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The Employment Act is Singapore's main labour law. It provides for the basic terms and working conditions for all types of employees, with some exceptions. Learn about the Act and who is covered.
The Employment Act is Singapore’s main labour law. It provides for the basic terms and conditions at work for employees covered by the Act. Foreign employees holding a work pass are also covered by the Employment of Foreign Manpower Act, which outlines an employer’s responsibilities and obligations for employing foreigners.
Find out about employment rights and conditions under the Employment Act, leave, public holidays, fair employment, managing employment disputes and salary related claims for employers and employees.
The Employment Act spells out the rights and responsibilities of employees and employers under a contract of service. If you are a Singapore Citizen or Singapore Permanent Resident employee, you are entitled to Central Provident Fund (CPF) contributions. Am I Covered under the Employment Act?
The changes made to the Employment Act took effect from 1 April 2019. The changes include: Covering all employees under the Employment Act. Covering more non-workmen under Part IV of the Employment Act. Wrongful dismissal claims to be heard by ECT.
The Employment Act is Singapore’s main employment law. It provides for the basic terms and working conditions for employees through core provisions and Part IV provisions
Launched in 2012 by MOM and CPF Board, Workright seeks to raise awareness of and national compliance with the Employment Act and the CPF Act. Workright conducts annual education campaigns through media publicity and on-ground roadshows in the heartlands.
You should file a wrongful dismissal claim at TADM within one month from the last day of your employment if you feel that your dismissal was wrongful. For dismissals without notice, your employer must show proof that the dismissal was not wrongful.
Find links to the Employment Act, Retirement and Re-employment Act and other legislation covering employment practices and labour relations.
Termination with notice. If your contract specifies a notice period, you must either serve the notice when you resign or pay compensation in lieu of notice. Notice can be waived by mutual consent between you and your employer.