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Retrenchment Benefit Calculator马来西亚裁员补偿金计算器

If you are retrenched in Malaysia the law sets a minimum payout based on how long you worked there, and it must be in your hands within seven days. Two thresholds decide the amount: two years of service, and five.在马来西亚被裁员，法律按你在公司做了多久订下一个最低补偿，而且必须在七天内付到你手上。金额取决于两道门槛：服务满两年，以及满五年。

Your employment你的雇佣资料

Employment (Termination and Lay-Off Benefits) Regulations 1980.依据 1980年雇佣（解雇与停工福利）条例。

RM
yrs年
This is a statutory minimum. A contract, company handbook or collective agreement can promise more, and in a negotiated mutual separation it often does. It cannot promise less. 这是法定最低标准。合约、公司手册或集体协议可以给得更多，协商式离职时也常常如此；但不能低于此。
Termination benefit应得解雇金
RM 0

    The same wage at other lengths of service同样薪水，不同年资

      How this is calculated计算方式说明

      Who qualifies

      Termination benefit under the Employment (Termination and Lay-Off Benefits) Regulations 1980 is payable to an employee with at least 12 months of continuous service who is retrenched, made redundant or laid off. Below twelve months there is no statutory entitlement, regardless of how the job ended.

      The scale is set for employees earning RM4,000 a month or less, the same ceiling that governs the Employment Act's overtime provisions. Above that, the formula stops being an entitlement and becomes a benchmark.

      The three tiers

      Continuous serviceBenefit
      Less than 2 years10 days' wages for each year of service
      2 years to less than 5 years15 days' wages for each year of service
      5 years or more20 days' wages for each year of service

      Note how the tier applies to every year, not just the years above the threshold. Crossing five years does not add 20 days for year five alone — it re-rates your whole service at 20 days a year. On a RM2,500 wage that is the difference between roughly RM12,300 at four years and RM20,500 at five. The jump at the two-year mark works the same way.

      The daily wage is not the same as the overtime daily rate

      Retrenchment benefit uses monthly wage × 12 ÷ 365 to get a daily figure. Overtime under the Employment Act uses monthly wage ÷ 26. They are different formulas in different instruments and they produce different numbers: on a RM2,600 wage, RM85.48 a day here versus RM100 a day for overtime.

      Neither is wrong. The retrenchment formula spreads the annual wage over every calendar day; the overtime formula spreads a month's wage over working days only. If someone tells you your payout is wrong because it used the "other" daily rate, check which instrument actually applies before arguing.

      When it is not payable

      The Regulations exclude four situations:

      • Dismissal for misconduct after due inquiry. The words "after due inquiry" carry weight — an employer who skips a proper domestic inquiry has not met the condition.
      • The employee resigns. Volunteering for a mutual separation scheme is not the same thing, and the terms of that scheme govern instead.
      • The contract is renewed on terms no less favourable. If you are offered the same or better and turn it down, the entitlement can fall away.
      • Termination on reaching retirement age. Retiring is not being retrenched.

      Seven days, not "when cash flow allows"

      The benefit must be paid within seven days of the date of termination. That deadline is in the Regulations, and a company being short of money is not an exception to it. If it passes unpaid, the Labour Department (Jabatan Tenaga Kerja) handles claims.

      What this figure does not include

      Termination benefit sits on top of everything else you are owed on your last day: wages up to the final day, payment for unused annual leave, and your notice period or pay in lieu of it. Check each separately rather than accepting one combined number.

      Compensation for loss of employment also has its own income tax treatment, which is not the same as ordinary salary. Confirm the position with LHDN before assuming the whole payout is tax-free or fully taxable.

      Minimum, not maximum

      Everything here is the floor the law sets. A better contract, a union agreement or a negotiated exit package can and often does pay more, particularly for longer-serving staff and for wages above the RM4,000 line. Use this figure as your starting position. This is a calculator, not legal advice.

      谁符合资格

      依 1980年雇佣（解雇与停工福利）条例，连续服务满 12 个月、并因裁员、职位裁撤或停工而失去工作的员工，才有解雇金。不足十二个月，不论工作以什么方式结束，都没有法定权益。

      这套标准适用于月薪 RM4,000 或以下的员工 —— 与雇佣法令加班条文的门槛相同。超过这条线，公式就不再是法定权益，而只是一个参考基准。

      三个级别

      连续服务年资补偿标准
      不足 2 年每服务一年，10 天薪金
      2 年至不足 5 年每服务一年，15 天薪金
      5 年或以上每服务一年，20 天薪金

      要注意：级别是套用在全部年资上，不是只算超过门槛的那几年。做满五年，不是单单第五年多算 20 天，而是整段年资通通重新按每年 20 天计算。以月薪 RM2,500 为例，做四年大约 RM12,300，做满五年就跳到约 RM20,500。两年那道门槛也是同样的道理。

      这里的日薪，跟加班的日薪不一样

      解雇金的日薪算法是 月薪 × 12 ÷ 365。而雇佣法令的加班费用的是月薪 ÷ 26。两者出自不同的法规、用不同的公式，算出来的数字自然不同：月薪 RM2,600 的话，这里是每天 RM85.48，加班则是每天 RM100。

      两个都没错。解雇金的公式是把全年薪水摊到日历上的每一天；加班的公式是把一个月薪水只摊到工作日。如果有人说你的补偿算错了、因为用的是「另外那个」日薪，先确认适用的是哪一部法规再争论。

      什么情况下不用付

      条例排除了四种情形：

      • 经正当调查后因行为不当被解雇。「经正当调查」这几个字很关键 —— 雇主若跳过内部调查程序，就不算符合这个条件。
      • 员工自行辞职。但自愿参加协商式离职计划（MSS）不算辞职，此时以该计划的条件为准。
      • 合约以不低于原有的条件续约。若公司给你同等或更好的条件而你拒绝，权益可能因此失去。
      • 达到退休年龄而终止。退休不等于被裁员。

      七天，不是「等公司周转过来」

      解雇金必须在雇佣终止之日起 七天内付清。这是条例订下的期限，公司资金紧张不构成例外。若过期未付，可向劳工局（Jabatan Tenaga Kerja）提出索偿。

      这个数字之外还有什么

      解雇金是在你最后一天应得的其他款项之外另外计算的：做到最后一天的薪金、未休完年假的折现，以及通知期或代通知金。请逐项核对，不要接受一个笼统的总数。

      另外，失去雇佣的赔偿在所得税上有自己的处理方式，与一般薪金不同。在假设它全免税或全要课税之前，先向 LHDN 确认。

      是下限，不是上限

      以上全部是法律订下的底线。较好的合约、工会协议或协商出来的离职配套，都可以给得更多，年资长的员工与月薪超过 RM4,000 的人尤其常见。把这个数字当作你的起点。本页是计算器，不构成法律意见。

      Frequently asked questions常见问题

      How much retrenchment benefit am I entitled to in Malaysia?在马来西亚被裁员可以拿多少补偿？
      It depends on your length of continuous service: 10 days' wages per year if you served less than 2 years, 15 days per year for 2 to under 5 years, and 20 days per year from 5 years onwards. The daily wage is your monthly wage times 12 divided by 365. On a RM2,500 wage with 3 years of service that works out to about RM3,700. The tier applies to your whole service, not just the years above the threshold.取决于连续服务年资：不足 2 年，每年 10 天薪金；2 年至不足 5 年，每年 15 天；5 年或以上，每年 20 天。日薪算法是月薪 × 12 ÷ 365。以月薪 RM2,500、服务 3 年为例，大约 RM3,700。级别是套用在整段年资上，不是只算超过门槛的那几年。
      Do I get retrenchment benefit if I earn more than RM4,000 a month?月薪超过 RM4,000 还有裁员补偿吗？
      Not as a statutory entitlement. The Regulations set this scale for employees earning RM4,000 a month or less. Above that line the amount is whatever your contract, company policy or a negotiated settlement provides. In practice the statutory formula is still the most common starting point in those negotiations, which is why the calculator shows the figure anyway — treat it as a benchmark rather than a right.不是法定权益。条例这套标准适用于月薪 RM4,000 或以下的员工。超过这条线，金额由合约、公司政策或协商结果决定。实务上，法定公式仍然是这类谈判最常见的起点，所以计算器照样把数字算给你看 —— 请把它当作参考基准，而不是权利。
      When must the company pay my retrenchment benefit?公司什么时候必须付裁员补偿金？
      Within seven days of the date your employment ends. That deadline is written into the Regulations and cash flow problems are not an exception to it. The benefit is separate from your final wages, payment for unused annual leave and your notice period or pay in lieu, so check each item rather than accepting one lump figure. If the seven days pass unpaid, the Labour Department handles wage claims.在雇佣关系结束之日起七天内。这是条例明文规定的期限，公司周转不灵不构成例外。这笔钱与最后一期薪金、未休年假折现、通知期或代通知金是分开的，请逐项核对，不要只看一个总数。若七天过后仍未收到，可向劳工局提出薪资索偿。
      I was offered another job in the same group. Do I still get the benefit?公司在集团内给我另一份工，还能拿补偿吗？
      Possibly not. One of the four exclusions in the Regulations is a contract renewed or re-engagement offered on terms no less favourable than before. If the new role genuinely matches your old terms and you turn it down, the entitlement can fall away. If the terms are worse — lower pay, a demotion, a location that changes your commute materially — that argument is much weaker. Get the offer in writing and compare it against your existing contract clause by clause before responding.有可能没有。条例四项例外之一，就是以不低于原有条件续约或重新聘用。如果新职位的条件确实与原来相当，而你拒绝了，权益可能因此失去。但若条件更差 —— 薪水降低、被降职、工作地点让通勤明显改变 —— 这个理由就站不住脚。请要求对方以书面给出聘书，逐条与现有合约比对之后再回复。

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