{"id":6081,"date":"2026-02-01T08:46:00","date_gmt":"2026-02-01T00:46:00","guid":{"rendered":"https:\/\/yhalaw.com.my\/?p=6081"},"modified":"2026-02-01T08:46:36","modified_gmt":"2026-02-01T00:46:36","slug":"unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee","status":"publish","type":"post","link":"https:\/\/yhalaw.com.my\/my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/","title":{"rendered":"UNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE"},"content":{"rendered":"\n

1. Summary and Facts:<\/strong>
Aerodarat Services Sdn Bhd v Lawerance Raj A\/l Arrulsamy & Anor [2025] 11 MLJ 26 concerns on wrongful dismissal of Lawerance Raj as a Duty Manager (Passenger Services) since 2016. The claimant\u2019s duty required extensive walking to perform his duty. Since January 2018, it was recorded that Lawerance Raj had took prolonged medical and illness leave due to a serious knee condition after undergone a total knee replacement surgery in July 2019. Due that, his absence rate ranged from 59% to 100% but supported with medical certification. Unsatisfied with that, the employer, Aerodarat Services Sdn. Bhd issued a show cause letter alleging that his prolonged absenteeism showed an intention not to come to work and unwillingness to perform contractual duties. The employee denied the allegation and responded where the employer was aware of his prolonged illness and stated he would return once medically fit. The employer dismissed him. The Industrial Court later held that the dismissal was without just cause and excuse which resulting the employer for judicial review.<\/p>\n\n\n\n

2. Legal Issues:<\/strong>
\u2022 Whether the excessive medical leave alone proved misconduct showing intention not to work.
\u2022 Whether the Industrial Court erred in law in finding unfair dismissal.
\u2022 Whether the doctrine of frustration of contract applied.<\/p>\n\n\n\n

3. Court\u2019s Findings:<\/strong>
\u2022 The High Court dismissed the judicial review application and upheld the Industrial Court\u2019s award.
\u2022 The excessive medical leave per se is not amounting to misconduct therefore, the employee has a clear intention for not return to work must be proven as failed to do by the employer.
\u2022 The employer failed to prove any intention not to return to work, as medical evidence showed the employee was recovering and intended to resume duties once fit.
\u2022 The doctrine of frustration of contract cannot be raised later if it was not stated in the dismissal letter.
\u2022 The court\u2019s inquiry confined to the reasons relied upon by the employer at the time of dismissal by way of misconduct.
\u2022 The employer was aware of the claimant\u2019s medical condition but failed to ascertain his return-to-work timeline or offer lighter duties despite having the resources to do so.<\/p>\n\n\n\n

4. Practical Implications:<\/strong>
This judgment affirms the several principle of laws including:
\u2022 Prolonged medical leave alone does not justify dismissal unless there is clear intention of the employee for not return to work.
\u2022 The burden of proof lies on employers where they must actively prove misconduct and not rely on assumption drawn from absenteeism.
\u2022 Failure to assess medical prognosis or offer light duties risks unfair dismissal.<\/p>\n","protected":false},"excerpt":{"rendered":"

In Aerodarat Services Sdn Bhd v Lawerance Raj a\/l Arrulsamy & Anor [2025] 11 MLJ 26, the High Court dismissed an employer\u2019s judicial review and affirmed that prolonged medical leave does not, by itself, amount to misconduct justifying dismissal. The Court held that the employer failed to prove the critical element of intention not to return to work or unwillingness to perform contractual duties, despite high absenteeism caused by serious illness and surgery. The ruling reinforces that employers must distinguish between genuine illness and misconduct, and cannot rely on medical absence alone to terminate employment.<\/p>\n","protected":false},"author":1,"featured_media":6083,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1573,1572],"tags":[3765,3670,3767,3766],"class_list":["post-6081","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","category-labor-law","tag-employer-misconduct","tag-industrial-court","tag-medical-leave","tag-unfair-dismissal"],"yoast_head":"\nUNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE | Yew Huoi, How & Associates | Leading Malaysia Law Firm<\/title>\n<meta name=\"description\" content=\"In Aerodarat Services Sdn Bhd v Lawerance Raj a\/l Arrulsamy & Anor [2025] 11 MLJ 26, the High Court dismissed an employer\u2019s judicial review and affirmed that prolonged medical leave does not, by itself, amount to misconduct justifying dismissal. The Court held that the employer failed to prove the critical element of intention not to return to work or unwillingness to perform contractual duties, despite high absenteeism caused by serious illness and surgery. The ruling reinforces that employers must distinguish between genuine illness and misconduct, and cannot rely on medical absence alone to terminate employment.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/yhalaw.com.my\/my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/\" \/>\n<meta property=\"og:locale\" content=\"ms_MY\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"UNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE | Yew Huoi, How & Associates | Leading Malaysia Law Firm\" \/>\n<meta property=\"og:description\" content=\"In Aerodarat Services Sdn Bhd v Lawerance Raj a\/l Arrulsamy & Anor [2025] 11 MLJ 26, the High Court dismissed an employer\u2019s judicial review and affirmed that prolonged medical leave does not, by itself, amount to misconduct justifying dismissal. The Court held that the employer failed to prove the critical element of intention not to return to work or unwillingness to perform contractual duties, despite high absenteeism caused by serious illness and surgery. The ruling reinforces that employers must distinguish between genuine illness and misconduct, and cannot rely on medical absence alone to terminate employment.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/yhalaw.com.my\/my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/\" \/>\n<meta property=\"og:site_name\" content=\"Yew Huoi, How & Associates | Leading Malaysia Law Firm\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/yhalaw\" \/>\n<meta property=\"article:published_time\" content=\"2026-02-01T00:46:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-02-01T00:46:36+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/yhalaw.com.my\/wp-content\/uploads\/2026\/02\/unfairdis-1.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"630\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"YHA Admin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"YHA Admin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minit\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/\"},\"author\":{\"name\":\"YHA Admin\",\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/#\\\/schema\\\/person\\\/f778c60834a29c5ec215ab62d3207bef\"},\"headline\":\"UNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE\",\"datePublished\":\"2026-02-01T00:46:00+00:00\",\"dateModified\":\"2026-02-01T00:46:36+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/\"},\"wordCount\":429,\"publisher\":{\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/yhalaw.com.my\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/unfairdis-1.jpg\",\"keywords\":[\"employer misconduct\",\"Industrial Court\",\"medical leave\",\"unfair dismissal\"],\"articleSection\":[\"Employment\",\"Labor Law\"],\"inLanguage\":\"ms-MY\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/\",\"url\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/\",\"name\":\"UNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE | Yew Huoi, How & Associates | Leading Malaysia Law Firm\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/yhalaw.com.my\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/unfairdis-1.jpg\",\"datePublished\":\"2026-02-01T00:46:00+00:00\",\"dateModified\":\"2026-02-01T00:46:36+00:00\",\"description\":\"In Aerodarat Services Sdn Bhd v Lawerance Raj a\\\/l Arrulsamy & Anor [2025] 11 MLJ 26, the High Court dismissed an employer\u2019s judicial review and affirmed that prolonged medical leave does not, by itself, amount to misconduct justifying dismissal. The Court held that the employer failed to prove the critical element of intention not to return to work or unwillingness to perform contractual duties, despite high absenteeism caused by serious illness and surgery. The ruling reinforces that employers must distinguish between genuine illness and misconduct, and cannot rely on medical absence alone to terminate employment.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/#breadcrumb\"},\"inLanguage\":\"ms-MY\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"ms-MY\",\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/#primaryimage\",\"url\":\"https:\\\/\\\/yhalaw.com.my\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/unfairdis-1.jpg\",\"contentUrl\":\"https:\\\/\\\/yhalaw.com.my\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/unfairdis-1.jpg\",\"width\":1200,\"height\":630},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/yhalaw.com.my\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"UNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/#website\",\"url\":\"https:\\\/\\\/yhalaw.com.my\\\/\",\"name\":\"Yew Huoi, How & Associates | Leading Malaysia Law Firm\",\"description\":\"YHA Law Firm is a leading law firm in Malaysia.Specialises in handling Civil,Maritime,Shipping Matters,Company Law,Family Law,Real Estate and many more\",\"publisher\":{\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/yhalaw.com.my\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"ms-MY\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/#organization\",\"name\":\"Yew Huoi, How & Associates Law Firm | yhalaw.com.my\",\"url\":\"https:\\\/\\\/yhalaw.com.my\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"ms-MY\",\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/yhalaw.com.my\\\/wp-content\\\/uploads\\\/2020\\\/06\\\/YHA-Law-Logo-White-BG-New@2x-e1668772571446.png\",\"contentUrl\":\"https:\\\/\\\/yhalaw.com.my\\\/wp-content\\\/uploads\\\/2020\\\/06\\\/YHA-Law-Logo-White-BG-New@2x-e1668772571446.png\",\"width\":2080,\"height\":369,\"caption\":\"Yew Huoi, How & Associates Law Firm | yhalaw.com.my\"},\"image\":{\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/yhalaw\"]},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/yhalaw.com.my\\\/#\\\/schema\\\/person\\\/f778c60834a29c5ec215ab62d3207bef\",\"name\":\"YHA Admin\",\"sameAs\":[\"https:\\\/\\\/yhalaw.com.my\"]}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"UNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE | Yew Huoi, How & Associates | Leading Malaysia Law Firm","description":"In Aerodarat Services Sdn Bhd v Lawerance Raj a\/l Arrulsamy & Anor [2025] 11 MLJ 26, the High Court dismissed an employer\u2019s judicial review and affirmed that prolonged medical leave does not, by itself, amount to misconduct justifying dismissal. The Court held that the employer failed to prove the critical element of intention not to return to work or unwillingness to perform contractual duties, despite high absenteeism caused by serious illness and surgery. The ruling reinforces that employers must distinguish between genuine illness and misconduct, and cannot rely on medical absence alone to terminate employment.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/yhalaw.com.my\/my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/","og_locale":"ms_MY","og_type":"article","og_title":"UNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE | Yew Huoi, How & Associates | Leading Malaysia Law Firm","og_description":"In Aerodarat Services Sdn Bhd v Lawerance Raj a\/l Arrulsamy & Anor [2025] 11 MLJ 26, the High Court dismissed an employer\u2019s judicial review and affirmed that prolonged medical leave does not, by itself, amount to misconduct justifying dismissal. The Court held that the employer failed to prove the critical element of intention not to return to work or unwillingness to perform contractual duties, despite high absenteeism caused by serious illness and surgery. The ruling reinforces that employers must distinguish between genuine illness and misconduct, and cannot rely on medical absence alone to terminate employment.","og_url":"https:\/\/yhalaw.com.my\/my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/","og_site_name":"Yew Huoi, How & Associates | Leading Malaysia Law Firm","article_publisher":"https:\/\/www.facebook.com\/yhalaw","article_published_time":"2026-02-01T00:46:00+00:00","article_modified_time":"2026-02-01T00:46:36+00:00","og_image":[{"width":1200,"height":630,"url":"https:\/\/yhalaw.com.my\/wp-content\/uploads\/2026\/02\/unfairdis-1.jpg","type":"image\/jpeg"}],"author":"YHA Admin","twitter_card":"summary_large_image","twitter_misc":{"Written by":"YHA Admin","Est. reading time":"3 minit"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/#article","isPartOf":{"@id":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/"},"author":{"name":"YHA Admin","@id":"https:\/\/yhalaw.com.my\/#\/schema\/person\/f778c60834a29c5ec215ab62d3207bef"},"headline":"UNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE","datePublished":"2026-02-01T00:46:00+00:00","dateModified":"2026-02-01T00:46:36+00:00","mainEntityOfPage":{"@id":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/"},"wordCount":429,"publisher":{"@id":"https:\/\/yhalaw.com.my\/#organization"},"image":{"@id":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/#primaryimage"},"thumbnailUrl":"https:\/\/yhalaw.com.my\/wp-content\/uploads\/2026\/02\/unfairdis-1.jpg","keywords":["employer misconduct","Industrial Court","medical leave","unfair dismissal"],"articleSection":["Employment","Labor Law"],"inLanguage":"ms-MY"},{"@type":"WebPage","@id":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/","url":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/","name":"UNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE | Yew Huoi, How & Associates | Leading Malaysia Law Firm","isPartOf":{"@id":"https:\/\/yhalaw.com.my\/#website"},"primaryImageOfPage":{"@id":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/#primaryimage"},"image":{"@id":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/#primaryimage"},"thumbnailUrl":"https:\/\/yhalaw.com.my\/wp-content\/uploads\/2026\/02\/unfairdis-1.jpg","datePublished":"2026-02-01T00:46:00+00:00","dateModified":"2026-02-01T00:46:36+00:00","description":"In Aerodarat Services Sdn Bhd v Lawerance Raj a\/l Arrulsamy & Anor [2025] 11 MLJ 26, the High Court dismissed an employer\u2019s judicial review and affirmed that prolonged medical leave does not, by itself, amount to misconduct justifying dismissal. The Court held that the employer failed to prove the critical element of intention not to return to work or unwillingness to perform contractual duties, despite high absenteeism caused by serious illness and surgery. The ruling reinforces that employers must distinguish between genuine illness and misconduct, and cannot rely on medical absence alone to terminate employment.","breadcrumb":{"@id":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/#breadcrumb"},"inLanguage":"ms-MY","potentialAction":[{"@type":"ReadAction","target":["https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/"]}]},{"@type":"ImageObject","inLanguage":"ms-MY","@id":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/#primaryimage","url":"https:\/\/yhalaw.com.my\/wp-content\/uploads\/2026\/02\/unfairdis-1.jpg","contentUrl":"https:\/\/yhalaw.com.my\/wp-content\/uploads\/2026\/02\/unfairdis-1.jpg","width":1200,"height":630},{"@type":"BreadcrumbList","@id":"https:\/\/yhalaw.com.my\/unfair-dismissal-medical-leave-is-not-misconduct-high-court-upholds-industrial-courts-protection-of-sick-employee\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/yhalaw.com.my\/"},{"@type":"ListItem","position":2,"name":"UNFAIR DISMISSAL \u2013 MEDICAL LEAVE IS NOT MISCONDUCT: HIGH COURT UPHOLDS INDUSTRIAL COURT\u2019S PROTECTION OF SICK EMPLOYEE"}]},{"@type":"WebSite","@id":"https:\/\/yhalaw.com.my\/#website","url":"https:\/\/yhalaw.com.my\/","name":"Yew Huoi, How & Associates | Leading Malaysia Law Firm","description":"YHA Law Firm is a leading law firm in Malaysia.Specialises in handling Civil,Maritime,Shipping Matters,Company Law,Family Law,Real Estate and many more","publisher":{"@id":"https:\/\/yhalaw.com.my\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/yhalaw.com.my\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"ms-MY"},{"@type":"Organization","@id":"https:\/\/yhalaw.com.my\/#organization","name":"Yew Huoi, How & Associates Law Firm | yhalaw.com.my","url":"https:\/\/yhalaw.com.my\/","logo":{"@type":"ImageObject","inLanguage":"ms-MY","@id":"https:\/\/yhalaw.com.my\/#\/schema\/logo\/image\/","url":"https:\/\/yhalaw.com.my\/wp-content\/uploads\/2020\/06\/YHA-Law-Logo-White-BG-New@2x-e1668772571446.png","contentUrl":"https:\/\/yhalaw.com.my\/wp-content\/uploads\/2020\/06\/YHA-Law-Logo-White-BG-New@2x-e1668772571446.png","width":2080,"height":369,"caption":"Yew Huoi, How & Associates Law Firm | yhalaw.com.my"},"image":{"@id":"https:\/\/yhalaw.com.my\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/yhalaw"]},{"@type":"Person","@id":"https:\/\/yhalaw.com.my\/#\/schema\/person\/f778c60834a29c5ec215ab62d3207bef","name":"YHA Admin","sameAs":["https:\/\/yhalaw.com.my"]}]}},"_links":{"self":[{"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/posts\/6081"}],"collection":[{"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/comments?post=6081"}],"version-history":[{"count":1,"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/posts\/6081\/revisions"}],"predecessor-version":[{"id":6084,"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/posts\/6081\/revisions\/6084"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/media\/6083"}],"wp:attachment":[{"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/media?parent=6081"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/categories?post=6081"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/yhalaw.com.my\/my\/wp-json\/wp\/v2\/tags?post=6081"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}