Understanding Employment Rights in Singapore

This post was originally posted on Planner Bee.

Whether you’re starting your first job or transitioning to a new role, it’s important to understand your employment rights. Knowing your rights helps you protect your interests and make better decisions. This guide covers the key things you need to know about employment in Singapore.

Key elements of an employment contract

An employment contract is an important part of your working relationship with your employer. It is a legal document that outlines the terms of your employment, and it’s essential to understand what it includes.

At a minimum, your contract should clearly define your job title and duties, so there is no confusion about your role. It should also detail your salary, bonuses, and allowances, along with benefits such as health insurance, transport allowances, and CPF contributions.

Other critical aspects to look for include working hours, rest days, and overtime pay, which should comply with Singapore’s Employment Act. Your leave entitlements, such as annual, sick, and parental leave, should also be explicitly stated. These details help avoid misunderstandings and ensure you’re aware of your rights.

Read more: 21 Questions To Ask at Your Job Interview

Types of employment contracts in Singapore

Singapore’s job market offers various employment contracts to suit different needs.

• Permanent contracts are the most stable, offering job security and full benefits.
• Part-time contracts offer flexibility, but benefits are typically prorated based on the hours worked.
• Fixed-term contracts are common for project-based roles. They have set end dates and may offer higher pay, but limited benefits.
• Freelancers are self-employed and not covered by the Employment Act. It’s important for them to negotiate terms such as payment schedules and deliverables independently.

Knowing the differences between these contracts helps you choose the one that best suits your career and personal situation.

Critical clauses to pay attention to

When reviewing an employment contract, there are a few key clauses to pay attention to, as they can affect both your career and personal life. Many contracts include a probation period, usually lasting between three to six months. During this time, employers assess your fit for the role, and the notice period for termination is often shorter.

It’s also important to look at termination conditions, which outline how and when either party can end the employment. Confidentiality clauses prevent you from sharing sensitive company information, both during and after your employment. Non-compete clauses may restrict your ability to work for competitors for a specified period after leaving the company. Lastly, the contract should specify how disputes will be resolved, such as through arbitration or mediation.

Taking the time to understand these clauses helps protect you from unexpected liabilities and ensures you’re entering a fair agreement.

1. Negotiating and clarifying terms

Before you sign the contract, take time to negotiate and clarify any terms that may be unclear or seem unfair. Researching industry standards can help you compare the salary and benefits with similar roles.

If your role involves additional responsibilities, such as frequent travel, it’s reasonable to request for allowances or reimbursements.

You should also discuss performance-related bonuses and opportunities for career development to set clear expectations. For instance, if a non-compete clause seems too restrictive, consider negotiating its terms, such as its scope or duration.

Clarifying these terms upfront ensures you get a fair deal and shows your professionalism.

2. Working hours and conditions

The Employment Act sets rules for working hours and conditions for employees earning up to S$4,500 monthly. Employees should work no more than 44 hours per week, which usually means nine hours a day for those on a five-day workweek. If you’re eligible for overtime, you should be paid 1.5 times your hourly rate, with a limit of 72 overtime hours per month.

Employees are also entitled to at least one rest day per week. Employers must also provide proper facilities to ensure a safe and comfortable working environment. These provisions help support a healthy work-life balance and protect employees from exploitation.

Read more: Achieving Work-Life Balance: Tips for Managing Finances and Enjoying Life

3. Leave entitlements

In Singapore, employees are entitled to various types of leave to support their well-being and family commitments.

• Annual leave starts at 7 days per year and increases with the length of service.
• Sick leave covers up to 14 days for outpatient care and 60 days for hospitalisation, provided you have worked for at least three months.
• Parents benefit from maternity, paternity, shared parental leave, and childcare leave, to support them during critical family milestones. Some employers may also offer additional leave, such as marriage or compassionate leave, to further support their staff.

Knowing these entitlements helps you make the most of your benefits when necessary.

4. Addressing workplace discrimination

Workplace discrimination is prohibited in Singapore, thanks to the Tripartite Guidelines on Fair Employment Practices. These guidelines ensure equal opportunities for everyone, regardless of race, gender, age, religion, or disability.

If you face discrimination, start by documenting the incidents clearly. Record the dates, times, and details of what happened. Next, report the issue to your company’s HR department. If the matter remains unresolved, you can take it further by contacting the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), which can help resolve complaints.

Taking action against discrimination helps protect your rights and supports a fairer workplace for all.

5. Resources for employees

There are several resources available to employees who need help with workplace issues.

• The Ministry of Manpower (MOM) offers comprehensive information on employment rights and how to resolve disputes.
• For employment-related conflicts, the Tripartite Alliance for Dispute Management (TADM) provides mediation services to help settle matters fairly.
• If you face workplace discrimination, TAFEP is the agency to contact.
• Employee unions under the National Trades Union Congress (NTUC) also support workers’ rights, offering assistance with disputes and negotiations.

Knowing about these resources gives you the confidence to address challenges and seek solutions when needed.

Conclusion

Understanding your employment rights is key to succeeding in Singapore’s competitive job market. By knowing your rights, you can build a fair and positive relationship with your employer, setting the stage for professional growth.