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Alexandra, Singapore Attorneys in related practice areas.
The field of Employment & Labor law in Alexandra, Singapore is framed by multiple key statutes. Some common facets of the law include legalities surrounding employment contracts, wages, working hours, employee benefits, discrimination, and workplace safety. These laws are designed to provide a fair and safe working environment for employees while also securing the rights of employers, and they are enforced by several governmental bodies.
Obtaining legal assistance may be necessary in a range of situations. For instance, if you believe you’ve been wrongfully dismissed or discriminated against at your workplace; if you're facing issues related to wages, benefits, or working hours; or if you have concerns about workplace safety or harassment. In all these cases, a lawyer can guide you by interpreting laws, offering valuable advice, representing you during legal proceedings, and helping you understand your rights and obligations as per the Singaporean employment law.
Local labor laws in Alexandra, Singapore, are governed by the Employment Act, the Central Provident Fund Act, the Work Injury Compensation Act, and the Industrial Relations Act, among others. Key areas of interest include aspects such as contract of service, payment of salary, and overtime payment rules that employees should be cognizant of. The Employment Act is particularly significant as it covers terms and conditions of employment and the rights and duties of both employers and employees.
According to the MOM guidelines in Singapore, wrongful dismissal can take place if an employer terminates an employee with the intention of depriving them of benefits, or if the dismissal was discriminatory in nature.
Yes, the Protection from Harassment Act (POHA) in Singapore provides for remedies against harassment and related anti-social behaviour, which includes workplace harassment.
As per the Employment Act, an employee can’t be made to work over 44 hours in a week. Work beyond this limit is considered overtime, for which the employee should receive at least one and a half times the hourly basic rate of pay.
If an employer fails to contribute to the CPF accounts of eligible employees, it’s considered an offense. Employees have the right to report such employers to the CPF Board.
The number of annual leave days that one is entitled to as an employee in Singapore is dependent on the terms of the employment contract and is generally proportionate to one's length of service at the organisation.
For additional resources, you may want to contact the Ministry of Manpower (MOM) or seek help from organisations like the National Trades Union Congress (NTUC) or the Singapore National Employers Federation (SNEF). Resources are available both online and offline to understand your rights and obligations under local labor law.
If you feel that you may need legal advice, the recommended next step is to find a lawyer specializing in Employment & Labor law in Singapore. Ensure your lawyer is registered with the Law Society of Singapore and has a thorough knowledge and understanding of the local laws. Prepare all relevant employment documents and be ready to discuss in detail the issues you are facing for an effective consultation.
