KUALA LUMPUR – With Thaipusam festivities set for next week, Human Resources Minister Steven Sim has reiterated a crucial yet sometimes overlooked point: under Malaysia’s Labour Act, employers are bound by law to respect their employees’ religious practices by granting leave for significant festivals like Thaipusam.

“We have to respect off days, including public holidays and annual leaves,” Sim said. “The government is not there to punish employers or employees. But everyone must adhere to provisions under the Labour Act.”

Accommodating leave requests during Thaipusam

This year, Thaipusam falls on 11 February. While not a nationwide public holiday, the festival is gazetted in select regions including Johor, Kuala Lumpur, Penang, and Selangor.

In regions where it’s not formally recognised, employees are encouraged to apply for leave, and employers are expected to honour these requests, not as a favour but as a legal obligation.

In the heart of Malaysia’s multicultural society, the annual celebration is marked by grand processions, acts of devotion, and vibrant displays of faith.

The festival usually draws tens of thousands of devotees. However, in 2022, as the world was dealing with the COVID pandemic, attendance was limited to 6,000 participants.

Also Read: Philippines proposes Muslim prayer rooms in public offices

HR Ministry to provide services amid the festivities

The HR Ministry is taking an active role beyond policy enforcement. Under the Kesuma Madani initiative, the ministry will provide health screenings, career advice, and upskilling opportunities at prominent temples like Batu Caves and Penang Waterfall.

These efforts reflect a holistic approach to employee welfare, offering a hand of support as devotees navigate their spiritual commitments alongside their professional responsibilities.

How employers can support devotees among staff

For businesses, accommodating such cultural observances requires effective shift management. This demands a blend of open communication, flexibility, and strategic foresight.

Employers can support workers by offering flexible scheduling or remote work options, ensuring staff can prepare and participate in rituals without the shadow of workplace stress looming over their devotions.

Thaipusam represents the intertwining of faith and work obligations.

Businesses can employ several tactics to maintain operational smoothness during such peak cultural periods. Workforce planning, leveraging technology and automation for streamlined staffing processes, and fostering employee engagement are the linchpins of such efforts.

Overall, employers should keep their fingers on the pulse of their workforce, understanding and accommodating their needs where possible.

Offering flexibility and communicating openly can transform potential disruptions into opportunities for strengthening workplace morale.

After all, a happy worker is a productive worker, and the goodwill generated by respecting cultural observances can pay dividends in loyalty and engagement.

As Thaipusam approaches, the intertwining of faith and work obligations becomes a vivid reminder of the complexities of managing a diverse workforce.

Yet, within these complexities lie opportunities for deepening mutual respect and understanding.

The law may mandate that employers grant leave, but it is empathy and cultural intelligence that will transform legal obligation into genuine inclusivity.

The festival of Thaipusam illuminates not just the paths of the devout but also the pathways employers and employees must tread together, navigating the intersections of faith, work, and mutual respect.

As the rhythms of business and culture often collide, finding harmony in these rhythms is both a legal necessity and the very essence of building a resilient and cohesive society.