Spectrum International University College (SIUC) demonstrates its institutional commitment to fair remuneration, living wages and employee welfare in alignment with Sustainable Development Goal 8 (Decent Work and Economic Growth). Recognising that adequate remuneration plays an essential role in employees’ financial security and quality of life, SIUC supports Malaysia’s national wage policies and promotes responsible employment practices for academic and non-academic employees.
In 2025, the Ministry of Human Resources Malaysia (KESUMA) implemented the Minimum Wages Order 2024, increasing Malaysia’s statutory minimum monthly wage from RM1,500 to RM1,700, representing a 13.33% increase. The revised minimum wage took effect on 1 February 2025 for employers with five or more employees, with implementation extended to all employers from 1 August 2025. The policy established an official minimum hourly wage of RM8.72, providing a nationally recognised wage floor to protect employees’ basic income and strengthen employment standards.
The national minimum wage adjustment reflects the Malaysian government’s efforts to address rising living costs and improve workers’ purchasing power. Through KESUMA and the National Wages Consultative Council (MPGN), Malaysia’s minimum wage framework considers economic conditions, employment needs and wage protection for lower-income workers. The increase from RM1,500 to RM1,700 aims to support employees in managing essential household expenses, including food, housing, transportation and other daily necessities. Higher minimum wages can also contribute to domestic consumption, improve employee welfare and support workforce stability by strengthening the purchasing power of lower-income households.
In accordance with the national wage framework administered by KESUMA, SIUC ensures that its academic and non-academic employees receive remuneration meeting or exceeding the statutory minimum monthly wage of RM1,700, equivalent to the official hourly wage of RM8.72. The institution recognises this national wage requirement as an important foundation for protecting employees’ basic income and supporting access to essential living needs. SIUC’s remuneration practices also acknowledge differences in educational qualifications, professional skills, employment experience, job responsibilities and career progression, while maintaining compliance with applicable Malaysian employment legislation.
Beyond statutory minimum wage requirements, SIUC recognises the importance of living wages in supporting employees’ long-term financial well-being. In May 2025, the Ministry of Finance Malaysia (MOF) announced the adoption of a living-wage benchmark of approximately RM3,100 per month under the GEAR-uP initiative, initially implemented by Government-Linked Investment Companies (GLICs). This initiative reflects the government’s broader efforts to promote income adequacy and improve workers’ living standards beyond statutory minimum-wage protection. Based on a standard 40-hour working week, equivalent to approximately 173.33 working hours per month, the RM3,100 benchmark represents an estimated hourly wage of RM17.88.
Additionally, the Department of Statistics Malaysia (DOSM) reported a national Poverty Line Income (PLI) of RM2,705 per household per month in its Poverty in Malaysia 2024 report, published in October 2025. The PLI provides a statistical reference for understanding the income required to meet basic household needs, including food and non-food necessities. Together, the government’s minimum wage, living-wage benchmark and household poverty statistics provide relevant reference points for assessing wage adequacy and supporting employees’ financial well-being.
Based on SIUC’s reported 2025 employee remuneration figures, 55 academic and non-academic employees receive monthly salaries of RM3,100 or above, meeting the living-wage benchmark recognised by Malaysia’s Ministry of Finance. Other employees receive monthly salaries ranging from RM1,700 to RM2,000, meeting or exceeding the statutory minimum wage established by the Malaysian government. Employee remuneration varies according to educational qualifications, professional competencies, relevant work experience, job responsibilities and employment arrangements. SIUC recognises the importance of maintaining fair remuneration practices while supporting employees’ professional development and career progression.
As part of its institutional commitment to living wages, SIUC acknowledges the importance of progressively strengthening employee remuneration in accordance with Malaysia’s evolving wage framework and changes in living costs. The institution supports the principle that employee compensation should not only comply with statutory wage requirements but also contribute towards a reasonable standard of living. SIUC’s commitment includes recognising government-established wage benchmarks, supporting responsible remuneration practices and encouraging improvements in employee financial security through professional development and career progression.
SIUC further recognises that fair remuneration contributes to workforce stability, employee motivation and institutional sustainability. By supporting national wage reforms introduced by KESUMA, recognising the living-wage benchmark promoted by MOF and referring to household poverty statistics published by DOSM, the institution demonstrates its commitment to aligning employment practices with Malaysia’s broader economic and social development objectives.
Through its commitment to fair remuneration, employee welfare and responsible employment practices, SIUC continues to support Sustainable Development Goal 8 by promoting decent work, inclusive economic growth and improved living standards for employees. The institution remains committed to strengthening its approach to employee remuneration in recognition of the importance of living wages in achieving long-term social and economic sustainability.
