PSFM Bangladesh
Malaysia Section 60K prior approval for foreign-worker employers.
A decision guide for Malaysian employers preparing the labour-side approval record before recruitment activity or candidate promises.
- 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.
What Section 60K controls
JTKSM states that an employer must obtain prior approval before employing a foreign worker. The employer—not a candidate or overseas sourcing desk—owns the application, company evidence and truthful description of the workplace and proposed employment.
Employer evidence pack
Prepare legal company identity, authorised signatory, business activity, worksite, job descriptions, headcount, employment terms, accommodation plan and the supporting records required by the current application channel. Use the latest JTKSM instructions rather than a reused checklist.
Labour-compliance readiness
The statutory framework and JTKSM materials connect approval to employer compliance. Before submission, review outstanding labour matters, wage records, accommodation responsibilities and any conditions that could prevent approval. This page does not certify an employer as compliant.
Application record and ePPAx
JTKSM identifies the current online channel and process. Keep the task owner, submission reference, document version, request date, authority response and any condition in a controlled register; a verbal update should not be treated as approval.
Separate approval from quota and source-country intake
Section 60K approval, quota, Immigration processing and an operational Bangladesh intake are distinct gates. Passing one gate does not establish the next. PSFM should see the evidence applicable to the specific employer demand before sourcing proceeds.
Renewal and change control
If the worksite, employing entity, role, headcount, pay or accommodation changes, the employer should determine whether the approval or application record must be amended. Candidate-facing terms must not drift from the authority-facing demand.
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 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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