Full-Time, Part-Time & Casual Workers in Malaysia

Why Understanding Worker Types Matters

Proper classification of workers is foundational to a fair, compliant workplace. Understanding these distinctions helps prevent costly misclassification, ensures employees receive correct benefits, and protects both employers and workers from legal disputes.

When everyone understands the framework, full-time, part-time, or casual. It reduces confusion, builds trust, and creates a foundation for compliance with the Employment Act 1955 and guidance from the Department of Labour (JTK).

Comply with Regulations

Meet EA1955 requirements and JTK guidelines consistently. Provide appropriate entitlements based on employment type

Protect All Parties

Safeguard both employer and employee interests through clarity

Legal Framework: The Two Main Pillars

Malaysian employment law rests on two key pieces of legislation that define worker rights and classifications. Understanding how these laws interact is essential for proper implementation.

Full-Time Workers	Part-Time Workers	Casual Workers
Full-time employees may be covered under EA1955, subject to the statutory scope	Covered under EA1955 + PT Regulations 2010	Contract terms + general EA1955 (if applicable)

JTKSM / MOHR
Jabatan Tenaga Kerja Semenanjung Malaysia (Department of Labour Peninsular Malaysia) under the Ministry of Human Resources serves as the official enforcement and interpretation body for employment legislation.

They provide authoritative guidance, handle complaints, and ensure compliance with labor laws across Malaysia.

Full-Time Employees

Full-time employment represents the standard employment relationship in Malaysia, providing workers with comprehensive statutory protections under the Employment Act 1955. Understanding what qualifies as full-time employment is crucial for proper classification.

Complete Legal Protection

Part-Time Employees

Part-time employees occupy a legally defined middle ground. Under the Part-Time Employees Regulations 2010, they’re entitled to the same benefits as full-time workers, but calculated proportionally to their hours worked.

A part-time employee works between 30% and 70% of the normal hours of a comparable full-time employee in the same establishment. This creates a clear boundary that determines coverage.

Key Legal Protections for Part-Time Workers

Casual & Ad-Hoc Employees — Contractual Terms, Subject to Employment Law

Casual and ad-hoc workers generally perform work on an irregular, occasional, or “as-needed” basis. Under the Employment (Part-Time Employees) Regulations 2010, work that is irregular and does not exceed 30% of the normal weekly hours of a full-time employee is excluded from the part-time regulatory protections.

However, a contract label such as “casual” does not automatically remove statutory rights. If the overall working relationship, including factors such as control, personal service, wages, and integration into the business, meets the legal definition of an employee under the Employment Act 1955, the protections of that Act may still apply. 

Unlike part-time employees who are covered by the Part-Time Employees Regulations 2010 and entitled to pro-rated statutory benefits, casual workers’ rights and benefits are governed by their employment contract, subject to any applicable statutory protections under the Employment Act 1955 and other labour laws.

Important Note: While casual workers don’t receive part-time statutory benefits, they’re not without protections.
Contract terms, basic EA1955 provisions (where applicable), and general employment principles still provide a framework for their working relationship.

Understanding the Differences

Each category has distinct characteristics defined by hours worked and legal coverage.

Common Myths vs. Legal Reality

Misinformation about employment categories spreads rapidly through social media, workplace gossip, and well-meaning but inaccurate advice. Let’s dismantle the most persistent myths with what Malaysian law actually says.

Why Accuracy Protects Everyone

Proper worker classification isn’t just about legal compliance. It’s about creating fair, transparent workplaces where both employers and employees understand their rights and obligations. When classification is accurate, everyone benefits.

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Hiring Is Easy. Getting It Right Is Harder.

If you’re:

• Reviewing worker classifications and contract structures
• Balancing operational demands with Employment Act compliance
• Scaling teams across multiple locations or business units
• Exploring flexible or project-based manpower models

Kanry Search supports your teams with clear, regulation-aware guidance and execution, so decisions hold up under scrutiny, not just pressure.

📩 Start a conversation with Kanry Search to build a workforce strategy that is compliant, resilient, and aligned with business goals.

📎 Source

📄 Employment Act 1955 (Act 265)

📄 Employment (Part-Time Employees) Regulations 2010

📄 JTKSM Official Portal