Hiring means
design a role

01

Employment Act - basic minimum framework

Most employees are covered core provisions, but Part 4 rules on hours, overtime and rest days apply to certain categories and do not apply to managers and executives. A contract may improve the statutory minimum, but not worsen the applicable mandatory conditions.

02

KETs turn agreements into verifiable documents

For a covered employee hired for 14 days or more, key employment terms are issued in writing. In addition to KETs, the agreement regulates confidentiality, IP, data, conflicts, remote work, expenses, bonus discretion, garden leave and post-termination restrictions within the limits of applicable law.

Identity and role

Employer, employee, title, duties and start date

Working arrangement

Hours, days, rest day and place of work

Compensation

Salary period, basic pay, allowances, deductions and bonus

Leave and medical

Annual, sick, hospitalization, parental and benefits

Lifecycle

Probation, notice, misconduct and return of property

03

Payroll has a statutory timing

For a covered employee, salary is paid at least once a month and usually within 7 days after the salary period; overtime - within 14 days. Itemized payslip and employment records support payroll compliance. CPF is determined by citizenship/permanent-resident status, age and wage components.

04

Hours and overtime depend on Part 4 coverage

For Part 4 employees, maximum normal hours, breaks, rest day and overtime pay are regulated; managers and executives rely mainly on contracts. After qualifying service, annual and sick leave rights apply; covered employee has 11 paid public holidays.

05

Work pass gets the role, not the person “in general”

Employer determines occupation, salary, qualifications, reporting line and business need, then checks Employment Pass, S Pass or other route. Before starting work, approval and issuance are required; a change in employer or material conditions may require a new procedure.

Employment Pass

Qualifying salary + COMPASS if no exemption

S Pass

Salary, quota and levy

Work Permit

Sector, source-country, quota and levy rules

Employer duties

Accurate application, records, insurance/medical duties where applicable

Tax

Payroll and individual tax residence are analyzed separately

06

COMPASS evaluates the candidate and the company

For Employment Pass, after qualifying salary, the points-based Complementarity Assessment Framework is applied: salary, qualifications, nationality diversity, local employment support and applicable bonus criteria. Workforce plan must be checked before the relocation promise and release date.

07

Employee handbook must work with the contract

08

Notice, reason and process do not mix

The employer or employee terminates the contract with a contractual/statutory notice or salary in lieu. Misconduct dismissal requires due inquiry. Final salary timing depends on the scenario; company property, access, confidentiality, IP and immigration cancellation are closed using the exit checklist.

09

Redundancy requires an objective and respectful process

Selection is related to future business needs and should not be discriminatory. An Employer with a minimum of 10 employees, retrenching any employee, notifies MOM within 5 working days after notifying the employee. Contract/collective agreement and prevailing tripartite practice determine benefit.

Definition

Redundancy or reorganization without imminent role replacement

Employee notice

According to contract of service; reasonable early information

MOM notice

5 working days for employer with 10+ employees

Benefit norm

Typically 2 weeks–1 month salary per year of service unless otherwise specified

Final pay

Salary, unused leave, notice pay and applicable amounts

10

Employer file

1. 01

   KETs, contract, handbook and job description are agreed upon.

2. 02

   Work pass, COMPASS, quota/levy are checked before offer.

3. 03

   Payroll, CPF, leave and employment records are configured.

4. 04

   IP, confidentiality, PDPA and device access are issued.

5. 05

   Performance, investigation and exit procedures are provable.