Workplace bullying in Singapore is increasingly recognised as a serious issue that can affect employees’ mental well-being, job performance, and long-term career prospects. While some workplace conflict may be unavoidable, repeated mistreatment or abusive conduct can cross legal and organisational lines.
This article explains what counts as workplace bullying, toxic leadership and harassment, what employees can do, and how employers should respond responsibly.
Workplace bullying generally refers to repeated and unreasonable behaviour that creates a hostile, intimidating, humiliating, or offensive work environment.
Examples of workplace bullying include:
One-off disagreements or giving firm feedback do not usually amount to bullying. However, when there are repeated patterns that cause distress or harm, serious workplace and legal concerns surface.
One of the most common questions is whether a difficult boss is simply being strict, or whether their behaviour crosses into toxic leadership or harassment.
A strict manager may:
Such conduct is generally lawful if it is reasonable, work-related, and consistently applied, and does not involve personal attacks or intimidation.
Leadership becomes toxic when behaviour:
Workplace harassment can also include cyberbullying, stalking, and non-verbal gestures, with potential legal implications.
Employees experiencing workplace bullying or toxic leadership should take proactive and informed steps.
Keep clear records of incidents, including dates, times, witnesses, and any emails or messages that show repeated conduct. Documentation is often critical in internal investigations or legal processes.
Many organisations have grievance or whistleblowing procedures. Where appropriate, employees should raise concerns with:
While Singapore does not have a single statute dedicated solely to workplace bullying, employees may have protections under various legal and regulatory frameworks. In cases involving workplace harassment, remedies may be available under the Protection from Harassment Act, including civil or criminal avenues depending on the severity of the conduct.
Employers play a critical role in preventing and addressing workplace bullying and toxic leadership. Complaints should never be ignored or dismissed without proper assessment.
Employers should acknowledge complaints quickly and ensure that investigations are conducted impartially and confidentially where possible.
All parties should be given an opportunity to be heard. Investigations should be documented and handled consistently to avoid perceptions of bias or retaliation.
Organisations should maintain clear policies on workplace conduct and ensure managers are trained to lead effectively without abusive behaviour. Preventive and corrective measures reduce both legal risk and staff turnover.
Failure to address bullying complaints can expose employers to reputational damage, employee attrition, and potential legal consequences.
Workplace bullying and toxic leadership are not merely management issues, they can have serious personal, organisational, and legal consequences. Understanding what constitutes bullying, recognising when leadership crosses the line, and responding appropriately are essential for both employees and employers in Singapore.
Addressing concerns early and responsibly helps create safer, more respectful workplaces and reduces long-term risk.
At LP Law, we advise both employees and employers on workplace disputes involving bullying, harassment, and toxic leadership. We help employees understand their rights and options, and assist employers in managing complaints, investigations, and risk appropriately.
Seeking legal advice early can help clarify obligations, protect interests, and prevent escalation. If you have concerns, reach out to discuss your situation.
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
Part-time employment has been an increasingly popular option in Singapore, allowing for more flexibility while balancing other commitments. The perks don’t stop there! In fact, did you know part-timers are entitled to benefits like paid public holidays, annual leave, and more? Let’s dive into this month’s article to uncover key regulations and entitlements for part-time work in Singapore
According to the Employment Act, a part-time employee is one who is contracted to work less than 35 hours a week. Despite their shorter hours, part-time employees are protected by the same labour laws as full-time employees.
Important note
While all part-time employees are covered by the Employment Act, certain detailed benefits such as overtime pay, rest days and public holiday pay formulas apply only to employees covered under Part IV of the Employment Act.
Managers, executives and professionals earning above the statutory threshold are generally excluded from Part IV, unless their employment contract provides otherwise.
A Contract of Service should contain the following key specifications:
Now for the most exciting part, what are part-timers entitled to, and how do they work?
Part-time employees enjoy similar benefits to full-time employees, if they are covered under the Employment Act. The following groups are NOT covered:
All other employees, including managers, executives, and workmen, are generally covered by the Employment Act.
However, coverage under the Employment Act does not automatically mean coverage under Part IV of the Act.
Part IV of the Employment Act
Part IV of the Employment Act governs matters such as:
The following employees are covered under Part IV:
Part 4 of the Act does not cover all managers or executives.
This distinction is important, as certain benefits (such as overtime pay and rest day entitlements) apply only to employees covered under Part IV.
Although not commonly known, part-timers under Employment Act are qualified for paid annual leave, sick leave, and hospitalisation leave. If conditions are met, there may also be paid maternity, paternity, shared parental, childcare and adoption leave.
How to calculate Annual Leave (AL):
(Part-time working hours per year / Full-time working hours per year) x AL days for Full-time with equal length of service x Working hours in a day for Full-time
Example
Part-time: 20 hours /week
Full-time: 40 hours /week (8 hours /day)
Full-time AL: 14 days /year
((20×52) / (40×52)) x 14 x 8 = Part-timer is entitled to 56 hours of AL per year
Similarly, sick leave and hospitalisation leave are pro-rated in the same way and granted in hours instead of days.
Part-timers qualify for Overtime (OT) pay when they exceed their contractual working hours. How much you get paid depends on how your hours stack up against those of a full-timer in a similar role.
How it works:
More than contracted hours but less than Full-time hours: Regular hourly basic rate
Exceeding Full-time hours: 1.5x the hourly rate
Part-timers are entitled to paid public holidays (PH), where payment for the day is pro-rated based on the number of hours you work.
How to calculate paid public holidays:
(Part-time working hours per year / Full-time working hours per year) x PH days for a Full-timer with equal length of service x Working hours in a day for Full-timer
Example
Part-time: 20 hours /week
Full-time: 40 hours week (8 hours /day)
1 year: 52 weeks
PH: 11 days /year
((20×52) / (40×52)) x 11 x 8 = 44 hours of pay for 11 public holidays
44 hours / 11 = Part-timer is entitled to 4 hours of pay per public holiday
Are you a Part-timer covered under the Part 4 of the Employment Act? If so, this section is for you.
If the part-timer is required to work at least 5 days a week, they are entitled to 1 rest day per week. The rest day will be determined by the employer beforehand.
However, if a part-timer is required to work on a rest day, their pay will depend on:
Employers’ request:
Up to half their regular work hours: 1 day’s salary at basic hourly rate
More than half their regular work hours: 2 day’s salary at basic hourly rate
More than their regular work hours, up to FT work hours: 2 day’s salary + basic hourly rate
More than FT work hours: 2 day’s salary + basic hourly rate + 1.5x basic hourly rate
Employee’s request:
Up to half their regular work hours: 0.5 day’s salary at basic hourly rate
More than half their regular work hours: 1 day’s salary at basic hourly rate
More than their regular work hours, up to FT work hours: 1 day’s salary + basic hourly rate
More than FT work hours: 1 day’s salary + basic hourly rate + 1.5x basic hourly rate
Just like full-timers, part-timers are entitled to CPF contributions from their employers.
CPF contributions are payable if the Part-timer is:
Part-time employment in Singapore offers a perfect balance between flexible working arrangements and safeguarding employee rights. Whether you are balancing family responsibilities, furthering your education, or pursuing personal passions, Part-time work provides the adaptability you need without sacrificing benefits or security.
We hope this guide has shed some light on your rights as a Part-time employee and inspires confidence in exploring this flexible career option. For any enquiries on employment contract disputes or drafting, engage our seasoned professionals for legal assistance.
Disclaimer: The content of this article does not constitute legal advice and should not be relied on as such. Specific legal advice should be sought for your circumstances.