Since the scheme took effect on 1 June 2026, human resources must act fast when they get a declaration form. Quick handling ensures every eligible employee gains the intended protection and coverage.
Employers need to verify whether an employee opts in or out. That choice affects monthly contribution and benefits tied to social security and payroll.
Accurate records and immediate payroll adjustments keep participation continuous and reduce disputes over deductions. Effective management also means evaluating any reported accidents against the scheme rules.
Staying compliant protects both the employer and workers. Clear communication about the contribution rate and the nature of the scheme helps employees understand changes at work.
Key Takeaways
- Act promptly on each declaration to secure continuous coverage.
- Confirm employee participation to set correct payroll deductions.
- Update records and contributions to remain compliant.
- Assess reported accidents to verify benefits eligibility.
- Explain the scheme and rate clearly to all employees.
Understanding the Lindung 24 Jam HR Guide
Human resources teams must learn the practical steps to process the new PERKESO declaration quickly and correctly.
This concise guide clarifies how the scheme extends protection to employees who suffer accidents outside normal work hours. It explains employer duties for handling declarations, record keeping, and responding to reported accidents.
Payroll setup is a core task. HR must configure deductions so contributions flow smoothly and benefits remain intact for covered staff. Accurate records cut disputes and speed any future claims.
The guide also helps employers communicate what kinds of incidents are covered and what benefits to expect. Clear briefings build trust and let employees make informed choices about participation.
When an accident happens, knowledgeable teams offer better support during recovery. Follow these steps to stay compliant, protect your workforce, and keep payroll aligned with PERKESO rules.
- Explain coverage and benefits to employees.
- Update payroll and maintain precise records.
- Train staff to manage declarations and claims.
Defining the Scope of Non-Employment Injury Coverage
Start by mapping when and where an accident must occur to fall inside the non-employment protection. The amended Social Security Act 1969 now includes defined non-employment injuries that happen outside regular work hours.
Examples of Covered Accidents
The scheme covers common home incidents such as slips, falls, and injuries during personal activities. Employees may claim medical support, rehabilitation, and funeral assistance when an accident meets the scheme criteria.
Exclusions from Coverage
The scheme does not cover illnesses, chronic medical conditions, or accidents occurring outside Malaysia. Permanent disablement benefits apply only if the injury is not related to employment duties.
| Scenario | Covered? | Typical Benefit |
|---|---|---|
| Fall at home while cooking | Yes | Medical + rehabilitation |
| Work-related machinery injury | No (handled under workplace rules) | Standard workplace claims |
| Illness or chronic condition | No | Not covered |
| Accident while overseas | No | Not covered |
Clear definitions let employers and payroll teams document incidents and process any potential claims in line with the law.
Distinguishing Between Mandatory and Voluntary Participation
Distinguishing compulsory coverage from voluntary choices prevents costly payroll errors.
Local employees may opt in or out of the lindung jam program, while foreign workers remain mandatory under Malaysian law.
Employers must keep a clear register of participation. This ensures payroll deductions apply only to participants and avoids disputes with social security authorities.
When an employee chooses participation, a small contribution is deducted from salary to fund benefits for non-employment injuries and related protection.
HR and payroll teams should document opt-out forms and confirmation dates. Accurate records also speed claims when accidents or injuries occur outside work.
| Worker Type | Participation | Employer Action |
|---|---|---|
| Local employee | Voluntary | Record choice; apply deduction if opted in |
| Foreign worker | Mandatory | Enroll automatically; deduct contributions |
| New hire | Choice for locals; mandatory for foreign | Explain options during onboarding; file form promptly |
- Compliance avoids administrative penalties.
- Clear guidance helps employees make informed participation decisions.
Managing the Employee Declaration Process
Set clear timelines for every hire and existing staff so the declaration process is simple and reliable. The thirty-day election period starts on the employee’s registration date and gives workers time to decide on participation in the lindung jam program.
The administrative steps are straightforward:
- Inform new employees about the thirty-day election period at onboarding.
- Collect opt-out declarations within the window to ensure correct payroll setup.
- Notify payroll immediately so the contribution deduction reflects the employee’s choice.
Since june 2026, employers have managed these forms to stay compliant with PERKESO. Existing employees needed to submit opt-out declarations by 31 August 2026 if they did not wish to participate.
If no declaration arrives within thirty days, the employee will be automatically enrolled for the next month. Keep a secure filing system for all signed forms as proof of the employee’s decision.
The election tracking checklist
| Action | Owner | Deadline |
|---|---|---|
| Inform new hires of election window | Employer / onboarding team | Within registration date + 30 days |
| Receive opt-out declaration | Employee | 30-day election period (existing staff: by 31 Aug 2026) |
| Update payroll for contribution | Payroll team | Immediately after receipt of declaration |
| File signed declaration securely | Employer records | Retain for compliance and proof of participation |
Clear instructions reduce errors and help employees feel confident about their protection and benefits. By july 2026 many employers had already set up workflows to handle the process smoothly.
Handling the Opt-Out Liability Release Certificate
The opt-out liability release certificate is mandatory when an employee chooses not to join the lindung jam program.
HR teams must hand out the form and get it signed before the payroll cutoff. By signing, the employee accepts that they will not receive protection or scheme benefits for non-employment accidents.
Employers should keep each signed certificate on file. The forms became available in July 2026, so retain digital or physical copies for compliance and audit checks.
The payroll team uses the certificate to stop any further contribution deductions for that employee. Explain the consequences clearly so employees understand they forfeit coverage and related benefits if they sign.
- Store the certificate securely to prove voluntary opt-out.
- Inform employees how to rejoin the scheme if they change their mind later.
- Handle certificates promptly to avoid payroll errors and disputes over unauthorized deductions.
Integrating Contributions into Your Payroll System
Begin by mapping how each salary line will calculate the monthly contribution under the new rules. This step makes later audits and reports far easier.
Phased Contribution Rates
Phased Contribution Rates
Phase one starts at 0.75% of monthly wage. Apply this rate to each participating employee until new rates are announced.
Wage Ceiling Considerations
Wage Ceiling Considerations
Ensure the RM6,000 ceiling is enforced when computing the lindung jam contribution. Only wages up to this ceiling count for the monthly calculation.
Remittance Deadlines
Remittance Deadlines
“Payroll teams must remit contributions on time to avoid penalties and secure benefits for employees.”
Follow the Employees’ Social Security Act 1969 for reporting and remittance. Automate deductions and flag opt-outs so the system treats local participants and non-participants correctly.
| Task | Owner | Key Rule |
|---|---|---|
| Apply phase one rate | Payroll | 0.75% of salary (subject to RM6,000) |
| Handle opt-outs | Employer records | Exclude from automatic deduction |
| Remit to PERKESO | Payroll/Finance | Meet statutory deadlines |
| Audit payroll data | Internal audit | Verify contributions and coverage |
Tip: Test changes with a payroll run and keep clear notes about permanent disablement and rehabilitation benefits. Regular checks will support compliance and protect employees.
Addressing the Needs of Foreign Workers
Foreign staff are automatically enrolled under the updated scheme and require careful payroll handling.
Employers must register every foreign employee correctly so they receive full social security protection for accidents occurring outside work hours. Unlike local staff, these employees cannot opt out; contributions must be deducted and remitted without exception.
Benefits include coverage for permanent disablement, funeral costs, and rehabilitation services. Make sure payroll is configured to include all foreign employees and apply the correct contribution rate up to the wage ceiling.
Provide scheme information in a language workers understand. Clear guidance helps employees know their rights and the steps to take after an accident.
- Verify foreign employee records at onboarding and renewal.
- Automate deductions and flag mandatory participation in payroll.
- Report any accident promptly to PERKESO so benefits can be processed.
Regular audits of foreign-worker contributions keep employers compliant and protect staff. Timely action avoids penalties and ensures fair treatment across your workforce.
Communicating Scheme Changes to Your Workforce
Clear, timely announcements help staff understand new payroll deductions and what protection they gain. Start with a short summary for employees that explains the change and when it began in june 2026.
Best Practices for Internal Announcements
Keep messages simple. Use plain language to explain contribution rates, expected impact on salary, and the scope of coverage for accidents outside work.
Host briefings where employees can ask questions about participation, benefits, and how to opt out if eligible. Follow up with written summaries and FAQs so workers have a reference.
- Show examples of covered accidents and typical benefits.
- Be transparent about phased rates and wage ceilings.
- Correct misconceptions—this does not cover all illnesses.
| Action | Owner | Outcome |
|---|---|---|
| Announcement email + FAQ | Employer | Staff informed; questions reduced |
| Live briefing session | Payroll / management | Clarifies contribution and coverage |
| Printed summary in common areas | Employers | Easy employee reference |
Regular updates keep trust strong and help employees feel supported during the transition. Track feedback and adjust messages to improve clarity and participation.
Navigating the Claims Reporting Procedure
A prompt, organized claim submission reduces delays and protects the employee’s right to rehabilitation.
When an employee suffers an accident, the employer should first confirm the incident is covered under the lindung jam scheme that began in june 2026.
Help the employee collect medical reports, police reports if relevant, and any photos or witness statements. Keep copies and note the date and conditions of the injury.
- Submit claims in line with the Employees’ Social Security Act 1969 to PERKESO.
- Inform payroll about approved claims so salary or contribution records update correctly.
- Track progress and follow up to avoid delays in permanent disablement or funeral benefits.
| Step | Required Documents | Owner |
|---|---|---|
| Verify coverage | Accident details, participation status | Employer / employee |
| Gather evidence | Medical reports, proof of accident, witness notes | Employee with employer support |
| Submit claim | Completed claim form, all supporting documents | Employer / PERKESO filing |
| Inform payroll | Claim outcome, benefit adjustments | Payroll team |
Keep clear records of every reported accident and point staff to a named contact so employees know who to call when filing a claim. This reduces confusion and keeps the process compliant and efficient.
Seeking Professional Assistance for Compliance
Accessing expert advice early prevents small administrative issues from becoming costly compliance problems. If your team faces questions about participation, deductions, or claims handling, getting a quick expert review helps.
Contacting support
Contacting Support at +60143422168
If you need professional assistance with lindung jam compliance, call +60143422168. The support team answers payroll and opt-out queries and clarifies contribution mechanics for employees.
- For payroll integration or contribution issues, ring +60143422168 for precise steps.
- If a specific employee declaration is unclear, the experts at +60143422168 will guide you through documentation and filing.
- Since july 2026 many employers have relied on +60143422168 to keep processes compliant and smooth.
“Professional support reduces errors and speeds correct benefit outcomes.”
| Need | Support Action | Contact |
|---|---|---|
| Opt-out clarification | Form review and filing advice | +60143422168 |
| Payroll setup | Contribution calculation and integration | +60143422168 |
| Claims handling | Document checklist and submission tips | +60143422168 |
Conclusion
Adopting the updated scheme means payroll teams must adapt processes to protect staff and stay compliant.
This reform widens social security coverage and gives employees clearer protection for non-work accidents. Employers play a key role in collecting declarations and applying the correct contribution rules.
Keep records tidy, update payroll quickly, and explain options so each employee understands their status. Seek professional support when rules change to avoid mistakes and delays.
In short: accurate administration of lindung jam and timely contribution handling show a company’s commitment to worker safety and long-term wellbeing.
FAQ
What should HR do after receiving the declaration form for the workplace social security scheme?
HR should first verify the employee’s details and the form’s date, then record the declaration in the personnel file. Notify payroll to prepare contribution adjustments, and inform the employee in writing of next steps, including any cooling-off or election period. Keep copies of all correspondence and update benefits records to ensure accurate reporting and compliance with the Social Security Act 1969.
How do I explain the HR guidance on the social security scheme to managers and staff?
Provide a clear summary of coverage, contribution rates, and employee obligations in plain language. Use brief slides, email bulletins, and an FAQ to cover who is eligible, how to enroll or opt out, and where to report accidents. Offer a short Q&A session so staff can ask questions directly and keep written materials accessible on the company intranet.
What types of non-employment accidents are covered under the scheme?
The scheme typically covers accidents that occur outside of work hours, including commuting incidents and home injuries that result in temporary or permanent disablement, medical costs, or death. Coverage can include rehabilitation, medical benefits, and funeral benefits subject to the policy conditions and contribution status at the time of injury.
Which incidents are commonly excluded from non-employment coverage?
Exclusions often include injuries caused by willful misconduct, self-harm, or participation in illegal activities. Occupational diseases or work-related accidents are usually handled under the employer’s standard workers’ compensation rules rather than non-employment coverage. Always check the scheme’s terms and the Social Security Act for specific exclusions.
Is participation in the scheme mandatory or voluntary for employees?
Participation can be mandatory for certain categories of workers and voluntary for others, depending on employment status and applicable regulations. Employers must determine eligibility and ensure that mandatory participants are enrolled. For voluntary participants, HR should obtain a written declaration and explain implications of opting in or out.
What is the thirty-day election period and how should HR manage it?
The thirty-day election period is the window an employee has to decide whether to join or stay out of the scheme after being presented with the declaration form. HR should track the deadline, send timely reminders, document the employee’s choice, and escalate any missed responses according to company policy while ensuring compliance with statutory timelines.
What paperwork is required when an employee signs an opt-out liability release certificate?
HR must obtain the signed release certificate, confirm the employee understands the consequences, and file the document in the personnel record. Provide the employee with a copy and enter the opt-out status into payroll and benefits systems. Ensure the release meets legal standards and seek legal advice if its validity is in doubt.
How do phased contribution rates affect payroll processing?
Phased rates require payroll to update deduction percentages at specified effective dates. HR should coordinate with payroll to implement rate changes, test payroll runs before live processing, and communicate with employees about any impact on net pay. Maintain records of rate changes and ensure correct employer and employee portions are applied.
What wage ceiling rules should employers consider when calculating contributions?
Contributions are calculated on wages up to a statutory ceiling. HR must cap contribution calculations at that ceiling when processing payroll to avoid overpayment. Review the current wage ceiling regularly and update payroll templates to reflect any changes announced by authorities or effective July 2026.
When are contributions due and what are the remittance deadlines?
Remittance deadlines are set by the scheme administrator and typically require monthly submissions. Employers should schedule payroll cycles to allow on-time transfer of employer and employee portions. Late remittance can trigger penalties, so set internal cutoffs and reconcile contributions promptly after each payroll run.
Are foreign workers covered under the social security scheme and what should HR do?
Coverage for foreign workers depends on residency, work permit conditions, and scheme rules. HR must verify eligibility, collect required documentation, and enroll foreign staff when they qualify. Provide translated information where needed and ensure contributions are withheld and remitted according to local law.
How should employers communicate scheme changes to the workforce?
Use a mix of email notices, team briefings, and intranet updates to explain changes. Highlight what changes mean for employees’ pay, coverage, and claim procedures. Provide timelines, FAQs, and contact details for questions. Keep messages short and repeat key points across channels for clarity.
What are best practices for announcing internal changes to benefits and contribution rates?
Announce changes well before implementation, use clear examples to show pay impacts, and offer drop-in sessions for employees. Provide one-page summaries and step-by-step guides for actions employees must take. Track acknowledgements and maintain a channel for follow-up questions.
What steps should HR take when an accident is reported under the scheme?
Immediately ensure the employee receives necessary medical care, document the incident, and submit a claim to the administrator with supporting evidence. Notify payroll of any wage loss and coordinate rehabilitation referrals if required. Keep the employee informed about claim progress and any benefit payments.
How do I report an accident and what information is required for a claim?
Prepare an incident report with date, time, location, witness statements, medical reports, and a copy of the employee’s declaration status. Submit the completed claim form to the scheme administrator promptly. Retain copies of all documents and follow up regularly until the claim is resolved.
When should HR seek professional assistance to remain compliant with social security obligations?
Seek professional advice when rules change, for complex claims, or if you face disputes over coverage, contribution calculations, or the validity of opt-out certificates. Legal or payroll specialists can help avoid penalties and ensure accurate application of the Social Security Act 1969 and related regulations.
How can I contact support for urgent compliance or claim questions?
For immediate assistance, HR professionals can call +60143422168 to reach scheme support. Keep that number accessible in your HR toolkit, and document the date, time, and advice received during each call for audit purposes.
