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Workplace Law

Singapore Employment Act & Workplace Rights Guide 2026

Complete guide to employee rights under the Singapore Employment Act (Cap. 91). Explains 44-hr work week, overtime pay, leave entitlements, & TADM claims.

Overview & Statutory Background

Employment rights in Singapore are regulated by the Ministry of Manpower (MOM) under the Employment Act (Cap. 91). The Employment Act generally covers most employees, while Part IV working-hours, rest days, and overtime protections apply specifically to workmen earning up to S$4,500/month and non-workmen earning up to S$2,600/month. Employers must pay monthly salary within 7 days after the salary period and overtime pay within 14 days. Statutory public holidays, paid annual leave, sick leave, and maternity/paternity leave are protected under Singapore employment law. Use this guide to understand workplace rights.

Key Pass Highlights & Statutory Criteria

Governing Act

Employment Act (Cap. 91)

Verified

Max Work Week

44 Hours / Week

Verified

Overtime Rate

1.5x Hourly Rate

Verified

Dispute Tribunal

TADM & ECT Tribunal

Verified

Evaluation Criteria & Points Breakdown

Part IV Statutory Working Hours & Overtime Limits

Part IV Protection

Part IV protects non-manual employees earning up to S$2,600/month and workmen earning up to S$4,500/month, capping work at 44 hours/week.

Section 38 Overtime Pay Calculation

1.5x Overtime

Overtime work must be paid at a minimum rate of 1.5 times the hourly basic rate of pay.

Statutory Annual & Medical Leave Entitlements

Paid Leave

Min 7 days paid annual leave (increasing +1 yr up to 14 days) and 14 days paid outpatient sick leave.

Wrongful Dismissal & TADM Dispute Process

TADM Protection

Employees can file wrongful dismissal claims at TADM within 1 month of termination.

Mandatory Eligibility Requirements

Applies to all employees working in Singapore under a contract of service (full-time, part-time, contract).

Part IV overtime protections apply to non-workmen earning up to S$2,600/mo and workmen earning up to S$4,500/mo.

Salary must be paid at least once a month within 7 days after the end of the salary period.

Employers must provide itemized payslips and Key Employment Terms (KETs).

Step-by-Step Application & Issuance Process

Review Contract of Service & MOM KETs

Verify working hours, overtime rate, and leave entitlements against statutory Employment Act limits.

Internal Dispute Grievance with Employer

Submit formal written grievance to HR regarding unpaid salary or overtime violations.

File Mediation Claim with TADM

File online claim at Tripartite Alliance for Dispute Management (TADM) within statutory timeline.

TADM Mediation Session

Attend TADM mediation session with employer to reach a legally binding settlement.

Employment Claims Tribunals (ECT) Adjudication

If unresolved, case proceeds to ECT for binding legal order issued by a Tribunal Magistrate.

Required Document Checklist

•Employment Act (Cap. 91, Parts IV, IX, & X)

•Written Contract of Service & Key Employment Terms (KETs)

•MOM Itemized Monthly Payslips & Overtime Logs

•TADM Mediation Application Notice

•Employment Claims Tribunals (ECT) Claim Certificate

Frequently Asked Questions (FAQ)

The Employment Act covers all employees under a contract of service, including local citizens, PRs, and foreign pass holders (EP, S Pass, Work Permit).

Under Part IV of the Act, standard working hours cannot exceed 8 hours a day or 44 hours a week.

Overtime pay must be calculated at a minimum of 1.5 times the employee's basic hourly rate of pay.

Employers must pay monthly salary within 7 days after the end of the salary period, and overtime pay within 14 days.

Claims must be submitted online to TADM (Tripartite Alliance for Dispute Management) within 1 month for wrongful dismissal or 6 months for unpaid salary.

Yes. All employers in Singapore are legally required to provide itemized payslips and Key Employment Terms (KETs) to employees.