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FAQ for HRDF Training
Does my company need to register with Human Resource Development Fund?
The registration of employers is stipulated in the Pembangunan Sumber Manusia Berhad Act, 2001 (PSMB Act, 2001).
Generally, if your company falls under the Manufacturing, Services, or Mining & Quarrying sector (based on PSMB Act 2001) and your company employs a minimum of ten (10) Malaysian employees, it is compulsory for your company to register with Human Resource Development Fund (HRDF).
If your company falls under the above mentioned sectors but only employs five (5) to nine (9) Malaysian, you are given an option to register with HRDF.
Why must my company pay the HRD levy? What do I get in return?
HRDF, through the PSMB Act 2001 imposes the collection of HRD levy through legal authority on liable employers in Malaysia. In return, the employers will receive financial assistance from the HRD levy paid, for training and development of their local employees.
By actively utilising the levy contributions, the employers are able to:
Improve the quality, productivity and competitiveness of their employees. Investing in up-skilling your employees is important to survive in the current and future competition of the local and international market. If the companies aspire to export their products and services, they must prepare their workforce to meet the regional and global market’s requirements. The employers are able to choose different training schemes provided by PSMB in order to suit their business and HR strategies.
Through Training Grant applications, employers are able to send their employees to training programmes that are required by the industry, meet industry-specific requirement and standards, for internal career development, succession planning or performance reward.
With the HRD levy, the registered employers can establish a systematic and structured training plan for their workers. A training plan is a requirement for ISO-certified organisations.
Gain access to continuous assistance from HRDF to help and support the HR Department and the employers themselves. Services include:
– Advisory and consultancy services from qualified consultants on all aspect of human resource management. The services are either on complimentary basis or charged a minimal cost to HRDF registered employers.
– Advisory services from HRDF officers on levy utilisation, registration or de-registration issues.
– Dissemination of news, circulars, events or any updates via HRDF e-mail, portal, Facebook, Twitter, Instagram, LinkedIn and/or letters.
Gain access to special funds from the Government to HRDF for specific purposes from time to time. For example, to improve the productivity and competitiveness of Small Medium Enterprises (SMEs), the Government may provide training incentives to the employers; to produce more skilled young workers after they leave school and the Government may offer the Apprenticeship Training Fund Scheme under the minimum wage.
Opportunity to be nominated for the prestigious Human Resource Development Award as national recognition to employers who actively pay and utilise the HRD levy.
Levy payment is considered as allowable expenses under the Income Tax Act, 1967 . Hence, HRD levy is value-for-money for the registered employers.
Is the Human Resources Development (HRD) levy deducted from an employees’ employee’s wages?
No. Employers are not permitted to deduct the wages of employees under any circumstances for the payment of the levy.
How to calculate the levy?
Levy= (Total wages or basic salaries + fixed allowances) x 1%
[Basic salary is the unpaid salary of any payment]
*Only applicable for company with 10 or more Malaysian employees
Levy= (Total wages or basic salaries + fixed allowances) x 0.5%
[Basic salary is the unpaid salary of any payment]
*Only applicable for company with 5-9 Malaysian employees
If my company do not want to register, what is the consequence?
Any employer who is convicted of not registering with HRDF may be fined up to an amount not exceeding RM10, 000 or face imprisonment up to a year, or both (Section 13 (2)).
Can an employer deregister with HRDF?
Section 16 (1) PSMB Act 2001, no employer who is registered with the Corporation shall be deregistered.
Section 16 (2) PSMB Act 2001, regardless of subsection (1), if the number of employees of an employer to whom this Act applies, decreases to below the minimum number for three consecutive months, the employer may submit an application to the Corporation for deregistration together with any relevant documents to prove such decrease.