Employment Law in Singapore: What Workers and Employers Need to Know
The Employment Act (Cap. 91A) is the primary legislation governing employment relationships in Singapore. Whether you're an employee facing unfair treatment or an employer navigating HR decisions, understanding your rights and obligations is essential.
Here are the ten employment law questions Singapore lawyers hear most often.
1. Can my employer terminate me without reason?
Singapore follows a system of at-will employment for most contracts. An employer can terminate employment without giving a reason, provided they give the contractually required notice period (or pay in lieu of notice). However, termination cannot be for discriminatory reasons or in retaliation for exercising legal rights.
2. What is wrongful dismissal under Singapore law?
Wrongful dismissal occurs when an employer terminates an employee in breach of contract — for example, without the required notice period — or in violation of the Employment Act. Since 2019, employees can file wrongful dismissal claims with the Ministry of Manpower (MOM) within one month of dismissal.
3. Am I entitled to retrenchment benefits?
Under the Employment Act, there is no statutory entitlement to retrenchment benefits unless your contract or collective agreement specifies otherwise. However, MOM's Tripartite Advisory recommends employers pay 2 weeks to 1 month of salary per year of service for employees with at least 2 years of service.
4. What are my CPF contribution obligations as an employer?
CPF contributions are mandatory for Singapore citizens and permanent residents. The contribution rates vary by age. As of 2025, the total contribution rate for employees below 55 is 37% of wages (17% employer, 20% employee), subject to the CPF monthly salary ceiling.
5. Can my employer change my employment terms unilaterally?
No. Any material change to employment terms — salary, working hours, job scope, benefits — requires the employee's consent. Imposing changes without consent may constitute a breach of contract, and in some cases, constructive dismissal.
6. What is the minimum notice period required?
Under the Employment Act, the minimum notice period is: - 1 day if employed for less than 26 weeks - 1 week if employed for 26 weeks to less than 2 years - 2 weeks if employed for 2 to less than 5 years - 4 weeks if employed for 5 years or more
Your contract may stipulate a longer notice period, which takes precedence.
7. Am I entitled to annual leave?
Yes. Employees covered by the Employment Act are entitled to 7 days of paid annual leave after one year of service, increasing by one day per additional year up to a maximum of 14 days.
8. What constitutes workplace harassment in Singapore?
The Protection from Harassment Act (POHA) covers workplace harassment. This includes behaviour that causes distress, alarm, or harassment — verbal abuse, cyberbullying, unreasonable work demands intended to cause distress, and sexual harassment. Victims can apply for a Protection Order through the courts.
9. Can my employer deduct salary without my consent?
No. Under the Employment Act, salary deductions are strictly regulated. Permissible deductions include CPF contributions, absence from work, damage to property caused by the employee, and advances. Arbitrary deductions are illegal.
10. What should I do if my employer doesn't pay my salary?
File a salary claim with the Employment Claims Tribunals (ECT) within one year of the salary becoming due. For amounts below $20,000 (or $30,000 for union members), the ECT process is straightforward and does not require legal representation.
*This article provides general legal information, not legal advice. For advice specific to your situation, consult a qualified Singapore employment lawyer.*