Malaysia Employment Pass Minimum Salary Requirements 2026

Key Point

• Malaysia has announced significantly higher minimum salary thresholds for all Employment Pass (EP) categories, effective 1 June 2026, applying to both new and renewal applications 

Employment Pass Salary Requirements  

The government of Malaysia has introduced additional clarifications to the upcoming Employment Pass (EP) reforms, including revised minimum salary thresholds, maximum EP validity periods and expanded Dependant Pass eligibility. These changes will take effect on 1 June 2026.

Key Changes Effective 1 June 2026

1. Revised Minimum Salary Requirements

MOHA has confirmed the following updated salary ranges:

Maximum EP Validity Periods Introduced

MOHA has introduced new maximum cumulative durations for EP holders:

• EP I: Up to 10 years
• EP II: Up to 10 years, with a succession plan
• EP III: Up to five years, with a succession plan

This represents a significant policy shift, as EPs previously had no maximum duration limits.

Dependant Pass (DP) Eligibility Expanded

MOHA has confirmed that Dependant Pass eligibility will now extend to all EP categories, including EP III.

Dependants include:

• Spouse or equivalent
• Children
• Parents
• Parents‑in‑law

This is a major expansion from the current rules, which restrict DP eligibility for EP III holders.

Insights from Envoy Global

Regina Tung, Senior, Immigration Advisory Manager at Envoy Global, provides the following to help employers understand how the revised salary thresholds may affect eligibility and renewal pathways. She highlights the current EP structure and related privileges:

\*Exception: Dependants allowed for Malaysia Digital (MD) status companies under MDEC. 

Key Takeaway From Envoy Global 

Regina notes that employers may want to begin preparing for the upcoming changes to Malaysia’s EP framework. As organizations plan ahead, she highlights several considerations:

• Review current EP holders to identify employees affected by the revised thresholds.
• Assess potential salary adjustments for individuals whose renewals may be impacted.
• Monitor updates from ESD and MOHA for any transitional or grandfathering provisions.
• Communicate early with employees who may be affected to help manage expectations.

Regina emphasizes that the revised thresholds, effective 1 June 2026, may affect not only new hires and renewals but also dependent eligibility, domestic helper permissions and labor market testing. Additional clarification from authorities is expected in the coming months.

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