INDUSTRIAL RELATIONS: Judicial Review
19 cases · March 2024 to November 2025
Case Volume by Year
6 24
13 25
2024–2025
Key Issues & Sub-Topics
Industrial Court –Dismissal — Misconduct — Inappropriate behaviour — Harassment — Irrationality of decision — Findings of fact — Whether dismissal without just cause and excuse — sections 20 and 30(5) of the Industrial Relations Act 1967 2 Industrial Court — Dismissal — Employee manager in holding company — Charged with misconduct in capacity of director of subsidiary company — No misconduct in capacity of manager — Industrial Court held dismissal without just cause and excuse — Finding of facts — Section 20(3) Industrial Relations Act 1967 2 Industrial Court — Constructive dismissal — Burden of proof — Standard of proof — Whether conditions of constructive dismissal proven — Demotion — Responsibilities taken away — Reporting to someone who was a junior — Salary and grade intact — Finding of facts — Whether exceptions apply — Industrial Relations Act 1967 2 Termination — Fixed term contract or permanent employee — Limitation — Factors to be considered — Whether genuine fixed term contract or dressed up — Whether employee a permanent employee — Extra-territorial — Separate legal entity. 1 Industrial Court — Dismissal — Misconduct of insubordination and/or gross negligence — Employee still suffering from the after effects of being a Category 5 COVID-19 patient — Failure to turn up for work as instructed — No domestic inquiry held — Reason for termination — Whether termination bona fide or mala fide. 1 Certiorari — Dismissal based on misconduct — Industrial Court found misconduct not proven — Industrial Court found employee committed a different misconduct — Whether Industrial Court acted ultra vires or in excess of jurisdiction — Duty of Industrial Court under section 20(3) of the Industrial Relations Act 1967 1 Certiorari — Dismissal based on misconduct — Industrial Court found misconduct not proven — Industrial Court found employee committed a different misconduct — Whether Industrial Court acted ultra vires or in excess of jurisdiction — Duty of Industrial Court under Section 20(3) of the Industrial Relations Act 1967. 1 Dismissal — Industrial Court — Disrespect, insubordination to superior officer — Language used against superior — Factors to consider — Evidence adduced — Findings of facts and findings on credibility of witnesses — Whether charges proven — Illegality, irrationality, and procedural impropriety — Whether dismissal without just cause and excuse. 1 Dismissal without just cause and excuse — Fixed-term contracts issued by two companies — Employee stationed in Vietnam — Which company is the true employer — Can both companies be employers — Whether genuine fixed-term contracts — Whether employee a permanent employee 1 Constructive dismissal — Law on transfers — Employee transferred and relocated to another location to salvage housing project — Whether transfer mala fide — Whether transfer due to victimization or harassment — Failure to respond to protest letter — Consent before transfer — Whether constructive dismissal established . 1 Minister of Home Affairs ('Minister') banned film — Prohibition order under section 26 of the Film Censorship Act Film 2002 — Whether section 26 inconsistent with Articles 10(1)(a) and 10(2)(a) of the Federal Constitution — Doctrine of proportionality — Test applicable — Irrationality — Ouster clause — Right to be heard before prohibition order can be made 1 Industrial Court — Retrenchment — Whether redundancy situation existed — Airline business — Code of Conduct for Industrial Harmony — Whether the company had undertaken cost cutting measures — Whether employer bona fide — Exception to the ‘Last In First Out’ principle — Test — section 30(5), Industrial Relations Act 1967 1 Industrial Court — Dismissal — Charges of dereliction of duties and gross negligence — Domestic inquiry — Condonation — Whether burden discharged — Proportionality of punishment. 1 Industrial Court — Excessive medical leave — Prolonged and serious illness — Whether excessive medical leave — Whether amounts to misconduct of intention not to come to work and indicating unwillingness to perform contractual duties — Dismissal — Whether burden discharged 1 Industrial Court — Dismissal — Misconduct — Acting against the interest of employer — Theft of broken and unused property of the employer — sections 30(5) and 30(6) if the Industrial Relations Act 1967 — Doctrine of proportionality — Whether dismissal without just cause and excuse. 1 Dismissal — Industrial Court — Constructive dismissal — Elements of constructive dismissal — Whether elements of constructive dismissal fulfilled 1
Industrial Court –Dismissal — Misconduct — Inappropriate behaviour — Harassment — Irrationality of decision — Findings of fact — Whether dismissal without just cause and excuse — sections 20 and 30(5) of the Industrial Relations Act 1967 2 cases
Industrial Court — Dismissal — Employee manager in holding company — Charged with misconduct in capacity of director of subsidiary company — No misconduct in capacity of manager — Industrial Court held dismissal without just cause and excuse — Finding of facts — Section 20(3) Industrial Relations Act 1967 2 cases
Industrial Court — Constructive dismissal — Burden of proof — Standard of proof — Whether conditions of constructive dismissal proven — Demotion — Responsibilities taken away — Reporting to someone who was a junior — Salary and grade intact — Finding of facts — Whether exceptions apply — Industrial Relations Act 1967 2 cases
Termination — Fixed term contract or permanent employee — Limitation — Factors to be considered — Whether genuine fixed term contract or dressed up — Whether employee a permanent employee — Extra-territorial — Separate legal entity. 1 case
Industrial Court — Dismissal — Misconduct of insubordination and/or gross negligence — Employee still suffering from the after effects of being a Category 5 COVID-19 patient — Failure to turn up for work as instructed — No domestic inquiry held — Reason for termination — Whether termination bona fide or mala fide. 1 case
Certiorari — Dismissal based on misconduct — Industrial Court found misconduct not proven — Industrial Court found employee committed a different misconduct — Whether Industrial Court acted ultra vires or in excess of jurisdiction — Duty of Industrial Court under section 20(3) of the Industrial Relations Act 1967 1 case
Certiorari — Dismissal based on misconduct — Industrial Court found misconduct not proven — Industrial Court found employee committed a different misconduct — Whether Industrial Court acted ultra vires or in excess of jurisdiction — Duty of Industrial Court under Section 20(3) of the Industrial Relations Act 1967. 1 case
Dismissal — Industrial Court — Disrespect, insubordination to superior officer — Language used against superior — Factors to consider — Evidence adduced — Findings of facts and findings on credibility of witnesses — Whether charges proven — Illegality, irrationality, and procedural impropriety — Whether dismissal without just cause and excuse. 1 case
Dismissal without just cause and excuse — Fixed-term contracts issued by two companies — Employee stationed in Vietnam — Which company is the true employer — Can both companies be employers — Whether genuine fixed-term contracts — Whether employee a permanent employee 1 case
Constructive dismissal — Law on transfers — Employee transferred and relocated to another location to salvage housing project — Whether transfer mala fide — Whether transfer due to victimization or harassment — Failure to respond to protest letter — Consent before transfer — Whether constructive dismissal established . 1 case
Minister of Home Affairs ('Minister') banned film — Prohibition order under section 26 of the Film Censorship Act Film 2002 — Whether section 26 inconsistent with Articles 10(1)(a) and 10(2)(a) of the Federal Constitution — Doctrine of proportionality — Test applicable — Irrationality — Ouster clause — Right to be heard before prohibition order can be made 1 case
Industrial Court — Retrenchment — Whether redundancy situation existed — Airline business — Code of Conduct for Industrial Harmony — Whether the company had undertaken cost cutting measures — Whether employer bona fide — Exception to the ‘Last In First Out’ principle — Test — section 30(5), Industrial Relations Act 1967 1 case
Industrial Court — Dismissal — Charges of dereliction of duties and gross negligence — Domestic inquiry — Condonation — Whether burden discharged — Proportionality of punishment. 1 case
Industrial Court — Excessive medical leave — Prolonged and serious illness — Whether excessive medical leave — Whether amounts to misconduct of intention not to come to work and indicating unwillingness to perform contractual duties — Dismissal — Whether burden discharged 1 case
Industrial Court — Dismissal — Misconduct — Acting against the interest of employer — Theft of broken and unused property of the employer — sections 30(5) and 30(6) if the Industrial Relations Act 1967 — Doctrine of proportionality — Whether dismissal without just cause and excuse. 1 case
Dismissal — Industrial Court — Constructive dismissal — Elements of constructive dismissal — Whether elements of constructive dismissal fulfilled 1 case
Court Distribution
Key People & Firms
Top Judges
Cases
wa-25-195-04-2024
SEAN SU WEI JIANG v 1. ) PM LINK SDN. BHD. 2. ) MAHKAMAH PERUSAHAAN MALAYSIA
17 November 2025
MYHC
wa-16a-106-09-2024
SUNSHINE BREAD SDN. BHD. (Yang dahulunya dikenali sebagai Auric Flavours Sdn. Bhd.) v TAN SENG KOK
29 October 2025
MYHC
wa-25-95-03-2024
MOHD AZLA BIN LAZIM v 1. ) WIN WIN FOOD INDUSTRIES SDN. BHD. 2. ) MAHKAMAH PERUSAHAAN MALAYSIA
9 September 2025
MYHC
wa-25-98-03-2024
HALIM BIN TUMIN v 1. ) WIN WIN FOOD INDUSTRIES SDN. BHD. 2. ) MAHKAMAH PERUSAHAAN MALAYSIA
9 September 2025
MYHC
wa-25-395-12-2023
LAURA SELVI @ ANDREW LAURA SELVI v 1. ) MAHKAMAH PERUSAHAAN MALAYSIA 2. ) MALAYSIAN INSTITUTE OF MANAGEMENT/MIM EDUCATION SDN BHD
2 September 2025
MYHC
wa-25-146-04-2024
MOHAMMAD ASLAM RAJA v 1. ) VELESTO DRILLING SDN. BHD. 2. ) MAHKAMAH PERUSAHAAN MALAYSIA
6 May 2025
MYHC
wa-25-100-03-2024
SEACERA GROUP BERHAD v 1. ) MOHAMAD SUFFIAN BIN ISMAIL 2. ) MAHKAMAH PERUSAHAAN MALAYSIA
12 March 2025
MYHC
wa-25-94-03-2024
MOHAMAD SUFFIAN BIN ISMAIL v 1. ) MAHKAMAH PERUSAHAAN MALAYSIA 2. ) SEACERA GROUP BERHAD
12 March 2025
MYHC
wa-25-356-11-2023
FURNIWEB MANUFACTURING SDN BHD v 1. ) MAHKAMAH PERUSAHAAN MALAYSIA 2. ) GAN KOK KUAN
11 March 2025
MYHC
wa-25-196-04-2024
ZAIDI BIN BAHARUDIN v 1. ) MAHKAMAH PERUSAHAAN MALAYSIA 2. ) TH Properties Sdn. Bhd.
10 March 2025
MYHC
wa-25-385-12-2023
1. ) MOHD KHAIRIANWAR BIN JAILANI 2. ) TAN MENG KHENG v 1. ) MENTERI DALAM NEGERI MALAYSIA 2. ) Kerajaan Malaysia PIHAK KETIGA Majlis Peguam
5 January 2025
MYHC
wa-25-394-12-2023
RHB BANK BERHAD v 1. ) PATIMAH BINTI SUYUTI 2. ) MAHKAMAH PERUSAHAAN MALAYSIA
5 January 2025
MYHC
wa-25-398-12-2023
PATIMAH BINTI SUYUTI v 1. ) RHB BANK BERHAD 2. ) MAHKAMAH PERUSAHAAN MALAYSIA
5 January 2025
MYHC
wa-25-586-11-2022
TOBACCO IMPORTERS AND MANUFACTURERS SDN. BHD. v 1. ) MAHKAMAH PERUSAHAAN MALAYSIA 2. ) KULDEEP SINGH A/L UDHAM SINGH
9 December 2024
MYHC
wa-25-244-08-2023
HOW ZHENG HONG v 1. ) AIR ASIA BERHAD 2. ) MAHKAMAH PERUSAHAAN MALAYSIA
2 October 2024
MYHC
wa-25-134-05-2023
Ganason a/l Arumugam v 1. ) Malaysian Resources Corporation Berhad (Disatukan Dengan Kes 14/4-890/20 oleh Perintah Mahkamah Perusahaan melalui Awad Interim No. 1271 Tahun 2020 bertarikh 7.9.2020) 2. ) MAHKAMAH PERUSAHAAN MALAYSIA
8 September 2024
MYHC
wa-25-26-02-2023
AERODARAT SERVICES SDN BHD v 1. ) LAWERANCE RAJ A/L ARRULSAMY 2. ) MAHKAMAH PERUSAHAAN MALAYSIA
28 July 2024
MYHC
wa-25-146-06-2023
Mont Oro (M) Sdn Bhd v 1. ) MAHKAMAH PERUSAHAAN MALAYSIA 2. ) Norazizah Binti Abu Hasan 3. ) Mohd Zulfahmi Bin Zakaria
25 June 2024
MYHC
wa-25-45-02-2023
SRI PRIYA A/P J KUMAR v 1. ) KELAB PJ 2. ) Mahkamah Perusahaan Malaysia
31 March 2024
MYHC