The “Nice-to-Have” Era is Over. It’s Now the Law.

For years, we’ve talked about “digital wellness” as a perk. We suggested that disconnecting from work was “good for your mental health.”

As of July 11, 2025, the conversation has changed.

With the gazetting of the Penal Code (Amendment) Act 2025 (Act A1750), Malaysia has officially criminalized psychological distress.

• Section 507B to 507G are now in force.
• Cyberbullying, Doxing, and Psychological Harassment are now crimes.

If your workplace culture relies on constant pressure, 2 AM WhatsApp messages, or “naming and shaming” in group chats, you aren’t just risking burnout. You are risking criminal prosecution.

The New Legal Reality: Sections 507B – 507G

As an OSH Coordinator, you know how to guard a machine. But do you know how to guard against Section 507B?

Here is the breakdown of the new hazards under Act A1750:

• Section 507B: Criminalizes words or acts that cause harassment, distress, or fear. (e.g., A manager screaming abuse in a Zoom call).
• Section 507E (Doxing): Criminalizes publishing identity information to cause distress. (e.g., Posting an employee’s personal mistake in a public company group).
• The Penalty: Up to 3 years in prison, fines, or both.

This is where OSH meets the Penal Code. A “toxic workplace” is no longer an HR issue; it is a crime scene waiting to happen.

The Solution: “Monk Mode” as a Compliance Strategy

So, how do we protect our teams and ourselves? We treat Focus and Disconnecting as safety protocols.

1. Elimination: The “Blackout” Policy

To avoid violating Section 507C (Conduct likely to cause distress), companies must implement the Right to Disconnect.

• The Protocol: Enforce strict “Blackout Hours” (e.g., 7 PM – 8 AM).
• Why it Works: It eliminates the risk of “accidental harassment” via after-hours demands. If you can’t message them, you can’t distress them.

2. Substitution: “Monk Mode” Schedules

Instead of a culture of instant reply (which breeds anxiety), switch to “Monk Mode.”

• The Method: Employees are encouraged to block off 2-3 hours of “Deep Work” where they are offline.
• The Compliance Angle: This reduces cognitive load. A calm, focused employee is less likely to snap, make mistakes, or engage in the kind of heated digital arguments that lead to Section 507B violations.

3. Engineering Control: Digital Hygiene

You wouldn’t let a worker operate a saw without a guard. Don’t let them operate a smartphone without a filter.

• The Action: Train your team on Digital Hygiene (Read our full checklist here).
• The Goal: Clean up the digital workspace. Remove the triggers, the noise, and the “toxic” inputs that push people toward a mental breakdown

The Role of the OSH Coordinator in 2026

The scope of safety has expanded. It will be heavily focused on this intersection of Legal Compliance and Psychosocial Safety.

If you are an OSH Coordinator, you must ask yourself:

• Does our Hazard Identification (HIRARC) include “Cyberbullying”?
• Does our SOP cover “Electronic Harassment”?

If the answer is no, you are non-compliant.

Conclusion: Safety is Silence

In a noisy world, silence is safety. By adopting “Monk Mode” and respecting the new anti-bullying laws, we build a workplace that is not only legally compliant but also profoundly human.

Don’t wait for a police report to update your SOP. Get certified in the new era of safety. Join our next OSH Coordinator Training at Perintis OSH and lead the change.

Talk2US now. WhatsApp our team directly at 0137259122 or email info@perintosh.com