A business needs to reduce headcount. The commercial decision is clear and the intention is to be fair. Letters are prepared, meetings held, payments made.
Months later a claim arrives. Not because the business had no reason, but because the selection criteria were never documented, the wrong person was selected over a colleague with less service, alternatives were never considered, or the process skipped a step.
The reason may have been perfectly sound. Reinstatement and back wages can still follow, because in employment matters here the process carries as much weight as the reason.
Termination, Retrenchment and Restructuring Advisory
Advisory and documentation for terminations, retrenchment exercises and workforce restructuring — the legal basis, selection criteria, consultation, notification requirements, documentation, the payments due, and the settlement or mutual separation route where that is the better outcome.
Your Vision, Backed by the Right Legal Support
You build the business. We help you protect it.
Imagine a restructuring where every step is documented, selection criteria are objective and applied consistently, notifications are made on time, and each departure is properly documented. The business restructures and does not spend the next two years defending it.
Who this service is for
This Is For You If…
Businesses reducing headcount or closing a department
Companies restructuring after a downturn, merger or automation
Employers terminating for misconduct or poor performance
Businesses considering mutual separation as an alternative
Employers who have received a claim and need their position assessed
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What we will do for you
This is what we will do for you
Advise on the lawful basis for termination or retrenchment in your circumstances
Design objective selection criteria and document their application
Advise on consultation, notification requirements and the correct sequence
Prepare the letters, records and settlement or separation documentation
Support you through any resulting claim or conciliation process
What’s Included
What’s Included in our service for you
Advice on the lawful basis and the risks in your circumstances
Selection criteria designed and documented
Process map covering consultation, notification and sequencing
Termination, retrenchment or mutual separation documentation
Support through conciliation or a resulting claim
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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
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We've Helped
You Need To Act Now
Important: Limited Slots
The record you create during the exercise is the evidence you will rely on later. It cannot be improved retrospectively.
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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.
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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.
Can we terminate if the business genuinely cannot afford the role?
Redundancy is a recognised reason, but the process and the selection must still be defensible. The reason alone is not enough.
What is last in first out and must we follow it?
It is a long-standing principle in Malaysian retrenchment practice. Departing from it is possible but requires justification, documented at the time.
Is a mutual separation agreement safer?
Often, because it can produce a documented release. It needs to be genuinely voluntary and properly drafted to have that effect.
Do we have to notify the authorities?
There are notification requirements for retrenchment exercises. We will confirm what applies to yours and the timing.
An ex-employee has filed a claim. Can you help?
Yes. We will assess the position and represent you through conciliation and, if needed, the Industrial Court.
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.
