The LINDUNG 24 Jam PERKESO scheme began on 1 June 2026 to expand social security for Malaysian workers. This short introduction explains why the change matters now.
Employees want clear answers about rights, contributions, and how paychecks reflect the new coverage. HR teams must adapt payroll and communication quickly to stay compliant.
This guide breaks down the essentials in plain language. You will learn what the scheme covers, how it affects monthly pay, and which duties fall to employers and HR.
The goal is to give practical steps and clarity for both employees and HR staff. Read on for concise, actionable insight on implementing the new rules and protecting your workforce.
Key Takeaways
- The scheme launched on 1 June 2026 to broaden worker protection.
- Payroll changes will show the new mandatory contributions.
- HR must update systems and inform staff about coverage.
- Employees should review payslips and benefit details carefully.
- This guide offers practical steps for compliance and clarity.
Understanding the Lindung 24 Jam PERKESO Scheme
This part clarifies what the skim kemalangan covers and why it matters for staff and employers.
The official name is Skim Kemalangan Bukan Bencana Kerja (SKBBK). It began on 1 June 2026 to extend social security to personal time. The skim lindung jam gives 24-hour protection for non-work-related accidents that happen at home or while traveling.
- The scheme covers accidents outside work that were previously uninsured.
- It pools contributions to provide core benefits and financial support.
- Both employees and employer systems must reflect the new contribution and protection rules.
| Item | Detail | Key Impact |
|---|---|---|
| Name | Skim Kemalangan Bukan Bencana Kerja (SKBBK) | Wider non-work accident coverage |
| Start Date | 1 June 2026 | Employers update payroll and notices |
| Coverage | Accidents outside work, home, travel | Financial benefits for affected employees |
Why the Government Introduced This Protection
The government acted to close a protection gap that left many workers exposed to non-work injuries. By launching the skim lindung on 1 June 2026, authorities aimed to ensure employees social security covers accidents outside work.
Many workers lacked private insurance and had little recourse after a serious accident at home, during travel, or on personal time. The scheme creates a state-led safety net so every employee can access basic benefits when needed.
This policy also standardizes contribution and protection rules across employers. That reduces confusion for HR teams and helps ensure fair, consistent support for all staff.
- Extends protection beyond the workplace to personal time and commutes.
- Provides reliable benefits where private cover is absent.
- Strengthens employer duty to communicate and apply new contribution rules.
Who Is Eligible for Coverage
Not every worker has the same entry path; the law sets distinct rules for locals and foreign hires.
Local Employee Participation
Under the Employees’ Social Security Act 1969, most employees who are subject to social security regulations gain automatic coverage under the new skim lindung jam.
Local employees may have an option to opt out in limited cases defined by authorities. HR should confirm each hire’s status before applying exemptions.
Foreign Worker Requirements
Foreign workers must enroll as part of participation lindung. Their inclusion is mandatory and enforced by the security act 1969.
Employers must register foreign hires promptly to ensure equal protection for accidents that occur outside of work.
“Accurate registration is the quickest way to guarantee an employee can access the scheme benefits when needed.”
- All subject perkeso employees are generally eligible under the act 1969.
- Participation lindung jam is mandatory for foreign workers; local employees have limited opt-out paths.
- HR must keep precise records to secure benefits and meet contribution obligations.
| Group | Eligibility Rule | Employer Action |
|---|---|---|
| Local employees | Automatic coverage; opt-out possible under strict conditions | Verify status; process opt-out paperwork if allowed |
| Foreign workers | Mandatory participation under the act 1969 | Register immediately; maintain valid records |
| New hires | Covered if subject to social security regulations | Enroll during onboarding; update payroll |
Distinguishing Between Work-Related and Non-Work-Related Accidents
Distinguishing workplace incidents from personal accidents is essential for accurate claims and fair benefits.
Skim bencana pekerjaan still covers injuries that occur during work duties. HR must treat those reports under the existing work-injury rules.
The new skim lindung applies to accidents outside work. Examples include falls at home, sports injuries, and incidents during personal travel.
Employers play a key role. Accurate reporting ensures the right scheme processes the claim and the employee receives proper benefits.
- Classify the incident location and activity before filing.
- Document witness statements and medical notes promptly.
- Use the correct claim route so contribution records and benefits align.
“Correct classification protects the integrity of the work-injury scheme while extending coverage for personal accidents.”
| Category | Typical Example | Reporting Duty |
|---|---|---|
| Work-related | Injury during job tasks or at site | Report under skim bencana pekerjaan; employer-led claim |
| Non-work-related | Fall at home, sports injury, commuting personal time | Report under skim lindung; confirm contribution records |
| Unclear cases | Accident near workplace but not duty-related | Investigate facts; coordinate with employee and medical provider |
How the Contribution Structure Works
Contribution rules determine how much is taken from wages and when rates will change. This phased model ensures the scheme remains affordable at the start and sustainable over time.
Phase One Rates
From June 2026 to May 2028 the contribution rate is 0.75% of monthly wages. Contributions are capped by a wage ceiling of RM6,000. The deduction is an employee contribution and is fully borne by the worker. Employers only deduct and remit the amount.
Phase Two Adjustments
In Phase Two the rate rises to 1.00%. HR must update payroll rules so that each employee’s jam contribution is calculated correctly. Accurate remittance avoids penalties and protects access to benefits for employees who later face accidents.
Long-Term Contribution Phases
Phase Three increases the rate to 1.25% to ensure long-term funding. Employers should prepare system changes ahead of each change and communicate net-pay impacts to staff. By following the schedule and the caps, organisations stay compliant and preserve protection for all employees.
- Start: 0.75% (June 2026–May 2028)
- Phase 2: 1.00%
- Phase 3: 1.25%
| Item | Detail | Action |
|---|---|---|
| Rate Phase 1 | 0.75% (June 2026–May 2028) | Apply deduction; cap at RM6,000 |
| Rate Phase 2 | 1.00% | Update payroll settings; notify staff |
| Rate Phase 3 | 1.25% | Confirm remittance procedures |
Impact of the Wage Ceiling on Monthly Deductions
A clear wage ceiling keeps deductions predictable for every payroll cycle.
The RM6,000 wage ceiling is the maximum threshold used to calculate the monthly contribution for every employee under the scheme. This means the deduction never uses a salary above RM6,000, even when pay exceeds that amount.
This rule keeps the monthly contribution consistent for high earners and simplifies payroll math. HR teams must confirm their payroll software applies the cap correctly to avoid over-deduction.
Consistency also helps employees plan net pay. When workers know the cap, they can estimate take-home pay after the contribution is taken.
- The RM6,000 cap sets a single base for all contributions.
- Pay above RM6,000 does not increase the monthly deduction.
- Accurate payroll settings prevent errors and disputes.
| Item | Effect | Action for HR |
|---|---|---|
| Wage ceiling | Max RM6,000 used for contribution | Set payroll cap; run validation tests |
| Employees earning >RM6k | Contribution based on RM6,000 only | Communicate net-pay examples |
| Contribution accuracy | Prevents over-deduction | Audit monthly remittances |
Benefits Provided Under the Scheme
When an employee faces an accident away from work, the scheme triggers specific medical and cash benefits.
The scheme offers core support similar to the existing skim bencana pekerjaan. Coverage includes immediate medical treatment and necessary hospital care for eligible accidents.
Temporary disablement payments help replace lost income while an employee recovers. These are time-limited and depend on medical certification and the contribution record.
Compensation for permanent disablement is available under defined criteria and subject to subject perkeso rules and perkeso conditions. Assessments determine benefit levels.
- Medical treatment: Emergency and follow-up care.
- Temporary disablement: Income support during recovery.
- Permanent disablement: Long-term compensation where impairment is permanent.
- Funeral benefit: A RM3,000 payment to assist the family in the event of a fatal accident.
“HR should explain these benefits clearly so every employee understands the protection their contribution buys.”
Understanding the Role of the Medical Board
A formal medical review determines how an accident translates into compensation for lasting harm.
The Medical Board assesses the degree of permanent disablement after a serious injury. Their evaluation sets the final benefit payout under the social security rules of this scheme.
Assessments are clinical and evidence-based. The board reviews medical reports, test results, and functional limitations to rate impairment.
- The board evaluates severity and assigns a disablement percentage.
- That percentage directly affects the benefit amount an employee receives.
- Every employee has the right to a board review for fair outcomes.
When facts are disputed, the board provides an objective route to resolve disagreements about the extent of injuries or long-term impacts.
HR should guide affected staff through the process. Help with documentation, appointment scheduling, and follow-up improves claim accuracy and speeds access to support.
“A thorough medical assessment ensures benefits reflect the real impact of an injury.”
| Role | Action | Impact |
|---|---|---|
| Medical Board | Assess permanent disablement | Determines payout level |
| Employee | Provide medical evidence | Supports accurate rating |
| HR | Assist with process | Speeds claim resolution |
How to Access Rehabilitation and Return to Work Support
After an accident, injured staff can access structured rehabilitation to regain function and confidence.
Employees may receive physiotherapy, counselling, and vocational training tailored to their recovery needs.
The scheme funds Return-to-Work plans that help people move from recovery back into safe, productive roles. This is vital when a serious injury causes permanent disablement.
Workers who face long absences can get job coaching, workplace adjustments, and graded duties. These supports reduce the chance of relapse and help sustain careers.
HR should proactively tell staff about these benefits lindung and guide claim steps. Clear guidance on medical reports and contribution records speeds access to care.
“Rehabilitation is a bridge from treatment to meaningful work, not just a line on a benefits form.”
- Specialised therapy and vocational training are available.
- Return-to-Work programs support reintegration and independence.
- HR plays a key role in informing and assisting employees through the process.
Navigating the Opt-Out Process for Local Employees
Local staff who choose not to join the new protection have a clear deadline to act. The opt-out window closes on 31 August 2026, so timely submission is essential.
Using the Lindung Faedah Portal
The lindung faedah portal offers an online route to manage participation lindung. Through the faedah portal, employees can submit their declaration, upload documents, and track status from any device.
Online filing speeds processing and records the decision in the national social security database. HR should share clear links and guidance so staff complete the process before the deadline.
Manual Submission at Counters
Employees may also visit any counter to file forms in person. Staff who prefer help with documents or who lack internet access should choose this option.
- Submit opt-out paperwork by 31 August 2026.
- Keep copies of submitted forms to confirm the submission.
- Inform HR so deductions and contribution records update correctly.
“Follow official steps so your choice is recorded accurately and payroll reflects the outcome.”
Implications of Changing Employers
When staff move between companies, their social protection usually moves with them.
Participation in the new scheme generally continues after a job change. This means payroll deductions keep being taken so protection stays active.
The new employer becomes responsible for continuing the monthly deduction. Verify employment records and registration details on day one to avoid gaps.
Workers should know that this commitment follows the worker across roles. Keep payslips and registration receipts to confirm the contribution history.
- Continuity: Coverage persists when switching jobs.
- Employer duty: The hiring company must resume deductions promptly.
- Employee action: Share proof of past payments to speed verification.
HR teams must check status, validate records, and update payroll codes. Correct setup prevents delays when an employee needs support for accidents.
“Confirming contribution records at onboarding protects staff and keeps benefits uninterrupted.”
Responsibilities for HR and Payroll Departments
Accurate payroll setup is the foundation for smooth remittances and clear staff communication. HR and payroll must act quickly to embed the new deduction rules and keep records tidy.
Updating Payroll Systems
HR teams must update payroll logic so the employee contribution is calculated correctly each pay cycle.
Make sure your software applies the RM6,000 cap and deducts the lindung jam contribution as a borne employee amount where required.
Explain the deduction so employees understand why the line appears on payslips. Clear notes reduce queries and increase trust.
- Verify payroll formulas and test runs before the first remittance.
- Document procedures so the employer can show compliance if audited.
- Set reminders for statutory timelines to submit the total contribution to PERKESO.
Good communication matters. Use simple payslip labels and short briefings so all employees see the benefit of the skim lindung jam and how the jam contribution protects them.
“Accurate payroll and transparent messaging prevent errors and help staff value the protection the scheme provides.”
Addressing Common Misconceptions
A number of false beliefs circulate about who must join the scheme and what it covers.
First, this protection is focused on non-work-related accidents, not general illnesses. It helps with accidents outside work, such as falls at home or injuries during personal travel. It does not replace routine medical coverage for sickness.
Second, local employees may think participation is always mandatory. In fact, eligible local staff can opt out within the official window using the lindung faedah process on the faedah portal or by filing forms at counters before the deadline.
Third, this social scheme is distinct from private insurance. Private medical cards often cover different services and limits. The scheme offers specific benefits lindung jam like temporary and permanent disablement allowances, but it does not duplicate all private plan features.
“Clear facts help employees understand limits and make better decisions about their protection.”
| Misconception | Reality | Action for HR |
|---|---|---|
| Covers all illnesses | Only non-work-related accidents are covered | Share examples and claim rules with staff |
| Mandatory for all locals | Local employees may opt out within deadline | Explain opt-out steps via faedah portal |
| Replaces private insurance | Complementary to private medical plans | Advise employees to keep both records |
Comparing Social Security Protection with Private Insurance
Comparing mandatory state protection with private insurance shows why a public safety net matters. The state scheme sits under the security act 1969 and gives standardised cover to all employees social networks rely on.
Unlike commercial policies, the scheme is mandatory and delivers fixed benefits under the Employees’ Social Security Act 1969. That means predictable support after an accident, including cover similar to skim bencana pekerjaan for non-work incidents.
Private insurance can be flexible and wider in scope. But commercial plans may change terms, limits, or premiums. The state plan stays stable and is not subject to the same market swings.
- The state scheme ensures basic protection for every employee, regardless of income.
- Private plans offer extras but can vary by insurer and cost.
- State benefits are standardised and governed by act 1969 rules.
- HR should explain how both options work so staff value the guaranteed safety net.
“Explain the difference clearly so employees understand the unique value of government-backed protection.”
| Feature | State Scheme | Private Insurance |
|---|---|---|
| Mandate | Mandatory under security act | Voluntary; purchased by choice |
| Benefits | Standardised, predictable payouts | Flexible, varies by policy |
| HR Role | Communicate entitlements and process | Advise on gaps and recommend top-ups |
Important Deadlines for Employees
Key calendar dates affect an employee’s right to opt out and must be tracked closely.
The scheme began in june 2026, so early deadlines are critical for compliance. The most important cut-off for opting out is 31 August 2026. Miss this date and automatic enrolment will apply.
HR should send clear reminders and simple instructions by july 2026 to every staff member. Timely notices help employees make an informed choice that matches personal finances and benefit goals.
Missing the opt-out window may affect coverage for incidents classed under bencana pekerjaan and non-work accidents. Keep payslips and proof of submission to avoid disputes.
“Set reminders now so no one misses the 31 August 2026 deadline.”
- Check eligibility and submit opt-out forms before 31 August 2026.
- HR: send reminders and offer help with the filing process.
- Employees: keep confirmation receipts and update HR if you change employers.
| Deadline | Action | Who |
|---|---|---|
| June 2026 (start) | Scheme active; review notices | HR & employees |
| July 2026 | Send reminders and guidance | HR |
| 31 August 2026 | Last day to submit opt-out declaration | Employees |
Conclusion
To finish, focus on simple steps HR and employees can take now to secure non-work accident protection and clear records.
The Lindung scheme marks a major expansion of social security for Malaysia’s workforce. Understand the contribution phases and what the coverage includes so you can make informed choices about your safety net.
HR teams must update payroll, confirm registrations, and explain deductions to staff. Employees should keep payslips and check eligibility status.
For the latest guidance and to verify personal details, review the official PERKESO portal. That portal has forms, deadlines, and support resources.
Bottom line: this reform gives essential support for non-work accidents. Take a few minutes to confirm records now so protection works when it is needed most.
