Singapore Employment Laws
Key legislation every Singapore employer must know — from the Employment Act to the Workplace Fairness Act.
Employment Act
EACore legislation covering employment contracts, working hours, overtime, leave entitlements, and termination for employees in Singapore.
Key Points
- •Covers all employees except public servants, domestic workers, and seafarers
- •Mandates itemised payslips for all covered employees
- •Sets minimum annual leave, sick leave, maternity/paternity entitlements
- •Governs rest days, overtime rates, and salary payment timelines
- •Requires written employment contracts from Day 1
Employment of Foreign Manpower Act
EFMARegulates the employment of foreign workers and professionals in Singapore, governing work passes, employer obligations, and penalties.
Key Points
- •Governs Employment Pass, S Pass, Work Permit, Tech Pass, and EntrePass
- •Mandates Fair Consideration Framework (FCF) job advertising requirements
- •Sets employer obligations for work pass holders' medical insurance
- •Penalties for illegal employment include fines and blacklisting
- •Employers must maintain valid work passes for all foreign employees
Work Injury Compensation Act
WICAProtects employees injured at work or who contract occupational diseases. Provides compensation without requiring proof of employer negligence.
Key Points
- •Covers all employees except domestic workers and the self-employed
- •Mandatory Work Injury Compensation Insurance for manual and lower-paid workers
- •Employers must report work accidents to MOM within 10 days
- •Compensation for medical expenses, temporary incapacity, and permanent disability
- •Death compensation payable to dependants
Workplace Fairness Act
WFAStrengthens protections against workplace discrimination. Employers must not discriminate based on protected characteristics including age, race, religion, gender, and disability.
Key Points
- •Prohibits discrimination in hiring, retrenchment, and employment terms
- •Protected characteristics: age, race, religion, gender, nationality, disability, marital status
- •Requires employers to have formal grievance handling processes
- •Employees can file complaints with MOM or TAFEP
- •Retaliation against complainants is prohibited
Central Provident Fund Act
CPF ActMandates social security contributions for Singapore Citizens and Permanent Residents. Governs contribution rates, account types, and employer obligations.
Key Points
- •Applies to all SC and PR employees regardless of salary
- •2026 ordinary wage ceiling: S$8,000/month
- •Employer contribution rates vary by employee age bracket
- •CPF must be paid by 14th of the following month
- •Late contributions attract penalties and interest
TAFEP Guidelines
TAFEPThe Tripartite Alliance for Fair and Progressive Employment Practices sets guidelines for fair hiring, workplace harassment, and inclusive workplace practices.
Key Points
- •Fair Consideration Framework (FCF) — job ads must be on MyCareersFuture for ≥28 days
- •Job criteria must be based on genuine requirements, not nationality or demographics
- •Employers must keep records of hiring decisions for 2 years
- •Sexual harassment policies must be in place for all employers
- •TAFEP audits target companies with high foreign employee ratios
Fair Hiring Framework
FHFA set of principles and practices to ensure merit-based, fair, and progressive hiring across Singapore's workforce.
Key Points
- •All job postings must comply with TAFEP's Tripartite Guidelines
- •Selection criteria must be job-relevant and non-discriminatory
- •Employers must document and be able to justify all hiring decisions
- •Covers recruitment, promotion, and retrenchment decisions
- •Non-compliance can result in work pass privileges being curtailed
Need help ensuring your business is compliant?
Our MOM-registered HR consultants can audit your practices and guide you through every regulation.