The argument that interns are “only there to learn”, pointing to trainees managing social media accounts, conducting research, writing reports, attending meetings and performing duties no different from those of salaried staff.
PETALING JAYA: A 26-year-old former language studies student worked a full nine-to-six day, managed a company’s social media accounts and delivered three months of marketing content, yet he was paid nothing.
The ex-intern, who requested anonymity, said he took a remote social media marketing internship after being promised RM250 a month, only to complete the entire placement without receiving a single sen.
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“I never made any complaint as there were not enough sufficient channels to place my complaints.”
His offer letter stated his hours.
The allowance was listed. But when the placement began, the money never came and there was no one to tell.
He said the company handed him a live social media account with no briefing, no training plan and no guidance.
“They just passed the task schedule and handed me their social media account to handle. There was no clear direction on what I must do.”
His case is not unique. It has surfaced amid a widening public debate over whether interns in Malaysia are being put to work without pay, protection or recourse—a debate that activist Rashifa Aljunied brought to national attention through a series of posts on Threads from May 22.
In a follow-up video on Thursday, Rashifa rejected the argument that interns are “only there to learn”, pointing to trainees managing social media accounts, conducting research, writing reports, attending meetings and performing duties no different from those of salaried staff.
Malaysian Employers Federation (MEF) president Datuk Dr Syed Hussain Syed Husman acknowledged the grey areas but stopped short of calling for statutory protections, adding that mandatory contributions or additional compliance costs could deter employers from offering placements altogether.
He said MEF supports clear written placement terms before an internship begins, covering duties, duration, supervisors, allowance if any and safety coverage, but stressed that such documentation need not be a formal legal contract.
“The above need not be a complex legal contract. A simple. practical document would provide clarity while avoiding unnecessary administrative burdens.
“Internships should remain primarily educational in nature and should not be used as a source of regular employment.
“Where participation outside normal office hours is necessary for learning purposes, project requirements or special events, employers should communicate expectations clearly in advance.
“Such activities should be reasonable, occasional and relevant to the objectives of the internship.”
He said while the legal distinction between employees and interns is generally understood, there remains considerable uncertainty regarding the scope of protection and responsibilities applicable to interns, particularly when they are engaged in workplace activities similar to regular employees.
“There is value in developing clearer national guidelines that set minimum expectations regarding placement terms, workplace safety, conduct, grievance mechanisms and insurance coverage.”
He also said internships must not be used as a source of regular employment and any requirement to work outside normal hours should be reasonable, occasional and directly relevant to the internship’s learning objectives.
MEF said it is open to a phased framework to improve clarity and safeguards for interns nationwide.
The former intern has called on the government to introduce tiered allowance guidelines based on education level and to require companies to prepare structured training plans before placements begin.
“At least us interns would have a clearer view of what is expected for us to learn and give back to the company, rather than having us figure them out by ourselves from the written job description.”
