PSFM Bangladesh
Malaysia foreign-worker accommodation and Act 446 planning.
Treat accommodation as a verified employment condition with capacity, safety, transport and grievance evidence—not a late mobilisation task.
- English and Arabic recruitment website
- Only approved public contact details shown
- No visa, salary, job, or deployment guarantee
Announced
Review the full evidence chronologyLast verified: 2026-08-30
Malaysia Employer Desk: Workforce planning enquiries accepted. Recruitment activity remains subject to verified employer approvals and current official requirements.
Priority Recruitment Routes
Fast access to high-value employer demand pages.
Destination market pageMalaysia Employer Recruitment from Bangladesh
Employer-led recruitment of Bangladeshi workers for Malaysia across construction, manufacturing, services, agriculture and plantation workforce planning.
Employer guideMalaysia–Bangladesh worker recruitment status: Announced.Dated evidence and a clear status label for Malaysia recruitment of Bangladeshi workers, reviewed against official implementing sources.
Employer guideMalaysia employer manpower demand checklist.Ready-to-use checklist for Malaysian employers requesting Bangladeshi workers, covering company, roles, pay, welfare, interview and dates.
Employer guideEthical Malaysia recruitment and worker protection.Employer and candidate controls for transparent costs, contracts, passports, wages, welfare, grievance handling and anti-fraud protection.
Employer guideScreening and trade testing Bangladesh workers for a verified Malaysia demand.Employer guide to role profiles, evidence review, safe practical trade tests, scoring, assessors and controlled selection of Bangladesh workers for Malaysia.
Employer guideVerify salary, overtime and contract terms before Malaysia worker selection.Employer guide to verifying written salary, hours, overtime, deductions, benefits, accommodation and contract consistency before recruiting Bangladesh workers.
Do not share money or sensitive documents with unverified contacts.
Requests are reviewed against verified employer demand and official process requirements.
Operational Proof
Real PSFM presence supporting recruitment confidence.
Selected PSFM field, office, and coordination visuals reinforce the route without making unsupported job, visa, salary, or deployment promises.
Scope and jurisdiction
JTKSM provides Act 446 guidance for workers' housing and amenities in its applicable jurisdiction. Employers must confirm the law and authority for the actual worksite; Sabah and Sarawak require separate state-specific immigration and legal checks and should not be assumed to follow the Peninsular process.
Property and capacity evidence
Record the address, ownership or tenancy authority, approved capacity, room and bed arrangement, utilities, sanitation, cooking or meal provision, fire and emergency arrangements and the person accountable for daily management.
Work transport and shift access
Measure real travel time for every shift, safe pickup and drop-off, missed-transport contingencies and access during overtime. A low-cost property that cannot support the roster is not an operational solution.
Inspection before candidate commitment
Use dated photographs, a site checklist, occupancy calculation and issue log. Evidence should show the actual property proposed for the demand; stock photos or a generic promise of free accommodation are insufficient.
Deductions and utilities
Explain any lawful accommodation or utility arrangement in the employer brief and contract, including who pays, how the amount is evidenced and what happens when workers transfer rooms. Do not introduce undocumented deductions after selection.
Resident welfare and grievance
Provide drinking water, sanitation, privacy, secure storage, communication access, rules in a language workers can understand and a non-retaliatory reporting channel for overcrowding, repairs, harassment or safety concerns.
Employer Checklist
Prepare the manpower demand before PSFM starts recruitment coordination.
Use this checklist to prepare employer demand for Malaysia, Saudi Arabia, GCC and verified international route discussions.
- Destination country and city, company contact, project or operation type, and worksite
- Worker category, job titles, headcount, role duties, experience level and trade-test needs
- Pay range, benefits, accommodation, food, transport, medical, insurance and contract duration
- Interview method, selection authority, target timeline and readiness milestones
- Compliance note: no job, visa, salary, travel, or deployment guarantee is promised
Sources & verification
Evidence used for this page
Published 2026-08-30 · Last verified 2026-08-30 · Fact-checker PSFM Bangladesh Editorial Desk
Verified: 2026-08-30
Open original sourceVerified: 2026-08-30
Open original sourceEmployer Questions
Common recruitment questions
Does this guide confirm an active Bangladesh intake route?
No. The public status remains Announced until an implementing authority publishes an active route, effective date and actionable process. General Malaysian employer rules and individual approvals do not by themselves prove a market-wide operational intake.
Can PSFM guarantee employer approval, quota, VDR, visa or worker arrival?
No. Those decisions are controlled by the relevant Malaysian and Bangladesh authorities, the employer's eligibility, the candidate's eligibility and the official process in force.
What should an employer record during verification?
Record the source URL, publishing authority, document date, effective date, company identity, sector or subsector, worksite, named responsible person and the next review date. A screenshot or forwarded message is not a substitute for the original source.
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