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.

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

What Is Considered 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.

What Should Be in Your Part-Time Contract?

A Contract of Service should contain the following key specifications:

• Hourly rate of pay (with and without allowances)
• Number of working hours and days
• Pro-rated benefits and entitlements

Entitlements For Part-Time Employees

Now for the most exciting part, what are part-timers entitled to, and how do they work?

1. Leave entitlements

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.

2. Overtime Pay

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

3. Paid Public Holidays

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

4. Rest Days

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

5. CPF contributions

Just like full-timers, part-timers are entitled to CPF contributions from their employers.

CPF contributions are payable if the Part-timer is:

• Singapore Citizen/ Permanent Resident
• Earning more than $50 /month
• Engaged under a contract of service (employer-employee relationship)

Flexibility Without Compromising Rights

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.