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Browse our 1 legal article about Employer in Singapore written by expert lawyers.
Employer law in City Hall, Singapore revolves around the regulation of employer-employee relationships, ensuring they are just, fair and in compliance with Singaporean employment laws. The law entails all facets of employment, including recruitment, termination, workplace safety, fair treatment, salary disputes, and more. It is firmly underpinned by key legislations such as the Employment Act, Employment (Part-Time Employees) Regulations and the Child Development Co-Savings Act.
Employer law matters can be complex. Engaging a lawyer can help provide clarity on evolving issues such as termination or redundancy, salary disputes, understanding Singapore's flexible work arrangement policies, dealing with allegations of discrimination, or workplace misconduct. A lawyer can offer legal guidance and operational advice to mitigate risks and protects your interests.
At a glance, Singapore's employer laws are embodied in the Employment Act, which is the main legislation governing employee rights in Singapore. It stipulates statutory minimum terms and conditions of employment, protections for employees, and conflict resolution between employers and employees. Other relevant laws include the Workplace Safety and Health Act covers the safety and health of all individuals at work, and the Employment of Foreign Manpower Act, which regulates employment of foreign employees.
The Singapore Employment Act covers every employee under a contract of service with an employer, except managers or executives with a monthly basic salary of more than SGD4,500 and seafarers, domestic workers and public servants.
All employers have a legal obligation under the Workplace Safety and Health Act to take reasonably practicable measures to ensure the safety and health of their employees while at work.
Under the Employment Act, an employer can only terminate an employment contract without notice in limited circumstances, such as misconduct by the employee. In other cases, notice is mandatory or a payment made in lieu of notice.
Yes, a foreigner can be an employer in Singapore, but the employment of foreign employees is subject to restrictions and may require approvals from the authorities, notably under the Employment of Foreign Manpower Act.
Yes, part-time employees are covered under the Employment (Part-Time Employees) Regulations, which sets out specific details on their hours of work, salary calculations, and rest days among other entitlements.
The Ministry of Manpower (MOM) website offers comprehensive information on employment practices and workplace safety health regulations. The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) provides useful guidance to employers on fair employment practices.
If you are in need of legal assistance relating to Employer Law in City Hall, Singapore, you should engage a lawyer specialized in employment law. They can provide you with concrete advice, tailored to your situation and based on their in-depth understanding of Singapore's intricate employer law landscape.
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Each profile includes a description of the firm's areas of practice, client reviews, team members and partners, year of establishment, spoken languages, office locations, contact information, social media presence, and any published articles or resources. Most firms on our platform speak English and are experienced in both local and international legal matters.
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Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
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