Compassionate Leave in Malaysia: What Employers Need to Know
- Harshiney
- Jun 6
- 5 min read
When someone on your team loses a loved one or faces a family crisis, it affects more than just their schedule — it impacts their well-being, focus, and peace of mind. That’s why having a compassionate leave policy matters. It’s a small gesture that goes a long way in showing your people that you care.
Let’s break down what compassionate leave means in Malaysia — and how you can approach it with empathy and clarity.
Is Compassionate Leave Required by Law in Malaysia?
In Malaysia, you are not legally obligated to provide paid compassionate leave, whether paid or unpaid. That said, many employers in Malaysia still choose to provide it because they understand what their team might be going through. It’s a human response to a human situation. When employees feel supported during tough times, they’re more likely to stay engaged, loyal, and motivated.
How Many Days of Compassionate Leave Are Typically Granted in Malaysia?
In Malaysia, most employers offer 3 to 5 days of paid compassionate leave when an immediate family member passes away, such as a parent, spouse, or child. For extended family, some employers provide one to two days. Some companies also offer extra time if the employee needs to travel or if the situation calls for more flexibility. In the end, it comes down to how you want to support your team during difficult moments.
Who Counts as Immediate Family for Compassionate Leave in Malaysia?
Immediate family members for compassionate leave typically include a spouse, children, parents, and siblings. You may choose to extend this definition to include grandparents, in-laws, or other close relatives, depending on your company’s policies. Clearly defining this in your guidelines will ensure fairness, clarity, and consistency when granting compassionate leave during times of crisis.
Writing a Compassionate Leave Policy
Supporting your employees through loss is one of the most meaningful ways a company can show care. Compassionate leave is not just a benefit. It reflects your values and how you support your team when it matters most. A thoughtful policy builds trust, strengthens loyalty, and creates a culture where people feel genuinely valued.
“When you lead with compassion, you create a stronger, more committed team.”
Here is a step-by-step guide to help you create a compassionate leave policy.
1. Define Who is Eligible
Most organisations offer compassionate leave to all full-time employees starting from their first day. Since loss can happen unexpectedly, it is considered best practice not to set a waiting period. You may also choose to extend this benefit to contract or part-time staff, especially if they are part of your long-term workforce.
2. Define Immediate and Extended Family Members
Your policy should clearly define who is considered family. Commonly, immediate family includes spouse, parents, children, siblings, and grandparents. The extended family may include aunts, uncles, cousins, nieces, and nephews.
3. Determine How Many Days of Leave to Provide and Whether It Is Paid
It is common to offer three to five days of paid compassionate leave for the loss of an immediate family member. For extended family members, one to two days of paid leave is usually provided. In situations that require more time, your policy can include additional unpaid leave with management approval. This approach provides space for employees to grieve while helping your business stay on track.
4. Allow Flexibility in Timing
Compassionate leave is usually taken right after the loss, but not everyone follows the same mourning practices. Some may need time for religious or cultural ceremonies that take place days or weeks later. Allowing employees to take leave in separate blocks can help them meet personal obligations without added stress.
5. Clarify the Application Process
Employees should inform their manager or human resources as soon as possible. A short-written request is often enough. Given the sensitive nature of bereavement, it is important to keep the process simple, supportive, and respectful.
6. Specify Documentation Requirements
To maintain fairness, many organisations ask for documents such as a death certificate or a funeral notice. All information should be handled with care and kept confidential to respect the employee’s privacy.
Supporting Team Members After a Loss
Creating a compassionate leave policy is just the beginning. How you support your employees when they return to work can make a lasting impact on their well-being and morale. Here are a few ways to offer continued support:
Create a return-to-work plan
Work closely with the employee to ease their transition back to work. This may include adjusting their workload or offering flexible hours.
Offer emotional support
Make space for employees to express how they feel. A caring conversation or a listening ear can go a long way. Encourage open communication in a way that is respectful and non-intrusive.
Foster a supportive team environment
Help the wider team understand how they can support their colleague. A quiet word, a simple gesture, or just being patient can help someone feel seen and supported.
FAQs
What’s the difference between emergency leave and compassionate leave?
Emergency leave covers a broader range of situations, allowing your employees to take time off for any unforeseen event requiring immediate attention, such as accidents, serious illness, or urgent matters. Compassionate leave, however, is more specific, intended for situations involving death. This distinction ensures you can support your employees through both emergencies and personal crises effectively.
Does Compassionate Leave Cover Family Emergencies?
In Malaysia, compassionate leave is typically granted for the loss of an immediate family member. However, when a loved one faces a serious illness or accident, many employers provide emergency leave, which is often taken from annual leave. If you believe family emergencies deserve the same understanding and support, you can always choose to include them in your compassionate leave policy.
Can compassionate leave be given for the loss of a pet?
Around the world, more companies are starting to offer compassionate leave for pet loss. While it’s still uncommon in Malaysia, you can always choose to extend compassionate leave to cover pets. For many, pets are family, and acknowledging that in your policy can be a thoughtful way to support your team through difficult times.
Can compassionate leave be used for funerals outside of Malaysia?
If a funeral takes place outside of Malaysia, you have the discretion to offer compassionate leave for the employee’s travel and attendance. You need to define your policy regarding international funerals and communicate it to your employees.
How to Handle Suspicious Compassionate Leave Requests?
If there are concerns about the legitimacy of a leave request, it is important to address them professionally and respectfully. You may request supporting documents or speak directly with the employee to understand the situation.
Need Help Crafting Compassionate Leave Policies?
Supporting your employees through difficult times is essential, but creating clear, empathetic, and compliant compassionate leave policies can be challenging. That’s where we can help.
If you want guidance on building compassionate leave policies that truly care for your team while aligning with Malaysian laws, reach out to us. Together, we’ll create a supportive workplace where your employees feel valued every step of the way. Feel free to reach out to our team 📞+6 010-277 0718 or 📩 info@synergy-outsourcing.com.
