T Termination of employment can give rise to disputes regarding the reasons, procedures, and fulfillment of workers\\\' rights. this research discusses two problems, namely: (1) the similarities and differences in the dispute settlement mechanisms for termination of employment in indonesia and malaysia; and (2) the strengths and weaknesses of these dispute settlement mechanisms in both countries. the research employs a descriptive-analytical normative legal method, using statutory, conceptual, case, and comparative law approaches. legal materials were collected through library research, analyzed qualitatively, and concluded deductively. the analysis was conducted on decision number 2/pdt.sus-phi/2024/pn smg, decision number 78/pdt.sus-phi/2021/pn smr *juncto* supreme court decision number 1034 k/pdt.sus-phi/2022, the case of *milan auto sdn bhd v. wong seh yen*, and the case of *hotel jaya puri bhd. v. national union of hotel, bar & restaurant workers & anor*. the results show that both indonesia and malaysia prioritize non-litigation settlements prior to examination by adjudicative bodies. indonesia utilizes bipartite negotiations, mediation or conciliation, and the industrial relations court with an emphasis on procedural certainty and workers\\\' normative rights. malaysia utilizes the submission of representations, conciliation, and the industrial court based on the principle of *just cause or excuse*. the indonesian system has a clear and hierarchical structure but still faces procedural formalities, lengthy processes, weak mediation, and obstacles in executing decisions. the malaysian system is stronger in substantive review and the restoration of workers\\\' rights, but still faces accessibility barriers and dependence on the industrial court\\\'s discretion.