Force doesn't have to be physical
To understand forced resignation, we must differentiate between force in a criminal and an employment law perspective.
From a criminal law perspective, force is any bodily act that compels the victim to do anything, from the use of a weapon to physical assault.
From an employment law perspective, it doesn't mean that there must be a physical force.
Paksaan tidak semestinya fizikal
Untuk memahami peletakan jawatan secara paksa (forced resignation), kita perlu membezakan maksud “paksaan” dari sudut undang-undang jenayah dan undang-undang pekerjaan.
Dari sudut undang-undang jenayah, paksaan ialah apa-apa perbuatan fizikal yang memaksa mangsa melakukan sesuatu, daripada penggunaan senjata hingga serangan fizikal.
Dari sudut undang-undang pekerjaan pula, paksaan tidak semestinya bersifat fizikal.
What the Industrial Court said
In Adnan Osup v. Empire Manufacturing Sdn Bhd [2025] 1 ILR 118, the Court referred to Kuala Lumpur Glass Manufacturers Co Sdn Bhd v. Lee Poh Kheng [1995] 2 ILR 917:
“It will be clear that the underlying basis of the doctrine of 'forced resignation' is the existence of facts showing that an employee was put under compulsion to resign, and that if he declined to do so, the employer would proceed to dismiss him in any event.”
Apa kata Mahkamah Perusahaan
Dalam kes Adnan Osup v. Empire Manufacturing Sdn Bhd [2025] 1 ILR 118, Mahkamah merujuk kepada kes Kuala Lumpur Glass Manufacturers Co Sdn Bhd v. Lee Poh Kheng [1995] 2 ILR 917:
“It will be clear that the underlying basis of the doctrine of 'forced resignation' is the existence of facts showing that an employee was put under compulsion to resign, and that if he declined to do so, the employer would proceed to dismiss him in any event.”
Maksudnya, doktrin ini terpakai apabila ada fakta yang menunjukkan pekerja dipaksa meletak jawatan, dan jika dia enggan, majikan tetap akan memecatnya.
Persuasion can be part of it
The evidence may also show elements of persuasion. For example, that it would be better to resign with a record unblemished by a dismissal, or the offer of a favourable, or at least neutral, letter of reference to prospective employers.
Pujukan juga boleh menjadi sebahagiannya
Keterangan juga mungkin menunjukkan unsur pujukan. Contohnya, pekerja diberitahu lebih baik meletak jawatan supaya rekodnya tidak tercemar dengan pemecatan, atau ditawarkan surat rujukan yang baik, atau sekurang-kurangnya neutral, kepada bakal majikan.
Resign, or be terminated
To put it in a simple way, the employee has no other option. It's either resign or be terminated. This is forced resignation.
When an employee is forced to resign, it will be considered a dismissal and not a resignation. This was affirmed in Pascoe v. Hallen & Medway [1975] IRLR 116.
Letak jawatan, atau dibuang kerja
Secara mudahnya, pekerja tiada pilihan lain. Sama ada meletak jawatan atau dibuang kerja. Inilah peletakan jawatan secara paksa.
Apabila pekerja dipaksa meletak jawatan, ia dianggap sebagai pembuangan kerja dan bukan peletakan jawatan. Ini disahkan dalam kes Pascoe v. Hallen & Medway [1975] IRLR 116.
If it happens to you
As an employee, if you find yourself in a forced resignation situation, record your protest by writing “resigned under protest” on the resignation letter.
Employers should always adhere to fair labour practice. Failing to do so puts the employer at risk of unnecessary legal repercussions.
Jika ia berlaku kepada anda
Sebagai pekerja, jika anda berada dalam situasi peletakan jawatan secara paksa, rekodkan bantahan anda dengan menulis “resigned under protest” (meletak jawatan secara bantahan) pada surat peletakan jawatan.
Majikan pula hendaklah sentiasa mematuhi amalan perburuhan yang adil. Kegagalan berbuat demikian boleh mendedahkan majikan kepada akibat undang-undang yang sepatutnya dapat dielakkan.
In short
Forced resignation is a form of dismissal. Force in an employment law context is where an employee has no other option than to resign or be terminated.
Kesimpulannya
Peletakan jawatan secara paksa ialah satu bentuk pembuangan kerja. Paksaan dalam konteks undang-undang pekerjaan berlaku apabila pekerja tiada pilihan lain selain meletak jawatan atau dibuang kerja.