What is Employment Law in Singapore? In a nutshell, Singapore employment law refers to the laws governing employers and employees. This would include areas such as recruitment, termination, remuneration, etc. In Singapore, several legislations govern the terms of your employment with an employer:
Suppose you are employed in Singapore as a local or foreign worker. In that case, you will need to observe our employment legislation even if your work permit states that you do not fall under this category. There are several categories of workers who come under this legislation.
Several categories of workers come under this legislation (even if they do not come under any of the above categories). If you fall into any of the following categories, you will NOT need to follow our employment legislation.
Singapore Employment law Act protects your position once you have held a job for more than 3 months. Suppose your employer terminates your employment without serving any notice period OR paying you an amount equivalent to the notice period. In that case, it may be considered wrongful dismissal, depending on the circumstances surrounding your case.
A wrongful dismissal would entitle you to a severance payment from your employer. This is just a summary of what constitutes wrongful dismissal under Singapore law.
Generally, your employment will last as long as it is agreed between both parties and not restricted by any legislation. A fixed-term contract usually lasts for less than 2 years while a permanent job may continue until one party decides to end the employment relationship or has his services terminated on grounds permitted under our Employment Act.
If you are working for more than one month in Singapore, your employer is required to pay you at least the basic salary. This includes overtime if applicable. You are also entitled to CPF contributions, paid annual leave, and medical benefits.
Under the Singapore Employment law Act, your normal working hours should not exceed 8 hours per day or 48 hours per week. You can be asked to work on weekends or public holidays but you must be compensated with either double pay OR time and a half for the hours worked.
Your employer will have to give you at least one month’s notice before making any major changes to your terms of employment unless there is a valid reason for doing so. In such cases, they would have to get your written consent for making the changes.
You are allowed to bring your family members to Singapore only if you have been granted a Dependant’s pass. This is typically given up to 1 year from the date of your arrival in Singapore. It can only be extended every 2 years at the discretion of the Controller of Work Passes. You will need to meet certain criteria before being eligible for this pass.
Your employer is required by law to provide medical benefits for himself AND his employees. You or your dependents will be entitled to medical benefits if you require medical attention. However, there are certain criteria to fulfill before you can be considered for this benefit.
Suppose you have completed your contract or have been with your employer for more than three months. In that case, you are allowed to terminate your employment without serving a notice period OR paying any amount of compensation. Be sure to give ample notice if possible as it is implied that you will work the full notice period stated in your contract OR at least one month.
Suppose you leave your employment earlier than expected without giving proper notice. In that case, you may suffer adverse consequences such as being blocked by future employers who check with previous employers during the recruitment process.
No legislation governs the payment of salaries to staff. Salaries are usually paid every month but can vary according to company practice. Your employer may choose to pay your salary via cash, bank transfer, or cheque.
Your employer has up to 7 days from the termination date stated in your employment contract OR 1 month if no notice period was stated. If this deadline expires without any action being taken, you have a valid claim for outstanding salary.
All employees earning a salary, wage, or commission in Singapore are liable to pay income tax. It is up to your employer to deduct the correct amount of tax at the source and submit it to IRAS on time.
Your CPF contributions will usually be deposited into your CPF account within seven days from the date of collection.
In general, you should expect that your employers carry out their duties according to the Tripartite Guidelines for Fair Employment Practices. They should not discriminate against you based on age, gender, race, or religion. In addition, they should also ensure that your terms and conditions of employment are compliant with our labor laws.