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documents salary bait-and-switch, prolonged denial of tool access, and undisclosed shift conditions as structural practices at the recruitment stage. 5.1 Additional Documented Consultations Employer Issue Status Teleperformance Unreasonable demands on a new hire with no management support; HR would not listen Resigned; emotional support provided Concentrix HR retaliation following a paid-leave request on an understaffed team Ongoing AirAsia Wrongful termination; required legal representation for an English speaker Fully resolved via legal referral Startek Toxic culture among Japanese expatriate staff: forced overtime, harassment, gossip Resolved through job change Tech Mahindra Employer disputing a psychiatrist-recommended early resignation Addressed through medical leave Teleperformance Spouse terminated without discussion over a costly error; scapegoating by team leader Ongoing Transcosmos Manipulation of resignation date; coercive collective bargaining using colleagues’ visa end dates as leverage (“if you don’t agree, we won’t adjust the other two colleagues’ visas either”) Partially resolved; GRC complaint filed and hearing completed; worker accepted an earlier date under pressure Sukimare Consulting — White Paper (July 2026) Page 13

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A Whistleblowing and Investigative Report on Human Rights Violations Against Japanese Workers in Malaysia’s BPO Industry

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Abstract: This casework reveals a consistent set of structural practices that recur across multiple independent employers, regardless of the human rights and labor policies each company publicly espouses. Representative examples include: (1) the arbitrary application of high-value contractual resignation penalties and notice-period penalties; (2) the rejection or unduly strict scrutiny of valid medical certificates issued by physicians; (3) prolonged non-payment of wages, bonuses, and statutory contributions on the grounds of an unissued tax clearance letter (LHDN’s CP621) or employer-caused delay; (4) psychological and economic retaliation that exploits a worker’s dependence on their Employment Pass; (5) the de facto penalization of physician-certified medical leave through attendance-scoring (KRA/KPI) systems; (6) the stripping of statutory benefits by classifying workers who are, in substance, employees as independent contractors; (7) the retroactive reduction of salary terms offered at the recruitment stage (so-called salary bait-and-switch); (8) prolonged denial of access to tools that are essential to the job, such as a personal social media account; (9) coercive collective-bargaining tactics that tie a colleague’s contractual rights or outcomes to an individual worker’s consent; and (10) the opaque weaponization of internal performance and attendance policies. Section 4 of this report details these and other patterns, totaling 15 categories in all, each supported by concrete case evidence.

Country: Malaysia

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Call for an Urgent Justice Mechanism for Repatriated Migrant Workers

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A Whistleblowing and Investigative Report on Human Rights Violations Against Japanese Workers in Malaysia’s BPO Industry

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