The employee's misconduct and their right to be paid for work performed are separate issues. Even though it seems to be a common practice among many companies, it is completely unlawful to make such deductions.

In today's ever evolving and competitive job market, implementing effective salary benchmarking is crucial for attracting and retaining top talent. This process involves comparing your organization's compensation packages along with industry standards in terms of general market group, custom peer group, and customized method to ensure equality and competitiveness.

As organisations across Malaysia and ASEAN compete fiercely to attract and retain top talent, traditional compensation practices are under scrutiny. Salary history, a long-standing anchor in compensation decisions, is increasingly viewed as outdated and counterproductive.