SINGAPORE Law and Practice Contributed by: Kelvin Tan, Benjamin Gaw and Lim Chong Kin, Drew & Napier LLC
Drew & Napier LLC 10 Collyer Quay #10-01 Ocean Financial Centre
Singapore 049315 Tel: +65 6535 0733 Fax: +65 6535 4906
Email: mail@drewnapier.com Web: www.drewnapier.com
1. Employment Terms 1.1 Employee Status
of their work, platform workers are neither classified as employees nor self-employed. For more details on platform workers and the ongoing efforts to protect their interests, see 5.3 Other New Manifestations . 1.2 Employment Contracts An employment contract may be for a fixed or indefi - nite period. Key Employment Terms An employer is required to provide employees (other than transient employees) with written records of at least the key employment terms, which include:
An employee is a person who has entered into or works under a contract of service with an employer. On the other hand, a person who has entered into a contract for service is not an employee. Whether a person is an employee is determined by a flexible and fact-sensitive approach that considers, holistically, the parties’ working relationship with reference to factors such as the employer’s control over the person’s work and whether the person’s work forms an integral part of the employer’s business. The Employment Act generally covers all employees (subject to very limited exceptions), but additional statutory protection of certain employment terms and benefits under Part IV of the Employment Act only applies to classes of employees who are considered more vulnerable in their ability to negotiate their terms of employment, as follows: • workmen (ie, employees whose work mainly involves manual labour) earning a basic monthly salary of not more than SGD4,500; and • employees (other than a workman or a person employed in a managerial or an executive position) earning a basic monthly salary of not more than SGD2,600. Platform Workers Based on the recently introduced Platform Work - ers Act which came into force on 10 January 2025, platform workers will be recognised as a distinct and separate group of workers. Due to the flexible nature
• employer’s full name; • employee’s full name; • job title, main duties and responsibilities;
• start date of employment; • duration of employment;
• working arrangements, such as daily working hours, number of working days per week and rest days; • salary period; • basic rate of pay; • fixed allowances; • fixed deductions; • overtime payment period; • overtime rate of pay; • other salary-related components such as incen - tives and bonuses; • leave entitlement; • medical benefits; • probation period; and • notice period for dismissal or termination.
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