Signature tool · free · anonymous
Severance & notice calculator
Three computations every ended employment deserves: the statutory termination benefits floor under the 1980 Regulations, the minimum notice under section 12, and — where the dismissal itself is challengeable — the Industrial Court's compensation conventions. Runs entirely in your browser.
Your computation appears here — statutory benefits, notice, and the Industrial Court view, itemised.
Statutory termination benefits Employment (Termination and Lay-Off Benefits) Regulations 1980
Minimum notice s.12 Employment Act 1955
If the dismissal is challengeable Industrial Court conventions — not automatic entitlements
This calculator states statutory minima and court conventions in general terms; contracts, schemes and facts vary the outcome. It is not legal advice and not a promise of recovery.
The three computations
How the computation works
Termination benefits
Within the Employment Act's First Schedule (broadly wages of RM 4,000 and below) with 12+ months' service, the 1980 Regulations set the floor at 10 days' wages per year under two years, 15 days from two to five, and 20 days beyond — a day's wages being monthly ÷ 26. Above the threshold, your contract governs.
Notice
Section 12 sets minimum notice at 4 weeks under two years' service, 6 weeks from two to five, and 8 weeks beyond — or salary in lieu. A contract may provide more, never less.
The Industrial Court view
Where a dismissal is without just cause, the Court's conventions are backwages up to 24 months (12 for probationers) and, absent reinstatement, one month per completed year. The outcome of a successful claim — which is why it belongs in the same arithmetic as any offer.
Numbers first. Then the decision.
Bring the computation to a RM 480 assessment and we will tell you whether the offer on your table respects it — and what to do if it does not.
Mon–Fri 9am–6pm · Sat morning by appointment · +60 3-2202 4188