A power of attorney is a legal instrument that allows one person to appoint another to act on their behalf in specified matters. It is commonly used for managing property transactions, financial affairs, and personal matters when the donor is unable to act personally. While a power of attorney can be a convenient and effective tool, it must be properly drafted, executed, and used within its legal limits to be valid under Malaysian law. This article explains what a power of attorney is and how it works.

Under Malaysian law, a divorce petition generally cannot be filed within the first two years of marriage. However, the court may grant leave to do so if the petitioner can prove exceptional circumstances or hardship under Section 50(2) of the Law Reform (Marriage and Divorce) Act 1976. Malaysian courts interpret “exceptional hardship” strictly, requiring more than ordinary marital disagreements. Serious physical or psychological abuse, severe humiliation, or ongoing harm that makes continuation of the marriage intolerable may qualify. Even then, the court will consider the welfare of any children and the possibility of reconciliation before allowing an early divorce to proceed.

Over the past few decades, we have seen numerous cases reported on land scams and fraudulent land dealings. Cases often involve the use of a forged issue document of title (“IDT”), forged sale and purchase agreements and other legal instruments, collusion with land office staff, impersonation of land owners etc. Land scams involving forged or fraudulent land titles continue to arise and unaware land owners continue to fall victim.

A well-drafted employment contract is essential for managing legal risk and ensuring compliance with Malaysian employment laws. This article outlines the crucial terms every employment contract should include, such as job scope, remuneration, working hours, leave entitlements, confidentiality, termination, and post-employment restraints. Malaysian employers are encouraged to review their employment contracts carefully to minimise disputes and align with the Employment Act 1955.