The Story

Roslan had worked as a machine operator in a factory for nearly ten years. He was never the loudest worker, nor the most ambitious, but he was steady and reliable. Every morning he clocked in early, carried out his duties diligently, and rarely complained.

Yet, despite his commitment, Roslan often felt invisible. His supervisor scolded him harshly in front of younger colleagues. When the machines broke down, he was accused of negligence even when it wasn’t his fault. On one occasion, he was told: “You should be grateful you still have a job.”

Roslan’s heart sank. He did not want luxury, nor constant praise. All he wanted was to be treated with dignity—a sense that his years of service meant something, and that his role was respected. He began to wonder: Does the law protect dignity at work, or is it merely a dream for workers like me?

The Law

In Malaysia, dignity at work is not always written in black and white, but it is woven into various labour laws and industrial relations principles.

1. Employment Act 1955 (Act 265)

• This Act sets out minimum standards of employment: wages, rest days, leave, working hours, maternity protection, and more.
• By ensuring that employees receive fair pay for work, rest days, and protection against arbitrary deductions (Section 24), the Act reinforces the basic dignity of labour.
• Amendments in 2022 further strengthened dignity at work by introducing provisions against discrimination (Section 69F), rights to flexible working arrangements (Section 60P), and longer maternity leave (98 days).

2. Industrial Relations Act 1967

• Dignity also means fairness in termination. Under Section 20, employees dismissed without “just cause or excuse” can bring their case to the Industrial Court.
• The Court has repeatedly emphasised that dismissal cannot be arbitrary, and that workers deserve due process, including domestic inquiry before termination for misconduct.

3. Occupational Safety and Health Act 1994 (OSHA)

• Dignity is tied to safety. Section 15 imposes a duty on employers to ensure employees’ safety, health, and welfare. A safe workplace shows respect for the value of human life.
• Employers who ignore safety measures reduce workers to expendable tools, which undermines dignity.

4. Code of Practice on the Prevention and Eradication of Sexual Harassment in the Workplace (1999, updated 2022)

• Sexual harassment is a direct assault on dignity. The Code, though not legally binding, is recognised by courts as best practice.
• The Employment Act (Section 81F) now requires employers to investigate complaints of sexual harassment, strengthening dignity protections for women and men alike.

5. Constitution of Malaysia (Federal Constitution)

• Article 8 guarantees equality before the law. While not specific to employment, it underpins the principle that workers should not face discrimination by gender, race, or background.

Beyond the Black Letter of Law

Dignity is not just about wages or hours. It is about respect, fairness, and the right to be treated as a human being rather than a replaceable machine. Malaysian Industrial Court cases often echo this sentiment:

• Unfair dismissal awards stress that employees should not be humiliated or discarded without due reason.
• Sexual harassment rulings recognise the right of employees to a workplace free from humiliation.
• Discrimination claims highlight that dignity means equal opportunity.

Thus, while the word “dignity” may not appear frequently in statutes, the principle is embedded in the spirit of labour law.

Lessons

For Employees:

1. Dignity is your right. You are entitled to fair wages, rest, and safe conditions under the Employment Act. If denied, you can seek help from the Jabatan Tenaga Kerja (JTK) or file complaints under the Industrial Relations Act.
2. Stand firm. Do not accept humiliation or discrimination as “part of the job.” The law increasingly recognises and protects against such practices.
3. Document mistreatment. If dignity is violated (e.g., harassment, unfair dismissal), keep records to support your case.

For Employers:

1. Respect is not optional. Even if the law only sets minimum standards, ethical employers go beyond compliance to ensure employees feel valued.
2. Policies matter. Draft workplace policies that prevent discrimination, bullying, and harassment. Align them with the Code of Practice and Employment Act.
3. Leadership reflects dignity. Supervisors who belittle staff not only violate dignity but also reduce morale and productivity.

For HR Practitioners:

1. Embed dignity in culture. Beyond contracts and pay, HR must shape a culture of respect—through training, grievance procedures, and fair appraisals.
2. Act promptly. Ignoring complaints of harassment, discrimination, or humiliation signals that the company does not value dignity.
3. Balance law and compassion. Legal compliance is the floor, not the ceiling. True HR leadership ensures employees are treated with humanity.

Conclusion

So, does the law protect dignity at work? The answer is yes, but indirectly. Malaysian laws—through the Employment Act, Industrial Relations Act, OSHA, and anti-discrimination measures—create a framework that supports dignity: fair wages, rest, protection against arbitrary dismissal, safe conditions, and freedom from harassment.

For employees, the lesson is to understand that dignity is not just a dream—it is a right backed by law. For employers, the lesson is to recognise that dignity cannot be reduced to compliance. It is about respecting the humanity of every worker, from the newest recruit to the most senior staff.

Ultimately, every worker dreams of dignity because dignity is inseparable from being human. And while the law provides a safety net, the true measure of dignity in the workplace lies in how employers choose to respect and value their people every day.

In short: The law protects dignity by setting the minimum standard. Employers protect dignity by choosing to rise above it.