新加坡劳动管理QA -

僱员自愿在休息日工作或应雇主要求在休息日工作的，
有权获得最多半天工作的半天工资，超过半天的工作可获得全天工资，
但不能员工的正常工作时间，或一整天的工资加上超过员工正常工作时间的任何工作时间的半小时。
被要求在假期工作的僱员除了在假期工作的任何小时的正常工资外，还有权获得全天的工资。
经理和高管没有资格获得加班费。

LRC-CA-60.50
新加坡工资习惯上有第13个奖金吗？

RD 答:
新加坡的劳动法没有规定奖金，儘管雇主自愿提供额外一个月的工资是很常见的。

LRC-CA-70.10
新加坡员工正常的休假规定为何？

RD 答:

根据《就业法》，第 91 章，1968 年，S 43。
为雇主工作至少 3 个月的僱员有权享受 7 天的带薪年假，并在第一个服务年之后每工作一年额外累积 1 天，
最多可享受 14 天的带薪年假。

LRC-CA-70.20
新加坡公假的规定为何？员工加班的费率多少？

RD 答:

根据《就业法》，第 91 章，1968 年，S 88；假日法，1998 年，第 8 号，S 4。
雇主必须在以下公共假期向僱员提供带薪休假：

1月1日：元旦
农曆新年（两天）
耶稣受难日
5月1日：劳动节
卫塞节（佛诞日）
8月9日：国庆
Hari Raya Puasa（斋月结束）
Deepavali（印度教新年）
Hari Raya Haji（祭祀节）
12月25日：圣诞节

需要在假期工作的员工有权获得额外一天的工资或全天休假。

LRC-CA-70.30
新加坡女性员工怀孕及生育假之规定为何？

RD 答:

根据 1968 年《就业法》第 91 章，SS 76-81。
女僱员如果为雇主工作至少 3 个月且孩子是或将是新加坡公民，则有权享受 16 週的带薪产假。
如果她为雇主工作的时间连续少于 3 个月，或者她的孩子不是新加坡公民，则她只有 12 週的休假资格。
如果她在分娩时自己的在世子女少于 2 个，她将从雇主那里获得 8 週的工资。剩下的 4 周是无偿的。
如果母亲寻求使用产假，而父亲在母亲同意的情况下寻求为同一个孩子使用共享育儿假，则母亲的可用产假总週数将减去该孩子的共享育儿假数。

LRC-CA-70.40
新加坡男性员工之陪产假规定为何？

RD 答:
根据儿童发展共同储蓄法案，Ch。 38A，S 12H-12I。
在下列情况下，连续受僱至少 3 个月的在职父亲有权享受 2 週的政府带薪陪产假：

他们与孩子的母亲结婚，并且
孩子是新加坡公民或将在他或她一岁时成为新加坡公民。

两週的假期可以：

在孩子出生后 16 週内连续出现；或者
在孩子出生后的 12 个月内（需与雇主达成协议）。

在职父亲也有权分享其妻子 16 週的政府带薪产假中的 4 週。

LRC-CA-70.50
新加坡员工之病假规定为何？丧假之规定为何？事假之规定为何？

RD 答:

病假

根据就业法，第 91 章，1968 年，S 89。
雇主向雇主选择的医生支付费用。
如果不需要住院，至少服务 6 个月的员工有权享受每年最多 14 天的带薪病假。
如果需要住院，病假仅限于 60 天或 14 天加上员工住院天数中的较短者。
服务至少 3 个月但少于 6 个月的僱员有权享受与工作时间成比例的病假。

丧假

人力部 (MOM) 不要求公司向员工提供丧假。
因此，由公司提供休假权利。
在新加坡，许多公司提供富有同情心的休假。

LRC-CA-70.60
新加坡对员工之退休金与社会安全保险金之规定为何？

RD 答:

根据中央公积金法，ch。 36，S 77。
最低法定退休年龄为 62 岁。
中央公积金 (CPF) 为其成员提供 4 种类型的个人账户。

一个普通账户，用于购买房屋、进行经批准的投资或继续教育。
退休及与退休有关的投资专户。
医疗储蓄账户，用于支付某些医疗费用，包括产假。
55 岁时设立的退休账户，用于为退休期间的定期付款提供资金。

LRC-CA-70.70
新加坡对员工之意外灾害保险之规定为何？

RD 答:

根据工伤赔偿法，Ch。 354，SS 3（5），4（1）。
根据《工伤赔偿法》，如果僱员患有特定的职业病或与工作有关的伤害，雇主必须支付赔偿，
除非是因僱员使用酒精或故意自伤造成的伤害。
在临时丧失工作能力的情况下，僱员有权获得住院 60 天的全薪，
如果不住院则 14 天，再加上丧失工作能力期间或一年工资的三分之二，以较短者为准。

LRC-CA-80.05
新加坡企业员工可以加入工会吗？

RD 答:

劳动合同不得限制僱员加入註册工会的权利。

LRC-CA-80.06
新加坡劳动争议之处理方式为何？

RD 答:

根据 1960 年《劳资关係法》，第 2 章。 136，S 30E。
如果雇主或工会在 7 日内不接受邀请谈判集体谈判协议的通知，则送达通知的一方可以通知劳工专员，劳工专员将试图说服谈判。
如果继续拒绝谈判，专员将通知人力部和法院书记官长存在贸易纠纷。
部长可以指示各方进行进一步的调解以试图解决问题。
当法院有管辖权时，它必须通过仲裁迅速解决贸易纠纷。
2017 年 4 月 1 日，新加坡启动了就业索赔法庭 (ECT)，旨在快速解决价值相对较低的工资纠纷。

LRC-CA-90.10
新加坡企业对工作场所的安全、健康之规定为何？

RD 答:

根据 2009 年工作场所安全与健康法案，ch 354A, S 12。
雇主必须採取以下措施：

提供并维护一个安全且无健康风险的工作环境，并为员工福利提供充足的设施和安排。
确保员工在使用机器、设备、厂房、物品或过程时採取足够的安全措施。
确保员工不会因工作场所或工作场所附近的安排而受到雇主控制的危害。
制定和实施处理工作中可能出现的紧急情况的程序。
确保员工在执行工作时获得足够的指导信息、培训和监督。

雇主必须向人力部报告所有与工作相关的病假或担任轻职务的僱员。

LRC-CA-100.10
在何种情况下，新加坡僱主可以解僱员工？

RD 答:

在下列情况下，可以不经通知终止僱佣合同：

已放弃接收通知的权利。
终止方已向另一方支付了相当于僱员在必要通知期内应获得的工资的金额。
对方故意违反合同条件。
用人单位拖欠工资违约。
员工在未经雇主许可、合理辩解或试图告知雇主缺勤原因的情况下连续旷工超过两天，违反合同。
经过充分调查，雇主确定员工从事的行为与明示或暗示的服务条件的履行不符。如果僱员认为解僱是没有正当理由的，他或她可以在解僱后一个月内向人力部长书面申请複职。

部长的决定是最终决定，不得在法庭上提出质疑。

僱员或家属立即受到暴力或疾病危险的威胁，这是僱员签订僱佣合同时没有预料到的。

LRC-CA-100.11
新加坡企业解僱员工需提前多久告知？要发多少资遣费？

RD 答:

劳动合同可随时通知另一方终止合同的意向。
终止通知必须採用书面形式。
除非合同中明确规定了通知，否则必出以下通知：

如果僱佣期少于 26 週，提前 1 天通知。
如果工作期限至少为 26 週但少于 2 年，则需提前 1 週通知。
如果工作期限至少为 2 年但少于 5 年，则提前 2 週通知。
如果僱佣期限至少为 5 年或以上，则提前 4 週通知。

任何一方都可以选择放弃接收通知的权利。
代替提供必要的通知，终止方可以向另一方支付相当于僱员在通知期内应获得的工资的金额。
就业法没有规定裁员福利。这是雇主和僱员之间的相互协议。
根据不具约束力的《管理过剩人力的三方指南》，裁员福利的普遍标准是每年服务两周到一个月的工资。

LRC-CA-100.12
新加坡企业解僱员工向主管机关申报之规定为何？

RD 答:

当裁员不可避免时，指导方针鼓励雇主尽快通知人力部，以便人力部和其他相关机构有时间帮助员工，寻找替代工作和/或为他们提供职业培训。

LRC-CA-100.20
在新加坡合法大量解僱员工的规定为何？

RD 答:

根据 2016 年管理过剩人力和负责任裁员的三方指南。
该指南鼓励公司考虑採取削减成本的措施来代替裁员、重新部署员工从事不同的工作、尽可能降低工资并实施更短的工作週、灵活的工作週或临时裁员。

LRC-CA-100.30
新加坡解僱员工必需支付员工的期限为何？

RD 答:

应付给被解僱员工的总工资和任何其他款项必须在解僱之日或最迟在解僱后的 3 个工作日内支付。
必须在终止僱佣合同之日向已在必要通知下辞职的僱员支付工资。
当员工在没有适当通知的情况下辞职时，必须在辞职后 7 天内支付工资。
雇主可以从应付工资中扣除僱员应支付的金额以代替适当通知。

LRC – Singapore Labor Regulations

LRC-CA-20.10
What must be included in the contents of a labor contract in Singapore?

Evershine RD:

According to Employment Act, Chapter 91, 1968, SS 8-9.
The list must include the following information:

the employee’s full name
the employment start date
the employee’s job title
the employee’s job duties
the duration of the employment term, if a fixed-term agreement
the probationary period, if applicable
the employee’s work schedule
salary periods
the employee’s base salary
fixed allowances
additional incentives (e.g., bonuses)
fixed deductions
medical and dental insurance and benefits; and
leave entitlements (annual, sick, maternity, childcare, etc.)

LRC-CA-20.11
Do Singapore arrange labor contract in fixed term?
What should be the length of the labor contract in Singapore?

Evershine RD:

Yes.
The length of labor contract in Singapore is based on discretion of company.

LRC-CA-20.20
What is the minimum age for hiring new employee in Singapore?

Evershine RD:

According to Employment Act, Chapter 91, 1968, SS 67A-69.
The legal minimum age for employment in Singapore is 16 with certain exceptions.

LRC-CA-20.40
Is it a requirement for employer in Singapore to conduct a pre-employment background check?

Evershine RD:

According to Personal Data Protection Act, 2012, No. 26, SS 3, 13.
Under the Personal Data Protection Act 2012, employers can carried on background checks for purposes “that a reasonable person would consider appropriate in the circumstances.”

LRC-CA-20.50
Is the Non-Competition indemnity clause in labor contract in Singapore has legal effect?

Evershine RD:

A noncompetition agreement is enforceable if it reasonably seeks to protect the interests of the parties concerned and the interests of the public.
Enforceability of noncompetition agreements is determined on a case-by-case basis.

LRC-CA-40.05
What are the regulations on Gender Discrimination in employment specifically for female workers in Singapore?

Evershine RD:

According to Singapore Constitution, 1965, S 12; Industrial Relations Act, 1960, ch. 136, S 80.
The Ministry of Manpower’s Tripartite Guidelines on Nondiscriminatory Job Advertisements requires employers to provide equal opportunity in the selection of candidates regardless of age, race, gender, religion, marital status, criminal record, disability, or pregnancy.

LRC-CA-50.10
Can the employer in Singapore collect, or process data transmitted by employees over the internet?

Evershine RD:

According to Personal Data Protection Act, 2012, No. 26, S 20.
Employers generally must provide notice and obtain employees’ consent prior to monitoring them by video or observing their e-mails.
On the other hand, employers do not need to obtain employee consent when monitoring employees for the purpose of managing or terminating an employment relationship between the employer and employee.

LRC-CA-60.10
What are the regulations on working hours in Singapore?

Evershine RD:

According to Employment Act, Chapter 91, 1968, S 38.
The standard workday in Singapore is 9 hours for a 5-day workweek, 8 hours for longer workweeks and in most cases cannot exceed 12 hours. The standard workweek 44 hours.

LRC-CA-60.30
What are the regulations on overtime hours in Singapore?
What is the overtime premium rate in Singapore?

Evershine RD:

According to Employment Act, Chapter 91, 1968, S 38.
Work more than 8 hours a day or 44 hours a week must be paid at a rate of time-and-one-half.
Employees are not permitted to work more than 72 hours of overtime per month.
The employee who volunteers to work on a rest day or works on a rest day at the request of the employer is entitled to half a day’s wages for up to half a day’s work, a full day’s wages for work that exceeds half a day but not the employee’s normal work hours, or a full day’s wages plus time and a half for any hours worked more than the employee’s normal work hours.

An employee required to work on a holiday is entitled to a full day’s pay in addition to the employee’s regular rate of pay for any hours worked on the holiday.
Managers and executives are not eligible for overtime premiums

LRC-CA-60.50
Is it common to pay 13^th month’s salary in Singapore?

Evershine RD:

Singapore’s labor code does not address bonuses, although it is common for employers to voluntarily provide an extra month’s wages payment.

LRC-CA-70.10
What are the regulations on general leave policy for employee in Singapore?

Evershine RD:

According to Employment Act, Chapter 91, 1968, S 43.
An employee who has worked with an employer for at least 3 months are entitled to 7 days paid annual leave and accrue 1 additional day for each subsequent year of service after the first up to a maximum 14 days of paid annual leave.

LRC-CA-70.20
What are the public holidays in Singapore?
What is the overtime premium rate during public holiday in Singapore?

Evershine RD:

According to Employment Act, Chapter 91, 1968, S 88; Holiday Act, 1998, No. 8, S 4.
Employers are required to provide paid time off to employees for the following public holidays:

Jan. 1: New Year’s Day
Chinese New Year (two days)
Good Friday
May 1: Labor Day
Vesak Day (Buddha’s birthday)
Aug. 9: National Day
Hari Raya Puasa (End of Ramadan)
Deepavali (Hindu New Year)
Hari Raya Haji (Feast of Sacrifice)
Dec. 25: Christmas Day

An employee required to work on a holiday is entitled to an extra day’s salary or a full day off

LRC-CA-70.30
What is the maternity leave policy for female employee in Singapore?

Evershine RD:

According to Employment Act, Chapter 91, 1968, SS 76-81.
Female employees are entitled to 16 weeks of paid maternity leave if they have worked for their employer for at least 3 months and the child is – or will be – a Singapore citizen.
A woman qualifies for only 12 weeks’ leave if she has worked for her employer less than 3 continuous months or if her child is not a Singaporean citizen.
She will receive 8 weeks’ pay from her employer if she has fewer than 2 living children of her own at the time of delivery. The remaining 4 weeks are unpaid.
If a mother seeks to use maternity leave and the father, with the mother’s agreement, seeks to use shared parental leave for the same child, the mother’s total number of available weeks of maternity leave would be reduced by the number of shared paternal leave taken by the father.

LRC-CA-70.40
What is the paternity leave policy for male employee in Singapore?

Evershine RD:

According to Child Development Co-Savings Act, Ch. 38A, S 12H-12I.
Working fathers who have been continuously employed for at least 3 months are entitled to 2 weeks of government-paid paternity leave if:

they are married to the child’s mother, and
the child is a citizen of Singapore or will become a citizen of Singapore by the time he or she is one year old.

The two weeks of leave can be taken:

in a continuous block within 16 weeks of the child’s birth; or
within 12 months from the birth of the child (subject to an agreement with the employer).

Working fathers are also entitled to share 4 weeks of their wife’s 16 weeks of government-paid maternity leave.

LRC-CA-70.50
What are the provisions on sick leave, bereavement leave and personal leave for employees in Singapore?

Evershine RD:

Sick Leave

According to Employment Act, Chapter 91, 1968, S 89.
The employer pays the medical practitioner where the employer’s choosing.
At least 6 months’ service is entitled to paid sick leave up to 14 days per year if no hospitalization is required.
If hospitalization is required, sick leave is limited to the lesser of 60 days or 14 days plus the number of days the employee was hospitalized.
An employee with at least 3 months’ service but less than 6 months’ is entitled to sick leave proportionate to the time worked.

Bereavement leave/ Compassionate leave

The Ministry of Manpower (MOM) does not require companies to provide bereavement leave to their employees.
Therefore, it is up to companies to offer leave entitlements.
In Singapore, many companies offer compassionate leave.

LRC-CA-70.60
What are the regulations on pension benefits and social security insurance benefits for employees in Singapore?

Evershine RD:

According to Central Provident Fund Act, ch. 36, S 77.
The minimum legal retirement age is 62.
The Central Provident Fund (CPF) provides 4 types of individual accounts for its members.

An ordinary account to finance the purchase of a home, make approved investments or continue education.
A special account for retirement and retirement-related investments.
A Medisave account for certain medical expenses, including maternity.
A retirement account set up at age 55 to finance periodic payments during retirement.

LRC-CA-70.70
What are the regulations on Workers’ Compensation for employee in Singapore?

Evershine RD:

According to Work Injury Compensation Act, Ch. 354, SS 3(5), 4(1).
Under the Work Injury Compensation Act, if an employee suffers a specified occupational disease or a work-related injury, the employer must pay compensation unless the injury caused by employee’s use of alcohol or deliberate self-injury.
In the case of temporary incapacity, the employee is entitled to full pay for 60 days if hospitalized, 14 days if not hospitalized, plus a further payment of two-thirds of salary during the period of incapacity or for one year, whichever is shorter.

LRC-CA-80.05
Can the employee in Singapore join labor union?

Evershine RD:
An employment contract may not restrict the right of an employee to join a registered trade union.

LRC-CA-80.06
How to handle labor dispute in Singapore?

Evershine RD:

According to Industrial Relations Act, 1960, ch. 136, S 30E.
If an employer or a union does not accept within 7 days a notice of invitation to negotiate a collective bargaining agreement, the party that served the notice may notify the commissioner for labor, who will attempt to persuade to negotiate.
If there is continued refusal to negotiate, the commissioner will notify the Ministry of Manpower and the Registrar of the Courts that a trade dispute exists.
The minister may direct the parties to engage in further conciliation to attempt to settle the matter.
When a court has jurisdiction, it must expeditiously settle the trade dispute through arbitration.
On April 1, 2017, Singapore launched the Employment Claims Tribunal (ECT), which aims to provide speedy resolution to relatively low value salary disputes.

LRC-CA-90.10
What are the regulations on workplace safety and health for employees in Singapore?

Evershine RD:

According to Workplace Safety and Health Act, 2009, ch 354A, S 12.
Employers must take the following measures:

Provide and maintain a work environment that is safe and without risk to health and has adequate facilities and arrangements for employee welfare.
Ensure adequate safety measures for use of machinery, equipment, plant, article, or process by employees.
Ensure employees are not exposed to hazards from the arrangement in the workplace or near the workplace and under the control of the employer.
Develop and implementing procedures for dealing with emergencies that may arise at work.
Ensure that employees have adequate instruction information, training, and supervision in performing their work.

Employers must report to the Ministry of Manpower all work-related medical leave or employees placed on light duties.

LRC-CA-100.10
hat are the circumstances that an employer can terminate an employee in Singapore?

Evershine RD:

An employment contract may be terminated without notice under the following conditions:

The right to receive notice has been waived.
The terminating party has paid the other party an amount equal to the wages the employee would have earned during the requisite notice period.
The other party has willfully breached a condition of the contract.
The employer has breached the contract by failing to pay salary.
The employee has breached the contract by being continuously absent from work for more than two days without permission from the employer, reasonable excuse or attempt to inform the employer of the reason for absence.
After due inquiry, the employer determines that the employee engaged in conduct inconsistent with the fulfillment of the express or implied conditions of service. If the employee believes the termination to be without just cause, he or she may apply for reinstatement in writing within one month of dismissal to the minister of manpower. The decision of the minister is final and may not be challenged in court.
The employee or a dependent is immediately threatened by danger of violence or disease that was not anticipated when the employee entered the employment contract.

LRC-CA-100.11
What is the notification period for terminating an employee in Singapore?
How much is the severance pay?

Evershine RD:
An employment contract may at any time give notice to the other party of intent to terminate the contract.
Notice of termination must be in writing.
Unless the notice is specifically set forth in the contract, the following notice must be given:

1 days’ notice if the period of employment is less than 26 weeks.
1 week notice if the period of employment is at least 26 weeks but less than 2 years.
2 weeks’ notice if the period of employment is at least 2 years but less than 5 years.
4 weeks’ notice if the period of employment is at least 5 years or more.

Either party may choose to waive the right to receive notice.

In lieu of providing the requisite notice, the terminating party may pay the other party an amount equal to the wages the employee would have earned during the notice period.
Employment Act does not state the retrenchment benefits. It is the mutual agreement between employer and employee.
According to the nonbinding Tripartite Guidelines on Managing Excess Manpower, the prevailing norm for a retrenchment benefit is between two weeks’ and one month’s salary per year of service.

LRC-CA-100.12
What is the reporting requirement for employer in Singapore to notify the termination of employees to the competent authority?

Evershine RD:

When layoffs are unavoidable, the guidelines encourage employers to notify the Ministry of Manpower as soon as possible to allow time for the ministry and other relevant agencies to help employees find alternative employment and/or provide them with vocational training.

LRC-CA-100.20
What are the regulations on mass layoffs in Singapore?

Evershine RD:

According to Tripartite Guidelines on Managing Excess Manpower and Responsible Retrenchment, 2016.
The guidelines encourage companies to consider cost-cutting measures in lieu of layoffs, redeploying employees to perform different work, reducing wages where possible and implementing shorter workweeks, flexible workweeks, or temporary layoffs.

LRC-CA-100.30
What is the time limit for employer in Singapore to pay employees upon termination?

Evershine RD:

Total salary and any other amounts due to a terminated employee must be paid on the date of dismissal or at the latest within 3 business days thereafter.
Payment of wages to an employee who has resigned with the requisite notice must be made on the date the employment contract is terminated.
When an employee resigns without proper notice, payment of wages must be within seven days of resignation.
The employer may deduct from the salary due the amount the employee is liable to pay in lieu of proper notice.

各国劳动法规

**请注意下列事项：
以上内容为永辉研发及教育中心 (简称:永辉RD)于2021年10月摘要。
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我们为IAPA会员所,总部在伦敦，全球300个会员所，员工约1万人。
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除了提供外资公司登记外，在云会计和薪资系统的支持下,永辉担任贵司在新加坡子公司内部会计角色，承担了会计,薪资, 税务,法规遵循等一站式服务。新加坡同事携手协同为您服务，减少空中旅行，为地球暖化尽一份心力。

新加坡主要城市公司设立登记,商标登记，进出口证，特许行业申请等。公司设立后云端系统支持的会计薪资服务。新加坡与台湾同事携手协同为您服务。为地球暖化尽一份心力，减少空中旅行。

台湾及新加坡同事协同为您服务。协助远程控管新加坡员工考勤状况。符合劳动法规，税务法规。远程云端作业，克服台籍派不出去的困难。
使用云端薪资与考勤系统支持，提供人事基本数据维护，薪资数据维护，请假单，加班单，GPS打卡，排班，薪资计算，薪资支付，薪资查询等作业。

网络系统支持+网络银行借着云端会计系统提供协同作业的工作环境,我们扮演如同贵公司的内部会计角色,虽然永辉同事并未在贵公司上班.
贵公司采用我们的四合一服务，除了贵公司担任财务调度之高阶主管外, 甚至于不必雇请基层会计人员、出纳人员、薪资处理人员、以及信息人员。