Uncategorized – Sahabat Wanita Selangor

Stakeholder Discussion on Issues Relating to Domestic Workers@SUHAKAM

Admin — Tue, 03 Feb 2026 08:54:08 +0000

PSWS would like to thank SUHAKAM for the invitation to be part of Stakeholder Discussion on Issues Relating to Domestic Workers was held on 29 January 2026. This is another opportunity to remind the State of Malaysia of its obligation to protect, respect and fulfill women’ rights in Malaysia.

PSWS has been engaging with the CEDAW Committee for years by providing information on women workers’ rights in Malaysia. Attached is the LOI intervention that was submitted by PSWS for the 86th Pre Session-Working Group Committee on the Elimination of All Forms of Discrimination Against Women (CEDAW) February/March 2023. This LOI was also endorsed by partner organisations Tenaganita and North South Initiative (NSI). In this LOI, three major areas of concern were raised relating to

Minimum Wages Order 2022 – Exclusion of domestic workers from the minimum wage of RM1500
Discrimination faced by Women Migrant Workers in Malaysia including limited access to justice

III. Discriminatory implementation of social protection/security for women migrant workers

These areas of concerns were duly noted and accepted by the CEDAW Committee. These are reflected in the Concluding Observations that were provided to Malaysia on 6 June 2024 – which can be found https://docs.un.org/en/CEDAW/C/MYS/CO/6. The above concerns submitted by PSWS are reflected in articles 39 (f) and (g) and 15 (a) of the Concluding Observations. We were pleased that the CEDAW Committee reiterated that Malaysia is legally obligated to end discrimination faced by domestic workers and women migrant workers in Malaysia.

To read more please find both these documents HERE

SELF CARE

Admin — Wed, 02 Apr 2025 05:30:40 +0000

SELF CARE: cARE FOR YOURSELF

In today’s fast paced world, we often dedicate ourselves to others, whether through work, family or community without taking time for ourselves. While selflessness is valued, neglecting our own needs can lead to burnout and exhaustion. To add, many of us still view self care as luxury despite the opposite of being a needful aspect in our life.

WHAT IS SELF CARE

Self care as the term suggests is the practice of taking care of your well being physically, mentally and emotionally. It’s about recognising your needs and making time for yourself.

OUR EXPERIENCE WITH AND AS A SOCIAL WORKER

During our PSWS past activity with community leaders, we found many of the individuals prioritized other’s needs compared to their own which has brought them into burnout and fatigued condition. The truth is you only help others effectively when you take care of yourself first.

WHY IS SELF CARE IMPORTANT

Many of us still view self care as luxury, despite the fact that it’s a fundamental part of a healthy life. Ignoring self care leads to many issues from mental burnout, stress and physical health problems.

TYPES OF SELF CARE

WHAT CAN WE DO FOR SELF CARE

Exercise regularly
Write down your thoughts by practicing journaling
Go on a leisurely walk
Listen to music
Spend quality time with loved one
Practice deep breathing or meditation
Set boundaries to protect you time an energy
Learn or pick up new hobby

START YOUR SELF CARE JOURNEY TODAY

Recognizing the importance of self-care early on helps maintain a healthy balance in life. Whether you start with a simple habit like drinking more water or set aside a few minutes for yourself daily, every small step counts.

Take care of yourself—you deserve it!

Understanding Sexual Harassment

Admin — Tue, 22 Oct 2024 01:33:35 +0000

Understanding and Addressing Sexual Harassment

Sexual harassment, as defined in Section 22 of the Anti-Sexual Harassment Act, encompasses any unwelcome behavior of a sexual nature that can be spoken, unspoken, visual, gestural, or physical. It is directed at an individual and reasonably perceived as offensive, demeaning, or harmful to their well-being.

According to Section 2 of the Employment Act 1955, this also applies in the workplace and includes any conduct of a sexual nature as in verbal, physical, or gestural that threatens or undermines the individual.

Sexual harassment can occur in many settings—workplaces, schools, online spaces, or public areas—and its impact can be severe and long-lasting.

Forms of Sexual harrasment

● Verbal Harassment: Inappropriate comments, addressing someone as “sayang” or “dear,” sexual jokes, and unwanted flirting.

● Quid Pro Quo Harassment: A person in power coerces someone into sexual favors in exchange for employment benefits, or threatens demotion, salary cuts, or termination if rejected.

● Visual Harassment: Displaying sexual content or inappropriate images.

● Physical Harassment: Unwanted physical contact such as touching or groping.

● Online Harassment: Sending sexually explicit text messages, social media posts, or images.

Effects of Sexual Harassment

Mental Health

Anxiety, depression, and low self-esteem are some of the common effects leading to long-term psychological struggles.

Physical Health

May result in sleep deprivation, panic attacks, and other physical symptoms, which are often intertwined with mental health issues, further worsening the victim’s overall well-being.

Cognitive Impairment

The ongoing trauma caused by the harassment may result in difficulty in concentrating and loss of motivation

Legal Protections Against Sexual Harassment

Malaysia has a few legal framework to address sexual harassment:

● Anti-Sexual Harassment Act 2022: Provides a tribunal to hear complaints, raises awareness, and prevents harassment.

● Employment Act 1955: Employers are required to investigate complaints of sexual harassment under Part XVA, Sections 81A-81G.

● Industrial Relations Act 1967: Section 20 allows victims to seek reinstatement or compensation if they are unfairly dismissed due to harassment.

● Communication and Multimedia Act 1998: Section 233 imposes fines and imprisonment for online harassment.

If you experience sexual harassment, it’s important to take steps to protect yourself and seek help. This may include documenting the incident, speaking to someone you trust, or filing a formal complaint with the appropriate authorities.

Empowering Women: 2024 Labor Law Reforms

Admin — Fri, 02 Feb 2024 09:21:26 +0000

As we enter 2024 we have many aspirations as women and as workers. The Labour laws were changed at the end of 2023. The Employment Act was amended. Most of the amendments were positive and we welcome them. The issue of forced labour is now part of the Employment Act. This acknowledges that forced labour is a violation of the Labour law. Previously a worker can work more than 12 hours a day, 7 days a week without drawing much attention. Now that is being challenged by the Employment Act. Sexual Harassment is also addressed in the Employment Act. There are also many other positive changes to this law. This is generally a good start to 2024.

The Trade Union Act also has many positive changes in the recent amendments to this labour law. Malaysia has a shameful statistic for unionised workers – 6%. This mainly refers to the civil service workers who are members of the trade union comprising about 3 % of unionised workers. In the private sector there are less than 3% of workers who belong to trade unions. Generally private sector workers know extremely little about trade unions. In fact most new workers know little or nothing about trade unions. They do not know how trade unions can protect workers’ rights. They do not know that trade unions can sign Collective Agreements that improve on their work conditions.

Another aspect of the Collective Agreement is improving on the rights of women workers. How is the workplace giving women workers equal rights to men workers. This gender aspect of work for women is so easily overlooked in the labour law.

Do women workers get enough toilet breaks in the workplace especially if they are on the production line? Do other aspects of work take into consideration gender dimensions? From experience I know gender aspects are usually not taken into consideration unless women demand it. I wish that 2024 will be significant in advancing the rights of women workers. Women workers please join a trade union. If you are already in a trade union please consider taking up a leadership position. Let us make women a significantly active part of the trade union movement.