Employment
Employment Act core terms with Part IV protection only below salary caps
The Employment Act covers most employees, but the stronger Part IV rules on hours, overtime and rest days apply only to workmen earning up to S$4,500 and other employees up to S$2,600. There is no statutory minimum wage.
Key rules
- Jurisdiction — MOM administers the Act; the Employment Claims Tribunals hear salary and wrongful dismissal claims up to statutory limits after mandatory mediation at TADM.
Governing law
- Employment Act 1968
- Employment Claims Act 2016
- Retirement and Re-employment Act 1993
In practice
Minimum entitlements include seven days of annual leave rising with service, fourteen days of paid sick leave with sixty days of hospitalisation leave, and notice periods scaling with service. Rather than a general minimum wage, Singapore runs Progressive Wage Models setting sector floors in cleaning, security, landscaping and others. Dismissal with notice is generally lawful and unfair dismissal protection is narrow, though dismissal to deprive an employee of benefits or on discriminatory grounds can be challenged. The Retirement and Re-employment Act sets the retirement age at 63, rising to 65, with re-employment obligations to 68. Workplace discrimination has been governed by guidelines, with legislation to place them on a statutory footing progressing through Parliament.