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THE Ministry of Health Malaysia (MOH) has introduced comprehensive guidelines to tackle workplace bullying within the ministry, with Health Minister Datuk Seri Dr Dzulkefly Ahmad reiterating a strict zero-tolerance stance against toxic behaviour at all levels of the organisation.
Launching the ‘Garis Panduan Pengurusan Buli di Tempat Kerja’, Dr Dzulkefly said the ministry would not normalise any form of toxicity or systemic harassment that undermines integrity, morale, or teamwork.
“Workplace bullying is a form of systemic harassment that erodes organisational integrity, weakens motivation, and damages team cohesion,” he said. “The consequences are severe — when staff feel pressured or sidelined, the quality of patient care suffers.”
He warned that the ministry would not hesitate to act, even against senior management. “MOH will not compromise when it comes to perpetrators, including top-level officers. If found guilty of concealing cases, they can be dismissed.”
He recalled taking action against a department head during his first term leading the ministry. “Some may have forgotten, but I haven’t. That head of department was eventually dismissed,” he said.
MOH is now the first government ministry to implement such workplace bullying management guidelines within the public sector. The policy affirms KKM’s institutional commitment to fostering a respectful, values-driven, and inclusive working environment.
Despite hierarchical seniority, Dr Dzulkefly said, no individual is above accountability. “This reflects MOH’s commitment to rejecting bullying habits and behaviours, especially in the workplace.”
As of 31 July, a total of 430 bullying complaints had been lodged through the MyHealth system. Each report, he said, is investigated meticulously under principles of justice, transparency, and confidentiality — protecting both the complainant and whistleblower.
“I do not want any case to be underreported or trivialised, especially by heads of departments,” he said. “Whistleblowers’ identities will be fully protected, as outlined in the new guidelines, to safeguard both their privacy and the information they provide.”
Dr Dzulkefly also emphasised the importance of constructive peer correction and feedback within MOH. “We must end the culture of bullying. It is our shared duty — from top leadership down to every employee — to create a safe, compassionate work environment grounded in MADANI values.”
He added that a resilient, proactive, and dynamic public healthcare organisation depends on mutual respect and the courage to speak up against wrongdoing. - August 21, 2025
