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.

Basic Eligibility for Adoption in Singapore

To adopt a child in Singapore, you must:

• Be at least 25 years old
  
• Be at least 21 years older than the child you wish to adopt
• Be a Singapore Citizen or Permanent Resident (at least one applicant in a joint application must meet this requirement)

Types of Special Adoption Cases

1. Adoption of a Biological Child

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:

• The biological mother typically applies as a sole applicant.
• Consent should generally be obtained from the biological father, even if his name does not appear on the child’s birth certificate.

2. Adoption of a Stepchild

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:

• The stepparent usually applies as a sole applicant.
• Consent from the biological parent (if still alive and retaining parental rights) is required.

3. Adoption of a Niece or Nephew

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:

• The application can be made either individually or jointly with a spouse.
• Consent from the biological parents is generally required.

4. Adoption of an Unrelated Child (Private Adoption)

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:

• Applicants may apply either as a sole or joint applicant.
• They should attend mandatory pre-adoption briefings and undergo a home study assessment.
• Consent from the biological parents is typically necessary.

5. Adoption of a Child in State Care

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:

• Applicants can apply alone or jointly.
• A comprehensive home study is conducted by an MSF-appointed agency.
• The adoption process is usually facilitated through the Ministry or authorised agencies.

6. Adoption of a Foreign Child

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:

• A Home Study Report (HSR) is mandatory, even if the adoption involves a relative.
• Applicants must comply with Singapore’s adoption laws as well as the legal requirements of the child’s home country.
• In most cases, the process involves coordination with the Immigration and Checkpoints Authority (ICA) and MSF.
• To bring the child into Singapore before adoption, a Dependant’s Pass or other relevant visa is required.

How To Get Started

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.

Understanding Fair Hiring Practices in Singapore

Employers in Singapore are encouraged to adopt fair and merit-based hiring processes in compliance with the Tripartite Guidelines on Fair Employment Practices (TGFEP).

What is the 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.

1. Recruitment based on Merit
   Select and hire employees based on merit (skills, experience, or ability etc.), irrespective of age, race, gender, religion, marital status and family responsibilities, or disability.
2. Respect for employees
   Treat employees with fairness and respect, with updated HR systems.
3. Provide equal opportunities
   Fair opportunities for employees to harness their strengths in training and development.
4. Reward fairly
   Fair rewards for ability, performance, contribution and experience.
5. Comply with labour laws
   Adopt TGFEP and observe labour laws.

Key Employment Contract Clauses to Review

Before signing a job offer, employees should carefully review the employment contract for:

• Job scope and responsibilities
  
• Salary and benefits
  
• Working hours and leave entitlements
  
• Probation period and termination notice
  
• Non-compete or confidentiality clauses

Understanding the legal age of work in Singapore 

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.

Restrictions under the Employment of Children and Young Persons Regulations

• Work in industrial settings

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. 

• Work conditions that could cause injury 

• Work that requires interacting with moving machinery 

• Work that requires close proximity to inadequately insulated, live electrical equipment 

• Underground work

Permitted hours for manual labour 

Children and young persons are not allowed to work 

• Between 11pm to 6am
• On their rest days, without permission from the Commissioner for Labour

Children are allowed to work

• Up to 3 hours straight, with minimum 30 minutes break
• Up to 6 hours a day, including school time 

Young Persons are allowed to work

• Up to 4 hours a day, with minimum 30 minutes break
• Up to 7 hours a day, including school time

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.

What is Workplace Harassment?

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:

• Threats
• Abusive or insulting comments or non-verbal gestures
• Cyber-bullying
• Sexual harassment
• Stalking

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.

What is Workplace Discrimination?

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:

• Age
• Nationality
• Sex, marital status, pregnancy status, and caregiving responsibilities
• Race, religion, and language
• Disability and mental health conditions

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?

Laws Protecting Employees in Singapore

1. Protection from Harassment Act (POHA)

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:

• Causing harassment, alarm, or distress
• Causing fear or provocation of violence
• Unlawful stalking
• Doxxing (publishing private information to cause harm)

Penalties:
First-time offenders face up to a $5,000 fine, six months’ imprisonment, or both.
Repeat offenders face double penalties.

2. Workplace Fairness Act (WFA)

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:

• Prohibit discriminatory practices in hiring, promotions, and dismissal
• Establish fair grievance-handling procedures
• Prevent retaliation against employees who report discrimination

This law reinforces the importance of fair treatment and further protects employees from bias based on age, gender, nationality, and other protected characteristics.

What Should You Do if You Experience Workplace Harassment or Discrimination?

Should Your Employer Be Involved? 

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.

What If Your Employer Cannot Resolve the Issue?

If internal resolution fails, or if your employer is part of the problem, the next step is to seek legal assistance.

Why Consult a Lawyer?

✔ 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.

Who is Covered Under the Employment Act?

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:

• Seafarers
• Domestic workers
• Statutory board employees or civil servants

Terminating an Employment Contract in Singapore

Terminating with notice 

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:

• Less than 26 weeks: 1 day’s notice
• 26 weeks to less than 2 years: 1 week’s notice
• 2 years to less than 5 years: 2 weeks’ notice
• 5 years or more: 4 weeks’ notice

Terminating Without Notice

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:

• One party breaches the contract
• The employee is absent for over 2 days without valid reason or informing the employer
• Salary is not paid within 7 days of being due

Immediate Dismissal for Misconduct 

An employer may dismiss an employee without notice for misconduct (after due inquiry).

Instead of dismissal, they may also:

• Demote the employee
• Suspend the employee (without pay) for up to 1 week

*However, employees dismissed unfairly can file a claim for reinstatement or compensation.

Salary and Payment Guidelines Under the Employment Act

Salary Payment Periods:

Employers can set salary periods (e.g. monthly), but they must not exceed 1 month from the last salary payment.

Time of Salary Payment:

• Salary must be paid within 7 days after the end of the salary period.
• Overtime (OT) pay must be paid within 14 days.

On termination, all salary due must be paid on the last day of employment or within 3 days after employment ends.

Deductions: 

Employers cannot make deductions unless allowed by the EA.

Who Gets Extra Protection?

Under Part 4 of the EA, extra protections apply to:

• Workmen earning up to  SGD $4,500/month
• Non-workmen earning up to SGD $2,600/month

These protections include rest days, hours of work, overtime pay, retrenchment and retirement benefits.

Employee Benefits and Leave Entitlements in Singapore (As of 2025)

Statutory Leave:

Employees are entitled to statutory leave such as:

• Maternity & Paternity Leave
• Childcare Leave (including extended childcare leave)
• Sick leave
• National Service leave

Non-Statutory Leave 

Some companies offer discretionary leave such as:

• Birthday leave
• Study/exam leave
• Bereavement leave
• Mental health day
• Sabbatical leave

Government-Paid Parental Benefits: 

• Maternity Leave: Up to 16 weeks
• Paternity Leave: 2 weeks
• Adoption Leave: 12 weeks

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.

Flexible Work Arrangements (FWAs) in Singapore 

Employees can now formally request FWAs under Tripartite Guidelines, including:

• Compressed work schedules
• Flexi-hours or flexi-shifts
• Custom workdays and creative scheduling

Employers must review and respond to these requests fairly.

Need Help or Facing Employment Issues? 

Who to reach out to:

• Ministry of Manpower (MOM): Employment Act (EA) violations, Work Injury Compensation Act (WICA)
• Tripartite Alliance for Dispute Management (TADM): Advisory, mediation, dispute resolution (e.g. salary issues, wrongful dismissal)
• Employment Claims Tribunal (ECT): If TADM mediation was unsuccessful, ECT resolves matters regarding salary and wrongful dismissal
• Tripartite Mediation Framework (TMF) (NTUC Union): Salary and retrenchment payments/ benefits, employment benefits, breach of contract by employers, wrongful dismissal 
• Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP): Workplace discrimination and/or harassment 

Civil Courts: Work injury compensation, workplace harassment

Need legal guidance?
Contact our experienced employment lawyers for a confidential consultation today.