PROTECTION AGAINST PRE-EMPLOYMENT DISCRIMINATION IN MALAYSIA

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NIK SALIDA SUHAILA NIK SALEH

Abstract

The principles of equal rights and non-discrimination as well as the right to equality before the law and equal protection of the law are fundamental human rights principles enshrined under Article 55 of United Nations Charter and Article 7 of the Universal Declaration of Human Rights (UDHR). The UDHR, international human rights standards and state practise consistently view employment and the right to work to include pre-employment. Therefore, rights during pre-employment would also fall within the scope of right to work regime. It is important to stress that the employer must not make employment decisions based on personal characteristics such as gender, race, nationality, ethnic origin, religion or belief, disability, age or any unrelated issues to inherent job requirements. Employer must base the employment relationship on the principle of equal opportunity and fair treatment and will not discriminate with respect to all aspects of the employment relationship, including recruitment and hiring, compensation (including wages and benefits), working conditions and terms of employment, access to training, promotion, termination of employment or retirement, and discipline. This paper will analyse the international laws, laws of other jurisdictions and Malaysian laws on protection against pre-employment discrimination. Recommendations would be accorded to ensure that Malaysia guarantee equal rights among jobseekers.

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How to Cite
SALEH, N. S. S. N. (2020). PROTECTION AGAINST PRE-EMPLOYMENT DISCRIMINATION IN MALAYSIA. Malaysian Journal of Syariah and Law, 8(1), 1-8. https://doi.org/10.33102/mjsl.vol8no1.219
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STATUTES

Working Environment Act 2006 (Norway)

Disability Discrimination Act (Australia) 1992

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