Malaysia SOCSO LINDUNG 24 Jam: Opt-In & Opt-Out Guide for Employers

SOCSO / PERKESO has introduced LINDUNG 24 Jam, officially known as the Skim Kemalangan Bukan Bencana Kerja (SKBBK). This scheme provides eligible employees with 24-hour protection for accidents that happen outside working hours and are not directly related to employment.

For Malaysian employers, HR teams, and payroll administrators, the important point is understanding who is covered, who must contribute, and how the opt-out / opt-in documents work.

What is SOCSO LINDUNG 24 Jam?

LINDUNG 24 Jam is a SOCSO protection scheme that covers eligible employees for non-work-related accidents during their employment period. This may include accidents that happen outside working hours, outside the workplace, and not directly connected to the employee’s job duties.

Who is eligible?

The scheme applies to employees covered under the Employees’ Social Security Act 1969 [Act 4], including local Malaysian employees, permanent resident employees, and foreign workers. However, the contribution requirement is different for local and foreign workers.

Is LINDUNG 24 Jam compulsory or voluntary?

Contribution rate for LINDUNG 24 Jam

The LINDUNG 24 Jam contribution is fully borne by the employee. The rate is implemented in phases:

Phase	Contribution Rate
First 2 years	0.75%
Next 3 years	1.00%
From the 6th year onwards	1.25%

Although the contribution is borne by the employee, the employer is required to make the payment on behalf of the employee while the employee is still employed.

What does “Opt-Out” mean?

For local employees, opt-out means the employee chooses not to participate in LINDUNG 24 Jam. PERKESO provides a document called Notis Pelepasan Liabiliti Skim LINDUNG 24 Jam.

This opt-out notice confirms that the employee understands the information and voluntarily chooses not to participate. Employers should keep this document properly as supporting evidence if the employee decides not to join the scheme.

Can an employee opt in later after opting out?

Yes. PERKESO provides a separate document called Borang Penyertaan Skim LINDUNG 24 Jam. This form is used when an employee changes from Opt-Out to Opt-In.

PERKESO’s form states the concept of “sekali layak terus layak”, meaning once the employee chooses to participate, the contribution should continue so that protection remains available.

Employees with more than one employer

If an employee has more than one employer, only one employer should be selected for the LINDUNG 24 Jam contribution. If no employer is selected, PERKESO may apply an automatic mechanism to determine which employer will make the contribution deduction based on its criteria.

• Stops working with the selected employer
• Has no salary for a certain period
• Works for an employer that has ceased operations
• Needs to change to the employer with the higher salary

Cases not covered under LINDUNG 24 Jam

Based on PERKESO’s information, LINDUNG 24 Jam does not cover certain situations, including:

• Accidents occurring outside Malaysia
• Certain immigration or permit misuse cases involving foreign workers
• Self-employment accidents under Act 789
• Domestic worker accidents under Act 838
• Conditions caused by diseases such as diabetes, fever, high blood pressure, and similar illnesses

What should employers do now?

1. Identify local and foreign employees separately.
2. Inform local employees that LINDUNG 24 Jam is voluntary.
3. Collect and keep opt-out notices from employees who choose not to participate.
4. Use the opt-in / participation form if an employee changes from opt-out to opt-in.
5. Ensure foreign workers are handled according to the mandatory requirement.
6. Update payroll contribution handling based on the employee’s status.
7. Keep PERKESO documents and employee acknowledgements for audit/reference purposes.

Useful PERKESO documents

• LINDUNG 24 Jam official page
• Notis Pelepasan Liabiliti / Opt-Out
• Borang Penyertaan / Opt-Out to Opt-In
• FAQ LINDUNG 24 Jam

Disclaimer: This article is prepared for general business reference only. Employers should refer to PERKESO’s official documents or professional advice for final compliance decisions.