In-Depth Look at Industrial Relations Act 1967
PROGRAM DETAILS |
OVERVIEW | The Industrial Relations Act 1967 is one of the key pieces of legislation governing the relationship between employers, employees and trade unions in Malaysia. Understanding its provisions is essential for organisations to manage employee relations, workplace disputes, collective bargaining and termination matters in a fair, structured and legally compliant manner.
This practical 2-hour online programme provides employers, HR professionals and management teams with a focused understanding of the Industrial Relations Act 1967, including key developments introduced through the Industrial Relations (Amendment) Act 2020.
Participants will explore important areas such as employee representation, trade unions, collective bargaining, trade disputes, unfair dismissal claims and Industrial Court procedures. The programme also highlights how management decisions and HR practices can expose an organisation to industrial relations risks if workplace issues are not handled appropriately.
By the end of the session, participants will have a clearer understanding of how industrial relations matters progress, the responsibilities of employers and employees, and practical steps organisations can take to manage disputes before they escalate into formal proceedings. |
LEARNING OBJECTIVES | By the end of the programme, participants will be able to:
Understand the key provisions and principles of the Industrial Relations Act 1967. Identify the roles, rights and responsibilities of employers, employees and trade unions in industrial relations matters. Understand the processes relating to collective bargaining, trade disputes and employee representation. Recognise how unfair dismissal claims may arise and how such cases are handled. Understand the basic procedures and functions of the Industrial Court. Apply practical approaches to reduce industrial relations disputes and legal exposure within the organisation.
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LEARNING OUTCOMES | Upon completing the programme, participants will be able to:
Explain the purpose and scope of the Industrial Relations Act 1967. Recognise common industrial relations issues affecting employers and employees. Differentiate between workplace grievances, trade disputes and dismissal-related disputes. Understand the basic processes involved in trade union recognition and collective bargaining. Identify potential risks that may result in unfair dismissal claims. Understand how industrial relations disputes may progress towards conciliation and Industrial Court proceedings. Strengthen HR and management decision-making when handling employee relations matters. Take preventive measures to manage workplace disputes before they escalate.
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TARGET PARTICIPANTS | This programme is suitable for:
Human Resources Managers and Executives Industrial Relations and Employee Relations Personnel Business Owners and Employers Department Heads and Line Managers Supervisors and Team Leaders Administration and Operations Managers Management Representatives Compliance and Corporate Governance Personnel Professionals involved in managing employees and workplace disputes
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GROUP SIZE | 30 - 50 participants |
DURATION | Total Duration: 2 Hours Time: 10.00 am – 12.00 pm |
METHODOLOGY | The programme will be conducted using:
Trainer-led presentation Explanation of relevant provisions of the Industrial Relations Act 1967 Practical workplace examples Scenario-based discussions Case illustrations Question and answer session Participant sharing and discussion Practical HR and management guidance
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PROGRAM OUTLINE |
Module 1: Understanding The Industrial Relations Act 1967
| Key Learning Items Introduction to industrial relations in Malaysia Purpose and scope of the Industrial Relations Act 1967 Relationship between employers, employees and trade unions Roles of the relevant authorities in industrial relations matters Key terminology under the Act Overview of important changes introduced through the 2020 amendments Why industrial relations compliance matters to employers
Key Discussion: How daily HR and management decisions can potentially develop into industrial relations disputes.
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Module 2: Trade Unions, Employee Representation & Collective Bargaining | Key Learning Items Understanding employee representation in industrial relations Employer and employee rights in relation to trade unions Trade union recognition Representation of employees Introduction to collective bargaining Collective agreements and their significance Employer responsibilities during collective negotiations Managing union-management relationships professionally Common industrial relations risks during collective bargaining
Key Discussion: How organisations can maintain constructive relationships with employees and their representatives while protecting operational interests. |
Module 3: Trade Disputes & Workplace Conflict | Key Learning Items What constitutes a trade dispute Common causes of industrial disputes Workplace grievances versus trade disputes Managing disagreements before they escalate Conciliation and dispute-resolution processes Role of management and HR in resolving industrial relations disputes Documentation required when handling workplace disputes Risks of poor communication and inconsistent management decisions
Key Discussion: Early intervention strategies that HR and management can use before workplace conflicts become formal industrial disputes. |
Module 4: Unfair Dismissal & Representation For Reinstatement
| Key Learning Items Understanding dismissal from an industrial relations perspective Introduction to representations relating to dismissal Concept of dismissal without just cause or excuse Common situations that may lead to unfair dismissal disputes Importance of proper disciplinary procedures Misconduct, poor performance and termination Constructive dismissal: basic understanding Importance of evidence and documentation Management mistakes that may weaken an employer's position
Key Discussion: Why having a reason for termination is not enough if the organisation cannot demonstrate that the decision and process were reasonable and properly supported. |
Module 5: Industrial Court Procedures & Employer Risk Management | Key Learning Items:
Role and function of the Industrial Court How industrial disputes may reach the Industrial Court General flow of an Industrial Court matter Importance of documents, records and witnesses Employer responsibilities when responding to industrial relations claims Possible outcomes and remedies Reinstatement and compensation concepts Importance of consistency in HR decision-making Developing preventive industrial relations practices Strengthening organisational policies, documentation and management practices
Key Discussion:
How organisations can reduce industrial relations exposure through better HR governance, documentation and management decision-making. |
TENTATIVE |
9.30 am - 10.00 am | Registration |
10.00 am - 10.10 am | Introduction & Understanding the Industrial Relations Landscape |
10.10 am - 10.35 am | Module 1 & 2: Industrial Relations Fundamentals, Trade Unions & Collective Bargaining |
10.35 am - 11.05 am | Module 3: Trade Disputes & Workplace Conflict |
11.05 am - 11.35 am | Module 4: Unfair Dismissal & Representation for Reinstatement |
11.35 am - 11.55 am | Module 5: Industrial Court Procedures & Employer Risk Management |
11.55 am - 12.00 pm | Key Takeaways, Q&A and Closing |
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