Employment Laws in Singapore

Employment-related rules are one of the many legal criteria that businesses in Singapore must meet. When it comes to hiring, supervising, and terminating staff, you have responsibilities as a business owner and employer to abide by Singapore’s Labor laws.  Singapore’s principal employment law is the Employment Act. With a few exceptions, it establishes the fundamental terms and conditions of employment for all categories of employees. The Employment of Foreign Manpower Act, which outlines an employer’s obligations and responsibilities for employing foreigners, also applies to foreign employees with a work permit.

The term “employees” in the Employment Act does not necessarily refer to all categories of employees. It does, however, apply to both local and foreign workers who work full-time, part-time, or on a temporary basis. Employees are covered by the legislation regardless of how they are paid: monthly, daily, hourly, or on a piece rate basis. 

A few of these labor types are not protected under the employment act: 

  • Civil servants employed in Accounting and Corporate Regulatory Authority (ACRA), Monetary Authority of Singapore (MAS), and other statutory boards
  • Domestic workers
  • Seafarers
  • Manager and executives who carry out supervisory or decision-making functions
  • Professionals with tertiary education and specialized skills such as lawyers, accountants, doctors, and others
  • Independent contractors who carry out services on his/her terms

The Employment (Part-Time Employees) Regulations apply to part-time employees who work less than 35 hours per week.

To avoid penalties such as a $5,000 fine, six months in prison, or both, it is best to follow best practices as a business owner. The penalties rise to $10,000, a year in prison, or both for successive violations.

Employment Contract

  1. An employment contract (sometimes called an employment agreement, appointment letter, or appointment offer) is a legally binding document. It lays forth the rules and circumstances of the employer-employee relationship and contains key clauses on:

    • Employee’s scope of work
    • Duration of employment
    • Date of employment commencement
    • Probation clause if there is any
    • Remuneration package
    • Hours of work and overtime pay
    • Employee benefits
    • Code of conduct
    • Termination

    It’s vital to remember that the employment contract’s terms and conditions should not be less favourable than the Employment Act’s legal stipulations.

Labor Code Provisions in Singapore

Employees are entitled to several benefits under the Employment Act. Annual paid leave, sick leave, maternity benefits, paid public holidays, and other benefits are included. Employers must ensure that they meet all of the Act’s standards and that the contract conditions reflect this. 

Minimum Age:

To be eligible for employment, a person must be at least 13 years old. However, the age restriction varies based on the sort of work performed by the employee. 

Singapore law does not mandate a minimum wage for all employees; this is a matter for negotiation between the employer and the employee. The salary must, however, be paid at least once a month, within seven days after the end of the wage period. If overtime compensation is due, it must be paid within 14 days of the salary period.

Singapore law does not mandate a minimum wage for all employees; this is a matter for negotiation between the employer and the employee. The salary must, however, be paid at least once a month, within seven days after the end of the wage period. If overtime compensation is due, it must be paid within 14 days of the salary period.

Singapore law does not mandate a minimum wage for all employees; this is a matter for negotiation between the employer and the employee. The salary must, however, be paid at least once a month, within seven days after the end of the wage period. If overtime compensation is due, it must be paid within 14 days of the salary period.

Singapore law does not mandate a minimum wage for all employees; this is a matter for negotiation between the employer and the employee. The salary must, however, be paid at least once a month, within seven days after the end of the wage period. If overtime compensation is due, it must be paid within 14 days of the salary period.

Singapore law does not mandate a minimum wage for all employees; this is a matter for negotiation between the employer and the employee. The salary must, however, be paid at least once a month, within seven days after the end of the wage period. If overtime compensation is due, it must be paid within 14 days of the salary period.

Singapore law does not mandate a minimum wage for all employees; this is a matter for negotiation between the employer and the employee. The salary must, however, be paid at least once a month, within seven days after the end of the wage period. If overtime compensation is due, it must be paid within 14 days of the salary period.

Singapore law does not mandate a minimum wage for all employees; this is a matter for negotiation between the employer and the employee. The salary must, however, be paid at least once a month, within seven days after the end of the wage period. If overtime compensation is due, it must be paid within 14 days of the salary period.

Singapore law does not mandate a minimum wage for all employees; this is a matter for negotiation between the employer and the employee. The salary must, however, be paid at least once a month, within seven days after the end of the wage period. If overtime compensation is due, it must be paid within 14 days of the salary period.

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