The Employment Act defines the statutory labor rights and obligations for most employees in Singapore. For the purposes of this act, an employee is defined as a person who works under a contract of service with an employer.
Anyone employed in a managerial or executive position who earns over $4500 a month is exempt from this act. If they earn less than this, they have access to some limited entitlements under the act regarding payment of salary.
Replicon offers a default, configurable pay rule that allows you to easily meet Singapore labor law requirements that apply at the national level. Note that our out-of-the-box solution doesn’t cover regulations defined by collective bargaining agreements.
Normal working hours
Under Part IV of the Employment Act, the standard length of a work day is generally eight hours. Exceptions exist which allow for extending the duration of the work day.
Under Part IV of the Employment Act, employee must not be required to work more than six consecutive hours without a break. But, if the employee is engaged in work that must be carried on continuously, this may stretch up to eight hours, after which they are entitled to a break of at least 45 minutes.
Under Part IV of the Employment Act, overtime is limited to 72 hours per month, and paid at 150 percent of the normal hourly rate.
A pregnant worker cannot be required to work between 11:00 p.m. and 6:00 a.m. without her consent and a letter from her doctor certifying that she is fit.
Work on rest days
Part IV of the Employment Act provides for a rest day without pay, which may be Sunday or another day as determined by the employer. The employer must prepare a schedule before the beginning of the month in which the rest days fall, informing employees of the employer-appointed rest days.
Employees may be compelled to work on a rest day unless the nature of the work requires it to be carried out continuously by a succession of shifts. Any disputes regarding work on rest days may be brought to the Commissioner for Labour.
Pay for work performed on rest days
For work performed on a rest day at the employee's request, the employee must be paid:
For work performed on a rest day at the employer's request, the employee must be paid:
If an employee covered by the Employment Act is required by the employer to work on a holiday, the employer must pay an extra day's salary at the basic rate of pay for one day's work in addition to the gross rate of pay for that day.