Foreign workers are common on shift rosters in F&B, retail, and hospitality — and the core scheduling rules (rest days, overtime, hours) apply to them the same as local staff. Where it genuinely differs is employment structure and documentation.
The same working-hour rules apply
Normal hours, overtime multipliers, rest days, and public holiday entitlements under the Employment Act apply to foreign employees the same way they apply to Malaysian staff on the same roster. There's no separate, lighter labour-law standard for foreign workers on hours and pay.
Where it genuinely differs: the employer link
Foreign worker work permits are generally tied to a specific employer — a foreign worker generally can't simply be "shared" across multiple business entities or moved to a different employer's roster without a proper transfer process, even if the businesses are related or under common ownership. This matters for multi-outlet operators who informally move staff between outlets registered under different companies.
Passport retention is a common, real violation
Employers holding onto a foreign worker's passport "for safekeeping" is a widely-flagged compliance and labour-rights issue, generally treated as improper regardless of the employer's intent. If this is current practice at your business, it's worth stopping and returning documents to the employee's own possession.
Levy is a real, ongoing cost to factor into shift-cost planning
Foreign worker employment carries an annual levy on top of normal wage costs, varying by sector and worker category. When comparing the cost of a foreign vs local hire for a given shift, the levy is a real cost line that a simple wage comparison misses.
The practical takeaway
Roster foreign staff under the same rest-day and overtime rules as everyone else, confirm each worker is actually registered to the entity operating the outlet they're working at, and if passports are currently held by the business, return them.