Who is behind this?
Chua Yi Xie is a practising Malaysian advocate. Search "Chua Yi Xie" under Lawyer, or "Yi Xie & Co." under Firm.
Employment and labour law for Malaysian employers
Build a Company That Runs on Rules, Not on You.
You may call it employment law, labour law, HR law or HR rules. We handle the legal side of hiring, managing and letting staff go. We write the contracts, house rules and step-by-step procedures, then show your managers how to use them.
- We act for employers only
- Employment law is all this firm does
- Scope and price agreed before we start
Your enquiry is read by Chua Yi Xie, Advocate & Solicitor. Search "Chua Yi Xie" under Lawyer, or "Yi Xie & Co." under Firm. Verify the Malaysian Bar listing →
Confidential · We will not phone you unless you ask
Start with the problem in front of you
What Do You Need Help With?
You do not need to know the legal name. Choose the sentence that sounds most like you.
I Just Hired My First EmployeeFollow eight free guides, in order, from the first contract to probation, staff problems and resignation.
I Need Employment ContractsChoose the right contract for a full-time, part-time, fixed-term, commission or executive role.
I Need to Discipline Someone, Deal With Poor Performance or Fire SomeoneThe Legal & HR Vault gives you the checklist before the letter for common discipline, performance and exit processes.
I Need HR Rules That Fit My BusinessA kitchen, outlet, workshop, factory floor or clinic needs rules that match how the work is actually done.
Something Has Already HappenedA walkout, intended dismissal, employee demand, JTK letter or claim needs advice on the facts before you act.
Need to understand the issue first? The Free Guides explain the law and the immediate steps. The free checker helps you work out what you are dealing with before you act.
Start With the Free GuidesWant to know what it costs first? Choose the fee schedule that matches what you need. It usually reaches your email within a few minutes. We will not phone you unless you ask.
Get the Fee ScheduleNeed a board, CFO or parent company to approve the route? Use the corporate approval route →
Free. Read it now.
Something Happening Tonight?
Choose one problem. You do not need to read the whole site.
Two questions before you call
Check the Lawyer. Keep the People You Already Use.
You should know who will read the work, and whether asking us means replacing somebody.
Do I have to replace my lawyer?
No, and we would rather you did not. We are not a full-service firm, and we are not here to replace your lawyer. Employment law is all this firm does. We work alongside whoever you already use, including an in-house legal team or a panel firm. Ask us about a shareholders agreement and we will tell you to call them.
If the matter needs advocacy, we work alongside a separate firm that handles that stage. We may remain on the employment analysis within our own engagement.
Being clear is being kind. Good employees love clear rules. They want to know what is expected and how to win at their job.
Common questions
The Things Bosses Actually Ask Us
How much does it cost?
We are not allowed to publish our fees on a website. That is a Bar Council rule for every Malaysian law firm, not a sales tactic.
So we email the schedule instead. Ask for the one that matches what you need and it usually reaches you within a few minutes. You see the numbers in writing before you commit to anything, and nobody has to phone you to get them.
Legal services fee schedule →
Legal & HR Vault fee schedule →
Can I learn this myself?
Yes, and that is the idea. Most of what you need tonight is in our Free Guides and it costs nothing. Call us when the facts are disputed, when a letter has already arrived, or when the standard material does not fit your operation.
I only have a few staff. Am I too small?
No. Under the Employment Act, most of your obligations start with your first employee. Small companies are usually the most exposed, because they are the ones relying on a contract copied off the internet.
What decides the work is your operation, not your size. A five-person workshop needs house rules written for the trade. A forty-person software company does not.
If I ask you about one particular employee, will they find out?
No. What you tell a lawyer stays between us, and that is a professional obligation, not a courtesy.
The rules themselves are the opposite. House rules nobody has been told about are not house rules, and the court treats them that way. So advice stays private and rules get published to everyone. That is the entire point of having them.
What if I have already done something wrong?
Most employers contact us after something has already happened. Tell us the truth and we will start from where you are. We are not going to lecture you.
Do I have to go to court?
Almost certainly not, and that is the whole point of the work. In our view, ending up in the Industrial Court is a failure. A failure of our paperwork, of your systems, and of a working relationship.
An employee can still file even when you followed the process. If the matter needs advocacy, we work alongside a separate firm that handles that stage. We may remain on the employment analysis within our own engagement.
I am an employee. Where should I start?
We act for employers only. That is a choice we made. It is not a comment on your case. The employee page explains the 60-day deadline, the free filing routes and the conflict-checked hand-off.
One lawyer reads every enquiry
Tell Us What Is Happening
A few lines is enough. We will reply by email within three business days.
After you press send.
It comes to me. Not a call centre, not an assistant. We will not phone you unless you ask.
Not ready to send details? Read the free guide or choose the problem in front of you.