The Complete Foreign Worker Recruitment Process

Recruiting foreign workers involves coordination between employers, agencies, government bodies, and overseas partners. Here is a comprehensive look at what the end-to-end process involves in Sarawak.

Phase 1: Initial Engagement and Needs Assessment

The process begins with understanding your workforce needs. This includes determining the number of workers required, the roles they will fill, the preferred source country, and the industry sector. Your employment agency will advise on the most practical approach based on current regulations and labour availability.

Phase 2: Formal Authorisation and Documentation

Before any recruitment can begin, the necessary paperwork must be in order. This phase involves:

• Signing a Power of Attorney authorising the agency to act on your behalf
• Collecting company documents (SSM registration, Forms 9, 24, 49, business licences)
• Gathering industry-specific documents (manufacturing licence, CIDB cert, land titles, etc.)
• Preparing tenancy agreements or proof of workplace and accommodation

Phase 3: Government Approvals

This is often the most complex phase. It involves obtaining approvals from multiple government bodies:

• Hiring Outcome Report — Obtained through JobSarawak, demonstrating that local hiring efforts have been made. The position must be advertised on JobSarawak for a minimum of 3 working days and in at least one local newspaper. Certain categories are exempt from this requirement: key posts, shareholders, specialists, and cross-postings.
• Approval in Principle (AP) — Government authorisation confirming your company is approved to employ foreign workers
• Employment Licence — Issued under Section 119 of the Labour Ordinance (Sarawak Chapter 76)

The timeline for government approvals varies and is outside the control of the employer or agency. Your agency will track the progress and follow up as needed.

Phase 4: Recruitment in Source Country

With approvals in hand, recruitment begins in the selected source country. This is coordinated through overseas recruitment partners and involves sourcing candidates, screening for suitability, and selecting workers who meet the job requirements. For some sectors, interviews may be conducted by the employer (in person or remotely).

Phase 5: Worker Processing

Selected workers undergo several steps in their home country before departure:

• Medical examination at a clinic recognised by Malaysia's Ministry of Health
• Passport verification (minimum 18 months remaining validity)
• Country-of-origin clearances and exit permits where required
• Insurance and social security arrangements

Phase 6: Visa and Immigration Processing

A Visa with Reference (VDR) is applied for through Sarawak's Immigration Department. This authorises the workers to enter Sarawak for the purpose of employment. The agency handles the submission and tracks the approval.

Phase 7: Arrival and Medical Screening

When workers arrive in Sarawak, they undergo:

• Immigration entry procedures
• Medical screening within 30 days at a SAFHIS (Sarawak Foreigners Health Information System) panel facility — Sarawak has its own medical screening system, separate from FOMEMA in Peninsular Malaysia
• Registration for PERKESO (social security), KWSP (provident fund), and health insurance
• Issuance of the work permit (PLKS)
• Non-Sarawakian Identity Card (NSIC) application

Phase 8: Placement and Post-Placement Support

Workers are transported to your worksite and begin employment. But the process does not end at placement. Post-placement support includes:

• Monitoring worker welfare and adaptation
• Ensuring worker accommodation meets the Workers' Minimum Standards of Housing and Amenities Act 1990 (Act 446)
• Assisting with any issues that arise (documentation, medical, etc.)
• Permit renewal management
• Guidance on employer obligations under the law

What Makes This Process Complex

Several factors make foreign worker recruitment a specialised undertaking:

• Multiple government bodies — The process touches immigration, labour, health, and social security authorities
• Cross-border coordination — Recruitment involves partners and processes in the source country
• Changing regulations — Rules and requirements are updated periodically
• Sarawak's autonomy — Sarawak has its own immigration system, separate from Peninsular Malaysia
• Industry-specific requirements — Different sectors require different supporting documents and licences