Singaporean employment law

The Singapore employment legal system comprises employment legislation and common law principles. In addition, guidelines and advisories from the Ministry of Manpower (“MOM”) and the Tripartite Alliance for Fair & Progressive Employment Practices (“TAFEP”) (consisting of the Ministry of Manpower, National Trade Union Congress and Singapore National Employers Federation) are highly persuasive. Employment[1]related claims in Singapore can be heard in the Employment Claims Tribunal, State Courts of Singapore and the Supreme Court of Singapore.

Key Points

• The Employment Act is Singapore’s main piece of employment law legislation and provides for the basic terms and working conditions for employees.
• All employees (whether foreign or local) are covered by the Employment Act, except for seafarers, domestic workers and statutory board employees or civil servants.
• Singapore is an at-will employment jurisdiction.
• Minimum salary levels are not prescribed by legislation and therefore, there is generally no minimum wage in Singapore, except for a progressive wage model which applies to certain employees in certain sectors.
• A social security scheme called the Central Provident Fund is mandatory for Singapore Citizens and Singapore Permanent Residents.

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