Cuti Tahunan
Kira kelayakan cuti tahunan dan baki cuti pro-rata mengikut Akta Kerja 1955.
Annual leave is paid time off provided by employers to employees for rest, vacation, or personal reasons. In Malaysia, annual leave entitlement is governed by the Akta Kerja 1955. Employers must offer the mandatory minimum leave days based on the length of service.
The Malaysian Akta Kerja 1955 provides minimum statutory guidelines for paid leaves:
| Tempoh Perkhidmatan | Minimum Leave Entitlement |
|---|---|
| Less than 2 Years | 8 Hari / year |
| 2 - 5 Years | 12 Hari / year |
| More than 5 Years | 16 Hari / year |
Annual leave is calculated based on your years of service. If an employee joins in the middle of a calendar year, their entitlement for that first year is typically pro-rata.
Pro-rata Leave = (Months Worked ÷ 12) × Cuti Tahunan
Entitlement
Example Calculation:
An employee with an
entitlement of 12 days joins on July 1st. They will work exactly 6
months of the year.6 ÷ 12 × 12 = 6 days
While both are paid time off, their legal definitions in Malaysia differ:
Used for rest, vacation, or personal errands. Usually requires advanced approval from the employer depending on company policy.
Used only when unfit for work due to illness. Requires a medical certificate (MC) from a registered medical practitioner.
Yes. Employers in Malaysia have the right to approve or reject leave applications based on operational requirements. However, continuous unreasonable rejection runs contrary to fair labor practices. Employees should provide sufficient notice per their employment contract.
There are generally three scenarios depending on your employment contract and company policy:
If you resign and still have remaining pro-rata annual leave, the employer is generally required to either pay out the remaining days as cash in your final salary, or allow you to use those days to offset your notice period. This is governed by your contract and mutual agreement.
Under the Malaysian Akta Kerja 1955, annual leave entitlement increases with years of service. Here is the minimum entitlement employers must provide.
| Tempoh Perkhidmatan | Minimum Entitlement |
|---|---|
| Less than 2 years | 8 days per year |
| 2 years to less than 5 years | 12 days per year |
| 5 years and above | 16 days per year |
These are minimum entitlements. Employers may provide more leave at their discretion.
If an employee joined mid-year, their annual leave is pro-rata based on months worked.
Pro-rata Leave = (Entitlement Days ÷ 12) × Months Worked
Example:
Employee joined on 1 April 2026.
Pro-rata leave = (8 ÷ 12) × 9 = 6 days
Pro-rata Leave Examples:
| Start Month | 8 Hari Entitlement | 12 Hari Entitlement | 16 Hari Entitlement |
|---|---|---|---|
| January | 8 days | 12 days | 16 days |
| April | 6 days | 9 days | 12 days |
| July | 4 days | 6 days | 8 days |
| October | 2 days | 3 days | 4 days |
Formula statutori di bawah Akta Kerja 1955 ialah:
Kelayakan Cuti Pro-Rata = (Bilangan Bulan Berkhidmat ÷ 12 Bulan) × Jumlah Kelayakan Tahunan Penuh.
Cuti tahunan yang tidak digunakan tertakluk kepada polisi syarikat — sesetengah majikan membenarkan bawa ke hadapan (carry forward) manakala ada yang menggantikannya dengan bayaran tunai (encashment).
Majikan boleh menolak tarikh permohonan cuti atas alasan keperluan operasi perniagaan, tetapi tidak boleh membatalkan atau melupuskan hak jumlah kelayakan cuti tahunan pekerja secara statutori.
Ya. Di bawah Akta Kerja 1955, majikan wajib membayar pampasan gaji bagi baki cuti tahunan pro-rata yang belum diambil sehingga tarikh akhir perkhidmatan.
Tidak. Cuti tahunan hanya ditolak pada hari bekerja biasa. Hari rehat mingguan dan cuti kelepasan am tidak dikira dalam penolakan baki cuti tahunan.
Ya. Semua pekerja yang dilindungi di bawah Akta Kerja 1955 berhak mendapat cuti tahunan berbayar minimum antara 8 hingga 16 hari setahun bergantung kepada tempoh perkhidmatan.
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