Employment

Your employer must pay your salary within 7 days after the end of the salary period. If unpaid, you can file a claim with the Tripartite Alliance for Dispute Management (TADM) or sue in the Employment Claims Tribunal.

You are entitled to overtime pay if you are a non-managerial employee covered by the Employment Act and work more than 44 hours per week.

No, your employer cannot reduce your salary unilaterally without your written consent — it is a breach of contract and prohibited under the Employment Act.

Your employer must pay your deducted CPF contributions to the CPF Board by the 14th of the following month. If they fail to do so, the CPF Board can recover the amount plus penalties, and your employer may face fines or imprisonment.

If you're covered by the Employment Act and worked on a public holiday, you must be paid at least double your basic rate of pay for that day — or given another day off with pay if mutually agreed.

If your employer in Singapore is insolvent and owes you unpaid salary, you may claim up to $7,500 per employee from the Government’s Wage Protection Scheme via the Ministry of Manpower — but only if your employer is covered under the Employment Act and the insolvency occurred after 1 April 2023.

Dismissal without notice may be wrongful if it breaches the Employment Act or your employment contract — unless it's for misconduct justifying summary dismissal.

No, it is illegal to dismiss an employee while she is on maternity leave in Singapore under the Employment Act.

Under Singapore law, retrenched employees are not automatically entitled to statutory severance pay, but employers must comply with contractual or collective agreement terms, and may be expected to provide ex-gratia retrenchment benefits based on tripartite guidelines.

You can resign at any time by giving the required notice period under your contract or the Employment Act — your employer cannot legally prevent you from leaving once notice is properly served.

No, you cannot be fired for whistleblowing on safety violations in Singapore — the Workplace Safety and Health Act protects employees from dismissal or disadvantage for reporting such issues.

If you are covered by the Employment Act, you are entitled to at least 7 days of paid annual leave after 3 months of continuous service, increasing to a maximum of 14 days after 2 years of service.

Yes, if you are covered under the Employment Act, your employer must provide paid sick leave and hospitalisation leave as required by law.

Female employees in Singapore are entitled to 16 weeks of paid maternity leave if they meet eligibility conditions under the Employment Act.

Yes, it is a violation if you are covered by the Employment Act and did not receive at least one rest day per week.

If you were injured at work in Singapore, you may be entitled to compensation under the Work Injury Compensation Act (WICA), not the Workplace Safety and Health Act — which sets safety duties but does not provide compensation.

You may apply for a Protection Order or Expedited Protection Order under the Protection from Harassment Act if your employer’s conduct amounts to harassment, stalking, threatening behaviour, or cyberbullying.

No, your employer generally cannot transfer you to a different role without your consent unless your employment contract allows it or the transfer is reasonable and does not breach your contract.

Yes, you may apply for a protection order under the Protection from Harassment Act if your boss’s social media conduct amounts to harassment — defined as causing harassment, alarm, or distress through threatening, abusive, or insulting communication.

Yes, you can file a claim at the Employment Claims Tribunal (ECT) in Singapore if you are an employee or former employee with a statutory or contractual employment claim.

The maximum claim amount at the Employment Claims Tribunal (ECT) is $20,000 for salary-related claims, or $30,000 if the claimant has gone through mediation at TADM first.

No, your employer is not legally required to give you a reference letter under Singapore law.

Yes, most foreign workers in Singapore are covered by the Employment Act, unless specifically excluded by section 2.

No, it is illegal for your employer to keep your passport in Singapore. The Employment Act prohibits employers from withholding employees’ personal documents.