Malaysia published the Occupational Safety and Health (Prohibition of Use of Substance) Order 2026 as P.U. (A) 359/2026 on 14 October 2026. The Order will enter into force on 15 October 2027 and replace the Occupational Safety and Health (Prohibition of Use of Substance) Order 1999.

Issued under Section 35 of the Occupational Safety and Health Act 1994, the Order updates the substances, chemical identifiers, concentration thresholds and workplace activities subject to prohibition. It is relevant to chemical manufacturers, industrial facilities, laboratories, cleaning businesses and employers using hazardous chemicals.

Main Substance Restrictions

The Order addresses 4-aminodiphenyl, benzidine, 2-naphthylamine and 4-nitrodiphenyl, generally at a reported concentration threshold of 0.1%. Specified forms of asbestos are also covered, subject to the precise exceptions provided in the legal text.

Benzene, carbon disulphide, carbon tetrachloride and n-hexane are restricted in connection with cleaning and degreasing activities at the concentrations specified in the Order. White phosphorus is addressed in relation to match manufacture.

These provisions should not be interpreted as a blanket prohibition on every industrial use of the listed solvents. Applicability depends on the substance, concentration and workplace activity identified in the legal schedule.

Transitional Preparation

Businesses have approximately one year to assess their chemical inventories and workplace processes before the new Order takes effect. Companies should review Safety Data Sheets, formulation information, procurement specifications, chemical registers and cleaning procedures.

Where an affected use is identified, employers should assess technically suitable substitutes and update risk assessments, operating procedures and worker training. Any exception for research or analytical work should be confirmed directly against the Order.

Industry Impact

The inclusion of CAS numbers and refined substance descriptions should make workplace screening more precise. However, employers must evaluate both the identity of the substance and the activity in which it is used.