新加坡勞動管理QA -

僱員自願在休息日工作或應雇主要求在休息日工作的，
有權獲得最多半天工作的半天工資，超過半天的工作可獲得全天工資，
但不能員工的正常工作時間，或一整天的工資加上超過員工正常工作時間的任何工作時間的半小時。
被要求在假期工作的僱員除了在假期工作的任何小時的正常工資外，還有權獲得全天的工資。
經理和高管沒有資格獲得加班費。

LRC-CA-60.50
新加坡工資習慣上有第13個獎金嗎？

RD 答:
新加坡的勞動法沒有規定獎金，儘管雇主自願提供額外一個月的工資是很常見的。

LRC-CA-70.10
新加坡員工正常的休假規定為何？

RD 答:

根據《就業法》，第 91 章，1968 年，S 43。
為雇主工作至少 3 個月的僱員有權享受 7 天的帶薪年假，並在第一個服務年之後每工作一年額外累積 1 天，
最多可享受 14 天的帶薪年假。

LRC-CA-70.20
新加坡公假的規定為何？員工加班的費率多少？

RD 答:

根據《就業法》，第 91 章，1968 年，S 88；假日法，1998 年，第 8 號，S 4。
雇主必須在以下公共假期向僱員提供帶薪休假：

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（佛誕日）
8月9日：國慶
Hari Raya Puasa（齋月結束）
Deepavali（印度教新年）
Hari Raya Haji（祭祀節）
12月25日：聖誕節

需要在假期工作的員工有權獲得額外一天的工資或全天休假。

LRC-CA-70.30
新加坡女性員工懷孕及生育假之規定為何？

RD 答:

根據 1968 年《就業法》第 91 章，SS 76-81。
女僱員如果為雇主工作至少 3 個月且孩子是或將是新加坡公民，則有權享受 16 週的帶薪產假。
如果她為雇主工作的時間連續少於 3 個月，或者她的孩子不是新加坡公民，則她只有 12 週的休假資格。
如果她在分娩時自己的在世子女少於 2 個，她將從雇主那裡獲得 8 週的工資。剩下的 4 周是無償的。
如果母親尋求使用產假，而父親在母親同意的情況下尋求為同一個孩子使用共享育兒假，則母親的可用產假總週數將減去該孩子的共享育兒假數。

LRC-CA-70.40
新加坡男性員工之陪產假規定為何？

RD 答:
根據兒童發展共同儲蓄法案，Ch。 38A，S 12H-12I。
在下列情況下，連續受僱至少 3 個月的在職父親有權享受 2 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。

兩週的假期可以：

在孩子出生後 16 週內連續出現；或者
在孩子出生後的 12 個月內（需與雇主達成協議）。

在職父親也有權分享其妻子 16 週的政府帶薪產假中的 4 週。

LRC-CA-70.50
新加坡員工之病假規定為何？喪假之規定為何？事假之規定為何？

RD 答:

病假

根據就業法，第 91 章，1968 年，S 89。
雇主向雇主選擇的醫生支付費用。
如果不需要住院，至少服務 6 個月的員工有權享受每年最多 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 3 個月但少於 6 個月的僱員有權享受與工作時間成比例的病假。

喪假

人力部 (MOM) 不要求公司向員工提供喪假。
因此，由公司提供休假權利。
在新加坡，許多公司提供富有同情心的休假。

LRC-CA-70.60
新加坡對員工之退休金與社會安全保險金之規定為何？

RD 答:

根據中央公積金法，ch。 36，S 77。
最低法定退休年齡為 62 歲。
中央公積金 (CPF) 為其成員提供 4 種類型的個人賬戶。

一個普通賬戶，用於購買房屋、進行經批准的投資或繼續教育。
退休及與退休有關的投資專戶。
醫療儲蓄賬戶，用於支付某些醫療費用，包括產假。
55 歲時設立的退休賬戶，用於為退休期間的定期付款提供資金。

LRC-CA-70.70
新加坡對員工之意外災害保險之規定為何？

RD 答:

根據工傷賠償法，Ch。 354，SS 3（5），4（1）。
根據《工傷賠償法》，如果僱員患有特定的職業病或與工作有關的傷害，雇主必須支付賠償，
除非是因僱員使用酒精或故意自傷造成的傷害。
在臨時喪失工作能力的情況下，僱員有權獲得住院 60 天的全薪，
如果不住院則 14 天，再加上喪失工作能力期間或一年工資的三分之二，以較短者為準。

LRC-CA-80.05
新加坡企業員工可以加入工會嗎？

RD 答:

勞動合同不得限制僱員加入註冊工會的權利。

LRC-CA-80.06
新加坡勞動爭議之處理方式為何？

RD 答:

根據 1960 年《勞資關係法》，第 2 章。 136，S 30E。
如果雇主或工會在 7 日內不接受邀請談判集體談判協議的通知，則送達通知的一方可以通知勞工專員，勞工專員將試圖說服談判。
如果繼續拒絕談判，專員將通知人力部和法院書記官長存在貿易糾紛。
部長可以指示各方進行進一步的調解以試圖解決問題。
當法院有管轄權時，它必須通過仲裁迅速解決貿易糾紛。
2017 年 4 月 1 日，新加坡啟動了就業索賠法庭 (ECT)，旨在快速解決價值相對較低的工資糾紛。

LRC-CA-90.10
新加坡企業對工作場所的安全、健康之規定為何？

RD 答:

根據 2009 年工作場所安全與健康法案，ch 354A, S 12。
雇主必須採取以下措施：

提供並維護一個安全且無健康風險的工作環境，並為員工福利提供充足的設施和安排。
確保員工在使用機器、設備、廠房、物品或過程時採取足夠的安全措施。
確保員工不會因工作場所或工作場所附近的安排而受到雇主控制的危害。
制定和實施處理工作中可能出現的緊急情況的程序。
確保員工在執行工作時獲得足夠的指導信息、培訓和監督。

雇主必須向人力部報告所有與工作相關的病假或擔任輕職務的僱員。

LRC-CA-100.10
在何種情況下，新加坡僱主可以解僱員工？

RD 答:

在下列情況下，可以不經通知終止僱傭合同：

已放棄接收通知的權利。
終止方已向另一方支付了相當於僱員在必要通知期內應獲得的工資的金額。
對方故意違反合同條件。
用人單位拖欠工資違約。
員工在未經雇主許可、合理辯解或試圖告知雇主缺勤原因的情況下連續曠工超過兩天，違反合同。
經過充分調查，雇主確定員工從事的行為與明示或暗示的服務條件的履行不符。如果僱員認為解僱是沒有正當理由的，他或她可以在解僱後一個月內向人力部長書面申請複職。

部長的決定是最終決定，不得在法庭上提出質疑。

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沒有預料到的。

LRC-CA-100.11
新加坡企業解僱員工需提前多久告知？要發多少資遣費？

RD 答:

勞動合同可隨時通知另一方終止合同的意向。
終止通知必須採用書面形式。
除非合同中明確規定了通知，否則必出以下通知：

如果僱傭期少於 26 週，提前 1 天通知。
如果工作期限至少為 26 週但少於 2 年，則需提前 1 週通知。
如果工作期限至少為 2 年但少於 5 年，則提前 2 週通知。
如果僱傭期限至少為 5 年或以上，則提前 4 週通知。

任何一方都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相當於僱員在通知期內應獲得的工資的金額。
就業法沒有規定裁員福利。這是雇主和僱員之間的相互協議。
根據不具約束力的《管理過剩人力的三方指南》，裁員福利的普遍標準是每年服務兩周到一個月的工資。

LRC-CA-100.12
新加坡企業解僱員工向主管機關申報之規定為何？

RD 答:

當裁員不可避免時，指導方針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。

LRC-CA-100.20
在新加坡合法大量解僱員工的規定為何？

RD 答:

根據 2016 年管理過剩人力和負責任裁員的三方指南。
該指南鼓勵公司考慮採取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。

LRC-CA-100.30
新加坡解僱員工必需支付員工的期限為何？

RD 答:

應付給被解僱員工的總工資和任何其他款項必須在解僱之日或最遲在解僱後的 3 個工作日內支付。
必須在終止僱傭合同之日向已在必要通知下辭職的僱員支付工資。
當員工在沒有適當通知的情況下辭職時，必須在辭職後 7 天內支付工資。
雇主可以從應付工資中扣除僱員應支付的金額以代替適當通知。

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.

各國勞動法規

**請注意下列事項：
以上內容為永輝研發及教育中心 (簡稱:永輝RD)於2021年10月摘要。
隨著時間推移，法規會發生變化，不同情況會有不同的選擇。
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新加坡與臺灣同事攜手協同爲您服務。為地球暖化盡一份心力，減少空中旅行。除了提供外資公司登記外，在雲會計和薪資系統的支持下,永輝擔任您的本地內部會計角色，承擔了會計,稅務,薪資等法規遵循服務。

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申請適用租稅協定第7條營業利潤免稅申請服務，新加坡公司支付費用給台灣母公司的零扣繳稅率申請。當新加坡公司（作爲付款人）向台灣母公司(收款人)支付服務費時，由於新加坡與臺灣簽訂了 DTA （避免雙重徵稅協定），而且在台灣母公司在新加坡沒有常設機構(non-PE) ，我們將根據 DTA 提供零稅率豁免申請服務。

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