Understanding Employment Practices in Singapore

The Ministry of Manpower (MOM) in Singapore provides comprehensive guidance on employment practices that all employers and employees should be familiar with. Knowing what the Employment Act covers helps organisations maintain compliance and protect workers’ rights. This guide summarises key aspects of the Act—including work hours, rest days, leave entitlements, and employment contracts—to help you establish a fair and legally sound workplace. Understanding these practices not only minimizes legal risks but also contributes to better workforce relations. Whether you're revising HR policies or engaging staff, this introduction gives you a clear overview of the essential employment requirements as outlined by the MOM. For detailed official information, you can refer to MOM’s employment practices page.

The Employment Act forms the foundation for employment standards in Singapore, covering essential terms and conditions of work. It applies to most employees regardless of nationality or job level, though there are specific provisions for certain categories.

All employees must receive a written contract before starting work. It should clearly state job scope, salary, working hours, leave entitlements, and termination terms.

• Written Key Employment Terms (KETs) are mandatory.
• Contracts ensure transparency and reduce disputes.
• Employers should keep signed copies for recordkeeping.

Fair management of working hours supports employee well-being and productivity. The Act defines the maximum working hours and mandatory rest periods.

• Typical working hours: up to 44 hours per week.
• Overtime pay applies beyond contractual hours.
• One rest day per week is compulsory for eligible employees.

Proper leave management is a vital part of good employment practice. The Act outlines minimum leave entitlements for eligible employees.

• Annual leave starts from seven days after the first year of service, increasing with tenure.
• Employees are entitled to paid sick and hospitalisation leave.
• All public holidays are recognised with paid rest or time-off arrangements.

Employers must uphold fair treatment, ensure prompt payment of salaries, and provide safe working conditions. Employees, in turn, should observe company policies, perform duties responsibly, and respect workplace rules.

• Both parties benefit from mutual compliance with the law.
• Disputes can be referred to MOM or Tripartite Alliance agencies.
• Continuous communication supports harmonious relations.

Understanding and complying with Singapore’s employment practices fosters a balanced and lawful working environment. Employers who align with MOM guidelines demonstrate respect for their workforce and strengthen overall business credibility. Employees gain a clearer sense of their entitlements and duties, leading to greater job satisfaction and trust. By reviewing areas such as contracts, working hours, and leave regularly, organisations can ensure ongoing compliance with legislative changes. For the latest updates and detailed guidance, visit the Ministry of Manpower's Employment Practices page at https://www.mom.gov.sg/employment-practices to keep your workplace in line with best practices and statutory requirements.