LINDUNG 24 JAM: What Does It Cover and What Should Employers and Employees Know?

What exactly does LINDUNG 24 JAM cover? Can employees claim benefits if they are hospitalised because of an illness? What happens if an employee falls at home, gets into a road accident during the weekend, or suffers an injury outside working hours?

These are some of the common questions employers and employees may have about LINDUNG 24 JAM. Understanding what the scheme covers, what it does not cover, and how contributions are handled through payroll can help both employers and employees avoid unnecessary misunderstandings.

What Does LINDUNG 24 JAM Cover?

LINDUNG 24 JAM provides protection for eligible non-employment accidents. In simple terms, the scheme is designed to provide protection for qualifying accidents that happen outside the workplace or outside normal working activities, subject to the applicable PERKESO requirements.

Depending on the circumstances and eligibility requirements, examples may include slipping or falling at home, being involved in a road accident during the weekend, suffering an accident while on leave or outside working hours, or sustaining an injury during personal activities.

However, the accident must occur in Malaysia and meet the relevant eligibility and assessment requirements set by PERKESO. Coverage and benefits are not automatically granted simply because an incident is described as an accident. Each claim remains subject to the applicable rules and assessment.

What Does LINDUNG 24 JAM Not Cover?

One of the most important points to understand is that LINDUNG 24 JAM is not a medical card or general health insurance.

For example, if an employee is admitted to a hospital because of fever, flu, a common illness, or another medical condition that is not caused by an accident, the employee should not assume that the condition is automatically covered under LINDUNG 24 JAM.

The main focus of the scheme is protection against eligible accidents rather than general illnesses.

There may also be circumstances that are excluded or subject to specific requirements under the applicable PERKESO regulations. These may include incidents occurring outside Malaysia, situations involving war or other circumstances excluded under the relevant regulations, and cases that do not satisfy the eligibility requirements of the scheme.

For this reason, employees should understand the difference between accident protection and general medical or health coverage before assuming that a particular hospitalisation or injury will qualify for benefits.

Who Pays the LINDUNG 24 JAM Contribution?

Under the current implementation described in the applicable arrangements, the employee contribution is 0.75% during Phase 1, while the employer contribution is 0%.

For employers, this means the contribution needs to be properly managed through the company’s payroll process. The employer is responsible for deducting the applicable employee contribution from payroll and submitting the contribution to PERKESO according to the relevant requirements.

This is where having a reliable HR & Payroll System can be particularly useful. Instead of manually calculating and recording every statutory deduction, an integrated payroll system can help employers manage employee salary information and payroll deductions in a more systematic manner.

LINDUNG 24 JAM should also be considered together with other payroll-related items such as EPF, SOCSO, EIS, PCB, and other applicable statutory requirements. While Income Tax and PERKESO contributions are governed by different regulations, both need to be accurately reflected in the company’s payroll records where applicable.

What Happens If an Employer Does Not Make the Required Contribution?

Employers are responsible for complying with the applicable LINDUNG 24 JAM requirements, including the proper deduction and submission of employee contributions.

If an employer fails to comply, employees may lodge a complaint with PERKESO. Depending on the circumstances, non-compliance may result in investigation, penalties, or other enforcement action under the applicable laws and regulations.

For this reason, employers should ensure that payroll deductions, contribution calculations, and submission records are properly maintained. A structured HR & Payroll System can help businesses maintain clearer payroll records and make it easier to review statutory contribution information when required.

What If an Employee Has Multiple Employers?

Employees who work for multiple employers should also understand the participation requirements. Under the applicable LINDUNG 24 JAM arrangement, an employee can select only one employer for LINDUNG 24 JAM participation.

If no selection is made, PERKESO may determine the participating employer according to its applicable procedures.

Employers with employees who have multiple employment arrangements should therefore ensure that the relevant information and employee selections are properly recorded and handled through their payroll processes.

LINDUNG 24 JAM Is About Accident Protection, Not General Illness

The most important point to remember is that LINDUNG 24 JAM is designed to provide protection for eligible accidents, not general illnesses.

An accident at home, a road accident during the weekend, or an injury that happens outside working hours may potentially fall within the scope of the scheme if the relevant requirements are satisfied. However, being hospitalised because of an ordinary illness does not automatically mean that the employee is entitled to LINDUNG 24 JAM benefits.

Understanding this distinction can help employers, HR professionals, and employees have clearer expectations when dealing with accidents, hospitalisation, and benefit claims.

For employers, proper administration is equally important. LINDUNG 24 JAM contributions should be correctly reflected in payroll, while other statutory items such as EPF, SOCSO, EIS, and Income Tax should also be properly managed according to their respective requirements.

A reliable HR & Payroll System can help businesses organise employee information, calculate payroll deductions, maintain contribution records, and manage statutory payroll processes more efficiently.

Final Thoughts on LINDUNG 24 JAM

LINDUNG 24 JAM provides an additional form of protection for eligible non-employment accidents, but it should not be treated as a replacement for a medical card or general health insurance.

For employees, understanding the difference between accident-related protection and general medical coverage can help avoid confusion when considering whether a particular incident may qualify for benefits.

For employers, accurate payroll administration is essential to ensure that employee contributions and statutory records are handled properly. Whether your company is managing LINDUNG 24 JAM, EPF, SOCSO, EIS, PCB, or Income Tax-related payroll information, having a systematic HR & Payroll System can make the process more organised and easier to manage.

Understanding the rules before an incident happens is always better than trying to figure them out when a claim is already being made.

This article is a general summary based on publicly available PERKESO information. Actual eligibility, coverage, benefits, contribution requirements, claims, exclusions, and approval remain subject to the latest PERKESO guidelines, regulations, terms, and assessment.

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