Imagine signing up for a gym package because it says “no hidden fees” – only to be hit with surprise charges. Or buying a brand-new phone that turns out to be a refurbished set.
The Consumer Protection (Fair Trading) Act (CPFTA) is Singapore’s safeguard against situations like these. It spells out what counts as unfair business practices and gives consumers the right to seek redress.
A supplier is acting unfairly if they:
In short: if a business tries to trick, pressure, or take advantage of you, it could fall under an unfair practice.
If you’ve experienced an unfair practice, here’s what you can do:
Example:
You’re claiming $35,000. You may choose to abandon $5,000 and proceed with a $30,000 claim in the Tribunal. But once you do, you cannot chase the extra $5,000 later.
Don’t wait too long! You must file your claim within 2 years of either:
(Whichever is later)
Don’t wait too long! You must file your claim within 2 years of either:
(Whichever is later)
Claim Amount
Where to Go
What It Means
≤ $30,000
Small Claims Tribunal
Claim directly under CPFTA
> $30,000
Higher Court
Tribunal cannot hear your case
> $30,000 (but abandon excess)
Small Claims Tribunal
Claim capped at $30,000, extra amount forfeited
The CPFTA isn’t just another piece of legislation – it’s there to protect you in your everyday transactions.
With CPFTA knowledge, you can:
If you think you’ve been misled or treated unfairly, don’t ignore it. Act quickly, and if your claim is close to or above the $30,000 limit, speak to a lawyer to understand your best options.
Our legal team is here to help you navigate every step of the process.
Thinking about taking your business global?
Overseas markets present exciting new opportunities, but such ventures come with risks and what may potentially be a legal minefield.
When starting a business in Singapore, it is important to know the different business structures available and decide on the one that best fits your needs. Here are some things to consider:
Global business operations are governed by a labyrinth of laws and regulations that vary significantly from one jurisdiction to another. Understanding the legal landscape of your target market is essential before expansion takes place:
Each country has its own rules and regulations, affecting everything from business registration to taxation and labour laws.
Businesses must understand tariffs, trade barriers, and international trade agreements are essential for smooth operations and competitive pricing.
You will also need to comply with various international standards, including environmental protocols and anti-corruption laws.
Non-compliance can lead to serious penalties – from financial penalties to disrupted operations and reputational damage. Legal due diligence and strategic planning is essential for success.
Setting up a legal and operational business structure that aligns with local regulations is crucial.
Choosing the right type of business entity (e.g., sole proprietorship, partnership, limited partnership) is critical. Each option has its own legal, tax, and operational implications.
Intellectual property (IP) is often among a company’s most valuable assets. Ensure your IP rights are protected in every country your business is in:
Cross-border deals rely heavily on airtight legal contracts. They must be carefully drafted to address:
As businesses collect and process increasing amounts of data globally, compliance with data protection and privacy laws becomes more challenging but crucial.
The complexities of international expansion requires the guidance of expert legal counsel. Specialists in international business law can provide invaluable advice on structuring your expansion, navigating legal hurdles, and ensuring compliance across all aspects of your operations.
As a new entrant into a foreign market, you may not be as familiar with the local regulatory landscape as you may be back home, and this problem is compounded as laws and regulations constantly evolve.
The best way around this is to seek the advice of local counsel who are well versed in the relevant areas of the law – LP Law Corporation’s global network allows for a seamless connection with our regional offices and to provide the contextualised advice that you need to set up here in Singapore.
By understanding and addressing the key legal considerations outlined in this guide, businesses can position themselves for successful global growth. Proactive legal planning and consultation are important, especially when countering the intricacies of expanding internationally.
Ready to take your business across borders? Let our team guide you through the legal landscape with clarity and confidence. Reach out to us today for tailored advice and trusted expertise that supports your global ambitions.
60 years ago, Singapore stood on the cusp of independence; a small island, rich in ambition but uncertain of its future. Among the many systems that needed building from scratch, one stood out for its importance and complexity: the legal system. Today, Singapore’s legal framework is internationally respected for its efficiency, integrity, and innovation.
Let’s take a walk through time to see how far we’ve come.
The roots of Singapore’s legal system date back to the early 19th century, under British colonial rule. Justice was modelled after English common law, and administered by British judges.
The Attorney-General’s Department (AGD) was established with the transfer of the Straits Settlements to the British. Sir Thomas Braddell was appointed as the first Attorney-General of the Straits Settlements. In 1875, Singapore’s first Bar Committee was formed.
The Japanese Occupation (1942–1945) shook every pillar of society, including the law. British legal systems were suspended. Japanese military tribunals took over, and the rule of law was replaced with martial control.
When the war ended, Singapore’s legal system had to be re-legitimised. War crimes trials began. Confidence in justice had to be restored. Amid the ruins lies the foundations for a more sovereign and localised identity.
In the late 1950s, Singapore’s political tide turned. With self-governance in 1959 and full independence in 1965, Singapore no longer inherited laws but began to write its own.
This era saw an explosion of legislation tailored for a rapidly modernising society: public order, trade, housing, education, and justice.
Legal practice transformed overnight. Lawyers no longer served just colonial clients but were now advocates in a new democracy, helping shape a young nation’s identity.
One of the boldest legal reforms came in 1970, when Singapore abolished the jury system. Juries were seen as inefficient, potentially biased, and less suited for a multi-racial, rapidly developing society.
In its place, a professional judge-led system emerged, which aligned with Singapore’s meritocratic ethos.
The formation of the Law Society of Singapore in 1967 provided lawyers with a formal voice. Over time, its role expanded to not just regulating lawyers, but speaking up on legal policy, access to justice, and the profession’s ethical responsibilities.
Dialogue between the Bar and the state became essential in shaping a responsive, resilient legal culture.
In 1985, the launch of the Criminal Legal Aid Scheme (CLAS) signalled a quiet revolution. No longer was justice reserved for those who could afford it. CLAS provided accused persons, often from vulnerable backgrounds, with access to legal defence.
Today, it remains a cornerstone of Singapore’s access-to-justice efforts, with government support and hundreds of lawyers volunteering their time to uphold the principle that everyone deserves a fair trial.
In the 1990s, the legal profession stepped boldly into the digital age. The Caesar system, a cutting-edge legal database at the time, gave way to LawNet, now the essential portal for legal research, case law, and e-litigation.
The shift represented the era of information and digitalisation, where a profession once bound by paper and precedent now embraced speed, access, and digital literacy.
Lawyers across Singapore now regularly volunteer at legal clinics, assist low-income litigants, and support NGOs, all under the umbrella of the Law Society Pro Bono Services initiative.
At 60, Singapore’s legal system is mature, confident, and forward-looking. But the journey continues. The future of law will grapple with:
Whatever comes next, one thing is clear: Singapore’s legal system will meet it with the same spirit that has defined the country in the last 60 years – innovation, tenacity, and dedication to progress.
Before working in Singapore, it is important to ensure you hold a valid work pass (also known as a work visa). Understanding the eligibility criteria for each pass type is essential, as each category serves different purposes and has unique requirements.
Employment Pass (EP)
Foreign professionals, managers, and executives
Meet both:
1. Minimum qualifying salary based on age and sector:
(New applications from 1 Jan 2025, renewals from 1 Jan 2026)
Non-financial: S$5,600 – S$10,700
Financial: S$6,200 – S$11,800
2. Pass the COMPASS assessment (unless exempted).
Learn more about COMPASS.
EntrePass
Foreign entrepreneurs
1. Register a private limited company with ACRA (min. 30% shareholding)
2. Meet at least one of the following:
Personalised Employment Pass (PEP)
High-earning EP holders or overseas foreign professionals
Min. salary S$22500/month, adjusted to the top 10% of EP holders.
Overseas Networks & Expertise Pass (ONE Pass)
Top-tier talents
Meet the criteria in your chosen category:
1. Earned a fixed salary of min. S$30,000/mth
2. Worked for an established company overseas
S Pass
Mid-level skilled workers
For foreign employees with a job offer in Singapore and reaches required salary amounts.
Minimum qualifying salary is dependent on age and sector.
(New applicants from 1 Sep 2025, renewals from 1 Sep 2026)
Non-financial services: S$3,300 – S$4,800
Financial services: S$3,800 – S$5,650
Work Permit – Migrant Worker
Workers in construction, manufacturing, marine shipyard, process, services
No minimum salary, sector-specific requirements here
Work Permit – Domestic Worker
Migrant domestic workers
Work Permit – Confinement Nanny
Malaysian confinement nannies
Both employer and employee have criteria to meet.
Employer requirements:
Confinement nanny requirements:
Work Permit – Performing Artiste
Foreign performers in public entertainment; bars, discotheques, lounges, nightclubs, pubs, hotels, private clubs or restaurants
Employers should:
Employee eligibility:
Training Employment Pass
Students or trainees
To hire a:
Foreign student
Trainee
Work Holiday Pass – General
(Work Holiday Programme)
Students/ graduates
Work Holiday Pass – Australia/New Zealand
(Work Holiday Visa Programme)
Australian/ New Zealander students/ graduates
Training Work Permit
Semi-skilled or unskilled employees/ students
Employers can apply for:
*This list is not exhaustive. See here for more information on related passes for family members, as well as exemptions for work passes in Singapore.
With evolving policies and detailed documentation needs, navigating the processes can be challenging, especially for employers and foreign applicants unfamiliar with Singapore’s immigration framework.
Want to know more about your employment rights in Singapore?
🔗Here is an article on fair employment practices!
Becoming a legal adult comes with responsibilities, one of which is thinking ahead. While it may seem premature to consider estate planning in your 20s or 30s, the truth is that death can happen unexpectedly.
A will is not just for the elderly or the wealthy; it is an essential document that gives you control over your affairs, helps protect your loved ones, and ensures that your wishes are respected.
A will is a legally binding document that outlines how your assets should be distributed after your death. It also allows you to appoint someone you trust to manage your estate and care for any dependents you leave behind.
Without a will, your assets will be distributed according to Singapore’s Intestate Succession Act, which follows a fixed hierarchy of beneficiaries. This legal default may not reflect your true intentions, especially if you have:
Therefore, a will ensures your estate is passed on according to your wishes.
For a clear diagram on how your assets would be distributed via the Intestate Succession Act, click here.
When drafting a will, an executor has to be appointed; someone you trust to carry out your instructions. The executor is responsible for:
Without a will, the court will grant Letters of Administration to an administrator. This person may not be someone you would have chosen, potentially leading to delays, inefficiencies, or disputes.
See here for a breakdown of this process.
A will is crucial especially if you have children who are minors. It allows you to:
*Testamentary trust is one created in a will to provide for dependents, and only comes into effect after death
Without these provisions, the Family Court will decide who raises your children, and there may be uncertainty over how their financial needs are met.
In the absence of a will – misunderstandings, disagreements, and even lawsuits may arise. A properly drafted will:
Under the Wills Act, a valid will also reduce the likelihood of contested claims under the Inheritance (Family Provision) Act, which allows dependents to challenge the distribution of your estate if they feel inadequately provided for.
Not all assets are covered under your will. For instance:
A complete estate plan includes making the necessary nominations, trust arrangements, and will provisions to ensure your entire estate is distributed according to your intentions.
If you own a business, your passing could lead to serious disruptions. With a will, you can:
Speak to our wills and probate lawyers to ensure a comprehensive succession plan.
Under the Wills Act (Cap. 352), your will should meet the following conditions:
Failure to meet these requirements may result in your will being invalid, and your estate would be distributed under intestacy laws instead.
Drafting a will may not feel urgent, but it is one of the most responsible and loving things you could do. Whether you are a young working adult, a parent, or a business owner, a will offers peace of mind that your affairs will be handled as you intended.
Will-writing can be complex and difficult to navigate, contact our wills and probate lawyers to ensure your will is legally sound and clear.
Adoption in Singapore is governed by a clear legal framework under the Adoption of Children Act (ACA), and processed through the Family Justice Courts. While the standard process is well-defined, some adoptions fall under special categories with unique requirements and procedures.
To adopt a child in Singapore, you must:
This type of adoption arises typically when a child is born out of wedlock (i.e., is considered illegitimate), and the biological mother wishes to legitimise the child under the law. For reasons such as inheritance rights or nationality status.
How it works:
This scenario occurs when an individual is married to someone who already has a child from a previous relationship and wishes to legally recognise that child as their own.
How it works:
This applies when an individual seeks to adopt their sibling’s child.
Common reasons include the death, incapacity, or inability of the biological parents to care for the child.
How it works:
This type of adoption involves a child who is not biologically related to the adoptive party and not under state care.
For example, a friend’s child or through a private arrangement.
How it works:
This case involves adopting a child who is under the care of the state or the Ministry of Social and Family Development (MSF), usually due to abandonment, neglect, or the death of the biological parents.
How it works:
This applies to individuals who wish to adopt a child from overseas who is neither a Singapore citizen nor a permanent resident.
How it works:
Adoption in Singapore is a legal process overseen by the courts, and each application is evaluated on a case-by-case basis. The welfare and best interests of the child remain the paramount concern.
For the best chances and to ensure compliance, all prospective adoptive parents should consult with family lawyers for holistic guidance and support.
In this guide, we explore fair hiring practices in Singapore, aligned with the Tripartite Guidelines on Fair Employment Practices (TGFEP), and the legal employment age according to the Employment Act. We will also highlight essential clauses employees should review before signing a contract.
Employers in Singapore are encouraged to adopt fair and merit-based hiring processes in compliance with the Tripartite Guidelines on Fair Employment Practices (TGFEP).
The TGFEP is a set of guidelines jointly developed by the Ministry of Manpower (MOM), National Trades Union Congress (NTUC), and Singapore National Employers Federation (SNEF). It promotes responsible recruitment and employment practices in Singapore.
Fair employment practices are based on the 5 principles.
Before signing a job offer, employees should carefully review the employment contract for:
In Singapore, the legal age to work is regulated under the Employment Act Part VIII and the Employment of Children and Young Persons Regulations. The minimum age for employment is 13 years, but restrictions apply to employees aged 13 to 16.
Regulations for Child Employment in Singapore
Minimum Age for Work
• 13+ years: May perform light work (e.g., serving drinks, cleaning) in non-industrial settings.
• Family businesses: Children 13+ may work in industrial settings if only family members are employed.
• Under 15: Generally banned from industrial work or heavy labour.
Additional Restrictions (Under-16)
• No hazardous work (e.g., chemicals, dangerous machinery).
• Strict working hour limits (e.g., no late-night shifts).
• MOM may set minimum wages or ban specific jobs for young workers.
Employer & Parent Liability
• Employers hiring underage workers illegally face fines + jail time.
• Parents permitting prohibited work may also be fined/imprisoned.
Compliance Requirement
Employers in hazardous industries should consult MOM before hiring minors.
For children below 15 years – Unless working with family members
For young persons between 15 and 16 years of age – Unless MOM is notified and a medical report is submitted within 30 days of work.
Work in non-industrial settings are allowed, provided children under 15 years are limited to light duties.
Children and young persons are not allowed to work
Children are allowed to work
Young Persons are allowed to work
Understanding hiring practices in Singapore is essential for both employers and employees. With the Employment Act and Tripartite Guidelines on Fair Employment Practices in place, businesses can ensure compliance and ethical hiring practices, and employees gain better understanding and protection of their rights.
For any clarification or assistance, contact our experienced employment lawyers for a confidential consultation today.
As a global business hub, Singapore takes workplace discrimination and harassment very seriously. To ensure businesses thrive, it is essential to mitigate these issues and uphold a safe, fair, and inclusive work environment.
But what exactly constitutes workplace harassment and discrimination? And what can you do if you find yourself a victim? Let’s take a closer look.
Workplace harassment occurs when behaviour causes (or is likely to cause) distress, alarm, or discomfort to someone at work. It can take many forms, including:
Harassment is not limited to the office – it can happen during business trips, at client premises, over social media, or through text messages. Furthermore, workplace harassment is not restricted to managers and employees; it can involve co-workers, customers, contractors, interns, or even volunteers.
Workplace discrimination occurs when certain individuals or groups are treated unfairly based on characteristics that do not relate to job performance. Common examples include biased hiring, promotions, dismissal, or unequal access to training opportunities.
The Workplace Fairness Act (WFA) outlines five protected characteristics against discrimination:
Now that we understand what workplace harassment and discrimination look like, what measures are in place to protect employees, and how can you safeguard yourself?
The Protection from Harassment Act (POHA) was enacted in 2014 to guard against harassment and stalking (both online and offline). It covers offences such as:
Penalties:
First-time offenders face up to a $5,000 fine, six months’ imprisonment, or both.
Repeat offenders face double penalties.
The Workplace Fairness Act (WFA), passed in January 2024, strengthens protection against unfair treatment in the workplace. It complements existing workplace discrimination policies and requires employers to:
This law reinforces the importance of fair treatment and further protects employees from bias based on age, gender, nationality, and other protected characteristics.
Yes.
Employers play a key role in preventing and addressing workplace harassment. A common myth is that workplace disputes are personal matters – however, conflicts and tension impact productivity and morale, making it in the employer’s best interest to intervene and resolve such cases.
Employers should proactively implement:
✔ Clear anti-harassment and discrimination policies
✔ Internal reporting mechanisms
✔ Fair investigation procedures
✔ Training programmes to prevent misconduct
By fostering a safe and harmonious workplace, companies can minimise legal risks and improve employee well-being.
If internal resolution fails, or if your employer is part of the problem, the next step is to seek legal assistance.
✔ Legal Assessment: A lawyer can evaluate your case and determine if your rights have been violated.
✔ Documentation & Evidence: They assist in gathering proof, witness statements, and supporting documents.
✔ Filing Complaints: Lawyers can draft official complaints to TAFEP, MOM, or relevant authorities.
✔ Negotiation & Mediation: If a resolution can be reached without court proceedings, a lawyer can mediate discussions.
✔ Legal Action: If necessary, a lawyer can file a claim under POHA or WFA and represent you in legal proceedings.
If you encounter workplace discrimination or harassment, do not hesitate to take action. Consult a professional early to ensure you are taking the right steps before the situation escalates further.
Singapore’s laws provide strong protection against workplace harassment and discrimination, but enforcement relies on employees knowing their rights and employers taking action. If you are facing unfair treatment at work, do not remain silent – seek help and protect yourself.
Need legal guidance? Contact our experienced employment lawyers for a confidential consultation today.
Whether you are an employee or employer in Singapore, understanding your employment rights in Singapore under the Employment Act (EA) is essential. This guide provides a clear overview of your legal rights and obligations regarding termination, salary, employee benefits, leave entitlements, and dispute resolution in 2025.
The EA provides basic terms and conditions for work, for most employees in Singapore. An employee is someone working under a contract of service with an employer. However, the EA typically does not cover:
Either the employee or employer can choose to terminate the contract at any time by providing notice. The notice period must be the same for both parties and stated in the employment contract. If unspecified, the minimum notice period is as follows.
If you have worked:
Contracts can be ended without waiting out the notice period if the other party has been notified. However, notice-in-lieu has to be paid to the other party for the remaining notice period.
Contracts can also end immediately without notice if:
An employer may dismiss an employee without notice for misconduct (after due inquiry).
Instead of dismissal, they may also:
*However, employees dismissed unfairly can file a claim for reinstatement or compensation.
Employers can set salary periods (e.g. monthly), but they must not exceed 1 month from the last salary payment.
On termination, all salary due must be paid on the last day of employment or within 3 days after employment ends.
Employers cannot make deductions unless allowed by the EA.
Under Part 4 of the EA, extra protections apply to:
These protections include rest days, hours of work, overtime pay, retrenchment and retirement benefits.
Employees are entitled to statutory leave such as:
Some companies offer discretionary leave such as:
Shared Parental Leave: Up to 4 weeks of shared leave with spouse
As an employer in Singapore, it is important to be aware of the statutory leave entitlements that are required, by law, to be given to eligible employees. Non-statutory leaves are given at the company’s discretion.
For employees, it is also essential to understand the statutory leaves you are entitled to. If you wish to be eligible for non-statutory leaves, do remember to review your employment contracts.
Employees can now formally request FWAs under Tripartite Guidelines, including:
Employers must review and respond to these requests fairly.
Who to reach out to:
Civil Courts: Work injury compensation, workplace harassment