Laws Regulating Fixed-Term Contract Workers in Malaysia and the United Kingdom

0 Introduction In this section we collect, analyze, compare and investigate data based on laws of regular contract workers in Malaysia and the UK as survey results, conclusions and recommendations. 1 Survey results 1.1 Lack of statutory definition The literature collected and observed by researchers and scholars from around the world has successfully pointed out that regular contract employment is a new phenomenon in labor society.

Temporary Contract Temporary workers are sometimes hired for periodic contracts. Regular contracts are employment contracts based on specific due dates or specific tasks. If the contract expires and the employer no longer needs to notify you, the employment will be terminated. Regular contracts can be terminated sometimes by notice from either party before the expiration date of the contract. What are the pros and cons? Temporary workers and regular contractors can provide greater flexibility as the amount used can vary depending on the needs of the product or service. These workers can also provide insurance to long-term staff during the holidays or provide additional support or professional projects at peak hours.

In the 19th century, employment contracts were based on the Master Employee Act of 1823, aimed at regulating employees and suppressing the "combination" of labor union workers. Due to the historic strong trade union movements and British accession to the European Union since 1973 (Sargeant & Lewis, 2006), British Employment Act has grown rapidly over the past 40 years. Regarding modern development, the central characteristic of the labor system is the tradition of "spontaneism" and the role of the state is limited to establishing a rough balance between the social power of capital and organized labor It should reflect the view that it should be done. . In the present form, it is not a derivative of common law, but mainly "law" (UK Parliamentary Act).