Reference

Singapore Employment Laws

Key legislation every Singapore employer must know — from the Employment Act to the Workplace Fairness Act.

📋

Employment Act

EA

Core 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
Read More on MOM Website
🌏

Employment of Foreign Manpower Act

EFMA

Regulates 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
Read More on MOM Website
🏥

Work Injury Compensation Act

WICA

Protects 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
Read More on MOM Website
⚖️

Workplace Fairness Act

WFA

Strengthens 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
Read More on MOM Website
💰

Central Provident Fund Act

CPF Act

Mandates 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
Read More on MOM Website
🤝

TAFEP Guidelines

TAFEP

The 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
Read More on MOM Website
📊

Fair Hiring Framework

FHF

A 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
Read More on MOM Website