Malaysia’s labour market is gaining pace as employers close out FY25 and move into FY26, with hiring momentum holding steady while competition for the right talent continues to intensify.
“According to our latest report, half of surveyed companies in Malaysia plan to expand their permanent workforce in the first half of the year — driven by business expansion (77%), the need for new skill sets (54%) and the replacement of departing employees (40%)”, said Nicholas Lam, Managing Director at Jobstreet by SEEK Malaysia.
“With more roles opening up, the question for employers is no longer who is hiring, but who will stand out. Increasingly, that comes down to Employer Value Proposition (EVP): the everyday experiences that shape why people choose to join, stay and grow with an organisation.”
Here’s a practical EVP checklist, backed by Jobstreet by SEEK insights and real-world examples to help employers plan for the year ahead:
1. Build a more diverse and inclusive workforce
Diversity, Equity and Inclusion (DEI) is fast becoming a baseline expectation. Around half of companies in Southeast Asia have already adopted DEI initiatives, with another 28% planning to implement them in 2026. Effective DEI goes beyond policies — it requires intentional representation across gender, age and cultural background.
A standout example of DEI implementation is Wipro Unza, which has made measurable progress in increasing female representation in senior leadership. Today, 67% of its Management Committee comprises local women leaders, with women also holding key technical roles such as Process Engineer, Production Manager and Quality.
2. Make career growth visible and attainable
Career progression remains a key driver of retention – but employees are looking for clarity, not vague promises. Clear development pathways, whether through mentorship, targeted training or cross-functional exposure, help employees see a future within the organisation.
With government support in place, upskilling has also become more accessible for employers. HRD Corp now allows companies to claim training fees based on hourly rates, while employers that meet Dasar Gaji Progresif (DGP) requirements may receive incentives of up to RM300 per month per non-entry-level employee.
3. Normalise flexibility and prioritise well-being
Flexibility is no longer a bonus — it’s an expectation. In 2025, an additional 16% of Malaysian companies introduced flexible working hours, reflecting a shift towards work arrangements that better fit real life1. This flexibility can take many forms, from adjustable start and end times to hybrid work setups and flexible workdays.
Beyond this, investments in wellness spaces and partnerships that promote physical, mental and financial health help create a culture where employees can perform without burning out.
4. Strengthen employer reputation through consistent people practices
A strong EVP shapes how organisations are perceived long before a job offer is made. Employer reputation increasingly influences attraction, engagement and retention, especially as candidates actively research workplace culture.
