About Employment Rights Law in Singapore
Employment rights law in Singapore is designed to protect both employees and employers, ensuring fair treatment, workplace safety, and dispute resolution. The primary legislation governing employment rights is the Employment Act, which covers basic terms and conditions of employment. This legislation applies to both local and foreign employees, except for those in managerial and executive roles who earn above a certain threshold. Key areas addressed by employment rights law include working hours, overtime pay, maternity benefits, salary payment, termination, and protection against wrongful dismissal.
Why You May Need a Lawyer
There are several scenarios where individuals may seek legal advice regarding employment rights in Singapore. Some common situations include disputes over employment contracts, wrongful termination, discrimination in the workplace, unpaid salaries or benefits, and breaches of employment agreements. A lawyer can provide legal expertise to navigate these situations, offer mediation services, or represent you in disputes to ensure your rights are upheld.
Local Laws Overview
The Employment Act is the key piece of legislation governing employment rights in Singapore. It stipulates various provisions that protect employee rights, such as:
- Rest days, hours of work, and overtime: Employees are entitled to one rest day per week and should not work more than 44 hours per week.
- Annual leave: Employees are eligible for paid annual leave of at least 7 days after completing one year of service, increasing with years of service.
- Maternity and paternity leave: Female employees are entitled to 16 weeks of maternity leave, while eligible fathers may claim 2 weeks of paternity leave.
- Public holidays: Employees are entitled to 11 paid public holidays annually.
- Protection against wrongful dismissal: Ensures employees are not terminated without just cause or excuse.
Frequently Asked Questions
What is the minimum wage in Singapore?
Singapore does not have a general minimum wage law. Wages are typically determined by market forces. However, certain sectors, such as cleaning and security, have a mandated Progressive Wage Model to ensure fair wages.
Am I covered under the Employment Act?
The Employment Act covers all employees in Singapore except for those in managerial or executive positions earning more than S$4,500 per month, seafarers, domestic workers, and public servants.
How do I resolve a salary dispute with my employer?
You can file a claim with the Tripartite Alliance for Dispute Management (TADM) for mediation. If unresolved, the case may be referred to the Employment Claims Tribunals.
Can my employer change my employment contract terms without my consent?
No, any changes to the terms of your employment contract require mutual consent and should be documented in writing.
What should I do if I face wrongful dismissal?
If you believe you have been wrongfully dismissed, you can file a claim with TADM within one month of dismissal for assistance.
How much notice must I give or receive for termination?
The notice period is stipulated in the employment contract. In the absence of a contractual agreement, the notice period is determined by the length of service, usually ranging from 1 day to 4 weeks.
Can my employer require me to work overtime?
Yes, but the Employment Act requires that employees be paid at least 1.5 times the hourly basic rate for overtime work, if they fall under Part IV of the act.
Is my employer allowed to terminate my contract during maternity leave?
No, termination during maternity leave without sufficient cause is considered unlawful. Employees can seek redress through TADM.
What public holidays am I entitled to?
You are entitled to 11 paid public holidays each year, as stipulated by the Ministry of Manpower.
How is the annual leave entitlement calculated?
Annual leave is calculated based on your years of service with the company. Employees earn a minimum of 7 days of annual leave after one year of work, which increases progressively.
Additional Resources
For further information or assistance regarding employment rights in Singapore, consider reaching out to these resources:
- Ministry of Manpower (MOM): Offers comprehensive information on employment practices and rights.
- Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP): Provides advice on fair employment practices.
- Tripartite Alliance for Dispute Management (TADM): Offers mediation services for employment disputes.
- Employment Claims Tribunals (ECT): Handles unresolved employment disputes following TADM mediation.
Next Steps
If you find yourself in need of legal assistance regarding employment rights in Singapore, start by gathering all relevant documents related to your employment, including your employment contract, payslips, and any correspondence with your employer. Consider consulting with a lawyer specializing in employment law for tailored advice and representation. You can also reach out to TADM for mediation services as a first step in resolving disputes amicably. If necessary, pursue formal proceedings through the Employment Claims Tribunals.
Lawzana helps you find the best lawyers and law firms in Singapore through a curated and pre-screened list of qualified legal professionals. Our platform offers rankings and detailed profiles of attorneys and law firms, allowing you to compare based on practice areas, including Employment Rights, experience, and client feedback.
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.
Get a quote from top-rated law firms in Singapore - quickly, securely, and without unnecessary hassle.
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.
We disclaim all liability for actions taken or not taken based on the content of this page. If you believe any information is incorrect or outdated, please
contact us, and we will review and update it where appropriate.
