How to Apply for Foreign Workers in Malaysia: A Step-by-Step Guide

By:Kor Hui Ping

(7 August, 2026)

Hiring foreign workers in Malaysia is not simply a matter of finding willing candidates and bringing them into the country. It involves several government agencies, a structured approval process, and clear compliance requirements. Employers who skip a step, or apply through the wrong channel, may experience delays, rejected applications, or compliance issues.

Hiring foreign workers in Malaysia involves several government agencies, approval stages and compliance requirements. This guide explains the current application process for employers in Peninsular Malaysia, including the latest 2026 changes to foreign worker quota applications.

Scope of This Guide

This guide focuses primarily on the foreign worker application process in Peninsular Malaysia. Applications in Sabah and Sarawak are subject to the jurisdiction and procedures of the respective State Governments.

Who Can Apply for Foreign Workers?

Eligibility depends on factors such as the employer’s sector, the position, the worker’s nationality and gender, and the Government’s current policies and requirements.

Approved Sectors for Hiring Foreign Workers

Foreign workers may only be employed in sectors and sub-sectors approved by the Malaysian Government. Meeting the sector requirements does not automatically guarantee quota approval.

Source: KDN — OSC Foreign Worker Management, "Checklist and Forms — Quota Application"

Foreign Worker Eligibility: Nationality, Gender and Sector

Foreign workers must come from a source country approved by the Malaysian Government. Eligibility may also vary depending on the worker’s nationality, gender and intended sector. Employers should check the latest requirements before submitting an application.

At the worker level, a foreign employee must generally:

Be aged between 18 and 45 at the time of application
Be certified medically fit by an approved health centre in their home country
Not appear on the list of persons prohibited from entering Malaysia under Section 8(3) of the Immigration Act 1959/1963

Source: Immigration Department of Malaysia — Foreign Worker

As eligibility criteria, approved sectors and source countries may be subject to change, employers should check the latest requirements with the relevant Malaysian authorities before starting an application.

2026 Important Update: Foreign Worker Quota Applications

Malaysia’s foreign worker management process underwent a significant change in July 2026. Following a Cabinet decision on 1 July 2026, the Ministry of Human Resources (KESUMA) took over the management of the One Stop Centre (OSC) for Foreign Worker Management, which was previously managed under the Ministry of Home Affairs (KDN).

As part of the transition, KESUMA is implementing the eQuota module through the Foreign Workers Centralised Management System (FWCMS) as a digital platform for foreign worker quota applications. The move is intended to strengthen governance, improve efficiency and transparency, and streamline the application process for employers.

However, the applicable application channel may vary depending on the sector, sub-sector and recruitment category. Employers should check the latest requirements and applicable application channel before submitting a foreign worker quota application.

Source: FWCMS – eQuota; JTKSM – Foreign Workers Employment

Step 1: Advertise the Vacancy

Employers should fulfil the applicable local recruitment requirements, including advertising the vacancy through MYFutureJobs where required. Employers must then obtain Section 60K prior approval from JTKSM before proceeding with the foreign worker quota application.

Source: Expatriate Services Division (ESD), Immigration Department of Malaysia — JTKSM Approval Letter Application & MYFutureJobs

Step 2: Obtain Section 60K Prior Approval

Before hiring a new foreign worker, employers must obtain prior approval from JTKSM under Section 60K of the Employment Act 1955 (Applied through FWCMS). This requirement applies to the recruitment of new foreign workers and does not apply to the renewal or extension of existing foreign worker passes.

Failure to obtain the required prior approval is an offence under Section 60K(5). Upon conviction, an employer may be fined up to RM100,000, imprisoned for up to five years, or both.

Source: JTKSM — Foreign Workers Employment FAQ

Step 3: Apply for Foreign Worker Quota

Once Section 60K prior approval has been obtained, employers can proceed with the foreign worker quota application through the applicable FWCMS eQuota process, subject to the relevant sector, sub-sector and recruitment category requirements.

Quota approval is not automatic. Applications remain subject to the applicable requirements and assessment by the relevant authorities.

Source: Department of Labour Peninsular Malaysia (JTKSM) — Foreign Workers Employment

Step 4: LEVY PAYMENT

Once the quota is approved, the employer must pay the applicable foreign worker levy before proceeding to the next stage.

Sector	Levy (Peninsular)
Manufacturing	RM1,850
Construction	RM1,850
Plantation	RM640
Agriculture	RM640
Services	RM1,850
Services (island resort)	RM1,850

Note: Rates may be revised. Check the latest Immigration Department schedule before payment. Please refer to latest levy fees from time to time which can be retrieved from official website rom Immigration Department of Malaysia as per below website link.

Source: Immigration Department of Malaysia — Foreign Worker

Step 5: Apply for Visa With Reference (VDR)

With the quota approved and levy paid, the employer applies to the Immigration Department of Malaysia for a Visa With Reference (VDR) for each worker.

Source: Immigration Department of Malaysia — Foreign Worker

Workers must remain outside Malaysia while the VDR application is being processed. Entry is permitted after the VDR has been approved and the entry visa has been issued. The Visit Pass (Temporary Employment) is issued after the worker arrives in Malaysia and completes the required post-arrival procedures, including the medical examination.

Step 6: Worker Enters Malaysia

Once the VDR is approved, the worker obtains an entry visa from the Malaysian representative office in their home country and travels to Malaysia. Entry is only allowed through designated entry points, using the VDR issued by the Immigration Department together with the entry visa issued by the Malaysian representative office in the worker’s home country. Employers are responsible for ensuring the worker is cleared by Immigration promptly upon arrival.

Source: Immigration Department of Malaysia — Foreign Worker

Step 7: Complete the FOMEMA Medical Examination

After the worker arrives in Malaysia, the employer must arrange for a medical examination through FOMEMA (the Foreign Workers Medical Examination Monitoring Agency) at a FOMEMA-registered panel clinic. The Immigration Department gives employers a period of 30 days to conduct this health examination, and the Visit Pass (Temporary Employment) will only be issued once the worker is certified fit. If a foreign worker is later found unsuitable, the employer will need to follow the Immigration Department’s procedure for repatriation.

Step 8: Step 8: Apply for the Visit Pass (Temporary Employment) [VP(TE)]

Once the worker is certified medically fit, the employer applies for the Visit Pass (Temporary Employment), commonly known by its Malay abbreviation, PLKS. This is issued by the Immigration office that originally approved the VDR. Without a valid PLKS, the worker is not permitted to work or remain in the country. The PLKS is valid for 12 months, and employers can apply for an extension from 3 months before the expiry date.

Source: Immigration Department of Malaysia — Foreign Worker

Step 9: Complete Post-Arrival Requirements

After the PLKS is issued, employers still have ongoing obligations, including:

Notifying JTKSM of the employment within 14 days of the date of employment, as required under Section 60K(3) of the Employment Act 1955
Ensuring the worker is registered for the colour-coded worker identity card (i-Kad) applicable to their sector — this is issued automatically alongside the PLKS at no extra cost
Keeping levy payments, insurance, and accommodation arrangements current
Notifying JTKSM within 30 days if the worker’s employment is later terminated, under Section 60KA of the Employment Act 1955
Arranging renewal of the PLKS before it lapses (extensions can be applied for from 3 months before expiry) and keeping up with the FOMEMA examination

Sources: JTKSM — About Us (notification periods); Immigration Department of Malaysia — Foreign Worker (i-Kad, PLKS renewal)

Important Documents

While the exact list of documents can vary by sector, category of worker, and the specific approving agency involved, employers should generally be prepared to provide:

Company registration documents (such as SSM registration)
Proof of the MYFutureJobs advertisement and any related acknowledgement
The Section 60K approval from JTKSM
FWCMS/eQuota approval or relevant quota record
The levy payment receipt
VDR application forms, including IM.12 and IM.38
The worker’s passport copies and photographs
The worker’s medical certificate from their home country
Insurance documents (Foreign Worker Compensation Scheme and, where applicable, SPIKPA)
The FOMEMA medical examination form and result

This is not an exhaustive list, and requirements may be added or amended by the relevant authorities. This list is compiled from the sources cited in each step above (JTKSM, KDN, and the Immigration Department); employers should always check the current checklist published by those authorities for the specific category and sector they are applying under before submission.

Conclusion

Hiring foreign workers in Malaysia involves multiple approval and immigration stages. With the introduction of the FWCMS eQuota process in 2026, employers should ensure that they follow the current procedure and prepare the required documents before submission.

As requirements may vary by sector, nationality and application category, employers should verify the latest requirements with the relevant authorities before applying from time to time.

About Us

At Agensi Pekerjaan Derasniaga Sdn Bhd, we assist businesses in areas such as Human Resource compliance, recruitment coordination, foreign worker management, documentation handling, and workforce administration. By simplifying complex Human Resource processes, businesses can reduce compliance-related risks while maintaining smoother day-to-day operations.

We work closely with companies to ensure workforce practices remain aligned with current labour requirements and operational needs.

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