Managing Misconduct & Domestic Inquiry: Discipline Done Fairly and Lawfully
Participants learn each step from the show-cause letter to the inquiry decision. They leave with a show-cause letter template, a charge sheet format and an inquiry chairperson checklist.
Skills you can use back at work
Why teams need this
Managers often react to misconduct too fast or too slowly. They dismiss without a proper process, or let it drag on until a minor issue becomes a case. Under Section 14(1) of the Employment Act 1955, misconduct is dealt with after "due inquiry". A Malaysian law firm notes an employer "may have good grounds for dismissal but still lose" if the process was unfair.
Decide when it is misconduct and what comes first
e.g., absence without notice and sexual harassment need different handling
Write a clear show-cause letter
e.g., the allegation, the policy breached and a deadline for written response
Run a fair inquiry
e.g., written notice of charges and hearing details, an impartial panel, and a chance to present a defence and call witnesses
Record and communicate the decision
e.g., a written decision with reasons, and the employee's right to appeal
Built around your real work, not generic demos
Exercises use your disciplinary policy, forms and typical misconduct cases. This course is not legal advice.
Process as protection
One law firm summary says the process must follow natural justice: "the right to be heard, the right to be informed of the allegations". Another says the Industrial Court will not interfere unless the process was "unreasonable". Participants use a step-by-step checklist.
What happens if it goes wrong
A dismissed employee has 60 days to file a representation, then conciliation and, if that fails, referral to the Industrial Court. Remedies include reinstatement or compensation, with back wages capped at up to 24 months for confirmed employees and 12 for probationers.
Harassment cases
The Anti-Sexual Harassment Act 2022 allows complaints to a Tribunal, which can award compensation up to RM250,000. Employers are advised to keep strong policies and detailed records.
Group work and role-play
Teams draft a show-cause letter and charge from a sample set of facts. Then they role-play chairing an inquiry with an employee who disputes the allegations and challenges the panel.
Who is this for?
Ideal participants
- Line managers and supervisors who handle discipline
- HR officers who run inquiries
- Business owners who handle HR themselves
- Managers who may sit on an inquiry panel
- Heads of department
Upcoming sessions
Small groups, so you get feedback on your own work.
| Date | Venue | Seats | Fee | |
|---|---|---|---|---|
| 7 – 8 Apr 2027 | Kuala Lumpur | Open | On request |
Standard fee
On requestPer participant.
HRDC/HRDF claim
This course is claimable under HRD Corp.
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Frequently asked questions
Is this course HRDC/HRDF claimable?
Yes. ClimbX Academy is an HRD Corp (HRDC/HRDF) registered training provider, so this course is claimable.
Can I bring my whole team?
Yes. For a larger group, an in-house session can be built around your own tools and tasks.
Want this for your whole team?
Tell us what your team is facing. We will come back with a plan built around it.
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