Module Application
Does the organisation uphold progressive and fair practices that safeguard the welfare of various categories of employees?
Does the organisation accurately classify all persons who are providing services to it and comply with the requirements of the employment legislation?
Does the organisation have procedures in place for the timely and proper payment of salaries?
Does the organisation accurately determine which of its employees, if any, are covered under Part 4 of the Employment Act and ensure that the prescribed standards for conditions of service are met?
Does the organisation keep employment records and provide certain information to the employee in writing?
Does the organisation make Central Provident Fund contributions for all Singapore citizen and permanent resident employees at the prescribed rate and within the required time?
If the organisation has a retirement age, is that age in line with the statutory minimum?
Does the organisation ensure it is aware of the Fair Consideration Framework’s requirements for recruiting and hiring employees, particularly those who are foreigners?
Module Scope
This module applies to organisations operating in Singapore with employees in the private sector. It provides an overview of the employment regulatory framework to ensure that organisations:
- uphold progressive and fair practices to safeguard the welfare of various employee groups
- provide minimum standards on employment contracts, salary payments, work hours and conditions, employee records, and other key aspects
- are aware of the statutory requirements and the implications of non-compliance, including potential administrative penalties, work pass issues, and criminal prosecution
This module covers most employment law topics, while setting aside topics that deserve more in-depth coverage, such as workplace wellbeing and data protection, as standalone modules. Key areas include:
- Contracts of Service
- Termination and dismissal
- Retrenchment notifications
- Payment of Salary
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- Payment in case of termination and dismissal
- Deductions from salary
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- Rest Days, Hours of Work, and Other Service Conditions
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- Rules for employment of children and young persons
- Maternity, paternity, adoption and childcare benefits
- Holiday, annual leave and sick leave entitlements
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- Key Employment Terms, Employee Records, and Pay Slips
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- Provision of records
- Pay slips
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- Central Provident Fund
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- Rates and timing of contributions
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- Retirement and Re-employment
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- Retirement
- Re-employment
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- Harassment
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- Threatening behaviour and stalking
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- Fair Consideration Framework
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- Human resource practices
- Job advertisements
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The principal employment law statute in Singapore is the Employment Act 1968 (SNG), which sets out minimum terms and conditions of employment for employees in the private sector. The soft law instruments consist of guidelines and advisories issued by the Tripartite Partners, comprising representatives from the Ministry of Manpower and both employee and employer unions.