What about EPF, SOCSO, EIS and PCB?

Those stay with your Malaysian payroll provider. Capstan compiles pay structure, leave, attendance and adjustments into a documented export, and files the computed results back onto the employee record. It holds no EPF, SOCSO, EIS, PCB or HRD levy rate, computes nothing and files nothing with any authority.

Malaysia

HR software for Malaysia

Capstan is all-in-one HR software for Malaysia and for the regional teams that run from it. It is a complete core HRIS, free for up to twenty active people, with all fourteen modules on every plan, and it is the English-only system of record your team and your local payroll provider both work from, while the statutory contributions stay where they belong.

Prices are adjusted by country and live on the pricing page alone. Outside India you are billed in US dollars; the figure is one link away and appears nowhere else on the site.

Is Capstan HR software for Malaysia? Yes.

Capstan works for a Kuala Lumpur company from the first hire. It is an HRMS and HRIS in one: a single directory for your people and contractors, records and documents, employee self-service, onboarding, leave, attendance and reporting, with a Malaysian public-holiday set an administrator can import for the year in one click and then edit.

Free for teams of up to twenty active people, with no time limit, so a first Malaysian hire and the next nineteen cost nothing.
An all-in-one HR platform rather than a core with paid add-ons: the full product from day one, on the free plan included.
The statutory side stays with your Malaysian payroll provider. Capstan holds no rates, computes no EPF, SOCSO, EIS or PCB, and files nothing with any authority.
Capstan is a system of record for people you employ and engage yourself. It is not an employer of record and never becomes the legal employer of your Malaysian staff.

The structure of a Malaysian hire, EPF, SOCSO, EIS, the monthly tax deduction and the HRD levy, is set out in the guide to hiring employees in Malaysia.

Built for regional and distributed teams

Malaysia is often run as an English-proficient base for both a local team and a wider South East Asian one, and Capstan holds all of them in one directory, employees and contractors together, each person on their own record with their own work location, working week and holiday set.

One directory across your Malaysian team and the regional one around it, so a person who moves country or converts from contractor to employee keeps a continuous record rather than starting a new one.
Contractor management sits in the same workspace as your employees: a portal, invoices and a payout register on top of the core, included on every plan, with contractor tax content configured per jurisdiction as a country pack.
The classification line matters in Malaysia as anywhere. The guides to hiring global contractors and contractor versus employee cover the tests, and payroll for a distributed team is covered in this guide.

The statutory stack stays with your provider

In Malaysia the statutory contributions run through your local payroll provider, not through Capstan. Capstan is the record those figures start from, not the system that computes or files them, which is what keeps it the same product in every country it runs in.

Capstan compiles pay structure, leave, attendance, overtime and adjustments into a documented export for your payroll provider, then files the computed results back onto the employee record.
It holds no contribution or tax tables and makes no filing. EPF (KWSP), SOCSO (PERKESO), EIS, the monthly tax deduction (PCB) and the HRD levy are computed and remitted by your provider, by design.
Because the record, the service dates and the inputs all live in one place, what your provider needs each month is one clean export rather than a reconciliation across spreadsheets.

Why payroll is a partner's job and not the software's is set out in this piece.

Where does your data live? In the EU.

Capstan runs from one self-contained region today, and that region is in the EU, with data resident in Frankfurt and compute in Amsterdam. Malaysia is served from there rather than from a separate local deployment, so the residency line is EU, not Malaysia-local.

One region, one boundary: your workspace and its data sit inside the EU deployment, which is the honest answer to a residency question in a security review.
If your organisation requires employee data to stay inside Malaysia, you should know it is EU-resident today before you commit, not after.
Malaysia's Personal Data Protection Act governs how you handle the data; keeping it in one controlled place with proper access limits is the practice that travels.

How the region is built, and why a residency commitment is only real if it cannot be quietly changed, is on the security page.

What do you get on every plan?

Every plan, the free one included, carries the whole platform. There is no core-only tier and no module held back for a paid plan, so an all-in-one HR platform here means the full product for a Malaysian team, not a stripped sample of it.

The complete core HRIS: one directory for every employee and contractor across your Malaysian and regional teams, with records, documents, self-service and reporting.
All fourteen modules, from onboarding and leave to attendance, workflows and alumni access, with nothing sold module by module.
The same feature set on the free plan and on a paid plan. A paid plan lifts one thing, the twenty-active-employee cap, and changes nothing about the software.
A Malaysian public-holiday set an administrator can import for the year in one click and then edit, on a calendar that carries its own working week, with the state holidays you can adjust per work location.
The product in English: the interface is English only, so a Malaysian team and anyone managing it from abroad read the same screens. There is no Malay-language version today, which is worth knowing before you commit.

What the platform covers is on the product page, and how it is built rather than priced against the tools you are probably weighing is on the comparison pages.

Where is the price, and how is it billed?

The price lives on the pricing page, and only there, because it is adjusted by country and belongs in one honest place. It is billed monthly, in arrears, per chargeable seat above the first twenty free, with no annual contract, no prepaid term and no lock-in.

One per-seat figure above the first twenty active people, billed monthly for the seats you actually use.
Outside India the currency is US dollars; the one you are billed in follows your billing country.
No minimum term, no renewal to sign, and downgrading to Free keeps all fourteen modules intact.

Capstan in other markets

Capstan is a global product, region-served from the EU, and it is written for the same shape of team wherever they hire. If your people sit outside Malaysia as well, the other market pages follow the same structure. Browse every market from the HR software by country hub.