Your monthly guide to regulatory and workforce developments in Malaysia.
Malaysia’s foreign worker management landscape underwent a significant change in July 2026, with the Ministry of Human Resources (KESUMA) assuming full responsibility for the One-Stop Centre for foreign workers.
The transition also introduced a fully digital approach to foreign worker quota applications, while industry groups welcomed the move towards more coordinated workforce governance.
Here are the key updates employers should take note of this month.
1. Enhanced validation requirements for VDR/eVAL and eVISA applications
Companies submitting applications through the eXpats system should ensure that applicant information is accurate, complete and consistent with the applicant’s passport and supporting documents.
Particular attention should also be given to the applicant’s photograph.
Photographs should be recent, clear and high-quality, with the applicant facing the camera directly against a plain background. Facial features should be clearly visible, while blurred, pixelated, poorly exposed or digitally altered photographs should be avoided.
Companies should also check that the file format, dimensions and file size meet the latest requirements for eVISA/MyVisa applications.
A photograph that does not meet the required specifications may be rejected by the eVISA/MyVisa system after MDEC approval, potentially preventing the applicant from proceeding with the eVISA application and endorsement process.
For employers, verify applicant information and photographs carefully before submission. Small inconsistencies at the application stage can lead to avoidable delays later in the process.
Refer to the latest eVISA/MyVisa Photo Specification Guide for the detailed technical requirements.
2. KESUMA directed to process first 15,000 foreign worker applications
The move is intended to address labour requirements in affected sectors and support economic activity.
It follows the transfer of full management of the One-Stop Centre for Foreign Worker Management (OSC) to KESUMA, part of efforts to strengthen governance while managing industry’s foreign workforce requirements more efficiently and systematically.
The development comes amid continued concerns from some industries over workforce shortages and delays in foreign worker applications.
For employers, faster processing can help address workforce demand, but internal readiness remains important. Documentation, accommodation, transport and worker support should be prepared alongside the recruitment process rather than after workers arrive.
3. Keeping up with responsible labour and supply chain discussions
Responsible labour practices and human rights due diligence continue to be important areas of discussion for companies operating within global supply chains.
As part of keeping ourselves informed, the Osadi team will be attending an upcoming Responsible Business Alliance (RBA) session in Penang covering topics such as responsible business practices, human rights due diligence, evolving customer expectations, supply chain resilience and forced labour prevention.
For us, staying close to these conversations helps us better understand the changing expectations and issues affecting employers and their workforce.
We look forward to bringing relevant insights from the session into our work and future updates.
What employers should take away this month
August’s developments reinforce a practical point i.e. effective foreign workforce management depends on getting the details right throughout the worker journey.
Application accuracy matters. Workforce requirements need to be planned early. And developments in responsible labour and supply-chain expectations are worth keeping on the radar.
For employers managing foreign workers, recruitment is only one part of the picture. Documentation, accommodation, transport, welfare support, payroll and day-to-day workforce coordination all contribute to a more stable and better-managed workforce.
Osadi: Your Partner in Workforce Management
At Osadi, we are committed to supporting our clients through these regulatory changes. We’re here to ensure your workforce remains efficient, compliant, and future-ready. Stay tuned for more updates, and don’t hesitate to reach out to our team for personalized assistance as we navigate 2026 together.
Prepared by Ken Wooi
Business Development Team
bdteam@osadi.com.my
Adapt and stay ahead. Follow us on 
HRVOTY Best HR Outsourcing Partner, Best RPO Partner, Best Staffing Firm
