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            {"id":11108,"date":"2023-04-03T20:24:40","date_gmt":"2023-04-03T10:24:40","guid":{"rendered":"https:\/\/employmenthero.com\/my\/blog\/termination-dismissal\/"},"modified":"2025-10-03T02:00:16","modified_gmt":"2025-10-03T02:00:16","slug":"termination-dismissal","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/my\/blog\/termination-dismissal\/","title":{"rendered":"Termination of Employment &#038; Dismissal in Malaysia"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" 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Employment &#038; Dismissal in Malaysia<\/h1><\/div>\n\n\n\n<p class=\"blog-template-sub-title\" style=\"padding-top:var(--wp--preset--spacing--9);padding-bottom:var(--wp--preset--spacing--9);line-height:1.5\">\n    Find out the requirements for lawful termination of employees under the Employment Act and Industrial Relations Act.\n<\/p>\n\n\n\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\">\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-style:none;border-left-width:0px;padding-left:0\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2023-04-03T20:24:40+00:00\">Apr 3, 2023<\/time><\/div>\n\n\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">Updated<\/p>\n\n\n<div class=\"wp-block-post-date__modified-date wp-block-post-date has-sm-font-size\"><time datetime=\"2025-10-03T02:00:16+00:00\">Oct 3, 2025<\/time><\/div>\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">12 mins read<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-large is-resized blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"676\" src=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/Termination-and-dismissal-1024x676.png\" alt=\"Office Quinn\" class=\"wp-image-11229\" style=\"object-fit:cover;width:864px;height:561px\" srcset=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/Termination-and-dismissal-1024x676.png 1024w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/Termination-and-dismissal-300x198.png 300w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/Termination-and-dismissal-768x507.png 768w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/Termination-and-dismissal-1536x1013.png 1536w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/Termination-and-dismissal-2048x1351.png 2048w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/Termination-and-dismissal-576x380.png 576w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/Termination-and-dismissal-1152x760.png 1152w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/Termination-and-dismissal-440x290.png 440w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-14 wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-13 wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" id=\"content-wrapper\">\n<div class=\"content-single-table-content\"><\/div>\n\n\n\n<div class=\"wp-block-group content_single content_single--blog content-single-content-wysiwyg wysiwyg content-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"legal\"><b data-stringify-type=\"bold\"><i data-stringify-type=\"italic\">Disclaimer:<\/i><\/b><i data-stringify-type=\"italic\"> The information in this article is current as at 12th April 2023, and has been prepared by 91爆料 Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (91爆料). The views expressed in this article are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional employment or legal advice. Any reference to government policies, regulations, or guidance is for informational purposes only and should not be considered official government advice. The information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. 91爆料 does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this article.\n<\/i><\/p>\n<hr\/>\n<strong>In any case of termination or dismissal, we strongly advise consulting an employment lawyer to get personalised advice to your specific situation.<\/strong>\n<em>Note: The Employment Act is not applicable to Sabah and Sarawak, as they have their own Labour Ordinances respectively: <\/em><a href=\"https:\/\/www.sabahlaw.com\/Labour_Ordinance.htm\" rel=\"noopener\" target=\"_blank\"><em>Sabah Labour Ordinance<\/em><\/a><em> and <\/em><a href=\"https:\/\/www.mp.gov.my\/acts\/Labour_Ordinance_(Sarawak_Cap._76).pdf\" rel=\"noopener\" target=\"_blank\"><em>Sarawak Labour Ordinance<\/em><\/a><em>.<\/em>\n<h2 id=\"termination-of-employment\">Termination of employment<\/h2>\nA lawful dismissal requires valid and substantive justifications, as well as a fair procedure.\n\nPer Section 20(1) of the Industrial Relations Act 1967, employees who are of the view they have been dismissed without \u2018just cause or excuse\u2019 may file a complaint with the Department of Industrial Relations to be reinstated to their former employment.\n\nWhilst \u2018just cause or excuse\u2019 is not defined by the statute, in general, the most common reasons for termination of employment include:\n<ul>\n<li aria-level=\"1\">Misconduct;<\/li>\n<li aria-level=\"1\">Retrenchment;<\/li>\n<li aria-level=\"1\">Poor performance;<\/li>\n<li aria-level=\"1\">Retirement;<\/li>\n<li aria-level=\"1\">Expiry of a fixed-term contract;<\/li>\n<li aria-level=\"1\">Resignation;<\/li>\n<li aria-level=\"1\">Mutual agreement; and<\/li>\n<li aria-level=\"1\">Closure of a business.<\/li>\n<\/ul>\nEmployees must be given due notice of termination, as well as the justification for it. Both parties must follow the terms and conditions for termination as stated in the contract of service, with regards to notice periods and compensation (unless termination is attributable to certain events, then statutory notice below must be followed).\n\nIf the notice period is not stated in the contract of service, or termination is attributable to certain events such as redundancy or closure of business, employers should abide by the statutory provision in Sections 12(2) and 12(3) of the Employment Act (EA). The notice period should not be less than:\n<ul>\n<li aria-level=\"1\">4 weeks\u2019 notice if the employee has been employed for less than two years;<\/li>\n<li aria-level=\"1\">6 weeks\u2019 notice if the employee has been employed for two years or more but less than five years; and<\/li>\n<li aria-level=\"1\">8 weeks\u2019 notice if the employee has been employed for five years or more.<\/li>\n<\/ul>\nAlternatively, either party can make payment in lieu of the notice period.\n<h2 id=\"termination-due-to-employee-misconduct\">Termination due to employee misconduct<\/h2>\nIf the termination of an employee\u2019s contract is due to misconduct, employers must conduct due inquiry before taking any disciplinary action, as per Section 14 of the EA.\n\nThere is no fixed procedure you need to follow for an inquiry, but as a general guide:\n<ul>\n<li aria-level=\"1\">The employee should be told of their alleged misconduct;<\/li>\n<li aria-level=\"1\">The employee should have the opportunity to present and explain their case; and<\/li>\n<li aria-level=\"1\">The person investigating the allegations and\/or hearing the inquiry should not be in a position which may suggest bias.<\/li>\n<\/ul>\nIn accordance with the EA, employers may suspend the employee from work for a <strong>maximum of 2 weeks<\/strong> to carry out the inquiry. Employers are also required to pay the employee <strong>at least half their salary<\/strong> during their suspension period.\n\nIf no misconduct is found, employers are required to restore the full salary (that was withheld during the suspension period) to the employee.\n\nHowever, if the inquiry establishes misconduct, employers can either:\n<ul>\n<li aria-level=\"1\">Downgrade the employee;<\/li>\n<li aria-level=\"1\">Dismiss the employee without notice; or<\/li>\n<li aria-level=\"1\">Impose any other lesser punishment as deemed just and fit, and if a punishment of suspension without wages is imposed, it shall not exceed a period of <strong>two weeks<\/strong>.<\/li>\n<\/ul>\n\u00a0\n<h2 id=\"termination-due-to-poor-performance\">Termination due to poor performance<\/h2>\nIn the case of an employee\u2019s poor performance, employers bear the burden of proof to show that they have given the employee time and opportunity to improve, before resorting to termination as a final option.\n\nThere are several conditions that need to be fulfilled by the company before firing an employee, as shown in the case of IE Project Sdn Bhd v Tan Lee Seng [1987]:\n<ul>\n<li aria-level=\"1\">The employee must be given sufficient notice or warning about his\/her poor performance;<\/li>\n<li aria-level=\"1\">The employee must be given reasonable opportunity and time to improve his\/her work performance; and<\/li>\n<li aria-level=\"1\">Despite sufficient notice and opportunity to improve, the employee failed to improve his\/her work performance.<\/li>\n<\/ul>\n<h2 id=\"termination-of-employment-for-foreign-employees\">Termination of employment for foreign employees<\/h2>\nEffective from 1 January 2023, Malaysian employers must <a href=\"https:\/\/jtksm.mohr.gov.my\/en\/services\/foreign-workers-employment\" rel=\"noopener\" target=\"_blank\">notify the Director General of Labour (DGL)<\/a> upon termination of a foreign nationals\u2019 employment.\n\nIf the service of a foreign employee is terminated:\n<ul>\n<li aria-level=\"1\">By the employer;<\/li>\n<li aria-level=\"1\">By the foreign employee;<\/li>\n<li aria-level=\"1\">Upon the expiry of the employment pass issued by the Immigration Department of Malaysia to the foreign employee; or<\/li>\n<li aria-level=\"1\">By the repatriation or deportation of the foreign employee,<\/li>\n<\/ul>\nEmployers will need to inform the Director General <strong>no more than 30 days after<\/strong>.\n<h2 id=\"prohibition-on-termination-of-locals-for-foreign-employees\">Prohibition on termination of locals for foreign employees<\/h2>\nIn order to safeguard the employment of local employees, employers in Malaysia are prohibited from terminating a local employee in order to employ a foreign employee, as per <a href=\"https:\/\/www.ilo.org\/dyn\/natlex\/docs\/WEBTEXT\/48055\/66265\/E55mys01.htm#c60m\" rel=\"noopener\" target=\"_blank\">Section 60M of the Employment Act<\/a>.\n\nIn the event of retrenchment or redundancy, employers are also prohibited from terminating the employment of a local employee, unless they have first terminated the services of all foreign employees employed by them in a capacity similar to that of the local employee.\n\n<a href=\"https:\/\/www.thestar.com.my\/news\/nation\/2023\/03\/01\/firing-locals-in-favour-of-foreign-workers-will-get-employers-punished-says-hr-minister#\" rel=\"noopener\" target=\"_blank\">Sivakumar, Minister of Human Resources in Malaysia<\/a>, confirmed that companies found to commit such an offence could face fines of up to RM50,000 for each offence. The Ministry of Human Resources will also cancel the approval of foreign worker quota for that company.\n<h2 id=\"wrongful-dismissal\">Wrongful dismissal<\/h2>\nIn unfair dismissal cases, with the exception of constructive dismissals or forced resignations, the burden of proof lies with the employer to show that they have a justifiable reason for dismissing the employee, and that the dismissal process was carried out fairly.\n\nEmployees who believe that they were fired without reason or justification can file a written representation with the <a href=\"https:\/\/jpp.mohr.gov.my\/\" rel=\"noopener\" target=\"_blank\">Department of Industrial Relations (IRD)<\/a><strong>within 60 days<\/strong> of their dismissal.\n\nThe department will appoint an officer to act as a mediator, and arrange a meeting with both the employer and employee to reach a settlement. If a settlement cannot be made, the matter is then escalated to the Industrial Court.\n\nThe Industrial Court will then determine through trial if the dismissal was truly made without just cause or excuse, and grant remedies as it sees fit.\n\nExamples of remedies awarded to employees include reinstatement, or compensation in lieu of reinstatement or the back payment of wages from the date of dismissal up to the date of the award with a <strong>maximum of 2 years <\/strong>of the employee\u2019s last drawn salary.\n<h2 id=\"retrenchment-or-redundancy\">Retrenchment or redundancy<\/h2>\nEmployers carrying out a retrenchment exercise must lodge a notification with the nearest Department of Labour, submitting the <a href=\"https:\/\/www.mprc.gov.my\/sites\/default\/files\/reference\/Borang%20PK.pdf\" rel=\"noopener\" target=\"_blank\">\u2018Borang PK\u2019 form<\/a> at least 30 days before the termination of employment.\n\nIf challenged, employers must be able to prove that the retrenchment exercise was carried out due to justifiable reasons.\n\nIt is not mandatory, but employers are encouraged to abide by the <a href=\"https:\/\/www.mprc.gov.my\/sites\/default\/files\/reference\/Code%20of%20Conduct%20For%20Industrial%20Harmony%201975.pdf\" rel=\"noopener\" target=\"_blank\">\u2018Code of Conduct for Industrial Harmony\u2019<\/a> when implementing a retrenchment exercise. Clause 22(a) of the Code provides the following measures to be taken by the employer:\n<ol>\n<li aria-level=\"1\">To give as early a warning as practicable to the workers concerned;<\/li>\n<li aria-level=\"1\">To introduce schemes for voluntary retrenchment and retirement, and for payment of redundancy and retirement benefits;<\/li>\n<li aria-level=\"1\">To retire workers who are beyond their normal retiring age;<\/li>\n<li aria-level=\"1\">To cooperate with the Ministry of Labour and Manpower to help the workers find work outside the undertaking;<\/li>\n<li aria-level=\"1\">To spread termination of employment over a longer period; and<\/li>\n<li aria-level=\"1\">To ensure that no such announcement is made before the workers and their representatives or trade unions have been informed.<\/li>\n<\/ol>\nClause 22(b) of the Code also outlines that employers should select employees to be retrenched in accordance with objective criteria, worked out in advance with employees\u2019 representatives or trade unions, such as:\n<ol>\n<li aria-level=\"1\">The need for the efficient operation of the establishment or undertaking;<\/li>\n<li aria-level=\"1\">Ability, experience, skill and occupational qualifications of individual workers required by the establishment or undertaking under part (I);<\/li>\n<li aria-level=\"1\">Consideration for length of service and status (non-citizens, casual, temporary, permanent);<\/li>\n<li aria-level=\"1\">Age;<\/li>\n<li aria-level=\"1\">Family situation; and<\/li>\n<li aria-level=\"1\">Other criteria which may be formulated in the context of national policies.<\/li>\n<\/ol>\nEmployers should also use the \u2018last-in first-out\u2019 (LIFO) principle, which means an employee who joined a particular position in the company later should be made redundant before an employee who has been in that position for many years.\n\nRetrenched employees have the right to submit a claim to the Industrial Court, should they feel that their termination of service was unfair, and without just cause or excuse.\n\nIf the issue of retrenchment is referred to the Industrial Court, it will generally look at the following issues:\n<ol>\n<li aria-level=\"1\">Whether the retrenchment was justified, by looking at the circumstances of the case;<\/li>\n<li aria-level=\"1\">Whether the employer is in a position to give true grounds for the retrenchment;<\/li>\n<li aria-level=\"1\">Whether the retrenchment is made <em>bona fide; <\/em>and<\/li>\n<li aria-level=\"1\">Whether the employer complied with accepted standards and procedure when selecting and retrenching employees.<\/li>\n<\/ol>\n<h2 id=\"termination-and-layoff-benefits\">Termination and layoff benefits<\/h2>\nEmployees who have been lawfully terminated, or unfairly dismissed, are entitled to payments outlined in the Employment (Termination and Lay-off Benefits) Regulations 1980, depending on their tenure of employment.\n\nThe amount of statutory termination or lay-off benefits payment to which an eligible employee is entitled in any case shall not be less than:\n<ul>\n<li aria-level=\"1\">10 days\u2019 wages for every year of employment under a continuous contract of service with the employer, if he has been employed by that employer for a period of less than two years; or<\/li>\n<li aria-level=\"1\">15 days\u2019 wages for every year of employment under a continuous contract of service with the employer, if he has been employed by that employer for two years or more but less than five years; or<\/li>\n<li aria-level=\"1\">20 days\u2019 wages for every year of employment under a continuous contract of service with the employer if he has been employed by that employer for five years or more; and<\/li>\n<li aria-level=\"1\">Pro-rated in respect of an incomplete year, calculated to the nearest month.<\/li>\n<\/ul>\nAny termination or lay-off benefits payment payable under these regulations shall be paid by the employer to the employee, <strong>not later than seven days<\/strong> after the relevant date.\n\nEmployers also need to provide employees with a written statement, stating the total amount of their termination or lay-off benefits payment, and the manner in which the payment has been calculated.\n\n<h2 id=\"relevant-legislation\">Relevant legislation<\/h2>\n<ul>\n<li><a href=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/Employment-Act-Malaysia-as-at-1-Jan-2023.pdf\">Employment Act (Updated copy as at 1 Jan 2023)<\/a><\/li>\n<li aria-level=\"1\"><a href=\"https:\/\/lom.agc.gov.my\/ilims\/upload\/portal\/akta\/outputaktap\/1731234_BI\/A1651%20BI.pdf\" rel=\"noopener\" target=\"_blank\">Employment (Amendment) Act 2022<\/a><\/li>\n<li aria-level=\"1\"><a href=\"https:\/\/www.ilo.org\/dyn\/natlex\/docs\/ELECTRONIC\/48066\/99440\/F-291511780\/MYS48066%202015.pdf\" rel=\"noopener\" target=\"_blank\">Industrial Relations Act 1967<\/a><\/li>\n<li aria-level=\"1\">Employment (Termination and Lay-off Benefits) Regulations 1980<\/li>\n<li aria-level=\"1\"><a href=\"https:\/\/www.mprc.gov.my\/sites\/default\/files\/reference\/Code%20of%20Conduct%20For%20Industrial%20Harmony%201975.pdf\" rel=\"noopener\" target=\"_blank\">Code of Conduct for Industrial Harmony<\/a><\/li>\n<\/ul>\n<a href=\"https:\/\/employmenthero.com\/my\/malaysia-sme-bizhub\/\"><img loading=\"lazy\" decoding=\"async\" alt=\"\" class=\"alignnone size-full wp-image-11403\" height=\"628\" src=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/3\/2023\/04\/BIZHUB-BANNER-2.png\" width=\"1200\" srcset=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/BIZHUB-BANNER-2.png 1200w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/BIZHUB-BANNER-2-300x157.png 300w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2023\/04\/BIZHUB-BANNER-2-1024x536.png 1024w, 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class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-27027 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-january-2026\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1152\" height=\"760\" src=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/02\/Product-Update-January-2026-thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Product Update: January 2026\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/02\/Product-Update-January-2026-thumbnail.webp 1152w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/02\/Product-Update-January-2026-thumbnail-300x198.webp 300w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/02\/Product-Update-January-2026-thumbnail-1024x676.webp 1024w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/02\/Product-Update-January-2026-thumbnail-768x507.webp 768w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/02\/Product-Update-January-2026-thumbnail-576x380.webp 576w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/02\/Product-Update-January-2026-thumbnail-440x290.webp 440w\" sizes=\"auto, (max-width: 1152px) 100vw, 1152px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2021\/07\/ProductFeature-Image-1040x1060-OffboardingChecklists.png\"><a href=\"https:\/\/employmenthero.com\/my\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-january-2026\/\" target=\"_self\" >Product Update: January 2026<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Welcome to the January 2026 product update from the 91爆料 team. We\u2019ve got lots to share around Custom Forms,&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-january-2026\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Product Update: January 2026<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-january-2026\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-26921 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-2025-product-update resource-type-blog topic-product\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-december-2025\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1152\" height=\"760\" src=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/01\/December-2025-Product-Update-Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Product Update: December 2025\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/01\/December-2025-Product-Update-Thumbnail.webp 1152w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/01\/December-2025-Product-Update-Thumbnail-300x198.webp 300w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/01\/December-2025-Product-Update-Thumbnail-1024x676.webp 1024w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/01\/December-2025-Product-Update-Thumbnail-768x507.webp 768w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/01\/December-2025-Product-Update-Thumbnail-576x380.webp 576w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2026\/01\/December-2025-Product-Update-Thumbnail-440x290.webp 440w\" sizes=\"auto, (max-width: 1152px) 100vw, 1152px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2021\/07\/ProductFeature-Image-1040x1060-OffboardingChecklists.png\"><a href=\"https:\/\/employmenthero.com\/my\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-december-2025\/\" target=\"_self\" >Product Update: December 2025<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Welcome to the December 2025 product update from the 91爆料 team. We\u2019ve got lots to share around Custom Forms,&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-december-2025\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Product Update: December 2025<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-december-2025\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-26905 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-2025-product-update resource-type-blog topic-product\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-november-2025\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1152\" height=\"760\" src=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2025\/12\/BlogDownloadable_Generic-optimized.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Product Update: November 2025\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2025\/12\/BlogDownloadable_Generic-optimized.webp 1152w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2025\/12\/BlogDownloadable_Generic-optimized-300x198.webp 300w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2025\/12\/BlogDownloadable_Generic-optimized-1024x676.webp 1024w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2025\/12\/BlogDownloadable_Generic-optimized-768x507.webp 768w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2025\/12\/BlogDownloadable_Generic-optimized-576x380.webp 576w, https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2025\/12\/BlogDownloadable_Generic-optimized-440x290.webp 440w\" sizes=\"auto, (max-width: 1152px) 100vw, 1152px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/my\/wp-content\/uploads\/sites\/4\/2021\/07\/ProductFeature-Image-1040x1060-OffboardingChecklists.png\"><a href=\"https:\/\/employmenthero.com\/my\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-november-2025\/\" target=\"_self\" >Product Update: November 2025<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Welcome to the November 2025 product update from the 91爆料 team. We\u2019ve got lots to share around Workflows, Rostering,&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-november-2025\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Product Update: November 2025<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/my\/blog\/product-update-november-2025\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n\n\n\n<div\n    class=\"lite-auth-form wp-block-employmentherocom2025-lite-auth-form\"    data-wp-interactive=\"lite-auth-form-state\"\n    data-block-id=\"85ab5083-d765-4a0e-b5e4-15893d5d2427\"\n>\n    \n\n<div role=\"dialog\" aria-modal=\"true\" class=\"wp-block-employmentherocom2025-modal-block__wrapper\" id=\"85ab5083-d765-4a0e-b5e4-15893d5d2427-auth\"><div 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