新加坡勞動管理諮詢服務 sin4tw

新加坡僱傭合約:定期，不定期; 新加坡員工福利:員工休假，病假，產假，陪產假，照顧假，育兒假，殤假，婚假:養卹金和社會保障: 意外補償;新加坡資遣員工:預告期 ，遣散費，失業保險。
Email：sin4ww@evershinecpa.com
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新加坡永輝BPO有限公司
聯絡人：蘇 玉 燕 副總經理
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Singapore Hiring

20.10. 新加坡僱傭合約Employment Contracts —

雖然不需要書面僱傭合同，但所有雇主必須在僱傭開始後的 14 天內，向員工提供關鍵僱傭條款的書面清單。
該清單必須包括以下信息：

• 雇主的全名；
• 僱員的全名；
• 就業開始日期；
• 僱員的職務；
• 僱員的工作職責；
• 僱傭期限（如果是固定期限協議）；
• 試用期（如適用）；
• 員工的工作時間表； 人力資源
• 工資期；
• 僱員的基本工資；
• 固定津貼；
• 額外獎勵（例如獎金）；
• 固定扣除額；
• 醫療和牙科保險及福利； 和
• 休假權利（年假、病假、產假、兒童看護等）

While a written employment contract is not required, all employers must provide employees with a written list of key employment terms within 14 days after the commencement of employment.
The list must include the following information:

• the employer’s full name;
• 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; HUMAN RESOURCES
• 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, child care, etc.)

20.90. Reference Citations —

Employment Contracts: Employment Act, Chapter 91, 1968, §§ 8-9
Restrictions on Hiring: Employment Act, Chapter 91, 1968, §§ 67A-69
Recordkeeping: Employment Act, Chapter 91, 1968, § 96
Background Checks: Personal Data Protection Act, 2012, No. 26, §§ 3, 13

70.新加坡福利Benefits

70.10. 新加坡員工休假Vacation —

為雇主工作至少三個月的僱員，有權享有 7 天的帶薪年假，並且在第一個最多 14 天的帶薪年假之後，每服務一年多累積一天。
在給定日曆年完成至少三個月服務的僱員，有權按當年完成服務的月數比例休假。

如果未經雇主許可或無合理理由缺勤，在有權獲得休假的月份或年份中超過 20% 的工作日，僱員將喪失年假。
雇主必須允許僱員在其累積後的 12 個月內休假。任何在累積後 12 個月內未休的假期將被沒收。

Employees who have worked for an employer for at least three months are entitled to seven days’ paid annual leave and accrue one additional day for each subsequent year of service after the first up to a maximum 14 days of paid annual leave.
An employee who has completed at least three months of service in a given calendar year is entitled to leave in proportion to the number of months of service completed in that year.
An employee forfeits annual leave if absent from work without the employer’s permission or without a reasonable excuse for more than 20 percent of the working days in the months or year in which the entitlement to leave accrues.
The employer must allow the employee to take leave within 12 months of its accrual.
Any leave not taken within 12 months of accrual is forfeited.

70.20. 新加坡假期Holidays —

根據《假期法》，雇主必須在以下公共假期為僱員提供帶薪休假： • 1 月 1 日：元旦 • 農曆新年（兩天） • 耶穌受難日 • 5 月 1 日：勞動節 • 衛塞節（佛誕）• 8 月 9 日：國慶日• Hari Raya Puasa（齋月結束）• 屠妖節（印度教新年）• Hari Raya Haji（祭祀節）• 12 月 25 日：聖誕節

當節日恰逢星期日時，將非節日的第二天作為節日慶祝。
如果兩個假期在同一天，總統可以宣布該年的任何一天為公共假期。
如果公共假期恰逢員工的休息日，則下一個工作日將是該員工的帶薪假期。
未經雇主同意或無合理理由，而在假期前一天或後一天缺勤的僱員將不獲發假期工資。
需要在假期工作的員工，則有權獲得額外一天的工資或一整天的假期。

Under the Holidays Act, 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

When a holiday falls on a Sunday, the next day that is not a holiday is celebrated as the holiday.
If two holidays fall on the same date, the president may declare any other day in that year a public holiday. If a public holiday falls on an employee’s rest day, the next working day will be a paid holiday for that employee. An employee who is absent from work on the day before or after a holiday without the consent of the employer or without reasonable excuse will not be paid for the holiday. An employee required to work on a holiday is entitled to an extra day’s salary or a full day off.

70.30. 新加坡產假 Maternity Leave —

為雇主工作了至少三個月的女性僱員，且孩子是或將是新加坡公民，則她們有權享有 16 週的帶薪產假。
前八週的假期由雇主支付；其餘八週由政府支付。
支付的福利上限為每月10,000 新元。如果婦女為雇主工作的時間少於連續三個月，或者她的孩子不是新加坡公民，就只有 12 週的假期。
如果她在分娩時自己的孩子少於兩個，她將從雇主那裡獲得八週的工資。
剩下的四個星期是未支付的。如果母親尋求使用產假，而父親在母親的同意下尋求為同一個孩子使用共享育兒假，母親可休產假的總週數將因父親休陪產假的次數而減少。
如果未提前一周通知打算休產假，則休假付款減半。
雇主不得要求僱員在分娩後的前四個星期內的任何時間工作。
經雇主同意，可在孩子一歲生日前的任何時間靈活休最後八週的產假。員工在休產假期間不能被解僱。

Female employees are entitled to 16 weeks of paid maternity leave if they have worked for their employer for at least three months and the child is—or will be—a Singapore citizen.
The first eight weeks of leave are paid by the employer; the remaining eight weeks are paid by the government.
The paid benefit is capped at S$10,000 per month.
A woman qualifies for only 12 weeks’ leave if she has worked for her employer less than three continuous months or if her child is not a Singaporean citizen.
She will receive eight weeks’ pay from her employer if she has fewer than two living children of her own at the time of delivery.
The remaining four 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. If at least one week’s notice of intent to take maternity leave is not given, leave payment is halved.
An employer may not require an employee to work at any time during the first four weeks after childbirth.
With the consent of the employer, the final eight weeks of maternity leave may be taken on a flexible basis at any time before the child’s first birthday.
Employees cannot be dismissed while they are on maternity leave.

70.40. 新加坡陪產假 Paternity Leave —

在以下情況下，連續受僱至少三個月的在職父親，有權享有兩週的政府帶薪陪產假：

• 他們與孩子的母親結婚，並且
• 孩子是新加坡公民或將在他或她一歲時成為新加坡公民。可以休兩週假：
• 在孩子出生後 16 週內連續阻隔；或者
• 孩子出生後 12 個月內（取決於與雇主的協議）。

在職父親也有權分享妻子 16 周政府帶薪產假中的 4 週。

Working fathers who have been continuously employed for at least three months are entitled to two 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.

70.50. 新加坡病假 Sick Leave —

在由雇主選擇的醫生自費進行檢查後，若不需要住院，服務至少六個月的僱員，有權享有每年最多 14 天的帶薪病假。
如果需要住院，病假僅限於 60 天或 14 天加上員工住院天數中的較短者。
服務至少三個月但少於六個月的僱員，有權享有與工作時間相稱的病假。
員工病假未經醫生證明或未在開始病假後 48 小時內通知雇主的，將被視為未經許可且無合理理由而曠工。

其他假期—

領養假。有12 個月以下兒童的養母有權享受 12 週的帶薪休假。
若要符合資格，該婦女必須在收養前至少三個月為其雇主工作，並且孩子必須是新加坡公民。
如果孩子是外國人，養父母之一必須是新加坡公民，孩子必須在領養後的六個月內成為新加坡公民。
領養假必須在孩子的第一個生日之前結束。支付的福利上限為每月10,000 新元。
假期的前四個星期由雇主支付；其餘八週由政府支付。12 個月以下兒童的養父有權享受兩週的帶薪休假。
若要符合資格，養父必須在領養前至少三個月為其雇主工作，而孩子必須是新加坡公民。
如果孩子是外國人，父母之一必須是新加坡公民，孩子必須在領養後的六個月內成為新加坡公民。

育兒假。為雇主服務至少三個月的僱員有權每年休假六天以照顧 7 歲以下的孩子。
要符合資格，孩子必須是新加坡公民。
育兒假的前三天由雇主支付，後三天由政府支付。

Following an examination at the employer’s expense by a medical practitioner of the employer’s choosing, an employee with at least six 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 three months’ service but less than six months’ is entitled to sick leave proportionate to the time worked.
An employee whose sick leave has not been certified by a medical practitioner or who has failed to notify the employer within 48 hours of beginning sick leave is deemed to be away from work without permission and without a reasonable excuse.

Other Leave —

Adoption leave. Adoptive mothers of children under 12 months old are entitled to 12 weeks’ paid leave.
To qualify, the woman must have worked for her employer at least three months immediately prior to the adoption and the child must be a Singapore citizen.
If the child is a foreigner, one of the adoptive parents must be a Singapore citizen and the child must become a Singapore citizen within six months of adoption.
Adoption leave must be concluded prior to the child’s first birthday.
The paid benefit is capped at S$10,000 per month.

The first four weeks of the leave period are paid by the employer; the remaining eight weeks are paid by the government. Adoptive fathers of children under 12 months old are entitled to two weeks’ paid leave.
To qualify, the father must have worked for his employer at least three months immediately prior to the adoption and the child must be a Singapore citizen.
If the child is a foreigner, one of the adoptive parents must be a Singapore citizen and the child must become a Singapore citizen within six months of adoption.

Child care leave. An employee who has at least three months’ service with an employer is entitled to six days per year of leave to care for a child younger than seven years old.
To qualify, the child must be a Singapore citizen. The first three days of child care leave are employer-paid, and the last three are paid by the government.

70.60. 新加坡養老金和社會保障 Pensions and Social Security —

最低法定退休年齡為 62 歲，但自 2017 年 7 月 1 日起生效，雇主必須為 67 歲以下的退休僱員提供再就業機會。
中央公積金 (CPF) 為其成員提供四種類型的個人賬戶。如下：

• 用於購買房屋、進行經批准的投資或繼續教育的普通賬戶；
• 退休和與退休相關的投資的特別賬戶；
• 用於支付某些醫療費用的保健儲蓄賬戶，包括產假和
• 一個在 55 歲設立的退休賬戶，用於為退休期間的定期付款提供資金。

The minimum legal retirement age is 62, although effective July 1, 2017, employers must offer re-employment to retired employees up to the age of 67.
The Central Provident Fund (CPF) provides four types of individual accounts for its members.
These are: • 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 Medi save account for certain medical expenses, including maternity and • a retirement account set up at age 55 to finance periodic payments during retirement.

70.70. 新加坡勞動賠償金 Workers’ Compensation —

根據工傷賠償法，如果僱員患有特定的職業病或工傷相關，雇主必須支付賠償金，除非為一般疾病或受傷：

• 直接歸因於員工飲酒或使用非醫生處方的管制藥物，或
• 因故意自傷或故意加重意外傷害所致。

在暫時喪失工作能力的情況下，員工有權在住院 60 天、如果不住院則為 14 天的情況下獲得全額工資，並在喪失工作能力期間或一年內（以較短者為準）進一步支付三分之二的工資。
如果僱員因與工作有關的疾病或傷害，而死亡或永久完全或部分喪失工作能力，僱員或僱員的家屬有權根據僱員的年齡、收入和殘疾程度獲得一次性補償。

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 disease or injury:

• is directly attributable to the employee’s use of alcohol or a controlled drug not prescribed by a medical practitioner or
• resulted from deliberate self-injury or the deliberate aggravation of an accidental 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.
  If the employee dies or suffers permanent total or partial incapacity as a result of a work-related disease or injury, the employee or the employee’s dependents are entitled to lump-sum compensation based on the employee’s age, earnings and degree of disability.

70.90. Reference Citations —

Vacations: Employment Act, Chapter 91, 1968, § 43
Holidays: Employment Act, Chapter 91, 1968, § 88;
Holidays Act, 1998, No. 8, § 4
Maternity Leave: Employment Act, Chapter 91, 1968, §§ 76-81
Paternity Leave: Child Development Co-Savings Act, Ch. 38A, § 12H-12I;
Ministry of Manpower, Responsible Reemployment Sick Leave: Employment Act, Chapter 91, 1968, § 89
Other Leave: Child Development Co-Savings Act, Chapter 38A, § 12B
Pensions and Social Security: Central Provident Fund Act, ch. 36, § 77
Workers’ Compensation: Work Injury Compensation Act, Ch. 354, §§ 3(5), 4(1)

新加坡終止僱用 Termination

100.10. 新加坡雇主終止僱用 Termination by Employer —

僱傭合同的任何一方均可隨時通知另一方有意終止合同。
終止通知必須採用書面形式。除非合同中明確規定了通知期限，否則必須發出以下通知：

• 如果受僱時間少於 26 週，則提前一天通知，
• 如果受僱期限至少為 26 週但少於 26 週，則提前一周通知兩年以上，
• 如果受僱期限至少為兩年但少於五年，則提前兩週通知；
• 如果受僱期限為五年或更長，則提前四周通知。
  任何一方皆可以選擇放棄接收通知的權利。
  代替提供必要的通知，終止方可以向另一方支付，與僱員在通知期內本應賺取的工資相等的金額。在下列情況下，可以不經通知終止僱傭合同：
• 收到通知的權利已被放棄。
• 終止方已向另一方支付與僱員在必要通知期內本應賺取的工資相等的金額。
• 另一方故意違反合同條件。
• 雇主因不支付工資而違反了合同。
• 員工違反合同，在未經雇主許可、合理辯解或試圖將缺勤原因告知雇主的情況下連續缺勤兩天以上。
• 經過適當調查，雇主確定僱員的行為與履行明示或暗示的服務條件不一致。
  如果僱員認為解僱是沒有正當理由的，他或她可以在被解僱後的一個月內以書面形式向人力部長申請複職。
  部長的決定是最終決定，不得在法庭上受到質疑。
• 僱員或家屬立即受到暴力或疾病危險的威脅，這是僱員簽訂僱傭合同時未預料到的。雇主不得：
• 向休產假的僱員發出解僱通知；
• 由於僱員的工會活動而解僱僱員或
• 解僱因年齡低於規定退休年齡的僱員。

2019 年發布的指導方針進一步闡明，在以下情況下，通知解僱將被視為不法行為： • 出於歧視原因， • 旨在剝奪員工本應獲得的福利或權利， • 旨在懲罰員工行使職權正確，或 • 出於與員工被告知不同的原因。

Either party to 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 period is specifically set forth in the contract, the following notice must be given: • one day’s notice if the period of employment is less than 26 weeks, • one week’s notice if the period of employment is at least 26 weeks but less than two years, • two weeks’ notice if the period of employment is at least two years but less than five years and • four weeks’ notice if the period of employment is five 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.
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 into the employment contract. An employer may not:
• give notice of dismissal to an employee on maternity leave;
• terminate an employee because of the employee’s union activities or
• terminate an employee who is under the prescribed retirement age because of that employee’s age.

Guidelines issued in 2019 further clarify that dismissal with notice will be deemed wrongful when the dismissal is: • for discriminatory reasons, • aimed at depriving the employee of benefits or entitlements he would have already earned, • designed to punish the employee for exercising an employment right, or • for a different reason other than what the employee was told.

100.20. 新加坡工廠關閉和大規模裁員Plant Closings and Mass Layoffs —

管理過剩人力的非約束性三方指南，強烈建議公司將大規模裁員僅作為最後的手段。
為了幫助挽救工作崗位，該指導方針鼓勵企業考慮削減成本的措施來代替裁員，重新部署員工從事不同的工作，盡可能降低工資，並實施更短的工作週、靈活的工作週或臨時裁員。

當裁員不可避免時，該指南鼓勵雇主盡快通知人力部，以便人力部和其他相關機構，有時間幫助員工尋找替代工作和/或為他們提供職業培訓。

The nonbinding Tripartite Guidelines on Managing Excess Manpower strongly encourage companies to consider mass layoffs only as a last resort.
To help save jobs, 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 work weeks or temporary layoffs.
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.

100.30. 新加坡終止僱用合約資遣Payment on Termination —

在解僱之日或最遲在其後的三個工作日內，必須支付應付給被解僱員工的總工資和任何其他款項。
在僱傭合同終止之日，必須向在必要通知下辭職的員工支付工資。
如果員工在沒有適當通知的情況下辭職，則必須在辭職後 7 天內支付工資。

雇主可以從應得的工資中扣除僱員有責任支付的金額，以代替適當的通知。
除非因故終止，否則僱員有權獲得所有累積假期的報酬。
連續為雇主服務滿兩年，因雇主裁員而被解雇的，可享有“裁員賠償”，金額由協商確定。
根據關於管理過剩人力的非約束性三方指南，裁員賠償的普遍標準是每服務年的兩周到一個月的工資。

Total salary and any other amounts due to a terminated employee must be paid on the date of dismissal or at the latest within three 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.

Unless terminated for cause, an employee is entitled to be paid for all accrued leave.
An employee who has been in continuous service with an employer for at least two years and is laid off because of the employer’s downsizing is entitled to a “retrenchment benefit,” the amount of which is determined by negotiation.
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.

100.40. 新加坡失業保險 Unemployment Insurance —

新加坡法律沒有規定失業補償。Singapore law does not provide for unemployment compensation.

100.90. Reference Citations —

Termination by Employer: Employment Act, 1968, ch. 91, §§ 10-14
Plant Closings and Mass Layoffs: Tripartite Guidelines on Managing Excess Manpower and Responsible Retrenchment, 2016
Payment on Termination: Employment Act, 1968, ch. 91, §§ 22-23, 45
***Above contents  being digested  and translated from Bloomberg HR Database dated 20210710

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