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.
Fair Hiring Practices & Legal Work Age in Singapore (2025 Guide)
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.
- 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. - Respect for employees
Treat employees with fairness and respect, with updated HR systems. - Provide equal opportunities
Fair opportunities for employees to harness their strengths in training and development. - Reward fairly
Fair rewards for ability, performance, contribution and experience. - 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.
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.
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.
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