Your complete compliance guide to hiring foreign workers — quota approval, licensed agency engagement, visa & immigration processing, and post-arrival compliance obligations under MOHR, KDN, and the Immigration Department.
Employing foreign workers in Malaysia requires adherence to up-to-date statutory and administrative regulations from MOHR, KDN, and the Immigration Department. Our structured framework helps HR teams manage quota applications and streamline worker onboarding with minimal risk.
See our Quota Info page for the 2026 special window.
Candidate sourcing and pre-departure screening through accredited partners.
Visa With Reference, ePLKS, and Immigration coordination.
See our Act 446 guide for housing compliance.
Covering eligibility, quota applications, medical screening, permit issuance, and ongoing renewals in compliance with MOHR, KDN, and Immigration Department guidelines.
Confirm your industry and job positions comply with MOHR/Immigration approved sectors. Confirm eligible source countries, worker age (18–45), and Section 60K local recruitment efforts. Front-line roles (cashier, sales) are disallowed for foreign workers.
Submit company documents (SSM, EPF, SOCSO), obtain digital Section 60K approval (valid 12 months), and apply for quota at the One-Stop Centre with full sector justification.
Appoint a KDN-licensed agency registered under JTKSM. Only licensed agencies are permitted — direct overseas recruitment is not allowed.
Approved overseas partners handle sourcing, biometric verification, pre-departure medicals (GAMCA/FWAMS), and bilingual contract execution.
Apply for VDR through Immigration and pay the government levy via FWCMS/eServices — RM1,850/year (Manufacturing, Construction, Services, Mining) or RM640/year (Plantation, Agriculture), plus a RM1,500 security bond per worker.
Online arrival reporting within 24 hours, FOMEMA scheduled within 30 days, then PLKS and i-Kad applied for immediately after medical clearance. EPF and SOCSO registration follows.
Permit renewals filed 90 days before expiry, periodic FOMEMA re-examinations, payroll/levy records retained 3+ years, and Check Out Memo (COM) filed immediately upon exit.
Missing any of these can mean permit lapses, repatriation orders, employer blacklisting, or fines up to RM50,000 per worker.
| Deadline | Requirement | Consequence of Missing It |
|---|---|---|
| 19 Jan – 31 Mar 2026 | Special quota window | Outside window processed under standard (slower) quota rules |
| Within 30 days of arrival | FOMEMA medical examination | No extensions; triggers automatic repatriation proceedings |
| After FOMEMA clearance | PLKS work permit issuance | Employment without valid PLKS is strictly prohibited |
| Within 24 hours | Immigration arrival clearance | Late reporting is a compliance violation |
| 90 days before expiry | Permit renewal application | Levy penalties, permit lapses, restricted extensions |
| Immediately | Check Out Memo (COM) | Delays constitute non-compliance under Immigration regulations |
Malaysia has 15 approved source countries. Specific sector and gender restrictions apply.
| Country | Male | Female | Allowed Sectors / Restrictions |
|---|---|---|---|
| Thailand, Cambodia, Nepal, Myanmar, Lao PDR, Vietnam, Pakistan, Sri Lanka, Bangladesh, Turkmenistan, Uzbekistan, Kazakhstan | ✓ | ✓ | All approved sectors |
| Philippines | ✓ | ✗ | All approved sectors (male only) |
| India | ✓ | ✓ | Services (restaurant cooks only), Construction (high-tension only), Agriculture, Plantation |
| Indonesia | ✓ | ✓ | Male — not permitted in Manufacturing. Female — all sectors permitted. |
Incomplete documentation is the single most common cause of recruitment delays.
Our licensed compliance team delivers clear guidance and full legal support — trusted by employers across Peninsular Malaysia.