Malaysia’s labour market is gaining pace as employers close out FY25 and move into FY26, with hiring momentum holding steady while competition for the right talent continues to intensify.
“According to our latest report, half of surveyed companies in Malaysia plan to expand their permanent workforce in the first half of the year — driven by business expansion (77%), the need for new skill sets (54%), and the replacement of departing employees (40%)1,“ said Nicholas Lam, Managing Director at Jobstreet by SEEK Malaysia.
“With more roles opening up, the question for employers is no longer who is hiring, but who will stand out. Increasingly, that comes down to Employer Value Proposition (EVP): the everyday experiences that shape why people choose to join, stay, and grow with an organisation.”
This focus on meaningful workplace practices is also reflected in the return of the SEEK People & Purpose Awards for its third year, with submissions now open — spotlighting organisations that are redefining what a ‘worth it’ job looks like today. Beyond salary, these standout employers are transforming how flexibility, development, inclusion, and well-being shape the employee experience.
Since its inception, the awards have recognised more than 100 outstanding employers for their commitment to people-first cultures, purposeful leadership and progressive workplace practices that drive real business impact. Winners are determined through a three‑pronged approach, including public sentiment, market performance and expert evaluation — judged by an independent panel of respected industry leaders, lending additional credibility and external validation to the recognition they receive.
Here’s a practical EVP checklist, backed by Jobstreet by SEEK insights and real-world examples from Wipro Unza, Malaysia’s No.1 personal care and cosmetic company – and SEEK People & Purpose Awards Winner – to help employers plan for the year ahead:
- Build a more diverse and inclusive workforce
Diversity, Equity and Inclusion (DEI) is fast becoming a baseline expectation. Around half of companies in Southeast Asia have already adopted DEI initiatives, with another 28% planning to implement them in 2026[1]. Effective DEI goes beyond policies — it requires intentional representation across gender, age, and cultural background.
A standout example of DEI implementation is Wipro Unza, which has made measurable progress in increasing female representation in senior leadership. Today, 67% of its Management Committee comprises local women leaders, with women also holding key technical roles such as Process Engineer, Production Manager, and Quality — challenging traditional industry norms.
“Our DEI initiatives have helped improve employee retention and drive a sustained reduction in turnover rate in the last few years. More importantly, these initiatives create a workplace where every voice is heard, valued, and empowered,” said Jessica Loretta, Human Resources Senior General Manager at Wipro Unza Malaysia.
- Make career growth visible and attainable
Career progression remains a key driver of retention – but employees are looking for clarity, not vague promises. Clear development pathways, whether through mentorship, targeted training, or cross-functional exposure, help employees see a future within the organisation.
With government support in place, upskilling has also become more accessible for employers. HRD Corp now allows companies to claim training fees based on hourly rates, while employers that meet Dasar Gaji Progresif (DGP) requirements may receive incentives of up to RM300 per month per non-entry-level employee[2].
When development is embedded into everyday work, it becomes a core EVP strength rather than a “nice to have”.
- Normalise flexibility and prioritise well-being
Flexibility is no longer a bonus — it’s an expectation. In 2025, an additional 16% of Malaysian companies introduced flexible working hours, reflecting a shift towards work arrangements that better fit real life1. This flexibility can take many forms, from adjustable start and end times to hybrid work setups and flexible workdays.
Some organisations have begun embedding this into their everyday culture. At Wipro Unza, flexibility is approached as a two-way arrangement. “Our Flexible Work Arrangements are designed to support business needs and employees’ well-being, guided by role requirements and operational priorities,” shares Loretta.
Beyond this, investments in wellness spaces and partnerships that promote physical, mental, and financial health help create a culture where employees can perform without burning out.
- Strengthen employer reputation through consistent people practices
A strong EVP shapes how organisations are perceived long before a job offer is made. Employer reputation increasingly influences attraction, engagement, and retention, especially as candidates actively research workplace culture.
Industry platforms such as the SEEK People & Purpose Awards help spotlight organisations that are setting meaningful benchmarks in inclusion, well-being, and sustainable people practices. More than recognition, they reinforce accountability and encourage organisations to continuously raise the bar as competition for talent intensifies.
For more information on SEEK People & Purpose Award 2026, please visit: https://my.employer.seek.com/page/seek-people-and-purpose-awards
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[1] Hiring, Compensation & Benefits Report 2025 (SEA Edition)
[2] Progressive wages, prosperous workers: Strengthened workers’ rights, improved work productivity – The Borneo Post
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