Enhancing an ombudsman channel dealing with harassment, re-looking at flexible work arrangements, increasing paid maternity and paternity leave days, and more - these leaders give us the run-down.

As we step into the new year, many of us have a list full of resolutions that we would like to work on all throughout 2023.

However, some of these changes may require more effort than others.

With the amendments to Malaysia’s employment act slated to take effect from 1 January 2023, many leaders are preparing for all the work this would entail. With such an important milestone, tackling these changes may be overwhelming for some, while at the same time, a much-welcomed opportunity to enhance their workforce policies.

We've heard from legal experts on what these amendments entail, and now, to get a better insight from the organisations' point-of-view, Human Resources Online asked 11 leaders how they are staying ahead of the changes this coming new year. In this first half of our special feature, five leaders share with Arina Sofiah the steps they and their teams are taking.

Eight core changes by Biomed Global (Malaysia)

As a start, Biomed Global (Malaysia) is focusing on eight core Employment Act changes:

1. EA 1955 now covers all employees irrespective of wages
2. Flexible working arrangements are now provided for in the Act
3. Increased (paid) maternity leave for mothers
4. Increased (paid) paternity leave from the existing policy
5. Medical leave
6. Protection for pregnant mothers against...

Read Full Story: https://news.google.com/__i/rss/rd/articles/CBMiemh0dHBzOi8vd3d3Lmh1bWFucmVzb...