In this Case Update series, I share summaries of recent Malaysian court decisions to explore the current approach taken by the courts when deciding on employment-related issues. You can find all the posts in the series by clicking here, including case updates on other legal areas by TheMalaysianLawyer co-founder Lee Shih.
Malaysian employers are still coming to terms with how to properly handle sexual harassment complaints. While many employers have been introducing anti-harassment policies and processes, and organising awareness and training sessions for employees, mistakes are still often being made in responding to complaints of workplace sexual harassment.
In a previous Case Update, I wrote about a case which illustrated how a mismanaged harassment complaint could expose an employer to a constructive dismissal claim (“Case Update: Employer’s poor handling of workplace assault and harassment complaints amounts to constructive dismissal”). I have also previously shared an Industrial Court case which serves as a useful overview for how the court views workplace sexual harassment (“Case Update: A guide to how the Industrial Court assesses sexual harassment complaints”).
This Case Update reviews the Industrial Court award in Lim Po Seng v Resort Villa Golf Course Berhad (Award No. 471 of 2023), where the court decided that an employee who was dismissed pursuant to a sexual harassment complaint was unfairly dismissed.


