Employment & industrial relations · Kuala Lumpur · est. 2011
Faiza Loke & Sivam is a six-lawyer chambers that does one kind of law from both sides of the table — dismissals, retrenchments, inquiries, unions, and the Industrial Court work that follows when they go wrong.
Two desks, one discipline
For workers and executives whose employment has been ended, varied or made unbearable. We fix your deadline in writing, price your claim honestly — and tell you plainly when there isn't one.
For companies that would rather build the file right than defend the shortcut. Inquiries chaired, exercises planned, handbooks that hold — and trial counsel when a reference lands anyway.
Signature tool · free
Ten patterns appear again and again in dismissals that turn out to be challengeable. Tick what matches your situation; we'll annotate each flag with what it means — and what the sixty-day clock leaves you.
Prefer the full version with your deadline computed? Open the full check →
Tick every statement that matches your situation or your termination letter:
No flags ticked yet — tick what applies and we'll read it with you.
This check is general information, not legal advice — it cannot see your documents. The 60-day computation assumes the date you enter is the effective date of dismissal, which itself often needs legal confirmation.
The practice, indexed
For individuals
Unfair dismissalMalaysian law does not let an employer end your employment simply because it wants to.Constructive dismissalConstructive dismissal is the hardest claim on our employee desk — and the one where early advice changes outcomes most.Retrenchment, VSS & MSSRetrenchment is lawful when the redundancy is genuine and the process fair.Executive exitsSenior departures are negotiations, not fights.Workplace harassmentThe law now gives harassed employees more than one road: an internal complaint the employer must take seriously, a tribunal claim for compensation, and — where the employer fails you — the employment claims that failure opens.Labour Court claimsNot every employment dispute is about dismissal.For employers
Misconduct & domestic inquiryMost dismissals lost in the Industrial Court are lost on process.Restructuring & retrenchmentReorganising the business is management's prerogative.Contracts, policies & handbooksEvery dispute on the employer desk eventually opens the same two documents: the contract and the handbook.Unions & collective bargainingA union across the table changes the tempo of everything — discipline, restructuring, pay reviews.Industrial Court defenceBy the time a reference reaches the Industrial Court, the facts are fixed — what remains open is how well they are proven.Employer retainersThe cheapest employment advice is the advice taken before the letter is sent.Signature tool · free
The Employment (Termination and Lay-Off Benefits) Regulations 1980 set a statutory floor most employees have never had computed for them. Our calculator runs your wages and service through the scale — and shows the Industrial Court's compensation conventions alongside it.
Open the severance calculatorThe statutory scale, per year of service
| Under 2 years | 10 days' wages |
| 2 – 5 years | 15 days' wages |
| 5 years and above | 20 days' wages |
Daily wage = monthly wages ÷ 26 · pro-rated for incomplete years · plus 4–8 weeks' statutory notice under s.12 · applies within the Employment Act's First Schedule (broadly wages ≤ RM 4,000)
The map
| Forum | What it hears | How it usually runs |
|---|---|---|
| Department of Industrial Relations (JPP) | Section 20 unfair dismissal representations — the compulsory first stop, within 60 days | Conciliation meeting within weeks; a large share of well-prepared claims settle here |
| Industrial Court | References that survive conciliation; union recognition, CA and non-compliance disputes | Pleadings, witness statements, hearing; awards convention: backwages ≤ 24 months + 1 month per year of service |
| Labour Court (JTK) | Employment Act money claims — wages, overtime, termination benefits, maternity protections | Fast, computation-driven, no strict formality; decisions enforceable as court orders |
| Civil courts | Contractual wrongful dismissal, restraint and confidentiality disputes, judicial review of awards | Ordinary litigation timelines; judicial review within 3 months of an award under Order 53 |
| Anti-Sexual Harassment Tribunal | Sexual harassment claims under the ASH Act 2022, alongside workplace routes | Tribunal procedure, compensation and other orders; no lawyers' monopoly, advice still decisive |
We appear in all five — and a good part of the job is choosing the right one, in the right order.
Menara UOA Bangsar, Kuala Lumpur — two minutes from the Bangsar LRT.
The chambers
Faiza binti Kamaruddin
Managing Partner
Employee desk
Loke Wei Sheng
Partner
Employer desk
Sivam a/l Krishnan
Partner, Head of Advocacy
Industrial Court advocacy
Chow Mei Lin
Senior Associate
Employer desk
Priya Manogaran
Associate
Employee desk
Adam Iskandar bin Roslan
Associate
Both desks
Independent recognition
"A compact team that punches well above its weight in contentious employment work — sources note their preparation is relentless."
Chambers Asia-Pacific 2026 — Employment: Malaysia
"Faiza Loke & Sivam is instructed on both claimant and respondent mandates, giving the team an unusually complete view of how dismissal disputes are actually fought."
The Legal 500 Asia Pacific 2026 — Labour & Employment
"Recommended for industrial relations; clients of the practice highlight clear fee arrangements and realistic case assessments."
asialaw Profiles 2025 — Labour & Employment — Recommended Firm
The Bar's publicity rules rightly bar client testimonials — the quotes above are from independent legal directories that interview clients and counterparties directly.
A case assessment is a working session with a lawyer, not a sales call: the deadline fixed, the merits priced, the next step written down — whichever side of the table you sit on.
Mon–Fri 9am–6pm · Sat morning by appointment · +60 3-2202 4188
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