is still new and few instances of its enforcement are visible."  

Syed Hussain Syed Husman, president of the Malaysian Employers Federation, also noted that overly defensive behaviour could be at play amid fears of criminal liability.  

"The fear of criminal liability could make managers hesitant to exercise legitimate performance management," the MEF president told FMT.  

"Employees may be uncertain whether internal reporting will lead to resolution or legal escalation."  

Malaysia has no explicit laws on workplace harassment or bullying, according to FMT. However, the Occupational Safety and Health Act mandates that employers look after employees' mental health, including in cases of bullying.  

There are also labour ordinances in Sabah and Sarawak that require employers to investigate such offences.  

Addressing under-reporting  

But the Labour Department's data raises concerns that existing reporting mechanisms for bullying in the workplace remain compliance tools instead of actual protections for employees.  

"Until employees consistently see complaints handled independently, confidentiality truly preserved, whistleblowers protected and not sidelined, and senior leaders held accountable, grievance mechanisms will continue to exist largely as compliance tools, not actual protections," Mangalagowri Ramanathan, a senior HR leader, told FMT.  

She added that employers should conduct regular training explaining harassment and bullying at work so the workforce can understand the issue.  

"Managers must understand that intent is irrelevant. The impact and pattern of behaviour matter more," she said.  

Meanwhile, Syed Hussain said criminal action should be the last resort and should only be used for persistent cases of workplace bullying.  

"To avoid unintended consequences, employers require clear guidance on thresholds, investigation standards and how internal grievance mechanisms and external enforcement interact," the MEF president added.