Overview of Employment Law in Singapore
The employment law comes from both the legislation passed by Parliament, such as the Employment Act, and the common law, which consists of past cases and precedents.
The Employment Act
The major piece of legislation that influences the terms in an employment agreement is the Employment Act. The Employment Act (EA) sets out a minimum standard of terms and conditions that an employer must abide by when they hire employees covered by the EA.
Part-timers who fall within the scope of the EA may also enjoy the protection of the EA through the Employment (Part-Time Employees) Regulations. Regulations are rules implemented by the relevant government ministry to give effect to the legislation.
If the EA applies, then the employer must comply with the applicable obligations imposed on employers under the EA and provide terms which are no less favourable than those in the EA. If a clause in the employment contract is less favourable than that in the EA, then that clause will be null and void and the relevant provision in the EA will be applied instead.
For example, the payment of salary has to be made at least once a month, and all salary component must be paid within 7 days after the end of the salary period. It will be a breach of the employer’s obligation regardless of what the employment contract says, if the employee is protected under the EA.
Besides the EA, other pieces of legislation also affect the employment contract. The Child Development Co-Savings Act stipulates obligations on employers regarding maternity leave and maternity pay. The Central Provident Fund Act mandates that companies have to contribute to the CPF accounts of their employees. These are obligations that the employer cannot contract out of.
The Common Law
Aside from employer obligations from the legislation highlighted above, employers also have common law duties.
For example, employers owe a basic duty of trust and confidence to the employee. This duty requires the employer not to, without reasonable and proper cause, conduct himself in a manner that may destroy or damage the relationship of confidence and trust between him and the employee.
- How to Hire Remote Employees for Your Singapore Company
- Letter of Consent in Singapore: Eligibility and How to Apply
- Employment for the Disabled in Singapore: Laws and Schemes
- Overview of Employment Law in Singapore
- How to Hire Employees in Singapore: Step-by-Step Guide
- What is the Minimum Legal Age for Working in Singapore?
- How to Hire Foreign Workers in Singapore
- Work From Home Policy: Things to Consider & How to Write One
- Preparing an Employee Stock Option Plan (ESOP) in Singapore
- Guide to Re-Employment and Retirement in Singapore
- Guide to Maternity Leave for Expecting Mothers in Singapore
- The Expecting Father's Guide to Paternity Leave in Singapore
- Can Muslims Legally Wear the Tudung at Work in Singapore?
- How to Issue Payslips to Your Employees in Singapore
- Code of Practice for Workplace Safety & Health: What Employers Should Know
- An Employer’s Guide to Reimbursement of Expenses and Claims
- Mental Health Policies for Singapore Workplaces (Tripartite Advisory)
- Work-Life Balance Laws and Policies in Singapore: A Guide
- Progressive Wage Model: Minimum Wage Laws in Singapore
- CPF-Payable Contributions in Singapore: A Guide for Employers
- A Guide to Company Leave Entitlements in Singapore
- Sick Leave Entitlements for Employees in Singapore
- What is the Difference Between Wages, Salaries and Remuneration?
- Ex Gratia Payments: What are They & When do Employers Pay Them?
- Who is Covered Under the Singapore Employment Act?
- Employment Rights of Interns and Trainees in Singapore
- Employee Salary: Calculations, Deductions, Unpaid Salary & More
- CPF Contribution of Employees and Employers, Rates & More
- Can Your Boss Ask You to Work on a Public Holiday in Singapore?
- How to Write a Fair and Accurate Employee Reference Letter
- What is the employer's golden rule in the prevention of workplace injuries?
- Is it sufficient for employers to follow industrial wide practices for employee safety measures?
- Every Parent’s Guide to Childcare Leave in Singapore
- Death of an Employee in Singapore: What Should Employers Do?
- Are Codes of Conduct Legally Binding in Singapore?
- Morality Clauses in Contracts: What is Considered a Breach?
- Employment Bond: What is It & Can It be Enforced in Singapore?
- Contracts OF Service vs Contracts FOR Service in Singapore: What’s the Difference?
- Is Your Non-Compete Clause Enforceable in Singapore?
- What are Non-Solicitation Clauses? Are They Enforceable in Singapore?
- Must You Pay Liquidated Damages to Terminate Your Contract?
- What Happens at the Termination of Employment?
- Retrenchment in Singapore: Employer Obligations
- What to Know About Resigning from Your Singapore Job
- When Should Singapore Employers Use a Deed of Release?
- Blacklisting an Employee in Singapore: Is It Legal?
- What Happens at the Termination of Employment in Singapore?
- Retrenched in Singapore? Know Your Employee Rights
- Handling Employee Misconduct at the Workplace in Singapore
- Victim of Workplace Abuse in Singapore: What to Do
- 6 Common Employment Disputes & What You Can Do
- Help! My Job Offer Got Rescinded, What Can I Do?
- Can My Employer Cut My Pay if I Choose to Work From Home?
- Where to Get Help for an Employment Dispute in Singapore
- Guide to Choosing a Good Employment Lawyer in Singapore
- Unfair Dismissal From Your Singapore Job: What to Do
- All You Need to Know About the Employment Claims Tribunals
- How to Claim Compensation for an Occupational Disease in Singapore
- Discriminatory Hiring: Penalties Against Employers in Singapore