Kesejahteraan Sosial

01 FAMILY SUPPORT EMPOWERMENT AND WORKPLACE WELL-BEING 23 for childcare in the workplace, women’s retention in the labour force and career advancement are hindered, reinforcing gender inequalities in the workplace. The International Labour Organisation (ILO) has repeatedly stressed the importance of affordable childcare for women’s full economic participation. The ILO Maternity Protection Convention (No. 183) explicitly recognises childcare in the workplace as a critical component of enabling parental employment and promoting decent work standards. International models such as those in Sweden and Germany show how employer-provided childcare supported by financial incentives, legal requirements and institutional support can contribute to higher female labour force participation and greater equity in the workplace (Lee, Duvander, & Zarit, 2016). To bridge the current implementation gap in Malaysia, stronger legislation is needed to institutionalise workplace childcare in the public sector. The government should introduce targeted incentives such as start-up grants or operating grants to offset the cost of setting up and maintaining childcare facilities. These incentives would reduce the financial burden on employers while signalling a national commitment to family-friendly workplace reform. In addition, developing and enforcing regulatory standards for workplace childcare facilities in terms of health, safety, employee training and quality of care would help ensure parental confidence and children’s well-being. A coordinated national strategy that aligns legal, fiscal and operational mechanisms is necessary to make on-site childcare a standard and equal part of the Malaysian employment landscape. 5.4 Establishment of Malaysian Psychology Act Despite progress in strengthening physical safety standards through the Occupational Safety and Health Act of 1994 and the Employment Act of 1955, Malaysia’s current legal framework remains inadequate in addressing psychological safety and emerging psychosocial risks. Conditions such as burnout, chronic stress and emotional trauma resulting from workplace discrimination, excessive workload or rigid work structures are not explicitly recognised as compensable injuries under existing social protection mechanisms such as SOCSO. This legal gap disproportionately affects vulnerable groups, particularly working mothers who often manage dual caregiving and professional roles.