It's not just a trend anymore—it's a movement. From fresh grads to experienced nurses, radiographers to pharmacists, more and more Malaysian healthcare talents are packing their bags and heading to Australia, the UK, the Middle East, and beyond.
But why are they leaving? And more importantly, how can local employers respond?
1. Salary Gaps That Speak Volumes
Let’s be real: a nurse in Malaysia earns around RM2,000 to RM4,000/month (depending on sector and experience). That same nurse, in the UK or Australia, could earn 3 to 5 times more—with proper off days, better equipment, and safer staff-to-patient ratios.
For many, it’s not even about being "greedy." It’s about being paid fairly for the hard work they do.
2. Work-Life Balance (Yes, It Exists Elsewhere)
In countries like Australia, nurses and medics report shorter shifts, guaranteed rest times, and better enforcement of labor laws.
In Malaysia, on the other hand, healthcare workers often experience understaffed shifts, unpaid OT, and a culture that praises pushing through exhaustion.
No wonder people are saying, “I just want to do the same job—but somewhere I can breathe.”
3. Visa Support & Clear Career Paths
One of the biggest pull factors is how structured the process is overseas. Agencies help with paperwork. Employers cover visa costs. There’s a clear timeline from job offer to departure.
Back home? Many young talents say they feel “stuck”, with slow promotion tracks, unclear expectations, and not enough support to grow into specialised roles.
4. “I Love Malaysia, But I Can’t Build a Life Here.”
This is the most heartbreaking part—they don’t actually want to leave. A lot of nurses and healthcare workers say they’d stay if pay, policies, or career opportunities were better.
They want to support their families here. They want to contribute to our system. But when they feel undervalued, leaving starts to feel like survival—not ambition.
What Can Employers Do? It’s Not Too Late.
Here’s the thing: not everyone who leaves is gone forever. Some just want better experience or savings—and they’d love to come back if conditions improve.
So what can employers or the system do?
- Offer better upskilling and career pathways
- Re-evaluate workloads and scheduling
- Provide retention bonuses or mental health support
- Create “boomerang hire” programs for those returning from abroad
- Work with platforms like WeAssistJobs to find quality local + overseas returnee talent
At WeAssistJobs.com, we know the healthcare scene is changing fast. That’s why we’re helping both:
🌏 Healthcare workers:
- Discover better job matches locally (so they don’t feel forced to leave)
- Explore private sector, clinic, or freelance options to earn more here
- Learn how to package their experience if they return from abroad
🏥 Employers:
- Get access to ready-to-work healthcare candidates
- Build talent pipelines, including nurses returning from the UK, Australia, etc.
- Stay competitive with the latest salary and demand trends
📢 Final Thought
Talent is leaving—but it doesn’t have to be a one-way street. With the right tools and a bit of boldness, Malaysia can still attract, retain, and bring back great people.
Let’s stop the brain drain—and start building something better.
🔎 Explore smarter hiring (or smarter career moves) at WeAssistJobs.com.