Are you looking to engage international talent in Malaysia?
Find out how you can make an informed decision on whether you should engage and pay employees or independent contractors using our free ‘Employee vs. Independent Contractor’ Checklist.
Designed to be used by companies engaging remote workforce in Malaysia, the checklist is the best way to define why and in what cases companies should onboard new hires or convert existing contractors/freelancers into employees without missing any crucial aspects.
Hire Talent in Malaysia faster. No Barriers with Global Employer of Record
If you want to hire foreign personnel for your business in Malaysia, remember a few things. The immigration process in Latvia can be slightly different than what you may be used to, and certain documents are required to obtain a work permit. Additionally, you will need to set up local payroll for your foreign employees.
A global Employer of Record or PEO company can help guide you through immigration and provide a ‘no entity hiring’ solution after visa or permit receipt.
For many years Acumen International has been hiring and payrolling our clients’ expatriates for both short- and long-term projects. If you need to hire and pay the expatriates in Malaysia legally, we can help you. Regardless of your business objectives and timelines, Acumen International can arrange immigration and work permit support for hiring your foreign talent in full legal compliance with local labour legislation after the permit has been issued.
The Case of an IT Freelancer You Most Certainly Want to Avoid in Malaysia
Here is the litigation you would want to avoid… One American company worked with a Slovakian IT freelancer for approximately three years. The American HR director decided to contact Acumen International to employ this freelancer so that they would be in compliance with labour laws and avoid future misclassification issues.
The finance department of this US company did not approve of our offer to employ the Slovakian freelancer as it seemed higher than what they were currently paying the freelancer. An employee misclassification case did not seem imminent, so they decided not to act.
Half a year later, the company contacted us to employ a Slovakian freelancer. Our offer got approved, but the freelancer refused to sign our employment agreement. In this half-year, the relationship between the freelancer and the US company went sour. The freelancer decided to go to the labour authorities instead. We never heard the ultimate verdict, but from communication with the HR director, we understood that they risked owing social security taxes, vacation, severance payment, and additional fines totalling about seventy thousand euros.