Apexpoint Solutions Review

EOR Terminology Gap — The Critical First Conversation

Before evaluating Apexpoint Solutions' EOR service features, confirm the vocabulary alignment. Apexpoint describes its payrolling-under-company service in functional EOR terms on LinkedIn: "We are able to payroll your Expatriate/local employees under our company as we are compliant and are registered with the relevant government bodies." This describes the EOR structure: Apexpoint is the legal Malaysian employer; the foreign company directs the work. However, "EOR" does not appear on the website. Ask Geraldine Buck specifically: "We need an Employer of Record service where Apexpoint is the legal Malaysian employer for staff working under our company's direction — does your payroll service cover this?" Also confirm: whether Apexpoint registers employment relationships with the Malaysian Labour Department in their entity name; how EPF and SOCSO employer accounts are registered; and whether employment contracts are in Apexpoint's entity name under the Employment Act 1955 (as amended 2022).

POEA Philippines Labour Visa — The Unique Malaysia EOR Credential

Apexpoint's explicit POEA (Philippine Overseas Employment Administration) processing capability is the most geographically specific expatriate services credential in this audit series. The Philippines is Malaysia's largest single expatriate workforce nationality group — particularly in service sectors, oil and gas support services, construction, and technology. Filipino workers in Malaysia require: POEA clearance from the Philippines government (confirming the overseas employment is properly documented); Malaysian Employment Pass or Professional Visit Pass (depending on role duration); and SOCSO registration (Malaysia's social security for workers including foreigners). The POEA process requires coordination between the Philippine embassy, POEA Manila, and the Malaysian employer — a multi-institution process that most Malaysia HR firms without specific POEA expertise handle poorly. Apexpoint's confirmed POEA processing capability makes it the natural choice for any company deploying Filipino technical workers, engineers, or support staff to Malaysia alongside or instead of locally hired Malaysian professionals.

Malaysia Employment Act 2022 — The Critical Compliance Update

The Employment (Amendment) Act 2022, which came into force on 1 January 2023, represents the most significant update to Malaysian employment law since the original Employment Act 1955. Key changes that every Malaysia EOR provider must manage: Extension of coverage: all employees regardless of salary level are now covered (previously only employees earning under MYR 2,000/month); Maternity leave extension: from 60 days to 98 consecutive days; Paternity leave introduction: 7 days paid paternity leave for private sector male employees (first time in Malaysian employment law history); Flexible work arrangements: employees have the right to request flexible work arrangements; employers must respond within 60 days; Domestic violence provision: employees experiencing domestic violence have employment protection during their absence; Forced labour and child labour: enhanced provisions. For international companies deploying staff in Malaysia whose internal HR policies predate January 2023, the 2022 Amendment creates a compliance update requirement that Apexpoint's 25-year Malaysia experience enables them to manage proactively. Ask specifically about the 98-day maternity leave accrual model and the flexible work arrangement response process for EOR-employed staff.