Malaysia has put into action its anti-bullying laws on July 11, 2025. The country did this through the Penal Code (Amendment) Act 2023 and the Criminal Procedure Code (Amendment) Act 2023. This legislative shift—highlighted under the keyword Anti-Bullying Law takes effect with harsher penalties in Malaysia—is a big step in how the country deals with workplace misbehaviour, harassment, and keeping employees safe.
It doesn’t matter if you run a business, lead HR, or work as an employee – this goes beyond just company rules. Workplace bullying is now a new legal framework, and if you don’t do something about it, you and your company could face legal trouble.
What the Law Says: Sections 507B to 507G
The new law adds Sections 507B to 507G to the Penal Code (Amendment) Act 2025. These aim to stop bullying everywhere, including at work. These sections spell out and make illegal:
- Threats or repeated abuse (Section 507B)
- Insults or communication to cause distress (Section 507C)
- Behaviour to cause emotional or psychological harm (Section 507D)
- Sharing private info without permission (Section 507E)
- Stalking online or in person (Section 507F)
- Bullying leading to self-harm or suicide attempts (Section 507G)
Parliament passed the law in December 2024. The government gazetted it in March 2025. Full enforcement began in July 2025. The Legal Affairs Division (BHEUU) and Malaysia’s Minister in the Prime Minister’s Department (Law and Institutional Reform), confirmed this.
Why This Law Has Significance for Employers
The amendment changed how people view workplace bullying. Before, it was often a civil or HR policy issue. Companies often handled it, with few consequences for the bully. Now, with the Anti-Bullying Law in effect, employers should know that:
- Emotional and psychological harassment now has criminal consequences.
- Companies that neglect or mishandle bullying reports might face legal troubles.
- HR procedures need to match up with criminal investigation methods if police get involved.
Just as you follow e-invoicing rules from the Inland Revenue Board (LHDN), you now need to follow the Penal Code for employee behaviour and safety.
Main Government Advice for Employers
In her public talks, Minister Azalina Othman highlighted the need to:
- Clear guidelines in company handbooks to explain what counts as bullying.
- Internal mechanisms to report and deal with workplace bullying claims.
- Teamwork among government, businesses, and community groups to boost understanding and quick action.
Companies should review their current methods to make sure they follow the law. The government, through BHEUU and the Human Resources Ministry, will run training and outreach programs with industry groups.
This matters a lot for medium-sized firms and small businesses, which might not have legal teams or official complaint processes yet.
Workplace Bullying Statistics: Why We Need to Do Something Now
A 2024 study by the Malaysian Institute of Human Resource Management (MIHRM) found:
- More than 31% of employee said they experienced or saw bullying at work.
- Of these, 60% didn’t complain because they feared payback or thought no one would believe them.
- About 45% of incidents involved verbal abuse, while 28% involved social exclusion or online bullying.
Under the new law, these problems aren’t just red flags for HR—they can lead to legal action. The law covers abuse that happens in person or through corporate chat groups like WhatsApp.
Penalties and Punishments: What Employers and Employees Need to Know
| Offence Type | Section | Maximum Penalty |
| Verbal or emotional bullying | 507B/C | 3 Year in prison (Or) Fines (or) 3 Year Prison + Fine |
| Sharing private info (doxing) | 507E | 3 Year in prison (Or) Fines (or) 3 Year Prison + Fine |
| Ongoing harassment or stalking | 507F | 1 Year in prison (Or) Fines (or) 1 Year Prison + Fine |
| Bullying causing self-harm | 507G | 3 Year in prison (Or) Fines (or) 3 Year Prison + Fine |
Sentences become harsher if the act happens again, is done on purpose, or causes proven mental trauma.
Digital Platforms, Employee Chats & Work-From-Home Spaces Are Not Exempt
The law applies to all work settings. It doesn’t matter if the harassment happens through:
- Slack, Teams, or email,
- Group chats on WhatsApp or Telegram,
- Internal work dashboards or forums,
… the source of bullying doesn’t matter. What counts is the purpose how often it happens, and the damage it causes.
This affects how companies handle:
- Digital communication tools,
- IT monitoring,
- Privacy controls.
In fact, businesses need to protect digital workplace communication from harassment and misuse just like they secure invoicing data through cloud-based solutions.
Compliance Checklist for Employers
To make sure your company follows the new law here’s a quick list suggested by legal pros and government guidelines:
- Change employment contracts and behavior rules to include anti-bullying parts.
- Hold info sessions for employee and employers.
- Set up ways for people to report problems handled by outside groups.
- Keep track of all reported cases to show you’re looking into them
- Look over communication tools to stop misuse without invading employee privacy.
Wrapping Up:
With the Anti-Bullying Law now in effect with tougher penalties | Malaysia, the government has shown its dedication to create safer healthier work settings in all fields. The aim is to build a work environment where people treat each other with respect.
For companies, making sure employees feel safe now goes along with following the law. That’s why businesses should do more than just make rules—they should also get the right systems to help people talk and stop bad behaviour before it gets worse.
To back this change, Info-Tech’s HRMS solution has a built-in “Feedback” module that allows workers to express worries, ideas, or early signs of unease—in private and with security. When companies gather feedback, HR teams can spot trends, fix problems, and build trust with staff more.
Take Away:
In this new age of legal duty, tools like Info-Tech’s HRMS can help your company stay compliant, stay informed, and most importantly—keep your people satisfied and safe.