We represent employees working in companies from the following sub-sectors:
The Employment Act is Singapore’s main labour law. It provides for the basic terms and conditions at work for employees covered by the Act.
You are covered if you are an employee working under a contract of service with an employer. It covers local and foreign employees.
An employee can be employed in the following terms:
An employee can be paid on the following basis:
However, you are not covered if you are employed as a:
If you are not covered by the Employment Act, your terms and conditions of employment will be according to your employment contract.
Part IV of the Employment Act, which provides for rest days, hours of work and other conditions of service, only applies to:
Part IV of the Act does not cover all managers or executives.
In general, managers and executives are employees with executive and supervisory functions.
Their duties and authority may include one or all of the following:
They also include professionals with tertiary education and specialised knowledge or skills whose employment terms are like those of managers or executives. For example:
Generally, workman is someone whose work involves mainly manual labour.
This includes someone who falls under any of these categories:
In accordance with the Retirement and Re-employment Act (RRA), the minimum retirement age is 62 years. Employers are not allowed to dismiss any employee based on an employee’s age.
Employers must offer re-employment to eligible employees who turn 62, up to age 67, to continue their employment in the organisation. The re-employment age was raised from 65 to 67 on 1 July 2017 to help older workers who wish to continue working as long as you are willing and able.
You are eligible for re-employment if you:
If you are eligible for re-employment but your employer is unable to offer you a position, then your employer must:
Your re-employment contract should be for at least 1 year, renewable every year up to age 67.
The first initial contract of re-employment should start on the same day you turn 62 years.
Your salary may be adjusted based on reasonable factors such as new duties or responsibilities. You should negotiate these changes with your employer when you finalise your new contract. A good reference is the Tripartite Guidelines on Re-employment of Older Employees.
To help employers and employees adjust to the new re-employment age that took effect on 1 July 2017, the tripartite partners have released a revised set of Tripartite Guidelines on Re-employment of Older Employees.
There are two key changes to the revised guidelines:
Employers should use MediShield Life to provide medical benefits to re-employed employees. This can be done by providing additional MediSave contributions in place of in-patient medical benefits. This would make medical benefits more portable.
If your employer has considered all available re-employment options within the organisation and is still unable to identify a suitable job for you, the company may offer you an Employment Assistance Payment (EAP).
The EAP is:
You should work together with your employer (or union, if applicable) to resolve any differences amicably.
You can also approach the Commissioner for Labour (COL) or Tripartite Alliance for Dispute Management (TADM) for help in the following situations:
The Work Injury Compensation Act (WICA) lets employees make claims for work-related injuries or diseases without having to file a civil suit under common law. It is a low-cost and quicker alternative to common law for settling compensation claims.
The Work Injury Compensation Act (WICA) covers any local or foreign employee who is under a contract of service or contract of apprenticeship, regardless of salary, age or nationality.
It doesn’t cover:
You can claim for compensation if you have been injured or contracted a disease as a result of work.
WICA covers accidents arising out of and in the course of employment. Unless there is evidence to prove otherwise, an accident in the course of employment is regarded as arising out of employment.
You remain eligible to claim for compensation even if:
Dependents of an employee who died because of a workplace accident can also make a claim on behalf of the employee.
If you are covered by the Work Injury Compensation Act (WICA), you can claim for the following types of compensation benefits:
Non-permanent work injuries refers to an injured employee being temporarily unable to perform work and earn his usual wages after being placed on medical leave. Compensation for such work injuries consists of: