Understand the issue
Use a free guide when HR needs the legal frame and immediate questions before proposing external work.
For HR leaders preparing internal approval
Employment law work you can put into a board paper.
You may know that something is wrong without knowing the legal name for it. We help you identify the questions, choose the proportionate route and define what the company will receive.
- The Legal & HR Vault gives HR a routine process for common disciplinary problems.
- Company-specific advice and drafting are defined in a written scope.
- Your in-house counsel or panel firm remains in place.
The kit and any private fee schedule you select are sent by email. No call unless you request one.
Chua Yi Xie has conduct of the employment work. Verify the Malaysian Bar listing. Choose Lawyer and search “Chua Yi Xie”.
For the decision above you
Build the internal case before you ask for authority.
The Board Approval Kit helps you compare the available routes before recommending expenditure or external counsel.
- A one-page approval summary
- An options table covering Learn, the Vault and scoped legal work
- Common scopes, deliverables and responsibility splits
- The instruction sequence and provider verification
Email me the Board Approval Kit
You do not need to identify the legal issue first. “Not sure yet” is a valid answer.
Usually arrives within a few minutes. If it does not, check your spam or promotions folder. We will not phone you unless you ask.
The kit is general planning information. This is not legal advice on your situation and it does not make you a client of this firm. Nothing here creates a solicitor-client relationship. That takes a conflict check, verification documents and a signed Letter of Engagement, in that order.
Three routes
Choose the Smallest Useful Step.
You do not need to diagnose the law first. Start with what the company needs to decide.
Give HR a routine process
The Legal & HR Vault provides the checklist before the template and common disciplinary documents in English and Bahasa Melayu.
It is a baseline. It does not replace a company handbook, collective agreement or advice on a disputed matter.
Scope company-specific work
Use a defined engagement for an audit, drafting project, live decision or management briefing.
Defined legal work
What the company can approve and receive.
These are common engagement shapes. The Letter of Engagement will state exactly which documents, written advice and briefings are included.
The HR Health CheckDocument review, written findings in priority order and a working session
- Usually starts when
- Documents predate operational change, an audit raised concerns, or different teams use different procedures.
- We examine
- Up to 100 pages of agreed contracts, handbook, policies and process documents for one employing company, and how they are used in practice.
- Defined outputs
- A written report stating what is wrong, what risk each issue creates and the order to fix it, followed by a working session. New drafting is scoped separately.
- You provide
- The current document set, relevant internal requirements and enough operational context to test whether the documents still fit.
The BuildContracts and house rules written around the Malaysian operation
- Usually starts when
- A Malaysian operation is being established, global material needs localisation, or the existing rules no longer match the floor.
- We examine
- Parent-company requirements, Malaysian statutory terms, role groups, shifts, allowances, safety duties and internal approval routes.
- Defined outputs
- The handbook, the contract types the operation uses, one consolidated round of changes, a written implementation handover and up to two online sessions. The first tests the operational assumptions behind the drafting. The second walks the company through the finished system.
- Language
- The handbook and contracts are written in English and Bahasa Melayu.
Live employment decisionWritten assessment, options note, notices and management sequence
- Usually starts when
- A disciplinary matter, domestic inquiry, executive exit or filed claim has a live timetable.
- We examine
- The chronology, documents, available evidence, internal authority, legal procedure and decision deadlines.
- Defined outputs
- A written assessment, options note, recommended sequence, agreed notices or letters and a management briefing.
- If it escalates
- 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. The written scope states the responsibility split.
An On-Site Legal Guidance Session for Your Management TeamClient-specific legal guidance at your workplace using your own documents
- Usually starts when
- The documents are sound but HR, line managers or site leaders do not apply them consistently.
- We examine
- The legal limits on common management actions, who makes each decision, which records must be created, when the matter escalates and where the handoffs fail.
- Defined outputs
- A procedure map, manager checklist, an on-site legal guidance session on the documents in scope and written follow-up points.
- Scope boundary
- We are not a registered training provider, so this cannot be claimed against your levy. A specific employee question is handled as legal advice on its own file.
Alongside existing counsel
We do not replace your existing lawyer.
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 payroll, HR, in-house counsel and whoever you already use as a panel firm.
Payroll records the inputs. HR runs the process. Existing counsel remains in place. We handle the Malaysian employment-law analysis, drafting and implementation between them.
Need a different kind of lawyer and do not know who to call? Tell us the general area. 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.
We act for employers only. We never act for employees.
In-house counsel or panel firm
Corporate, commercial and non-employment work remains with the advisers you already use.
Yi Xie & Co.
Employment analysis, drafting, implementation and briefings within the agreed scope.
If advocacy becomes necessary
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.
From enquiry to commencement
What Happens After You Enquire.
Submitting a form does not make the company a client. Legal work starts only after the engagement is accepted in writing.
- 01
Tell us what changed
Name the concern, document or decision. You do not need to diagnose the law.
- 02
Review and written scope
We run the conflict and capacity review, then put the outputs, limits, responsibility split and private fee in writing.
- 03
Accept and commence
If the company accepts, verification documents and the Letter of Engagement come next. Work starts after the signed letter returns.
For an authorised next step
Request a proposed written scope.
Tell us what changed or caused concern. One useful sentence is enough to start the review.
Submitting this form does not create a solicitor-client relationship. A person reads it, runs the conflict check and sends a written quote. If the company accepts, the Letter of Engagement and verification documents come next. Nothing starts until the signed letter comes back.
Chua Yi Xie reads every corporate enquiry personally and replies by email within three business days.