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Employer law in Raffles Place, Singapore, addresses employment-related issues that range from recruitment procedures, wages and benefits, working hours, to termination of contracts and dispute resolution. Singapore's employer law is influenced by a blend of legislation, common law and regulatory guidelines, aiming to balance the rights and obligations of both employer and employee.
In scenarios where conflicts arise, often an in-depth understanding of legal procedures is required. Situations such as wrongful termination, workplace harassment, issues related to workmen compensation, disputes over wages, benefits or employment contracts' terms, are instances when you may require legal help with employer law. A professional lawyer can help provide insight, represent your case, and navigate you through the complicated legal dilemmas.
The major legislation pertaining to employment issues in Singapore is the Employment Act (EA), which offers a framework governing the relations between employers and employees. It mainly covers terms of employment, pays & conditions of service, complaint proceedings and also outlines employers' responsibilities and obligations. Please note, however, that the EA does not apply to everyone, for instance, seamen, domestic workers, and most managerial or executive positions are excluded.
A wrongful termination claim could be made when an employee is dismissed from his/her job in violation of any terms in the employment contract, or the relevant provisions in the Employment Act.
Any unwelcome act or behaviour like making sexually coloured remarks, physical contact and advances, showing pornography, or making demeaning or offensive jokes can be classified as workplace harassment.
The employer determines wages and working hours of employees, but certain minimum standards are laid out by the EA. For example, employees cannot be required to work more than 44 hours per week.
Yes. However, the employer must have the proper work permits or the employment pass. These permits depend upon certain criteria like qualifications, job type and the workers' nationality.
In Singapore, under the Child Development Co-Savings Act, maternity leave is applicable with certain criteria. It applies to all parents of Singapore Citizen children, with eligibility to 16 weeks if certain criteria are met.
Additional resources for gaining more insights on employer law in Singapore include the Ministry of Manpower (MOM), Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), and National Trades Union Congress (NTUC). These organizations frequently publish updates on changes in employment legislation and guidelines.
If you need legal assistance with employer law in Singapore, start by seeking professional legal advice. Lawyers specializing in employment law can provide the required guidance and represent you, if necessary. Further, also consider engaging in mediation or alternative dispute resolution methods that can often lead to agreeable outcomes for both parties.
