Industrial Court Cases
Employment tribunal records unfair dismissal, misconduct, and contractual disputes from past roles. Every candidate has a version of why they left. The Industrial Court has another version. This check finds out which one is accurate.
Who needs it?
HR Teams & Hiring Manager
This is the check that validates the exit story.
HR Teams & Hiring Manager
This is the check that validates the exit story.
Senior & Managerial Hires
A manager with a prior constructive dismissal claim whether as claimant or respondent signals how they operate when employment relationships break down.
Senior & Managerial Hires
A manager with a prior constructive dismissal claim whether as claimant or respondent signals how they operate when employment relationships break down.
HR Leadership Appointments
An HR director or people manager with industrial court history is a structural risk. They are the person other employees will bring their disputes to.
HR Leadership Appointments
An HR director or people manager with industrial court history is a structural risk. They are the person other employees will bring their disputes to.
Companies with Active Workforce Expansion
The more people you hire, the higher the statistical probability that one carries unresolved industrial court history.
Companies with Active Workforce Expansion
The more people you hire, the higher the statistical probability that one carries unresolved industrial court history.
What We Check?
Easily adapt as your business grows.
● Unfair dismissal (representation under Section 20, Industrial Relations Act 1967)
● Constructive dismissal proceedings
● Breach of employment contract cases
● Industrial tribunal rulings and awards
● Workplace misconduct findings
HOW IT WORKS
HOW IT WORKS
4 AI-Intelligent Steps
4 AI-Intelligent Steps
01
Identity Match
Subject name checked against Industrial Court case database
02
Role Extraction
Confirmed the role of the subject (claimant or the respondent)
03
Outcome
Case outcome (dismissed, settled, awarded, or pending)
04
Report Details
Employer name, case type, year and financial award (where applicable)
Automated checks return results in minutes. Results integrate directly into your screening report, no separate login and no chasing.
Automated checks return results in minutes. Results integrate directly into your screening report, no separate login and no chasing.
Do you know that:
%
All Malaysian Industrial Disputes Are Dismissal Cases
%
All Malaysian Industrial Disputes Are Dismissal Cases
%
All Malaysian Industrial Disputes Are Dismissal Cases
k+
Cases Filled Over 6 years
k+
Cases Filled Over 6 years
k+
Cases Filled Over 6 years
Industrial Court awards can reach up to 24 months of back wages plus compensation. If a candidate with prior dismissal history repeats the behaviour in your organisation and brings a claim against you, the financial and operational cost is yours to carry. The check costs a fraction of one month's salary.
Industrial Court awards can reach up to 24 months of back wages plus compensation. If a candidate with prior dismissal history repeats the behaviour in your organisation and brings a claim against you, the financial and operational cost is yours to carry. The check costs a fraction of one month's salary.
Why this check?
The industrial court record is the employment reference that no referee will ever volunteer. It documents exactly how this person left their previous employer and whether the separation was as clean as they claim. A pattern of industrial court cases tells a pattern of workplace behaviour.
Why this check?
The industrial court record is the employment reference that no referee will ever volunteer. It documents exactly how this person left their previous employer and whether the separation was as clean as they claim. A pattern of industrial court cases tells a pattern of workplace behaviour.
When to run?
At the final-round interview stage for all roles. Earlier in the process for senior, managerial, or HR leadership hires. Any candidate claiming a perfect employment history with multiple short tenures should be screened for industrial court activity. Also recommended for internal promotions into people-management roles.
When to run?
At the final-round interview stage for all roles. Earlier in the process for senior, managerial, or HR leadership hires. Any candidate claiming a perfect employment history with multiple short tenures should be screened for industrial court activity. Also recommended for internal promotions into people-management roles.
When to run?
At the final-round interview stage for all roles. Earlier in the process for senior, managerial, or HR leadership hires. Any candidate claiming a perfect employment history with multiple short tenures should be screened for industrial court activity. Also recommended for internal promotions into people-management roles.
Risk if skippped!
A candidate with three unfair dismissal claims across different employers in five years has told you something important without saying a word. Ignore it and you become the fourth data point in that pattern.
Risk if skippped!
Train your agent in minutes by uploading documents or linking URLs.
Check The Record Before You Offer The Role
A CV tells you where someone worked. An Industrial Court record tells you how it ended. Before you make an offer, know which story is the complete one.
When the Industrial Court record is clear, you hire with the full picture. When it isn't, you have information that no referee, interview, or CV would have given you.
Check The Record Before You Offer The Role
A CV tells you where someone worked. An Industrial Court record tells you how it ended. Before you make an offer, know which story is the complete one.
When the Industrial Court record is clear, you hire with the full picture. When it isn't, you have information that no referee, interview, or CV would have given you.
Check The Record Before You Offer The Role
A CV tells you where someone worked. An Industrial Court record tells you how it ended. Before you make an offer, know which story is the complete one.
When the Industrial Court record is clear, you hire with the full picture. When it isn't, you have information that no referee, interview, or CV would have given you.