A business grows past the point where the founder knows everyone. Managers start making people decisions on instinct. Two employees in similar situations get treated differently, and both find out.
There is no written policy on leave, discipline, grievance, remote work or misconduct. Each decision sets a precedent nobody intended and nobody records.
When a claim eventually arrives, the business has no documented process to point to — only a series of one-off decisions that look inconsistent when lined up.
Employee Handbook and HR Policy Suite
A handbook and supporting policies covering leave, working arrangements, conduct and discipline, grievance, performance, confidentiality, IT and data, whistleblowing and harassment — written to comply with Malaysian employment law and to be usable by managers who are not lawyers.
Your Vision, Backed by the Right Legal Support
You build the business. We help you protect it.
Picture managers handling a grievance by following a written process. Employees knowing where they stand. Decisions consistent across departments, and a record that shows it.
Who this service is for
This Is For You If…
Businesses growing past the point of informal people management
Companies with no written policies or with outdated ones
Employers who have had an inconsistent decision challenged
Businesses adopting hybrid or remote working arrangements
Companies preparing for diligence, certification or a tender
Get Started
What we will do for you
This is what we will do for you
Review your current practice and identify where policy is missing or non-compliant
Draft the handbook and supporting policies to Malaysian statutory requirements
Build usable discipline and grievance procedures managers can actually follow
Cover confidentiality, IT, data and harassment obligations
Advise on adoption, communication and acknowledgement so the policies bind
What’s Included
What’s Included in our service for you
Review of current practice and compliance gaps
Employee handbook drafted to statutory requirements
Discipline and grievance procedures managers can follow
Confidentiality, IT, data and harassment policies
Adoption, communication and acknowledgement process
Get Started
Why Choose Legal That Works?
Why Choose Us To Assist You?
Digital-first
No office visit required—review and sign online
Transparent fees
Fixed price, no billing surprises
Deep experience
Various contracts across industries
Accessible
Our client portal keeps you informed
Get Started
We've Helped
You Need To Act Now
Important: Limited Slots
A policy adopted after an incident cannot govern it. The record you rely on is the one that existed at the time.
Get Started
Nothing to Lose. Everything to Protect.
No Surprises. No Guesswork. Just Legal That Works.
Before anything starts, we speak with you to understand your business and make sure the service is the right fit. If it is not, we will say so upfront. No pressure. No wasted time. We only take on matters we are confident we can deliver with quality. That is why business owners trust us to get it right.
Get Started
Frequently Asked Questions
What is Legal That Works?
Legal That Works is a business and organisation oriented legal service designed by Messrs Akmal Saufi & Co (the firm that has brought the widely known legal consumer services brand ASCOLAW). We specifically help business owners and organisation leadership to navigate Malaysia’s legal terrain to achieve their commercial goal.
What if I’m not sure what legal service I need?
No problem. Most business owners aren’t legal experts! Just reach out. Our team will guide you to the right service or help you understand your options—without jargon or upselling.
Is an employee handbook legally required?
Not as a single document, but several obligations are far easier to discharge and evidence with written policies in place.
Does the handbook form part of the employment contract?
That depends on how it is drafted and adopted, and there are good reasons to control which parts bind. We will advise on the structure.
Can we change policies later?
Yes, if the handbook reserves the right and changes are communicated properly. Unilateral changes to contractual terms are a different matter.
What must a discipline procedure include?
A fair process — notice, an opportunity to respond, and a properly conducted inquiry where warranted. Process failures are among the most common reasons employers lose.
We have policies already. Can you review them?
Yes. Most handbooks we see are either copied from another jurisdiction or years out of date.
Who will be helping me?
All our services are delivered by our licensed lawyers under the Malaysian Bar with proven experience across industries. You’ll work with a real legal team, not chatbots or generic customer support.
