Labour migration is an important global issue that largely affects the labour market. Malaysia is among the popular destination countries for labour migration in Asia. The number of migrant workers that consist of documented and undocumented workers is increasing every year due to rapid economic development that captivates job seekers from undeveloped countries. In this regard, migrant workers frequently fall into the trap of unscrupulous employers who exploit them for their own interests. These employers do not pay their wages as promised and deny them their employment rights. This case is basically treated as 'forced labour' or 'human trafficking' by the Malaysian authority. This paper identifies the Malaysia's legal framework of the employment of migrant workers.

Immunisation protection includes vaccination programme that is very crucial to prevent the spread of disease among children or those with low immune systems. However, the cases of contagious diseases such as measles have increased dramatically in many countries around the world, including Malaysia. This may be partly due to the rise of certain groups or movements that do not believe in the efficacy of the vaccines. This paper outlined the scenario and existing framework on the administration of the vaccines in Malaysia, with respect to the practices of some countries namely the United State, Italy and Singapore on the implementation of the immunisation programme to its community. Subsequently, this paper highlighted the issues on compulsory vaccination on whether it violated the fundamental liberties incorporated in the Federal Constitution. The researchers adopted a doctrinal approach, whereby materials were compiled from the Malaysian and other jurisdictions’ legislations, case laws, journal articles, and databases. This paper is intended for policymakers as well as the public to understand the possibility for implementing compulsory vaccinations from a legal perspective.

With the emergence of COVID-19, the health of human being around the world was affected largely. The number of infected cases due to COVID-19 is increasing worldwide and more people died because of the disease. One of the clusters for COVID-19 infections is at the workplace. Hence, vaccination is essential to reduce the rising number of infected cases in Malaysia. This paper intended to achieve several objectives, firstly, to examine the issues and challenges arising in mandating the COVID-19 vaccine as a condition for work and secondly, to analyse the mandatory vaccination practice in other jurisdictions. This paper adopts a doctrinal approach with references to case law, legislation, current issues and practices in other jurisdictions. Finally, this paper provides suggestions to implement compulsory vaccination at the workplace in forming herd immunity against COVID-19.

Human trafficking and forced labour are not new issues in Southeast Asia, and they are still prevalent today. This chapter explores the social and ecological dynamics of migration and trafficking, as well as the underlying causes of these problems, especially in multinational corporations. This chapter also examines the international and regional laws relating to human trafficking and forced labour. Although many international instruments have been established, these issues are still growing as many trafficking victims are still trapped in a variety of industries. The complexity of the global supply and demand chain have directly enabled human trafficking to be more profitable. Many countries have taken various initiatives to promulgate their home legislation to combat human trafficking. Nevertheless, the continued existence of human trafficking demonstrates a lack of enforcement. Finally, the study emphasises the significance of coordination and collaboration across member states, including transparent data exchange on human trafficking and forced labour.

Trade unions are bodies that are not bound by any other organization and being free from the influence of employers makes them very powerful. Trade unions are also relationships between employers and their employees. Since the beginning of the 2008 financial crisis to now, there has been a decline in union membership of more than half a million. However, in this research, we found that unfair labour practices take the form of organization politics. Our main motive in this study was to identify the relationship between human resources practices and employee intention to join unions in the Malaysian education sector. We chose a particular university in Malaysia whose name is kept private and confidential. The study sample size was 120, which is sufficient for partial least squares structural equation modelling analysis. The study results reveal that the work environment, rewards, and compensation significantly influence employee intention to join a union. However, even if the employees intend to join the union, organizational politics moderate their decision to do so, and may prevent them from joining the union. The limitations of this study and suggested future research are also discussed.