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Browse our 1 legal article about Employment & Labor in Singapore written by expert lawyers.
Employment and Labor Law in Singapore is designed to balance the interests of employers and employees, ensuring fairness and providing a framework for resolving disputes. Governed primarily by the Employment Act, these laws cover various aspects such as working conditions, salaries, welfare, and rights of employees. The legal landscape is also shaped by guidelines from organizations like the Ministry of Manpower (MOM), providing a structured approach to employment relationships and ensuring labor market stability.
Individuals and companies may require legal advice in Employment & Labor Law for several reasons. For employees, issues like unfair dismissal, discrimination, salary disputes, and workplace harassment are commonplace. On the flip side, employers may seek legal counsel to ensure compliance with the Employment Act, draft employment contracts, manage employee grievances, or navigate complex issues such as restructuring and termination processes. In these situations, legal expertise can help clarify rights and obligations, ensure compliance, and protect the interests of all parties involved.
In Singapore, the Employment Act is the main legislation governing employment relations. Key aspects of the Act include:
The Employment Act stipulates a maximum of 44 hours in a work week, with provisions for overtime compensation.
No, the Employment Act does not cover seafarers, domestic workers, and certain categories of executives and managerial employees.
Yes, but only in cases of misconduct, where the termination is justifiable. Otherwise, adequate notice or salary in lieu of notice must be provided.
Salary deductions must be authorised by the employee, except for statutory deductions like income tax contributions or CPF.
Eligible employees are entitled to 16 weeks of maternity leave under the Child Development Co-Savings Act, subject to certain conditions.
Workplace harassment is addressed through company policies, and the Protection from Harassment Act offers civil remedies in severe cases.
Employees covered by the Employment Act must consent to overtime work and are entitled to overtime pay.
No, Singapore does not have a national minimum wage. Salaries are determined by market rates and individual negotiations.
The Ministry of Manpower regulates labor policies, ensures compliance with employment laws, and provides resources for employers and employees.
Disputes can be resolved through mediation at associations like the Tripartite Alliance for Dispute Management or adjudication at the Employment Claims Tribunals.
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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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