What working with Nomera actually involves.

The team at Nomera works exclusively on employment matters under Malaysian law. That focus means the legislative framework, the relevant Industrial Court awards, and the practical patterns in how HR matters develop are familiar rather than researched anew each time.

The 2022 amendments to the Employment Act extended its coverage significantly. Nomera's contract review work reflects those changes — employers who have not updated their standard contracts since the amendments may have documents that no longer reflect the statutory minimum entitlements.

• Employment Act 1955 and 2022 amendments
• Industrial Relations Act 1967 and Industrial Court practice
• Employment Insurance System Act 2017
• PDPA 2010 considerations in employment context

Each engagement follows a structured intake process. For the contract and policy review, that begins with a short questionnaire that maps the company's headcount categories and any sectoral considerations. For the disciplinary and termination advisory, it begins with a review of the relevant documents before the initial discussion.

This structure means the substantive work starts from a complete picture rather than from first principles in the first meeting. It also means the client is not paying for time spent on things that could be handled more efficiently.

Clients communicate directly with the person handling their matter. Progress updates are provided without needing to be chased. Where a matter is likely to take longer than anticipated, the client is told promptly.

Briefing calls are included in the fee for the contract review engagement, and communication throughout the disciplinary advisory engagement is described in the engagement letter before the work begins.

The three service engagements have published starting fees: RM 720 for the contract review, RM 1,300 for the disciplinary and termination advisory, and RM 2,100 for the industrial relations programme. The engagement letter confirms the applicable fee for each matter before the work begins.

Where a matter is more complex than is typical, this is discussed with the client before additional work is undertaken. There are no costs that arise without prior agreement.

The purpose of each engagement is to produce a position that holds up if the matter is later reviewed — by the Industrial Relations Department, the Industrial Court, or simply by the client's own management or legal team. That means the documentation is prepared with the relevant standards in mind, not as a formality.

Clients are also told honestly where a matter is uncertain, where the law is unsettled, and what a realistic range of outcomes looks like. That honesty is more useful than false confidence.