Johnathan Lee Kui Bao

What must every employer provide?

• Key Employment Terms (KETs) in writing within 14 days of starting work, for employees hired for 14 days or more, covering essentials such as job scope, salary, hours and leave.
• Itemised payslips with each salary payment, showing basic pay, allowances, deductions and overtime.
• Timely salary: salary must be paid within 7 days after the end of the salary period (with a shorter statutory timeline for termination situations, depending on the mode of termination).
• CPF contributions for employees who are Singapore citizens or permanent residents, at the prescribed rates and deadlines.
• Statutory leave: paid annual leave (starting at 7 days and rising with service, for employees within the relevant provisions), paid sick leave and hospitalisation leave subject to eligibility, 11 paid public holidays, and maternity, paternity and childcare leave under the Employment Act and the Child Development Co-Savings Act 2001.

Who gets the extra Part 4 protections?

Part 4 of the Employment Act, which governs rest days, hours of work and overtime pay, applies only to workmen earning up to S$4,500 a month and other employees earning up to S$2,600 a month. Employees outside Part 4, including most professionals, managers and executives, rely on their contracts for hours and overtime, which makes careful contract review important at the point of hiring.

What are the rules on termination?

Either side may terminate with the contractual notice (or salary in lieu). Dismissal without notice is reserved for misconduct, and even then only after due inquiry. Dismissals that are without just or sufficient cause can ground a wrongful dismissal claim, assessed against the Tripartite Guidelines on Wrongful Dismissal; the claim must be brought within one month of the last day of employment. Employers should document performance and misconduct issues contemporaneously; employees should keep their contracts, payslips and correspondence.

What is changing with the Workplace Fairness Act?

Singapore’s workplace fairness legislation, expected to take effect in 2027, will prohibit adverse employment decisions based on protected characteristics and will sit alongside the existing Tripartite Guidelines. Employers should start reviewing hiring, appraisal and grievance processes now. See our separate guide on the Workplace Fairness Act for details.

Frequently asked questions

Does the Employment Act apply to managers and executives?

Yes, for the core provisions such as salary protection, KETs, payslips, leave and wrongful dismissal. The additional Part 4 protections on hours and overtime do not apply to them.

Can my employer deduct my salary for mistakes or damage?

Only within the narrow grounds and limits the Act allows. Unauthorised deductions are a common and successful head of claim at TADM.

Are non-compete clauses enforceable in Singapore?

Only if they protect a legitimate proprietary interest and are reasonable in scope, duration and geography; blanket restraints are unenforceable. This is a specialist area of ours, for both employers drafting covenants and employees seeking to move.

What records must employers keep?

Employers must keep employee records, including salary and leave records, for prescribed periods, and produce them in MOM inspections. Poor records make disputes far harder to defend.

This article is for general information only and is not legal advice. The law stated is as at July 2026.