外籍劳工的合法身份和申请流程 Legal Status and Application Process for Migrant Workers

合法 vs. 不合法

合法外籍劳工：一般是指拥有“临时就业准证” [Visit Pass (Temporary Employment), VP(TE)]的外籍劳工。申请者年龄通常限制在 18 至 45 岁（家庭佣工除外），准证最长可延长至 10 年，持证者可凭此证在马来西亚合法工作。

非法外籍劳工：一般是指没有正式工作准证，或在工作期间失去合法身份的人。非法外籍劳工更容易遭受剥削，无法获得薪资的同时，还得承担被执法人员抓住并遣返回国的风险。

小知识：

即使外籍劳工持有临时就业准证（VP(TE)），但若其准证上的雇主或工作资讯与实际受雇情况不符，该准证也会被视为无效，因而使其处于不合法的状态。

被限制的条件：即使是合法外籍劳工，他们的权利也有所限制，例如不能随意更换雇主、不能携带家属到马来西亚、也不能申请永久居留。

雇主聘请外籍劳工的基本流程

在马来西亚，聘请外籍劳工是一个受到严格监管的程序。为了确保雇佣关系合法且保障劳工权益，雇主必须符合人力资源部（MOHR）所制定的资格条件，且不得违反任何相关劳动法令，例如：

• 《1955年雇佣法令》（Employment Act 1955）

• 《1969年雇员社会保险法令》（Employees’ Social Security Act 1969）

• 《1990年雇员住宿与设施最低标准法令》

• 《2011年国家薪资咨询理事会法令》

• 以及任何涉及人口贩卖或强迫劳动的罪行

在取得资格后，雇主还需承担聘用外籍劳工的大部分费用与责任。整个聘用流程一般包括以下步骤：

1. 获得正式批准：

雇主必须先向人力资源部（MOHR）劳工局局长提出聘请外籍劳工的申请，并获得批准。

2. 办理准证：

雇主需要协助外籍劳工准备好必要的准证，包括签证、临时就业准证、入境许可等，确保受聘的外籍劳工以合法身份入境。

3. 缴纳费用：

所有的招聘费用，例如税金、准证费、签证费等，都必须由雇主支付，以避免外籍劳工背负大量债务（debt bondage）。

4.劳动合同和福利：

雇主必须提供一份外籍劳工能够准确理解的劳动合同，并依据马来西亚相关的劳动法令，提供基本的薪资与福利，以及不得实施强迫劳动。

5. 禁止扣留证件：

雇主被禁止没收或扣留外籍劳工的护照等证件，这属于违法行为。

资料来源：

(Immigration Department of Malaysia, 2025; International Organization of Migration, 2025).

Legal vs. Illegal Workers

Legal migrant workers are generally those who hold a Visit Pass (Temporary Employment), VP(TE). Applicants are required to be between 18 and 45 years old (excluding domestic workers). The pass can be renewed for up to 10 years, allowing the holder to legally work in Malaysia.

Illegal migrant workers are those who do not have a valid work permit or have lost their legal status during employment. Undocumented workers are more vulnerable to exploitation, may not receive wages, and face the risk of arrest and deportation by enforcement authorities.

Fun Fact: Even if a migrant worker holds a VP(TE), the pass will become invalid if the employer or job stated on the permit does not match the worker’s actual employment situation. In such cases, the worker would then be considered undocumented.

Restricted Rights: legal migrant workers, still face several limitations—they cannot freely change employers, bring family members to Malaysia, or apply for permanent residency.

Basic Steps for Employers to hire Migrant Workers

In Malaysia, hiring migrant workers is a highly regulated process. To ensure legal compliance and protect workers’ rights, employers must meet the requirements set by the Ministry of Human Resources (MOHR) and must not have violated any labour laws, such as:

• Employment Act 1955

• Employees’ Social Security Act 1969

• Minimum Standards of Housing and Amenities Act 1990

  • Also known as Act 446

• National Wages Consultative Council Act 2011

• Any offences related to human trafficking or forced labour

Once eligible, employers are responsible for most of the costs and obligations involved in hiring migrant workers. The process typically includes the following steps:

1. Obtain Official Approval

Employers must apply to the Director General of Labour at the Ministry of Human Resources (MOHR) for approval to hire migrant workers.

2. Permit Processing

Employers must assist migrant workers in obtaining all required documents, including visas, the VP(TE), and entry permits, ensuring that workers enter Malaysia legally.

3. Payment of Fees

All recruitment-related fees—such as levy, permit fees, and visa fees—must be paid by the employer to prevent migrant workers from falling into debt bondage.

4. Employment Contract and Welfare

Employers must provide a contract written in a language the worker can understand and offer basic wages and benefits as required by Malaysian labour laws. Forced labour is strictly prohibited.

5. Prohibition of Confiscation of Documents

Employers are strictly prohibited from withholding or confiscating migrant workers’ passports or other identity documents. This constitutes an offence.

Sources:Immigration Department of Malaysia (2025); International Organization of Migration (2025).