{"id":4702,"date":"2026-05-14T08:00:00","date_gmt":"2026-05-14T00:00:00","guid":{"rendered":"https:\/\/www.timeteccloud.com\/blog\/?p=4702"},"modified":"2026-05-12T15:33:45","modified_gmt":"2026-05-12T07:33:45","slug":"employment-pass-salaries-just-doubled-has-your-payroll-caught-up","status":"publish","type":"post","link":"https:\/\/www.timeteccloud.com\/blog\/employment-pass-salaries-just-doubled-has-your-payroll-caught-up\/","title":{"rendered":"Employment Pass Salaries Just Doubled. Has Your Payroll Caught Up?"},"content":{"rendered":"\n

The Salary Change That Is Not Just an Immigration Issue<\/h2>\n\n\n\n

Effective 1 June 2026, Malaysia’s Employment Pass (EP) minimum salary thresholds are being revised significantly. Category I rises from RM10,000 to RM20,000. Category II rises from RM5,000-RM9,999 to RM10,000-RM19,999. Category III rises from RM3,000-RM4,999 to RM5,000-RM9,999.<\/p>\n\n\n\n

Most companies are treating this as an immigration planning exercise. HR and legal teams are reviewing EP registers, assessing which expatriates fall below the new thresholds, and deciding who gets a salary increase, who gets restructured, and who gets transitioned out.<\/p>\n\n\n\n

What very few companies are doing is calculating what happens to the payroll line items the moment those salaries go up.<\/p>\n\n\n\n

The Cascade Nobody Is Budgeting For<\/h2>\n\n\n\n

A salary increase does not stop at the basic pay line. Every ringgit added to an expatriate’s salary triggers a recalculation across every statutory contribution tied to wages.<\/p>\n\n\n\n

EPF.<\/strong> Since October 2025, EPF contributions for foreign workers are mandatory at 2% employer and 2% employee. A Category II expatriate moving from RM8,000 to RM10,000 basic sees their monthly EPF employer contribution rise from RM160 to RM200. Multiply that by 12 months across every affected expatriate, and the annual EPF cost increase is material. We wrote previously about the mandatory EPF change for foreign workers<\/a> and how many companies still have not updated their payroll configuration. The EP salary revision compounds that exposure.<\/p>\n\n\n\n

SOCSO.<\/strong> Following the October 2024 ceiling increase from RM5,000 to RM6,000, foreign workers earning above the previous ceiling now fall within the contribution band. An expatriate moving from RM4,500 to RM5,500 crosses the old ceiling and enters a contribution bracket that did not previously apply to them.<\/p>\n\n\n\n

EIS.<\/strong> Employment Insurance System contributions are calculated as a percentage of wages. Higher salary means higher contribution from both employer and employee.<\/p>\n\n\n\n

PCB.<\/strong> Monthly tax deduction is recalculated based on the new salary. A Category II expatriate whose salary doubles from RM5,000 to RM10,000 will see a significantly higher monthly PCB deduction, which affects their take-home pay immediately.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

None of these individual increases is surprising. What is surprising is that most companies are calculating the salary adjustment in isolation without modelling the combined statutory cost. A RM5,000 salary increase for one expatriate does not cost RM5,000 per month. It costs RM5,000 plus the EPF increase plus the SOCSO increase plus the EIS increase plus the employer’s share of every statutory item that is pegged to wages.<\/span><\/p>\n\n\n\n

The Payroll Configuration That Needs to Change<\/h2>\n\n\n\n

The salary adjustment itself is straightforward. Update the employee’s basic salary in the system. The statutory recalculations follow when the next payroll cycle runs, provided the payroll system is configured correctly.<\/p>\n\n\n\n

But “configured correctly” is where most companies will stumble.<\/p>\n\n\n\n

Many payroll systems were set up when foreign worker EPF was voluntary. If the system still has EPF turned off for foreign employees, increasing their salary does nothing to fix the EPF gap. The salary goes up. The EPF calculation stays at zero. The statutory submission file still excludes them. The non-compliance from October 2025 continues, now on a higher salary base.<\/p>\n\n\n\n

The SOCSO ceiling change from October 2024 creates a similar risk. If the system was not updated when the ceiling rose from RM5,000 to RM6,000, expatriates crossing that threshold will have SOCSO contributions calculated on the old ceiling rather than the new one.<\/p>\n\n\n\n

\"\"<\/figure>
\n

TimeTec Payroll<\/a> calculates statutory contributions based on the employee’s current salary, residence status, and statutory settings configured in their profile. When an employee’s basic salary is updated, and the next payroll cycle runs, EPF, SOCSO, EIS, and PCB are recalculated based on the new salary figure. The employer and employee EPF rates are configurable per employee, allowing the 2% foreign worker rate to be set independently from the standard local rate. SOCSO and EIS follow their respective contribution tables and ceiling rules. PCB is calculated based on the employee’s PCB Residence category, which distinguishes between Local, Foreign (Non-Resident), and Foreign (C-Suite), with different tax rules for each.<\/p>\n<\/div><\/div>\n\n\n\n

But this only works if the foundational configuration is right. EPF must be enabled for foreign workers. The SOCSO ceiling must reflect the October 2024 update. The employee’s residence status must be set correctly in Profile. If any of these were missed in previous updates, the salary increase will cascade through a system that is already misconfigured, and the outputs will be wrong on a larger scale.<\/p>\n\n\n\n

The Budget Conversation Finance Has Not Had<\/h2>\n\n\n\n

The EP salary revision is a compliance requirement. Companies cannot choose whether to comply. But they can choose when to start budgeting for it.<\/p>\n\n\n\n

For businesses with five, ten, or twenty expatriates in the Category II band, the cumulative cost uplift is material. It needs to be in this year’s budget, not next year’s.<\/p>\n\n\n\n

The budgeting exercise is not just the salary delta. It is the salary delta plus the full statutory cascade plus any backdated EPF or SOCSO corrections that were missed from 2024 and 2025. For a company that never turned on mandatory EPF for foreign workers and now needs to increase those same workers’ salaries, the combined cost of compliance is substantially higher than either change alone.<\/p>\n\n\n\n

Finance teams that have not modelled this are about to discover it during the first payroll run after the salary adjustments take effect. By then, the budget has already been approved without the statutory cost factored in.<\/p>\n\n\n\n

The Contract Conversation That Comes With It<\/h2>\n\n\n\n

There is a human side to this change that most companies have not addressed.<\/p>\n\n\n\n

An expatriate whose salary increases from RM5,000 to RM10,000 might expect their take-home pay to increase proportionally. It will not. The higher salary attracts higher EPF employee contribution (2%), higher EIS employee contribution, and significantly higher PCB deduction. The take-home increase is smaller than the gross increase, and for expatriates who were not previously subject to EPF at all, the gap will be even more noticeable.<\/p>\n\n\n\n

Employment contracts for affected expatriates need to be updated to reflect the new salary, the revised statutory deductions, and the net take-home figure. An expatriate who discovers the deductions on their first post-adjustment payslip without prior communication will have questions. The answers are straightforward, but they need to come before the payslip, not after.<\/p>\n\n\n\n

Is Your Payroll Configuration Ready?<\/h2>\n\n\n\n

The revised policy applies to all new and renewal EP applications submitted on or after 1 June 2026. Companies that have not yet adjusted salaries for affected expatriates are already operating under the new framework.<\/p>\n\n\n\n

For companies that have already adjusted salaries and verified their payroll configuration, the transition is straightforward. For companies that treated this as an immigration issue and have not opened their payroll system, the risk is not future. It is current. The first payroll run after the salary adjustment will reveal whether the statutory configuration was ready or whether it was not.<\/p>\n\n\n\n

The salary change is mandatory. The payroll cascade is automatic. The only question is whether the payroll system was configured for both.<\/p>\n\n\n\n

\n
Subscribe to Our Newsletter<\/a><\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

The Salary Change That Is Not Just an Immigration Issue Effective 1 June 2026, Malaysia’s Employment Pass (EP) minimum salary thresholds are being revised significantly. […]<\/p>\n","protected":false},"author":3,"featured_media":4707,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[137],"tags":[],"yoast_head":"\nEmployment Pass Salaries Just Doubled. Has Your Payroll Caught Up?<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.timeteccloud.com\/blog\/employment-pass-salaries-just-doubled-has-your-payroll-caught-up\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employment Pass Salaries Just Doubled. 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