The Ministry of Health Malaysia (MOH) takes serious note of recent open interview sessions held by Singapore-based talent agencies targeting Malaysian healthcare professionals. These sessions were conducted at local universities and as well as high-profile venues including the Kuala Lumpur Convention Centre (KLCC).
Malaysia is internationally recognised as a country of origin for many world-class healthcare professionals currently serving in healthcare systems around the globe. This reflects the strength of our training ecosystem in producing highly skilled talent. However, on the flip-side though, it presents an ongoing challenge in retaining healthcare workers within our national health system.
Be that as it may, from a diplomatic standpoint, Singapore’s actions do not contravene any ASEAN agreement or bilateral commitments. Furthermore, it must be emphasised that there is currently no legal provision that allows the Government to prohibit Malaysian medical practitioners from seeking employment abroad.
Likewise, the Government does not have the authority to prevent talent agencies from recruiting Malaysian healthcare workers for overseas placement, provided these agencies are duly registered with the Department of Labour (JTK). Admittedly, the onus is on MOH to retain our dedicated workforce and dissuade the growing trend of emigration.
MOH’s current reform efforts are anchored inter alia, around:
1. Enhancing Remuneration and Career Development
An amendment to the Medical Act 1971 (Act 50) to formally recognize broader specialist pathways, including the Parallel Pathway.
13% salary increase under the new Public Service Remuneration System (SSPA), effective 2025.
Clearer and more structured career progression, including for contract officers.
Enhancement of the ePlacement system to ensure more transparent mobility, placement, and competency upgrades.
Progressive reduction in dependence on the Contract of Service model.
Permanent appointments for 2,248 contract medical officers (July 2025), the largest intake since the contract system was introduced.
2. Improving the Work Environment
Serious focus on issues of burnout, workplace harassment, and toxic culture, with strict internal guidelines and investigations.
Creation of a fair, safe, and supportive work environment through organisational reforms and direct engagement with facility leadership.
Stronger support and meaningful recognition to sustain the morale and motivation of public healthcare workers.
In addition, MOH has commissioned an independent study by the Strategic Engagement Group (SEG) entitled “The Future of Health Workforce in Malaysia”. The report recommends the establishment of an inter-ministerial Human Resource in Healthcare (HRH) Governance Board, reflecting the reality that healthcare workforce sustainability requires a whole-of-nation approach.
It must be further stressed that the challenge of talent migration is not one that MOH can bear alone. Long-term solutions will require cross-agency collaboration and commitment, including from the Public Service Department (JPA), Ministry of Finance, Ministry of Higher Education (MOHE), and the Ministry of Human Resources (KESUMA).
MOH remains fully committed to building a vibrant and robust healthcare system with our rigorous efforts in reforming healthcare financing and modernizing our care delivery through digitalization, AI-driven innovation and technology.
As the 2025 Chair of ASEAN, Malaysia shall also elevate the issue of healthcare workforce mobility and regional accountability through deeper engagement with our neighbouring countries.
YB DATUK SERI DR. DZULKEFLY AHMAD
MINISTER OF HEALTH MALAYSIA
