A 24-hour resignation happens when an employee leaves their job with only one day’s notice, or sometimes even immediately.
Employees may leave suddenly for urgent personal matters, workplace conflicts, or to accept a better job offer that requires them to start right away. While this is understandable from the employee’s side, it can create serious challenges for employers. Work may be left unfinished, projects could be delayed, and HR needs to quickly manage handovers and replacements.
So, what does Malaysian law actually say about 24-hour resignations, and how should HR handle such cases?
What Does Malaysian Employment Law Say About Notice Period?
Under the Employment Act 1955 and the employee’s contract:
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Employees must serve the notice period stated in their employment contract.
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If no contract exists, the law sets a minimum one-week notice for employees who have worked at least one month.
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Notice periods vary depending on the role—some contracts state two weeks, one month, or even longer.
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An employee can resign without serving notice only if the employer has seriously breached the contract, such as:
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Not paying wages,
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Providing unsafe working conditions,
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Harassment or misconduct.
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Is a 24-Hour Resignation Legally Valid?
Legally, resigning without serving the full notice is considered a breach of contract.
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Salary in lieu of notice: Employers can deduct pay for the unserved notice period.
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Legal action: In rare cases, if the company suffers proven financial losses, legal action against the employee may be possible.
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Practical acceptance: Sometimes, employers accept 24-hour resignations, especially if forcing the employee to stay longer would not be productive.
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Justified resignation: If the employee faced serious issues such as bullying or harassment, leaving immediately may be valid.
Employer’s Rights in a 24-Hour Resignation
Even if an employee resigns suddenly, employers still have rights under Malaysian law:
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Salary in lieu of notice: Employers can deduct unserved notice from the final salary.
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Deductions or claims: If stated in the contract, the employer may also claim damages if losses are proven.
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Final salary adjustments: Employers must still pay for unused annual leave and other entitlements, but the notice pay can be deducted.
How HR Should Handle a 24-Hour Resignation
When faced with a sudden resignation, HR should remain calm and professional:
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Check the contract – Confirm the employee’s agreed notice period.
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Conduct an exit interview – Understand the reasons behind the sudden decision.
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Manage task handover – Secure files, passwords, or client details immediately.
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Keep it professional – Maintain respect and protect the company’s employer branding.
How Employers Can Prevent Sudden Resignations
Not every sudden resignation can be avoided, but HR can take proactive steps to reduce the risk:
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Ensure notice periods are clearly stated in contracts.
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During onboarding, remind employees about notice period rules.
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Foster a positive workplace culture and provide career growth opportunities.
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Keep communication open and address workplace concerns early before they escalate.
👉 Using HR software like Pandahrms can help HR track contracts, notice periods, and employee records in one system. With automated reminders and centralized documentation, HR can minimize misunderstandings and handle resignations more efficiently.
Resignation Notice Policy (for Employee Handbook or Contract)
Resignation Notice Policy
Employees who wish to resign are required to provide [X weeks/months] written notice.
If an employee resigns without serving the full notice period:
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The company has the right to deduct salary equivalent to the unserved notice (salary in lieu of notice).
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Final salary and benefits will be adjusted accordingly.
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Company property must be returned before the final payment is released.
Management reserves the right to waive the notice period at its discretion.
Final Thoughts
While a 24-hour resignation is not ideal, it does happen—and Malaysian law gives employers the right to deduct salary in lieu of notice. HR should handle such cases fairly, professionally, and in compliance with the Employment Act.
With a reliable HR system like Pandahrms, HR teams can manage notice periods, payroll adjustments, and final settlements seamlessly—reducing the stress and confusion that come with sudden resignations.
