Job Vacancy Reporting to PERKESO: What Employers Should Know
Published on: September 17, 2026The Employment Insurance System (Amendment) Act 2026 introduces new requirements relating to the reporting of job vacancies and newly created positions to PERKESO.
The purpose of the amendment is to strengthen Malaysia’s employment matching system and improve access to available job opportunities through MYFutureJobs.
What Employers Need to Take Note Of?
Under the new provision, employers will be required to notify PERKESO of a job vacancy or newly created position before recruiting employees to fill the position.
This means employers should consider incorporating vacancy reporting into their recruitment process, rather than waiting until after a candidate has been hired.
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What Counts as a Vacancy?
The requirement covers situations where a company:
- Has an existing job vacancy; or
- Creates a new position and intends to recruit an employee.
The reporting requirement is linked to the recruitment process and is intended to make available employment opportunities more visible to jobseekers.
Progressive Penalties for Non-Compliance
The revised legislation provides for progressive penalties where an employer fails to notify PERKESO of the relevant vacancy:
| Offence | Maximum Fine |
| First offence | RM1,000 |
| Second offence | RM3,000 |
| Third & subsequent offence | RM5,000 |
The revised penalty structure replaced the earlier proposal of a maximum RM10,000 fine.
Enforcement & Transition
PERKESO has previously indicated that implementation would be supported by education, engagement and a transition period, particularly to allow SMEs and micro businesses to adapt to the new requirement.
The reporting process is intended to be carried out online through MYFutureJobs.
As the 2026 amendment has been gazetted but the Act provides that its provisions will commence on a date appointed by the Minister, employers should continue to monitor PERKESO’s announcements for the actual commencement date and detailed implementation requirements.
What Employers Should Do Now?
To prepare for the new requirement, employers are encouraged to:
- Review their current recruitment procedures.
- Include PERKESO/MYFutureJobs vacancy reporting as part of the hiring workflow.
- Keep proper records of vacancies and recruitment activities.
- Ensure the vacancy is reported before recruitment once the relevant provision comes into force.
- Monitor further PERKESO announcements and implementation guidelines.
Key Takeaway
The new requirement means job vacancy reporting will become an important part of the employer’s recruitment compliance process.
Employers should start preparing their internal HR procedures now to ensure a smoother transition once the relevant provisions take effect.
