PCB, Bonus, EPF, SOCSO, EIS & Net Salary Calculator Malaysia 2026
Only for a director with no contract of service
Director Fee assumes a non-executive director who holds board office but is not employed by the company. They are not an employee, so no EPF, SOCSO, EIS or SKBBK arises on the fee, and none arises on a bonus or ex-gratia paid to them either. Only PCB applies.
A working or executive director with a contract of service is an employee. Their salary and their bonus attract EPF, SOCSO and EIS in full. Choose Employee Salary for them, not this option.
KWSP and PERKESO look at the substance of the arrangement, not the label on the payment. A director drawing regular remuneration and doing operational work can be treated as an employee even without a signed contract.
Intern Wages assumes an unpaid-allowance style placement outside a contract of service or apprenticeship. An intern engaged under a contract of service or apprenticeship is an employee for SOCSO and EIS, and for EPF, so enter them as Employee Salary.
The wage month decides whether SKBBK / Lindung 24 Jam applies, and which statutory rates were in force.
Treats this as a typical month and spreads the tax over a full 12 months. This is the figure most people mean by "my monthly PCB". Uses the real number of months left in {{ form.wage_year }} from {{ monthNames[form.wage_month - 1] }} onward. Fill in the year-to-date figures below as well, or the tax will come out too low.
You are calculating {{ monthNames[form.wage_month - 1] }} with no year-to-date pay entered, so this assumes the employee earned nothing earlier in {{ form.wage_year }}. The PCB shown will be lower than the real figure. Open the Year-to-Date panel below to fix it.
Age 60+: Category 2 mandatory (Injury Only) Both employer & employee contribute Employer only, no employee contribution No SOCSO contributions
Below the RM1,700 minimum wage (Minimum Wages Order 2024, in force for all employers since 1 August 2025).
Fixed monthly allowances are EPF, SOCSO, EIS and PCB wages.
Overtime is excluded from EPF wages (EPF Act 1991 s.2) but counts for SOCSO, EIS, SKBBK and PCB. The hourly rate is monthly wages / 26 / 8 (EA 1955 s.60I(1)(d)), on basic plus allowances.
One-off payments on top of normal monthly pay. Each type falls into a different set of statutory wage bases, and PCB on them uses LHDN's separate additional remuneration formula rather than being annualised.
This is a {{ form.payslip_type }} payslip, so no EPF, SOCSO, EIS or SKBBK is charged on this bonus. That is correct only because the recipient is not an employee. If they are in fact employed under a contract of service, switch to Employee Salary: the bonus would then be EPF wages, and EPF is currently being under-contributed.
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Deducted at monthly wages divided by the calendar days of the wage month ({{ daysInWageMonth }} in {{ monthNames[form.wage_month - 1] }} {{ form.wage_year }}), per EA 1955 s.18A - not by 26. Unpaid leave reduces every statutory wage base.
PSMB Act 2001. Levied on basic salary plus fixed allowances only, so overtime, bonus and commission are excluded.
These are ignored on the full year basis. Switch the PCB calculation basis above to Actual position in the tax year to use them.
Gross pay already received this year less the EPF deducted on it, the EPF itself, and the PCB already remitted. Filling these in makes the MTD match what LHDN expects mid-year, and it matters most when a bonus is paid late in the year.
Gross pay earlier this year, less the EPF deducted on it. This is Σ(Y − K).
The employee's own EPF for those same months (K). It uses up part of the RM4,000 relief.
You have entered net pay received year to date but no EPF. The two describe the same months, so leaving EPF at zero tells the calculation the full RM4,000 relief is still unused and the MTD comes out too low. Enter the employee's own EPF for those months.
These only fill in the header of the downloaded draft. They are not sent anywhere and are not saved: the PDF is built inside your browser. Leave any of them blank and the draft prints a dash.
Defaults to the month after the wage month, which is when those wages are actually paid.
| Employer | Employee | |
|---|---|---|
| EPF ({{ result.epf_employer_rate }}% / {{ result.epf_employee_rate }}%)on RM {{ money(result.base_epf) }} | {{ money(result.epf_employer) }} | {{ money(result.epf_employee) }} |
| SOCSOon RM {{ money(result.base_socso) }} | {{ money(result.socso_employer) }} | {{ money(result.socso_employee) }} |
| SKBBK (Lindung 24 Jam) | - | {{ money(result.skbbk_employee) }} |
| EIS (N/A) | {{ money(result.eis_employer) }} | {{ money(result.eis_employee) }} |
| Subtotal | {{ money(result.total_statutory_employer) }} | {{ money(result.total_statutory_employee) }} |
Each deduction sits on its own legal wage base, so these figures are deliberately not all on the same number. See the wage base table below.
| Deduction | Wage Base | What is excluded |
|---|---|---|
| EPF | RM {{ money(result.base_epf) }} | Overtime (EPF Act 1991 s.2). Bonus is included. |
| SOCSO | RM {{ money(result.base_socso) }} | Annual bonus, gratuity, travelling allowance (Act 4 s.2). Capped at RM6,000. |
| SKBBK | RM {{ money(result.base_socso) }} | Follows the SOCSO wage base. |
| EIS | RM {{ money(result.base_socso) }} | Same definition as SOCSO (Act 800 s.2). Capped at RM6,000. |
| PCB (normal) | RM {{ money(result.base_pcb_normal) }} | Nothing. All employment income is taxable (ITA s.13(1)(a)). |
| PCB (additional) | RM {{ money(result.base_pcb_additional) }} | Taxed by the Step 1-5 additional remuneration method. |
All bases are after unpaid leave, because statutory deductions apply to wages actually payable.
Every figure below can be reproduced by hand from the numbers shown. Where a deduction is nil, the reason is stated rather than left blank.
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The Act 4 table is a schedule of fixed amounts per wage band, so the figure is not the rate multiplied by your exact wage.
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Steps 1[E] to 5 MTD on the bonus
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A rough projection only. It repeats this month twelve times, including any bonus, so it is not a tax estimate.
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Same layout the payroll system itself prints, watermarked DRAFT and marked as not an official payslip. Open Payslip Details in the form to put a company, a name and a payslip date on it.
Print sends the same draft payslip straight to your printer. To print this whole page instead, with the full working for every deduction, use your browser's own print command.
A bonus is additional remuneration, so LHDN taxes it with a separate five-step method, not by annualising it. The employer works out the total tax for the year including the bonus, subtracts the total MTD already expected for the year on normal salary alone, and deducts the difference in the bonus month. Multiplying a bonus by 12 like a monthly salary is the most common payroll error and materially over-deducts.
Bonus is EPF wages, so both employee and employer contribute on it. Bonus is NOT SOCSO or EIS wages: section 2 of the Employees Social Security Act 1969 expressly excludes any annual bonus from the definition of wages, and the Employment Insurance System Act 2017 adopts the same definition. SKBBK follows the SOCSO wage base, so it is excluded there too.
It depends entirely on whether the director is an employee, not on what the payment is called. An executive or working director engaged under a contract of service is an employee: EPF, SOCSO and EIS are compulsory on their salary and on their bonus, exactly as for any other employee, with the bonus being EPF wages but not SOCSO or EIS wages. A non-executive director who only holds board office and has no contract of service is not an employee, so their director fee carries no EPF, SOCSO or EIS, and neither does a bonus or ex-gratia paid to them. Only PCB applies. Note that KWSP and PERKESO look at the substance of the arrangement: a director drawing regular remuneration and performing operational duties can be treated as an employee even without a signed contract, and the employer remains liable for any shortfall.
No. Section 2 of the EPF Act 1991 excludes overtime payment from wages, so EPF is contributed on salary and allowances but not on overtime. SOCSO, EIS, SKBBK and PCB all include overtime. A fixed monthly allowance paid regardless of hours worked is an allowance, not overtime, and is EPF wages.
Malaysian citizens and permanent residents below 60 contribute 11 percent, with the employer paying 13 percent on wages up to RM5,000 and 12 percent above that. Citizens aged 60 and over contribute 0 percent with 4 percent from the employer. Permanent residents aged 60 and over follow Part C at 5.5 percent and 6.5 percent. Non-citizens contribute 2 percent each side, mandatory since October 2025 wages. Mandatory contribution stops at age 75.
RM6,000 a month since 1 October 2024. SOCSO Category 1 is 1.75 percent employer and 0.5 percent employee. Employees aged 60 and over fall into Category 2, which is employer only. EIS is 0.2 percent each side and does not apply to non-citizens or to employees aged 60 and over.
Yes. The Download draft payslip button produces a PDF in the same layout the payroll system prints, showing earnings, each statutory deduction against its own wage base, the MTD split between normal and additional remuneration, and the net salary. It is a working draft, not an official payslip: it is watermarked DRAFT and says so in the header and the footer, because the figures are the ones you typed rather than a record of wages an employer actually paid. Names, IC numbers and bank details you enter for the header are never sent to the server; the PDF is built inside your browser.
Zakat deducted through payroll is a rebate against the month's MTD, ringgit for ringgit, so RM1 of zakat means RM1 less PCB. Take-home pay is usually unchanged: the same money goes to the zakat authority instead of to LHDN. Where the zakat is larger than the MTD on normal pay, LHDN's MTD specification (Part E.5) carries the unabsorbed part into Step 5 and sets it against the tax on any bonus or other additional remuneration paid the same month, and the full amount still joins the accumulated zakat that reduces the MTD for the rest of the year. It is never simply discarded.
The Human Resources Development levy under the Pembangunan Sumber Manusia Berhad Act 2001 is an employer cost, never a deduction from the employee. It is 1% of basic salary plus fixed allowances for an employer with ten or more Malaysian employees, or 0.5% for a registered employer with five to nine. It is payable in respect of Malaysian employees only, and overtime, bonuses, travelling allowances and reimbursements are outside the base. Payment is due by the 15th of the month following the wage month.
Deductions shown here belong to the wage month being calculated. Employers remit them to KWSP, PERKESO and LHDN by the 15th of the following month. The HRD Corp levy follows the same 15th-of-the-following-month deadline.
This calculator provides estimates based on Malaysian statutory rates verified current for 2026.
For official calculations, please consult LHDN, KWSP, PERKESO and HRD Corp.
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