ADVERTORIAL
China China’s labour law landscape saw significant reforms in 2024 and further changes are on the horizon this year. Key developments included the phased increase in the statutory retirement age, adjustments to pension contribution requirements, and the introduction of simplified rules for cross-border data transfers. These changes directly impacted workforce management, social security policies, and compliance requirements for both domestic and foreign-invested enterprises. Expected reforms in 2025 will focus on areas such as illness and disability benefits under the basic pension system, flexible retirement options, and updates to public holiday policies. Employers must adapt their HR strategies to remain compliant with evolving regulations while ensuring business continuity and employee welfare. Dezan Shira’s China Briefing offers an overview of 2024’s major labour law developments and what to expect in 2025.
2025, introducing a significant increase intended to improve living standards and support economic growth. The revision was announced by Prime Minister Datuk Seri Anwar Ibrahim during the 2025 Budget and is intended to reflect Malaysia’s commitment to ensuring fair compensation for workers across various sectors. The first phase of the policy has been in effect since February 1, 2025. The new minimum wage rate has been set at 1,700 ringgit per month, up from the previous 1,500 ringgit. This increase is expected to benefit over 1.5 million workers. A phased rollout will give smaller businesses more time to adjust to the new requirements without disrupting their operations. ASEAN Briefing has details of the rollout, the new daily and hourly rates, exemptions and the implications for employers.
Malaysia Malaysia has officially revised its minimum wage policy for
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ISSUE 9 GLOBAL PAYROLL MAGAZINE
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