EH RemoteWorkReport MY

MALAYSIA
INTRODUCTION
SETTING THE SCENE

Where are you working from right now?
KEY FINDINGS
Home? The office? The couch? A cafe? A co-working space halfway across the world?
The future of work is flexible
Social connections are at the core of everything
Diversity, Equity and Inclusion (DEI)
Working and the rising cost of living

Wherever it may be, there’s a high chance it’s a Beyond the demands of the pandemic,
The changing role of automation and digital tools different location to where you were working two will remote working - in a full time or hybrid
years ago. Many of us have now mastered the art capacity - remain an option for Malaysian
WHAT WILL THE FUTURE OF WORK LOOK LIKE? of remote work and it’s become a very normal small to medium-sized enterprises (SMEs)?
part of our everyday life. By continuing to offer remote or hybrid options,
SURVEY DEMOGRAPHICS & METHODOLOGY could employers provide their staff with much-
As with the rest of the world, the last three years wanted flexibility, improve productivity and reap
ABOUT EMPLOYMENT HERO have been incredibly disruptive for Malaysia. other benefits?
After the introduction of 2020’s Movement
Control Order, it was reported that almost 70% While we can’t predict the future, we wanted to
of Malaysian small to medium-sized enterprises examine the current state of remote work, and
(SMEs) had a 50% drop in business. Work from how this might shape working trends. We’ve
home policies became an instant requirement for gathered responses from employees across
many businesses to continue operating. Malaysia to share their sentiments on how
remote, hybrid and office working is shaping the
As the pandemic continues to ease and demand future of work.
grows, staff shortages have become a dominant
issue for businesses. According to Reuters, 1.2 We surveyed over 1,000 workers between the 9th
million workers are currently needed across the and 20th of June, 2022. We asked them about
manufacturing, plantation and construction the way they work, how the pandemic has shaped
industries. Other reports suggest that the service their working habits, what they think of new
industry is experiencing similar labour concerns. technology and more, to help you make informed
decisions for your business.
Combine this with a rise in inflation,
recession concerns and ‘once in 100 We hope this timely information, along with tips
years’ flood events, both employers and and suggestions from our employment experts,
employees have had to be flexible and will help you better support your team in 2022
resilient in the face of extreme challenges. and beyond.
This report represents a segment we surveyed in the
Despite the uncertainty caused by these events, – THE TEAM AT EMPLOYMENT HERO
employment market. We are mostly examining data from
one thing has been constant – change.
‘knowledge workers’, defined as workers with jobs which
If we’ve learnt anything from the past few years, require them to work primarily on a computer or with
it’s that we’re opening our eyes to new ways of documentation, rather than a job which is predominantly
doing things - including the way we work. physical or location-bound.
Remote Work Report 2022 | Malaysia 3

INTRODUCTION
SETTING THE SCENE

From 2020 to now Frequency of remote
FREQUENCY OF REMOTE working
WORKING BEFORE before the pandemic
THE PANDEMIC
KEY FINDINGS
Through the ups and downs of the pandemic, we’ve learnt
The future of work is flexible a lot about how we can adapt and innovate. From lockdowns 32%
to tight restrictions, a spike in cases to learning to live with

Covid-19, we’ve adjusted to it all. 28%
Working and the rising cost of living Yet, when it comes to work, we’re standing at a crossroads.
Many employers have decided for their staff to return
The changing role of automation and digital tools
to the office full-time, while others are championing 20% 20%
remote working.
WHAT WILL THE FUTURE OF WORK LOOK LIKE?
Others have shifted to a hybrid working model, while
SURVEY DEMOGRAPHICS & METHODOLOGY
some are reluctant to make a hard decision as the pandemic
continues on in the background.
ABOUT EMPLOYMENT HERO
Prior to the pandemic, 32% of knowledge workers in
Malaysia said they worked remotely frequently (once or Frequently Sometimes Rarely
(once or more a week) (once or twice a month) (once or twice a year) Never
more per week), however remote working was a rare
occurrence for most workers with 48% saying they never
or rarely worked remotely.
Frequency of remote
FREQUENCY OF REMOTE working
WORKING DURING 2020 AND during
2021 2020 and 2021
54%
32%
11%
3%
I alternated between
I worked remotely working remotely and My work location
all the time going to the office did not change I did not work in any capacity

INTRODUCTION
SETTING THE SCENE FREQUENCY OF REMOTE WORKING NOW (2022)
KEY FINDINGS
Social connections are at the core of everything I work in an office I work in an office
and remotely
33%
55%
12%
I work remotely

INTRODUCTION
workers stated they worked Q: W

HICH OF THE FOLLOWING BEST REPRESENTS THE MAIN REASONS WHY YOU HAVE
86%
SETTING THE SCENE
RETURNED TO THE OFFICE? (CHOOSE ALL THAT APPLY)
remotely or in a hybrid style
KEY FINDINGS
during 2020 and 2021
The future of work is flexible It was a directive from my employer 43%
Working and the rising cost of living While 86% of knowledge workers stated they worked Access/ease of communication with managers/leaders 29%
remotely or in a hybrid style during 2020 and 2021, 55%
have now returned to the office full time. However, 88% are
still interested in working remotely at least one day a week. Better internet connection 25%
The youngest generation in the workforce are driving remote
trends. Respondents aged 18-24 were 36% more likely to still
work fully remotely. Those aged 45-54 were the least likely
to still be working remotely full time.
I prefer working from the office 23%
For those employees who have returned to the office
full-time, 43% said it was due to a directive from Access to hardware/stationery as needed 22%
their employer.
However, 38% of employees highlighted that they prefer

working from the office and enjoy the office culture. I enjoy the office culture 20%
Infrastructure issues also provided motivation for a return;
25% found they had better internet connection in the office,
22% enjoyed the access to hardware and stationery as
needed and 20% found that the home environment was not Home environment not conducive to remote work 20%
conducive to remote work.
I did not have the right

equipment to work remotely 12%
I felt isolated
working from home 11%
Office food
/drinks 6%
Other 1%

INTRODUCTION
SETTING THE SCENE

When you think Picking up the kids from school? Going to that
dentist appointment you’ve put off for months?
There seem to be clear expectations from
employees on the table. The majority
of flexible working,
KEY FINDINGS Heading out for a stroll around the block when of knowledge workers would like to work
the sun’s out? Whatever it may be, it revolves remotely for at least one day a week, and if
what comes to mind?

The future of work is flexible around a greater sense of work-life balance. an employer were to insist on a full time return
to the office – this could be a deal breaker
Social connections are at the core of everything If there’s one thing we’ve learnt through the twists for some employees.
Diversity, Equity and Inclusion (DEI) and turns of the past few years, it’s that employers
must be flexible – and this is especially true when But it’s not just about employee expectations,
it comes to managing teams. there are significant business benefits that also
come with this working model.
The reality is, the pandemic changed our
WHAT WILL THE FUTURE OF WORK LOOK LIKE? perceptions of the way we need to work. A recent study by Gartner revealed that 43% of
Employees have shown that work can be people believe that flexible working helped them
SURVEY DEMOGRAPHICS & METHODOLOGY conducted remotely, demonstrating that flexible achieve higher levels of productivity, and 30% said
work can be adopted for the long term. that spending no time commuting increased their
ABOUT EMPLOYMENT HERO productivity. And this is just the beginning.

INTRODUCTION
of knowledge workers would Q: HOW OFTEN WOULD YOU WORK REMOTELY?
88%
SETTING THE SCENE
work remotely at least 1 day
KEY FINDINGS
per week How often would you work remotely?

47%
Working and the rising cost of living Despite support coming from both employers and
employees to return to the office in some capacity,
overwhelmingly, employees would still like to work
remotely at least some of the time.
Although 67% of Malaysian knowledge workers were happy
SURVEY DEMOGRAPHICS & METHODOLOGY to return to the office in some capacity after the MCO
ended, this doesn’t mean that employees have abandoned
the desire for remote working.
Our findings suggest that more than anything, we’re looking

for flexibility. We want to enjoy the benefits of the office,
while also having the option to work remotely and create
better work-life balance. 88% of knowledge workers would
work remotely at least one day per week. Of these, almost
a quarter (23%) would like to work remotely every day.
23%
18%
12%
Every day 2-3 days per week 1 day per week Never

INTRODUCTION
SETTING THE SCENE

Hybrid is the preferred Q: HOW LIKELY WOULD YOU BE TO CONSIDER WORKING REMOTELY ON A PERMANENT BASIS?
working model
KEY FINDINGS
Social connections are at the core of everything While we know that the overwhelming majority of Likely Maybe
Diversity, Equity and Inclusion (DEI) workers want to work remotely at least one day a week,
53% suggested that they were unsure about embracing
a permanent remote position.
The paradox of these findings leads us to believe that most
WHAT WILL THE FUTURE OF WORK LOOK LIKE? employees would prefer a hybrid working model to all-office
or all-remote working.
With plenty of companies around the world embracing this
ABOUT EMPLOYMENT HERO model (Microsoft, Google and Ford Motor Company - just to
34%
name a few), it’s a great way to ensure that employees get
the best of both worlds. Employees can get the flexibility
they want, while also enjoying the social and practical
benefits of the office. As balanced and happy employees
generally feel more productive and loyal to a business,
we think it’s a win-win arrangement.
47%
19%
Unlikely

INTRODUCTION
Things remote
SETTING THE SCENE CHOOSE THE TOP 3 THINGS YOU DO MISS ABOUT WORKING IN THE OFFICE
employees miss
KEY FINDINGS
Free coffee/food 29%

about the office
24%
Energy/vibe/buzz of the office
Working and the rising cost of living For those who remain working remotely, there are some
things about the office that are missed. The top missed
Being able to easily speak to/bounce ideas off coworkers 22%
aspect is the provision of free food and coffee, followed
by the energy, buzz and vibe of the office. Air conditioning/heating 20%
SURVEY DEMOGRAPHICS & METHODOLOGY The camaraderie of my coworkers 20%
ABOUT EMPLOYMENT HERO Visibility of what each team is working on 20%
The internet speed 19%
My desk/personal area 18%
Office social events 17%
Access/ease of communication with managers/leaders 14%
Access to hardware/stationery as needed 14%
The routine/time management 14%
Activities sponsored by work 10%
Quiet/peace of the office 10%
Friday drinks 9%
My chair 9%
Work attire 6%

INTRODUCTION
Things remote
SETTING THE SCENE CHOOSE THE TOP 3 THINGS YOU DO NOT MISS ABOUT WORKING IN THE OFFICE
workers do not miss

KEY FINDINGS
Waking up early 34%

about the office
Diversity, Equity and Inclusion (DEI) Extra expense of food/coffee/transport 25%

Working and the rising cost of living However, there were plenty of things that employees were
The changing role of automation and digital tools not rushing back to the office for. At the top of the list was
waking up early, followed by the extra expenses of transport,
The commute 23%
and coffee or food not provided by an employer.
Meetings 18%

Office social events 15%
Work attire 15%
Limited places to walk at lunch 13%
Office gossip/politics 13%
Office noise/chit-chat 13%
Feeling like you're being watched/
monitored/micromanaged 11%
People interrupting you at your desk 11%
Some of my-coworkers 11%
All of my co-workers 10%
Disagreements over
air conditioning temperature 10%
Work bathrooms/kitchens 8%

INTRODUCTION
SETTING THE SCENE

Remote and hybrid Q: IN YOUR OPINION, WHICH IS BETTER FOR EACH OF THE FOLLOWING?
working are seen as

KEY FINDINGS
Work-life balance Personal finances
better for work-life


balance, personal
finances and preventing 24%
Remote
climate change 52%
working 37%
Hybrid
working
37%
Remote
working
Hybrid
Providing meaningful support to employees has been at the working
top of every employer’s list over the past few years, and with 24%
good reason. Office
working
26%
Personal finances are an ongoing concern for Malaysian Office
employees, as is climate change. The 2022 Edelman Trust working
Barometer found climate change to be one of the biggest
societal fears amongst Malaysians, with 81% signalling that
they are worried about the issue. Preventing climate change
As remote and hybrid working reduces the need for

commuting, easing congested traffic and lowering the
demand on the transport system, it was found to be
better for preventing climate change.
40% 38%
Hybid Remote
working working
22%
Office
working

INTRODUCTION
Location fluidity
SETTING THE SCENE SINCE WORKING REMOTELY, HAVE YOU:
is another bonus
KEY FINDINGS
of remote and

40%
Working and the rising cost of living hybrid working

34%
For employees, one of the biggest benefits of remote
WHAT WILL THE FUTURE OF WORK LOOK LIKE? working is that you can do it from anywhere. In Malaysia,
knowledge workers who have remote or hybrid working
SURVEY DEMOGRAPHICS & METHODOLOGY models are embracing this flexibility in big numbers.

43% of our respondents had either relocated further away
28%
from the office or taken a working holiday and 48% said
they would consider doing so in the future.
Whether you’re seeking a better deal on real estate, looking

to spend more time with family interstate or abroad, or
looking to embrace the digital nomad lifestyle - there’s lots
to love about location fluidity.
21%
19%
I have not and

not planning to Relocated Considered
Considered taking relocate or take Taken a further away moving interstate/
a working holiday a working holiday working holiday from the office abroad

INTRODUCTION
SETTING THE SCENE
KEY FINDINGS
In their own words…
Bagi saya kerja di rumah dan pejabat Bekerja Dari rumah dapat
mempunyai kelebihan dan kekurangan menjimatkan banyak kos.
masing-masing.
Diversity, Equity and Inclusion (DEI) [Working at home can
Working and the rising cost of living [For me both home and office working save a lot of costs.]
The changing role of automation and digital tools have their own advantages and disadvantages.]
Saya rasa keadaan mental saya lebih baik semasa pengasingan, terutamanya kerana
saya seorang introvert. Juga, persekitaran kerja menjadi lebih teruk.
[I feel like my mental state was better during isolation, mainly because
I am an introvert. Also, the work environment has gotten worse.]

S ARE
AT THE CORE OF EVERYTHING

INTRODUCTION
SETTING THE SCENE

Humans are
social creatures
KEY FINDINGS
Social connections are at the core of everything It’s in our blood and one of our deepest needs.
So, when the last three years took this innate need away
Working and the rising cost of living from us, it’s no surprise that feelings of isolation were
The changing role of automation and digital tools running high.
While we rely on social interaction from our friends and

family, our research confirms that this is also true in the
SURVEY DEMOGRAPHICS & METHODOLOGY workplace with our colleagues. Human connections were
one of the most-missed aspects of the office by remote
ABOUT EMPLOYMENT HERO workers, showing that our need for social interaction runs
deep, even if we love working from home.
We’re looking for

human connection
with our colleagues
Whether it’s a team event, a mid-morning coffee with
your team or catching up on Friday afternoon, there
are just some things that are hard to replicate when
working remotely.
47% of respondents said that office working was the best

working style for social inclusion, and 22% of remote
workers said employers can further support them with more
virtual social events.

INTRODUCTION
SETTING THE SCENE

How can Q: WHAT ARE THE TYPES OF SUPPORT CAN YOUR EMPLOYER PROVIDE TO MAKE REMOTE WORKING
MORE ENJOYABLE?
employers support
KEY FINDINGS
New/better digital tools 34%

social interactions
Social connections are at the core of everything Better advocacy for employee's work-life balance 34%

for remote workers? Subsidised utilities 31%
29%
Finding the perfect harmony between remote working and New/better equipment
social interaction is a balancing act. Not enough social time
with your team can amount to feelings of isolation, while too More virtual learning/training opportunities 28%
SURVEY DEMOGRAPHICS & METHODOLOGY much social time can feel forced and unnatural.
While many continue to work remotely at least some of the

Regular company updates 25%
time, one thing is clear. Virtual and in-person interactions
is one of the most valuable ways employers can support
New/better processes 24%
remote workers, with more than half of remote workers
citing various social interactions as types of support they
Listening to, and actioning feedback 24%
would like from their employer. Option to work from a co-working space 24%
56% of remote employees want more social interactions,
including; virtual learning/training opportunities; more face Subsidised food/drinks/groceries 23%
to face team events; team sports, competitions, digital
challenges; more virtual social events; more 1:1s. More virtual social events 22%
Providing better/digital tools was also high on the priority list.
Let’s take a closer look at what remote workers want.
Strategic goal-setting and alignment 21%
Offering counselling for mental health 18%
Team sports, competitions, digital challenges 17%
More face to face team events 15%
Virtual exercise, yoga 11%
Subsidised childcare 11%
More 1:1s 10%
Nothing 1%

INTRODUCTION
Job training,
SETTING THE SCENE
Q: IN YOUR OPINION, WHAT DO YOU THINK IS BETTER FOR EACH?
career development,
KEY FINDINGS
social inclusion and

The future of work is flexible On the job training Career development
Working and the rising cost of living collaboration are easier

when in the office 30% 37%
WHAT WILL THE FUTURE OF WORK LOOK LIKE? Hybrid Hybrid
While remote work is perceived as being better for working working
SURVEY DEMOGRAPHICS & METHODOLOGY reducing the rising cost of living, there are a few areas 56% 48%
that are easier in the office. Office Office
ABOUT EMPLOYMENT HERO working working
Job training, career development, social inclusion and
collaboration are all perceived as better and/or easier 14% 15%
in an office environment. Remote Remote
working working
Social inclusion Collaboration
39% 37%
47% Hybrid
50% Hybrid
Office Office working
working
working working
14% 13%
Remote Remote
working working

INTRODUCTION
SETTING THE SCENE
KEY FINDINGS
In their own words…
Antara sebab saya gembira untuk kembali ke pejabat adalah kerana saya tidak perlu
The future of work is flexible melakukan kerja lebih masa lepas tamat waktu kerja… Sekiranya saya bekerja dari
Social connections are at the core of everything rumah, saya kena sentiasa bersedia untuk dihubungi oleh majikan tidak kira waktu.
Diversity, Equity and Inclusion (DEI) Selain itu, kerja di pejabat dapat diselesaikan dengan tertib disebabkan kemudahan
Working and the rising cost of living yang terdapat di pejabat.
[One of the reasons I'm happy to return to the office is because I don't have to do
WHAT WILL THE FUTURE OF WORK LOOK LIKE? overtime after work hours… If I work from home, I have to be always ready to be
contacted by the employer regardless of the time. Besides, work in the office can
be completed with order due to the facilities available in the office.]
Bekerja di pejabat lebih mudah dan cepat Saya berasa lebih

berbanding dengan bekerja dari jauh. produktif apabila bersama
Ini kerana saya boleh terus berinteraksi rakan sepejabat dan bekerja
dengan rakan sekerja atau bos apabila ada di pejabat.
apa jua perkara.
[I feel more productive
[Working in an office is easier and faster when I'm with colleagues
than working remotely. This is because I can and working in the office.]
continue to interact with colleagues or bosses
when anything comes up.]

REMOTE
& HYBRID
WORK
EQUITY
& INCLUSION
INTRODUCTION
SETTING THE SCENE

The topic of diversity, equity
and inclusion should be at the top
KEY FINDINGS
of every business agenda


Create a more fair and equitable environment So, how does remote work come into play?
for your team, and you’ll open up a world It can help the barriers that many marginalised
of opportunities for not just your business, communities face, allowing them to access
but everyone. equal opportunities. It can also provide some
relief for employees facing discrimination, giving
SURVEY DEMOGRAPHICS & METHODOLOGY It’s clear that the impact of a diverse workforce them some distance from toxic environments
goes far beyond the laptop screen or office door. while employers work to resolve situations.
The way employers structure their workforces, set
working locations, communicate with employees, Put simply, remote work can create a more
and build their company cultures can be a huge diverse and inclusive workforce, which we know
driver in changing society-wide inequalities. has many long term benefits. Your business
will perform better and more importantly, you’ll
But it’s not just this – fostering diverse and be creating a more fair and just future for all.
inclusive workplaces opens your business
up to invaluable diverse thinking. The mutual
benefits for employees and businesses to
embrace diversity are well known among many
business leaders, with a recent study by McKinsey
finding that diverse companies are more likely
to outperform their less diverse peers
on profitability.

INTRODUCTION
SETTING THE SCENE

Remote work When we look at the results, one thing is clear.
Hybrid and remote work creates more equitable
When we focus on the results, workers from
marginalised groups were 23% more likely to
is having a positive
KEY FINDINGS employment opportunities for those who may say that workplace culture improved while they
not have them otherwise. worked remotely, suggesting that remote work
impact on people in
The future of work is flexible may have provided momentary relief among
People such as carers, people with disabilities or those who worked in a toxic environment.
Social connections are at the core of everything those unable to commute to the office due to their

marginalised groups geographical location have often been excluded
from the full range of career options. Flexible and
remote working can open up these opportunities.

INTRODUCTION
SETTING THE SCENE

Remote work can Q: TO WHAT EXTENT DO YOU AGREE WITH THE FOLLOWING STATEMENTS?
help protect people in

KEY FINDINGS Agree Neither agree or disagree Disagree
marginalised groups
Social connections are at the core of everything 76% 19% 5%


from discrimination My colleagues accept me
in the workplace for who I am as a person

When it comes to discrimination, it’s clear that there’s lots
SURVEY DEMOGRAPHICS & METHODOLOGY of work to do. 65% 24% 11%
ABOUT EMPLOYMENT HERO Despite the majority (76%) of people in marginalised groups I have the same
believing that they have the same career opportunities as career opportunities
everyone else, 50% of workers from marginalised groups as other colleagues
agreed they had experienced discrimination at work.
Employers can support their employees that are

experiencing discrimination by providing remote and hybrid 60% 29% 11%
working opportunities. 60% of workers from marginalised
groups agree that remote work protects them from Remote work protects
discrimination in the workplace. me from discimination
in the workplace
While it may not be a long-term solution for confronting
inequalities at work, giving victims of discrimination
distance from negative experiences may go a long way
in supporting their wellbeing. While providing short-term 55% 31% 14%
relief to those affected, employers can then work to put
Remote work is
longer-term strategies in place to remove discrimination better for people in
in the working environment. marginalised groups
50% 24% 26%
I have experienced
discrimination at work

WORKING
AND THE
RISING COST
OF LIVING
INTRODUCTION
SETTING THE SCENE

Are you feeling the
pinch from the rising
KEY FINDINGS
costs of living?
Working and the rising cost of living As cost of living soars, many workers are finding themselves
having to rework budgets, consider additional sources of
income or even start working second jobs just to keep up
– and once financial pressure hits, it can seep into every part
of one’s life.
SURVEY DEMOGRAPHICS & METHODOLOGY Our 2022 Wellness at Work report found that 67% of
workers were feeling stressed about money, making it
one of the biggest threats to employee wellness this
year and beyond.
So, how are Malaysian employees navigating these

financial challenges?
Many are opting to work second jobs or take advantage of

the financial relief remote working provides in a bid to help
soften rising household costs.
With so many factors influencing the economy, how does

remote working and the impact on finances actually stack
up? And in the age of gig work, how are employees using
secondary income streams to ease the pressure of the cost
of living?

INTRODUCTION
The majority of
SETTING THE SCENE Q: W
HICH OF THE FOLLOWING SOURCES OF INCOME DO YOU HAVE IN ADDITION TO YOUR PRIMARY JOB?
Malaysian employees
KEY FINDINGS
have a secondary
Working and the rising cost of living income 37%

The changing role of automation and digital tools 36%
In June, it was reported that Malaysia’s core inflation has
surged to an almost five-year high, causing the cost of living
to skyrocket. It’s fair to say that Malaysian employees are 33%
SURVEY DEMOGRAPHICS & METHODOLOGY feeling the financial pressure.
ABOUT EMPLOYMENT HERO In addition to the three economically challenging

years of the pandemic, many people are still looking to boost
their personal finances. This has been aided by the wealth of
money-making opportunities; not only are there mass staff
shortages around the country, but over four million Malaysians
are working in the gig economy. There is also plenty of activity
in investment markets.
Those already employed by businesses are maximising the

options available. Over 66% of Malaysian employees have 21%
a secondary income.
Again, the younger generations are leading the charge.

Almost half (49%) of 18-24 year old employees have some
kind of secondary job or business venture, compared to
28% of 45-54 year olds and 19% of those aged 55+.
Investment in stocks/ Second job/ 1% I don't have a

secondary
cryptocurrencies business venture Property investments Other income source

INTRODUCTION
SETTING THE SCENE

Employees can PROPORTION OF PEOPLE WHO AGREE WITH EACH STATEMENT:
KEY FINDINGS
separate primary Agree Neither agree or disagree Disagree
and secondary
Social connections are at the core of everything 78% 17% 5%


employment My productivity is not
impacted by my other
The changing role of automation and digital tools income streams
Should employers be concerned about the rise of the side
hustle? We don’t think so.
Firstly, this secondary income stream could be improving 77% 19% 4%
your employees sense of happiness and wellbeing, which will
undoubtedly have a positive effect on their work day-to-day.
77% of those with a secondary income stream said it improves My secondary income stream
their quality of life. improves my quality of life
78% of employees also said that their productivity at work is not

affected by other income streams.
76% 20% 4%
Even though 42% said that their secondary income stream on
occasion distracts them from their primary job, the majority of
employees agree they can effectively focus on each income I can effectively focus
stream (76%). on all my income streams
The majority (73%) of knowledge workers agree that

employers should not care about employees’ income streams
unless their performance is negatively impacted. 73% 19% 8%
Employers should not care
about employees having
multiple income streams,
unless their performance
is negatively impacted
42% 25% 33%
Sometimes my other
income streams take focus
away from my primary job

INTRODUCTION
SETTING THE SCENE

Is in-office working With interest rates on the rise and the cost of
living soaring, household budgets are tightening
It’s no surprise that 76% of our respondents said
that working remotely at least some of the time is
more expensive for

KEY FINDINGS every month. Working in an office comes with better for reducing the cost of living.
significant costs – petrol to drive to work, the train
employees?
The future of work is flexible fare, a morning coffee, lunch and entertainment
after work… it all adds up when it comes to
breaking down your weekly spend.
WHAT WILL THE FUTURE OF WORK LOOK LIKE? Q: WHAT IS BETTER FOR REDUCING THE COST OF LIVING?

Office working
Hybrid working
24%
34%
42%
Remote working

Improved quality of work 24%
Positive environmental impact 22%
INTRODUCTION
Employee request 17%
Remote work is saving

Accessing global/interstate talent
SETTING THE SCENE Q: WHICH OF THE FOLLOWING11% BEST REPRESENTS THE MAIN REASONS YOUR EMPLOYER CONTINUES TO
Other 2%
ENCOURAGE REMOTE WORKING (SOME/ALL THE TIME)?
employers, too…
KEY FINDINGS
The future of work is flexible Continued risk of Covid-19 infection 43%

Social connections are at the core of everything Not only workers are enjoying the money-saving benefits
Diversity, Equity and Inclusion (DEI) of remote work, employers are reaping the benefits too.
It’s not just the lower office costs, but also the knock on effect Lower office costs 31%
The changing role of automation and digital tools that can be seen through increased productivity and improved
quality of work, right through to improved employee wellbeing
WHAT WILL THE FUTURE OF WORK LOOK LIKE? and happiness.
While it might not seem directly related to operating costs,

Improved employee wellbeing 30%
all of these things can impact a business’ bottom line –
ABOUT EMPLOYMENT HERO whether it’s low output, increased absenteeism, or high
rates of turnover. Increased productivity 25%
Improved employee happiness 25%
Improved quality of work 24%
Positive environmental impact 22%
Employee request 17%
Accessing global/
interstate talent 11%
Other 2%

THE
CHANGING
ROLE
OF AUTO-
A
MATION
& DIGITAL
TOOLS
INTRODUCTION
SETTING THE SCENE

Have you ever thought about what your
workplace might look like in 5, 10, 20
KEY FINDINGS
years time?
Working and the rising cost of living A robot revolution? Artificial intelligence (AI)? Digital transformation is key to meeting the
Machine learning? demands of remote and hybrid working. For
Malaysian employers to ensure that this is a
As these technologies are already in rapid sustainable working model, the technological
WHAT WILL THE FUTURE OF WORK LOOK LIKE? development, and being adopted by everyday infrastructure needs to be in place. But supporting
businesses - we can confidently say that the future various working styles is not the only reason to
SURVEY DEMOGRAPHICS & METHODOLOGY of work will be very different. make digital adoption a business priority.
ABOUT EMPLOYMENT HERO If you’re unsure what artificial intelligence (AI) is, it Businesses that embrace tech innovation are
refers to any human-like behaviour displayed by a reaping the rewards. Did you know that for a
machine or system. At its simplest, a basic form of company who embraces digital transformation,
AI is when a computer is programmed to ‘mimic’ each employee on average contributes to a 60%
human behaviour by using a large data set from uplift in revenue?
past examples of similar behaviour.
Digitalisation is a key objective for both businesses
Thought you’re years away from using AI? Chances and the Malaysian government. Establishing
are you’ve probably used it today when talking to the Malaysia Digital Economy Blueprint in 2021,
a virtual assistance such as Siri or Alexa – and you public and private sector leaders have recognised
didn’t even realise it. the economic and social need for digital
As for machine learning? Forbes defines machine transformation.
learning as “an application of AI based around As for Malaysian employees? Well, they might
the idea that we should really just be able to give actually be the most eager employee cohort in the
machines access to data and let them learn world to embrace digital transformation.
for themselves.”

INTRODUCTION
.
Malaysian employees
SETTING THE SCENE I THINK MACHINE LEARNING ALGORITHMS CAN MAKE WORK MORE EFFICIENT
are eager to embrace

KEY FINDINGS
Undecided
technology
Diversity, Equity and Inclusion (DEI) 23%

Working and the rising cost of living Change management can be difficult within organisations,
as teams struggle to adapt to new processes and tools.
3% 74%
Malaysian employees, however, are showing that they are Disagree Agree

eager to embrace different kinds of technology to make
their work more efficient. Many even believe that it could
SURVEY DEMOGRAPHICS & METHODOLOGY make the workplace more equitable.
74%, or the vast majority, believe that learning algorithms

can make work more efficient, and 68% believe that they
can help identify and solve workplace problems.
Unsurprisingly, younger age groups were more likely to

feel positively about this kind of technology. 83% of 25-
34 year olds agreed that machine learning can make work
more efficient and 75% agreed that it could help identify
and solve workplace problems.
MACHINE LEARNING ALGORITHMS CAN HELP IDENTIFY AND SOLVE WORKPLACE PROBLEMS
Additionally, when compared to other markets that we
surveyed (Australia, New Zealand, Singapore and the UK)
Malaysian employees were found to have the most positive
view and highest levels of trust around machine learning in
the workplace.
Undecided
26%
68% Agree
6%
Disagree

INTRODUCTION
SETTING THE SCENE

Opportunities for MACHINE LEARNING CAN HELP REMOVE BIAS IN THE WORKPLACE
removing bias
KEY FINDINGS
Social connections are at the core of everything It’s a big question - could technology create a more
Diversity, Equity and Inclusion (DEI) equitable world? Or could software programming reinforce
existing issues? Overwhelmingly, employees believe that
automating certain aspects of the workplace and business
The changing role of automation and digital tools operations could have the potential to remove bias.
WHAT WILL THE FUTURE OF WORK LOOK LIKE? Results were more polarising when we asked people of a
Agree 53% 38% Undecided
marginalised group. 54% agreed that machine learning can
SURVEY DEMOGRAPHICS & METHODOLOGY remove bias in the workplace. However, 44% agreed that
machine learning could exacerbate bias.
9%
Disagree
MACHINE LEARNING CAN EXACERBATE BIAS IN THE WORKPLACE
Agree 41% 39% Undecided
20%
Disagree

INTRODUCTION
SETTING THE SCENE

Employee monitoring Q: WHICH OF THE FOLLOWING DOES YOUR ORGANISATION USE TO EVALUATE EMPLOYEE PERFORMANCE?
technology is the
KEY FINDINGS
norm in more than


Annual performance reviews 51%

half of Malaysian 51%
workplaces
Key performance indicators (KPIs)

Technology in the workplace also has the capability to Clock in/out software 29%
SURVEY DEMOGRAPHICS & METHODOLOGY increase employee monitoring to evaluate performance.
It’s a very common practice and the technology designed
ABOUT EMPLOYMENT HERO for this kind of surveillance is developing quickly. Objectives and key results
measuring (OKR framework) 27%
61% of employees said that their employers use employee
tracking or activity monitoring systems. Of these, 29%
used clock-in software and 24% used productivity scoring Time tracking/timesheets 24%
algorithms.
These technologies can have a variety of usages for

business and many can simplify and automate processes. Productivity-scoring algorithms 24%
However, to build the best team culture, we would
always encourage transparency between employers and
employees when it comes to employee monitoring. Regular 1:1s 13%
Location tracking 13%
Video recording/
screenshot logs 12%
Keystroke
logging 10%
My organisation
3%
does not evaluate
employee
performance

INTRODUCTION
SETTING THE SCENE

In this report, we’ve explored how
current working habits are shaping
KEY FINDINGS
the future of work

Remote opportunities for equal opportunities
We’re banking on remote work
Will robots and automation rule the remote world? In this report, we’ve explored how current working The pandemic has caused huge disruption to the
habits are shaping the future of work. Whether way we work and the trends that have developed
Social connection vs. internet connection
your business is remote, hybrid or in-office, we during this time will continue on long after the
hope that these timely insights help you better pandemic is gone. Along with the fear, pressure
understand the current employment landscape. and uncertainty - we’re also seeing incredible
opportunities as we race to digitalise and explore
SURVEY DEMOGRAPHICS & METHODOLOGY Looking broadly, we can see that there is a lot the possibilities of new working models.
of long-term interest in the potential of working
remotely, especially in a hybrid style that will see For employers to keep up, it’s crucial to be
employees enjoy everything that home and office supportive and adapt to the changing needs of
working has to offer. your team. Use this unique time as an opportunity
to try new ways of working – ask your team what
We can also see that hybrid working is very they want, how they prefer to work and you’ll
much wanted by employees. It encourages equal create a more engaged and happier workforce.
opportunities, helps soften the rising cost of
living and gives employees a greater sense The future of work is flexible.
of work-life balance.
As Malaysia continues to invest in a digital

transformation, the potential for hybrid or remote
working grows even stronger. As employees
overwhelmingly support the use of machine
learning and automation, workplaces are poised
for innovation in every area.

INTRODUCTION
Methodology
SETTING THE SCENE The findings in this report have been determined Workers in shops, restaurants and factories were
from a survey organised by Employment Hero. excluded from the research.
KEY FINDINGS
The 8 minute online quantitative survey was The survey was deployed using nationally
The findings in this report have been deployed using the Glow Survey platform, and representative quotas for age, gender and
determined from a survey organised by survey responses were collected from the national location, but no active quotas were placed on the
Remote opportunities for equal opportunities research panel Dynata. number of completed surveys.
Employment Hero.
To complete the survey, respondents had to be In total there were 1003 survey participants. Of the
Will robots and automation rule the remote world? employed in any capacity (full time, part time, sample size, there were 550 office workers, 329
Social connection vs. internet connection casual) and work in an office, remotely or both. hybrid workers and 124 remote workers.

1,003 participants
550 329 124

office hybrid remote
workers workers workers

INTRODUCTION
SETTING THE SCENE

Demographics
KEY FINDINGS

AGE OF RESPONDENTS GENDER OF RESPONDENTS
Will robots and automation rule the remote world?

27% 27%

18% 19%
Male 50% 50% Female
9%
18-24 25-34 35-44 45-54 55+
WORK STATUS OF RESPONDENTS LOCATION OF RESPONDENTS
Part-time/casual
10% 36%
90% 23%
Full-time
21%
8% 7%
East-Coast
Central Region Northern Region Southern Region Region East Malaysia

INTRODUCTION
SETTING THE SCENE ORGANISATION SIZE THAT RESPONDENTS ARE EMPLOYED BY INDUSTRY OF RESPONDENTS
KEY FINDINGS
The future of work is flexible 2% I don’t know Construction,

16%
Trades, Engineering
501+ employees
Will robots and automation rule the remote world? 13%

Manufacturing, Logistics,
Mining, Agriculture 15%
WHAT WILL THE FUTURE OF WORK LOOK LIKE? 1-500 employees 85%
15%
Sales, Customer service,
Administration & HR
15%
Accounting, Legal, Strategy,
Media, Design, Marketing
PROFESSIONAL SENIORITY OF RESPONDENTS

Financial Services, Insurance,
Software, IT, Sciences
13%
37%
13%
Education,
Government & Defence
27%
21% Property, Retail,

Hospitality,
Tourism, & 9%
15% Recreation
Healthcare &
A professional/
non-manager An entry level/ Employer/
Community
Services
4%
employee A manager junior employee senior executive

INTRODUCTION
SETTING THE SCENE TENURE IN ORGANISATION CURRENT WORK LOCATION OF RESPONDENTS
KEY FINDINGS

27%
We’re banking on remote work 23%

20% I work in an office
and remotely 33%
17% 55% I work in an office

13%
12%
Less than
1 year 1-3 years 4-5 years 6-10 years 11+ years I work remotely
RESPONDENTS WHO REPORT THEMSELVES AS PART OF A MARGINALISED GROUP
Yes 47% 53% No

INTRODUCTION
About Employment Hero Our features include:

SETTING THE SCENE
KEY FINDINGS

Employment Hero is the smarter way to Employment Hero services over 6,000 Employee happiness scores 1:1s
manage people, payroll and productivity businesses, collectively managing over
for SMEs with big ambitions. 250,000 employees. The core platform Policy templates Recognition
reduces admin time by up to 80 per cent.
Social connection vs. internet connection Employment Hero empowers SMEs by
Applicant tracking system
providing automated solutions to help Employment Hero is launching
launch them on the path to success by employers toward their goals, powering
SURVEY DEMOGRAPHICS & METHODOLOGY powering more productivity every day. more productive teams and taking Performance reviews Feedback
employment to rewarding new heights.
OKRs (Objectives and Key Results)
Shout Outs (Peer to peer recognition)
Custom surveys Letter templates
Learning management system (LMS)
And so much more…
For more information

on how we can help
transform your business
book a demo today.
Disclaimer: The information in this report is current as at 7 July 2022, and has been prepared by Employment Hero Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (Employment Hero). The views
expressed in this article are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. The Information is based on data
supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is
required. Employment Hero does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising either directly or indirectly as a result of reliance on, use of or inability
to use any information provided in this article. You should undertake your own research and to seek professional advice before making any decisions or relying on the information in this report.

INTRODUCTION
Global Teams. What our clients say…

SETTING THE SCENE International payroll and compliance.
KEY FINDINGS
Managed.
Unlock the
Forget the complexities of international payroll
requirements and HR compliance. We take care of
employment legislation and contracts, employee
world’s best
Remote opportunities for equal opportunities onboarding and payroll – including statutory
We’re banking on remote work obligations – on behalf of your business. Employment Hero understands the idea
of talent being everywhere. It’s a solution
talent.

that allows us to really start to look offshore
No entity? No problem without thinking about whether that's too
Employment Hero acts as the employer of record
WHAT WILL THE FUTURE OF WORK LOOK LIKE? much of a problem.
(EOR) or as a professional employment organisation
SURVEY DEMOGRAPHICS & METHODOLOGY (PEO) for employees based outside of the markets Anna Oxley Rintoul,
you already operate in. We employ your new Head of People & Culture, Eden Brew
ABOUT EMPLOYMENT HERO team member through a locally incorporated
company, so you can easily hire top talent
without the admin headache.
Employ anyone, anywhere. Specialist support. The good thing about Employment Hero is that
Our specialists are available to find solutions to they’re on this journey with you as I’m new and
Easily. any international hiring challenge. We even provide trying to figure things out. We’ve got a kind
ongoing HR and talent advisory services so you’ll
always have peace of mind.
of partnership helping us understand local
One of the best benefits of offering remote
working is unlocking the potential of
employment and ensure we’re hiring legally.
international hiring. Ariane Sarabia,
Whether you’re looking to access unique Flexible pricing for your unique needs. Global Talent Acquisition
Pricing is per employee, and based on laws and Specialist, Elabor8
skills and experience, or expand into overseas
markets with the help of local knowledge obligations in each region. If you have employees
– the business benefits of a global team working overseas that need to be paid in accordance
with local regulations, we’ll show you how easy
are unparalleled.
employing them legally is.
Employment Hero’s Global Teams service
takes care of the complex admin; international
employment legislation, local tax and pension
minimums, insurance obligations and more.
Hire from 100+ countries. Speak with one of
Hiring incredible talent from anywhere
Access top talent from a huge range of countries.
From Portugal to Panama to the Philippines, our local our Global Teams
in the world has never been easier. employment knowledge expands far and wide.
experts today.

employmenthero.com/my/remote-work
This report was designed with love from the design studio and marketing teams at Employment Hero, Australia.
Illustrations by; Jason Solo, managed by Jacky Winter, Australia.

EH RemoteWorkReport MY

Uploaded by

Copyright:

Available Formats

You might also like

EH RemoteWorkReport MY

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

EH RemoteWorkReport MY

Uploaded by

Copyright:

Available Formats

MALAYSIA

SETTING THE SCENE

Social connections are at the core of everything

Diversity, Equity and Inclusion (DEI)

Working and the rising cost of living

Remote Work Report 2022 | Malaysia 3

SETTING THE SCENE

Diversity, Equity and Inclusion (DEI)

Remote Work Report 2022 | Malaysia 5

SETTING THE SCENE FREQUENCY OF REMOTE WORKING NOW (2022)

The future of work is flexible

Working and the rising cost of living

The changing role of automation and digital tools

WHAT WILL THE FUTURE OF WORK LOOK LIKE?

SURVEY DEMOGRAPHICS & METHODOLOGY

ABOUT EMPLOYMENT HERO

Remote Work Report 2022 | Malaysia 6

workers stated they worked Q: W

Diversity, Equity and Inclusion (DEI)

However, 38% of employees highlighted that they prefer

I did not have the right

Remote Work Report 2022 | Malaysia 7

SETTING THE SCENE

what comes to mind?

Remote Work Report 2022 | Malaysia 9

of knowledge workers would Q: HOW OFTEN WOULD YOU WORK REMOTELY?

Social connections are at the core of everything

Diversity, Equity and Inclusion (DEI)

Our findings suggest that more than anything, we’re looking

Remote Work Report 2022 | Malaysia 10

SETTING THE SCENE

The future of work is flexible

Remote Work Report 2022 | Malaysia 11

Free coffee/food 29%

Remote Work Report 2022 | Malaysia 12

workers do not miss

Waking up early 34%

Social connections are at the core of everything

Diversity, Equity and Inclusion (DEI) Extra expense of food/coffee/transport 25%

ABOUT EMPLOYMENT HERO

Remote Work Report 2022 | Malaysia 13

SETTING THE SCENE

working are seen as

Work-life balance Personal finances

better for work-life

Social connections are at the core of everything

Diversity, Equity and Inclusion (DEI)

Working and the rising cost of living

As remote and hybrid working reduces the need for

Remote Work Report 2022 | Malaysia 14

Social connections are at the core of everything

Working and the rising cost of living hybrid working

ABOUT EMPLOYMENT HERO

Whether you’re seeking a better deal on real estate, looking

I have not and

Remote Work Report 2022 | Malaysia 15

SETTING THE SCENE