How to Get an Employment Pass Approved in Malaysia: Making the Case for a Foreign Hire
Meeting the Employment Pass (EP) salary threshold is necessary, but it does not get an application approved on its own. Every application has to answer one question: why does this role need this person, and not a Malaysian? This guide explains the principle behind that question and how to answer it well, based on official sources and on our experience supporting EP applications.
💡 Key takeaway: The EP policy is meant for roles that Malaysian talent cannot fill. In our experience, applications go through more easily when the role needs a specific language for sales or client work, a skill that is uncommon in Malaysia, or expertise in a field the government is promoting, such as cybersecurity or blockchain. Applications run into trouble when the salary is low or the job description is generic. Describe in detail why a Malaysian could not do the job, and make sure the candidate's education and career match the role.
The principle: complement Malaysian talent, not replace it
ESD's booklet for the revised salary policy says the policy aims for a workforce that "complements local employment opportunities" and ensures expatriates are in high-value roles that contribute specialised expertise. The process reflects this. Most new applications need the job advertised on MYFutureJobs for at least 7 days and local candidates interviewed first, and from 1 January 2027 Category II and III need a succession plan to prepare Malaysian staff to take over. So your application should read as a case for why this person is needed now, and what Malaysian staff will learn from them.
Roles that are easier to justify
These patterns come from our experience, not from an official list. They make approval more likely, not certain.
- A language the work depends on. Roles that need Japanese, Mandarin, Korean or another language are easier to justify when you can explain what the language is used for, such as selling to or supporting customers who work in that language. Name the language, the customers or markets, and how much of the job is done in it.
- A skill that is uncommon in Malaysia. The more specialised and the harder to find locally, the stronger the case. Outside tech, a Japanese cuisine chef is a typical example. In tech, it means less common technologies rather than widely used ones.
- Fields the government is promoting. In our experience, IT roles tend to be treated relatively favourably, especially in fields Malaysia is investing in. MDEC's Malaysia Digital programme lists ten promoted technologies, including cybersecurity, blockchain, AI and big data analytics, cloud, IoT and IC design with embedded software.
Hiring a foreign engineer for your team?
Seekers is a licensed tech recruitment agency in Kuala Lumpur. We find Malaysian and foreign engineers, and if your hire needs an Employment Pass, we can support the application. EP support is quoted separately from the recruitment fee.
Talk to us about a hire →Not sure the salary qualifies? Check the Employment Pass category with our free EP checker.
Why applications run into trouble
- A low salary. Even above the RM5,000 floor, in our experience applications below RM7,000 basic are often difficult to get approved, because it is harder to show that a Malaysian could not do the job. See your options when the salary is too low for an EP.
- A generic job description. A list of standard duties that any developer could do makes the role look like one a Malaysian could fill.
How to write the job description
Do not just list ordinary duties. Explain, in detail, why the role needs someone from outside Malaysia. For example, compare these two descriptions of the same role:
| Generic | Makes the case |
|---|---|
| Develop and maintain backend services. Work with the product team. Fix bugs. | Lead the integration with our Japanese clients' systems. The work is done daily in Japanese with the clients' engineers, and the role requires experience with the specific platform these clients use, which is rare in Malaysia. The hire will train two Malaysian engineers to take over client integration within three years. |
The second version says what is specific about the role, why it is hard to find locally and how knowledge will pass to Malaysian staff. Write only what is true for your role: the example above is an illustration, not a template to copy.
Make the candidate's profile match the role
- Education and experience should fit the job. The candidate's degree and past roles should make sense for the position you describe.
- Explain any gaps. Avoid unexplained gaps in the career history. If there is a gap, state what the person was doing.
- Never write anything untrue. Within what is true, highlight the parts of the candidate's past work that match the role you are applying for.
Before you apply
Check which category the salary falls into and what your company needs with the EP checker. The full rules, including MYFutureJobs advertising, Section 60K approval and paid-up capital, are in our Employment Pass guide for employers. If the candidate already works in Malaysia, see the employer checklist for a change of employer.
More on the Employment Pass
- EP checker: enter a basic salary and see the category, steps and fees
- Malaysia Employment Pass 2026: guide for employers
- Which tech roles meet the EP salary thresholds
- Options when the salary is too low for an EP
- What it costs to hire a foreign engineer
- Hiring a foreign engineer already in Malaysia
- The succession plan required from 1 January 2027
- How to apply for an Employment Pass, step by step
- Malaysia work passes compared: which one lets you hire
- Relocating a foreign employee: HR checklist
How Seekers can help
Seekers is a licensed tech recruitment agency in Kuala Lumpur. We find Malaysian and foreign engineers for your team, and if your hire needs an Employment Pass, we can support your application, including how to describe the role. Your Malaysian company is the employer that sponsors the pass. EP support is quoted separately from the recruitment fee. Talk to us about a hire.
Frequently asked questions
If the salary meets the threshold, will the EP be approved?
Not automatically. The salary is a minimum. The application also needs to show why the role needs a foreign hire, and in our experience applications below RM7,000 basic are often difficult to get approved.
Which roles are easier to get an EP for?
In our experience, roles that need a specific language for sales or client work, roles that need a skill uncommon in Malaysia, and IT roles in fields Malaysia is promoting, such as cybersecurity and blockchain.
What if the candidate has a gap in their career?
Explain it. State what the person was doing during the gap rather than leaving it blank.
Can we describe the role more strongly than it is?
No. Everything in the application must be true. You can choose which true parts of the role and the candidate's experience to emphasise.
Sources
Policy aims: ESD, Revised Expatriate Salary Policy booklet. Promoted technologies: MDEC, Malaysia Digital tax incentive announcement (31 May 2024). The patterns in this guide on which roles are easier or harder to justify come from Seekers' experience supporting EP applications; they are not official criteria, and approval is decided by the authorities case by case. This guide is general information, not legal advice. Last checked: 27 October 2026.