Use the ready-made procedures and common letters. Ask us to write a contract, one missing policy or full house rules for your operation. If something has already happened, bring us the facts before you act.
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 →
This is about your operation, not your size.
Need a board, CFO or parent company to approve the work?
Use the corporate route →
The disciplinary process stays the same. Your house rules must match the place your staff actually work.
Keep them. Payroll, people operations and general legal work remain with the people you already use. We handle the employment-law side and work alongside them.
Not on this list? Tell us what you run. We will tell you whether the standard material is enough or whether one rule needs to be written for your operation.
Just hired your first employee? Follow the free First Hire Path →
You do not have to buy everything. Start with the smallest route that solves the problem.
The Legal & HR Vault gives you the routine process, checklists and common documents for hiring, probation, warnings, discipline, poor performance and peaceful exits. It is a foundation. It does not claim to cover your whole operation. If you want us to help you put it into use, The Setup adds your written process, straightforward full-time or part-time contracts for up to three role types, and up to two online implementation sessions.
The Vault includes the standard full-time contract for you to fill in. Part-time, fixed-term, shift, commission and executive roles need a contract drafted for the role.
One missing rule may need one policy. If your whole operation is a kitchen, workshop, clinic or shop floor, we can write house rules for the operation. A full Build starts with questions about how you actually run and includes a written handover and up to two online sessions.
An absence, warning, intended dismissal, employee demand, JTK letter or claim needs advice on the facts and timeline. Bring the live problem to a consultation before you send the next document.
And plenty of employers who land here do not need anything built. If you run an office with standard hours and standard roles, the baseline already covers you. We would rather say so than sell you a handbook you will not use. When you do not need us →
We act for employers only. We never act for employees. Need a different kind of lawyer? If we know a suitable practice, we can point you in the right direction. Any introduction is subject to conflicts and the other practice accepting the matter. You decide whether to contact them.
This is the honest one. Most bosses do not avoid lawyers because they think they do not need one. They avoid lawyers because they have no idea what the answer will cost, so they guess instead, and guessing is what turns a small problem into an expensive one.
We are not allowed to publish 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. You read it at home, before you speak to anybody, and nobody phones you afterwards.
You do not have to work it out alone. Tell us in a few lines what is happening and we will tell you the smallest route that solves it. Asking costs nothing and it commits you to nothing.
Sometimes the answer is the Legal & HR Vault. Sometimes it is the standard contract or one written policy. Sometimes it is that you already have what you need, and we would rather say so than sell you a handbook you will not use.
Usually not. Most contracts we see are sound on pay and hours and thin where it matters: probation, notice, and the link between your house rules and the disciplinary process. That link is what gets tested when somebody is dismissed.
Bring what you already have. The contract route starts by reading your existing document rather than pretending it does not exist, and the written scope tells you what will change before you agree to anything.
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.
Questions about confidentiality, going to court, or whether you are too small? All the common questions are answered here →
They want to know what is expected of them, where the line is, and how to do well at their job. When the rules are written down, you stop being the one who has to police everybody personally.
That is the whole idea. Being clear is being kind.
Start with the Vault for the routine process. Add contracts or house rules only where the standard material stops. If something is already happening, bring us the live facts before you send the next document.
Not ready to send us anything? Read the free 7 Habits guide or open the guide for tonight's problem. Both are free and neither asks for your email.
