This course addresses the various situations for termination, remedies before termination, the legal methods of termination, and how to terminate employees so as not to end up in the Industrial Court due to employees’ claims of unfair, illegal or constructive dismissal. Industrial court cases are also discussed which saw employers being in the wrong for making human and technical mistakes when terminating employees


2 Days

Who Should Attend

HR / Non-HR Managers, Executives, Supervisors, Assistants and anyone who are involved in employee performance management.


By the end of the session, you would be able to:

  • Draft a proper contract of service to avoid problems in termination
  • Identify the important major and minor misconduct categories
  • Handle termination and non-confirmation of probationers and termination of confirmed employees due to poor performance, retrenchment and indiscipline
  • Draft the various letters on ‘suspension’, ‘charge sheet’, ‘warning’ & ‘dismissal’
  • Differentiate between ‘dismissal’ and ‘constructive dismissal’ so as to avoid ‘constructive dismissal’
  • Know the relevant sections of Employment Act 1955, Industrial Relations Act 1967, and Code of Conduct for Industrial Harmony 1975

Course Outlines

  • Understand the types and content of employment contracts and its implication on termination
  • Be aware of the duration of and payment during suspension of employees before and after DI
  • Distinguish the types of disciplinary action
  • Appreciate the content of the code of conduct for industrial harmony
  • Issues to be look out for on termination of probationers and confirmed employees for poor performance, indiscipline and retrenchment
  • Other termination issues that should be aware relating to medically boarding out, frustration of contracts, expiry of fixed term contracts, retirement & resignation
  • Quantum and formula for calculation of termination benefits under the Employment Act 1955
  • Issues relating to unfair & illegal dismissal & constructive dismissal
  • Legal rights & remedies for employees in dismissals under Industrial Relations Act 1967
  • Understand the main principles set by Industrial Court Awards

Inhouse Training Framework - ADDIE Model

In GIN, we will work with you to modify courses or develop one to meet the specific requirements of your business. To assure your investment on training is not wasted and to maximize the value of the in-house program, we apply the ADDIE model – a dynamic, flexible guideline for building effective training and performance support tools. You may learn more about ADDIE model here.

Contact Us for Quotation

Contact us now for training at the Venue and Date of your choice throughout Malaysia and Internationally. Do let us know what is your expectation, number of participants, participants' profile and your preferred date and venue.