I. Introduction

Singapore, a thriving global business hub, offers a dynamic and attractive environment for companies seeking to establish or expand their operations in Asia. As employers navigate this landscape, understanding the intricacies of employment law and practices is crucial for success. This comprehensive analysis delves into the multifaceted aspects of employing people in Singapore, providing employers with essential knowledge and practical insights.

From the initial steps of hiring to the nuances of compensation and benefits, this guide covers the legal framework, regulatory requirements, and best practices that shape the employer-employee relationship in Singapore. By examining key areas such as employment contracts, work pass regulations, Central Provident Fund (CPF) contributions, and termination procedures, we aim to equip employers with the knowledge needed to make informed decisions and maintain compliance with local laws.

Moreover, this analysis goes beyond legal requirements to explore the practical aspects of employment in Singapore. We’ll discuss average salaries across various job categories, the distinction between gross and net pay, and the overall cost of labor. This information will prove invaluable for employers budgeting for expansion or adjusting their compensation strategies to remain competitive in Singapore’s talent market.

As we progress through this guide, employers will gain a thorough understanding of their rights and obligations, as well as the protections afforded to employees under Singaporean law. By the conclusion, readers will be well-equipped to navigate the complexities of employment in Singapore, fostering positive workplace relationships and contributing to the country’s vibrant economic landscape.

II. Legal Framework for Employment in Singapore

The employment landscape in Singapore is governed by a comprehensive legal framework that balances the interests of employers and employees while promoting fair labor practices and economic growth. Understanding this framework is essential for any employer operating in the country.

A. Key Legislation

1. Employment Act (EA)

The Employment Act is the primary legislation governing employment relationships in Singapore. It sets out the basic terms and working conditions for employees, covering areas such as contract of service, payment of salary, working hours, overtime, rest days, and annual leave [1].

2. Employment of Foreign Manpower Act (EFMA)

This act regulates the employment of foreign workers in Singapore, outlining the responsibilities of employers and the conditions under which foreign employees can work in the country [2].

3. Workplace Safety and Health Act (WSHA)

The WSHA establishes the regulatory framework for occupational safety and health in Singapore, placing responsibilities on employers to maintain a safe and healthy work environment [3].

4. Central Provident Fund Act (CPFA)

This legislation governs the national savings scheme known as the Central Provident Fund (CPF), which is a key component of Singapore’s social security system [4].

5. Industrial Relations Act (IRA)

The IRA regulates the relationships between employers, employees, and trade unions, providing a framework for collective bargaining and dispute resolution [5].

B. Regulatory Bodies

1. Ministry of Manpower (MOM)

The Ministry of Manpower is the primary government agency responsible for labor and workforce policies in Singapore. It oversees the implementation and enforcement of employment laws and regulations [6].

2. Central Provident Fund Board (CPFB)

The CPFB administers the CPF scheme, ensuring compliance with contribution requirements and managing the various CPF-related programs [7].

3. Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP)

TAFEP promotes fair and progressive employment practices in Singapore, working closely with employers, unions, and the government to create inclusive workplaces [8].

Understanding this legal framework is crucial for employers as it forms the foundation for all employment-related decisions and practices in Singapore. In the following sections, we will delve deeper into specific aspects of employment, examining how these laws and regulations apply in practice.

III. Hiring Process and Employment Contracts

The hiring process in Singapore involves several key steps and considerations, from sourcing candidates to formalizing the employment relationship through contracts. Employers must navigate this process carefully to ensure compliance with local laws and best practices.

A. Recruitment and Selection

1. Job Advertisements

When advertising job openings, employers must comply with the Tripartite Guidelines on Fair Employment Practices. These guidelines prohibit discrimination based on age, race, gender, religion, marital status, family responsibilities, or disability [9].

2. Interviewing and Selection

During the interview and selection process, employers should focus on job-related criteria and avoid asking questions that could be perceived as discriminatory. It’s advisable to maintain proper documentation of the selection process to demonstrate fair practices if challenged [10].

3. Pre-Employment Checks

Employers may conduct background checks, including verification of educational qualifications and employment history. However, they must obtain the candidate’s consent and comply with the Personal Data Protection Act (PDPA) when collecting and processing personal information [11].

B. Employment Contracts

1. Contract Types

Singapore recognizes various types of employment contracts, including:

– Permanent contracts (full-time and part-time)

– Fixed-term contracts

– Casual or temporary contracts

Each type has different implications for both employers and employees in terms of benefits, notice periods, and termination procedures [12].

2. Key Contract Elements

An employment contract in Singapore should include the following essential elements:

– Job title and description

– Commencement date of employment

– Duration of employment (for fixed-term contracts)

– Working hours and days

– Probation period (if applicable)

– Salary and other benefits

– Leave entitlements

– Notice period for termination

– Confidentiality and non-compete clauses (if applicable)

– Code of conduct and disciplinary procedures [13]

3. Offer Letters

Before issuing a formal contract, employers typically provide an offer letter outlining the key terms of employment. Once accepted, this offer letter becomes a legally binding agreement [14].

C. Employment Passes and Work Permits

1. Types of Work Passes

For foreign employees, employers must obtain the appropriate work pass. The main types include:

– Employment Pass (EP) for foreign professionals, managers, and executives

– S Pass for mid-level skilled staff

– Work Permit for semi-skilled foreign workers in specific sectors [15]

2. Application Process

The application process for work passes involves several steps:

– Employers must first obtain approval from the Ministry of Manpower

– Once approved, the employer can issue an in-principle approval letter to the foreign employee

– The employee then enters Singapore and completes the work pass formalities [16]

3. Employer’s Responsibilities

Employers sponsoring foreign workers have specific responsibilities, including:

– Ensuring the worker only performs the job specified in the work pass

– Providing acceptable accommodation

– Purchasing and maintaining medical insurance

– Repatriating the worker upon cancellation of the work pass [17]

D. Probation Periods

1. Purpose and Duration

Probation periods allow employers to assess a new employee’s suitability for the role. The typical duration is three to six months, but this can vary depending on the company and position [18].

2. Legal Considerations

During probation, both parties usually have the right to terminate the employment with shorter notice. However, all other employment rights and obligations still apply during this period [19].

By adhering to these guidelines in the hiring process and contract formation, employers can establish a solid foundation for positive employment relationships while ensuring compliance with Singapore’s legal requirements. The next sections will delve into the ongoing aspects of employment, including compensation, benefits, and workplace policies.

IV. Compensation and Benefits

Compensation and benefits form a crucial part of the employment relationship in Singapore. Employers must navigate a complex landscape of legal requirements, market expectations, and strategic considerations to attract and retain talent effectively.

A. Salary Structure and Payment

1. Minimum Wage

Singapore does not have a statutory minimum wage for most sectors. However, the Progressive Wage Model (PWM) sets minimum wage levels for specific sectors such as cleaning, security, and landscape maintenance [20].

2. Salary Components

Typical salary structures in Singapore may include:

– Basic salary

– Fixed allowances (e.g., transport, housing)

– Variable components (e.g., bonuses, commissions)

– Overtime pay [21]

3. Payment Frequency and Methods

Salaries must be paid at least once a month and within 7 days after the end of the salary period. Payment can be made via cash, check, or bank transfer [22].

B. Central Provident Fund (CPF) Contributions

1. Contribution Rates

Both employers and employees are required to make CPF contributions. As of 2024, the rates for employees aged 55 and below are:

– Employer: 17% of monthly wages

– Employee: 20% of monthly wages [23]

2. Salary Ceiling for CPF Contributions

CPF contributions are subject to a salary ceiling. For 2024, the Ordinary Wage Ceiling is $6,000 per month, and the Additional Wage Ceiling is $102,000 per year minus the total Ordinary Wages subject to CPF for the year [24].

3. Foreign Worker Levy (FWL)

Employers of foreign workers on Work Permits or S Passes are required to pay a monthly levy, which varies depending on the sector and the proportion of foreign workers in the company [25].

C. Mandatory Benefits

1. Annual Leave

Employees covered under the Employment Act are entitled to a minimum of 7 days of paid annual leave for the first year of service, increasing by one day for each subsequent year of service, up to a maximum of 14 days [26].

2. Sick Leave

Employees are entitled to 14 days of paid outpatient sick leave and 60 days of paid hospitalization leave per year, after completing three months of service [27].

3. Public Holidays

Employees are entitled to 11 paid public holidays per year. If a public holiday falls on a rest day or non-working day, the next working day will be a paid holiday [28].

4. Maternity and Paternity Leave

Eligible female employees are entitled to 16 weeks of paid maternity leave, while eligible male employees are entitled to 2 weeks of paid paternity leave [29].

D. Additional Benefits and Perks

1. Health Insurance

While not mandatory, many employers provide health insurance coverage as part of their benefits package [30].

2. Transportation Allowances

Some employers offer transportation allowances or company transport, especially for shift workers or those working in less accessible locations [31].

3. Training and Development

Employers in Singapore often invest in employee training and development, supported by government initiatives such as the SkillsFuture program [32].

E. Average Salaries and Cost of Labor

1. Salary Ranges by Industry

Average salaries in Singapore vary significantly by industry and job role. For instance:

– Finance and Banking: S$60,000 – S$120,000 per year

– Information Technology: S$50,000 – S$100,000 per year

– Healthcare: S$40,000 – S$90,000 per year

– Manufacturing: S$35,000 – S$80,000 per year [33]

2. Gross vs. Net Salary

The difference between gross and net salary in Singapore is primarily due to CPF contributions. For example:

Gross Salary: S$5,000

Employee CPF Contribution (20%): S$1,000

Net Salary: S$4,000

Employers should note that their total cost includes both the gross salary and their CPF contribution [34].

3. Additional Costs

When budgeting for labor costs, employers should consider:

– Employer CPF contributions

– Skills Development Levy (0.25% of monthly remuneration, capped at S$11.25 per employee)

– Foreign Worker Levy (if applicable)

– Insurance premiums

– Training and development costs [35]

Understanding these compensation and benefits aspects is crucial for employers to remain competitive in Singapore’s talent market while ensuring compliance with legal requirements. The next sections will explore workplace policies, employee relations, and termination procedures, providing a comprehensive view of employment practices in Singapore.

V. Working Hours, Overtime, and Leave Policies

Singapore’s employment laws provide clear guidelines on working hours, overtime, and various types of leave. Employers must understand and implement these regulations to ensure compliance and maintain positive employee relations.

A. Working Hours

1. Standard Working Hours

The Employment Act stipulates that employees should not work more than:

– 8 hours per day or 44 hours per week (for employees covered by Part IV of the Employment Act)

– 9 hours per day (if the employee works a 5-day week) [36]

2. Rest Day

Employees are entitled to at least one rest day per week, which can be on any day of the week as determined by the employer [37].

3. Break Times

Employees who work more than 6 consecutive hours in a day are entitled to a break of at least 45 minutes [38].

B. Overtime Regulations

1. Overtime Limits

The maximum overtime allowed is 72 hours per month. Any work beyond the standard working hours is considered overtime [39].

2. Overtime Pay

Overtime pay must be at least 1.5 times the basic hourly rate of pay. For work on rest days or public holidays, higher rates apply [40].

3. Exclusions

Managers and executives earning more than $4,500 per month are not entitled to overtime pay under the Employment Act [41].

C. Annual Leave

1. Statutory Minimum

The minimum annual leave entitlement starts at 7 days for the first year of service, increasing by one day for each subsequent year, up to a maximum of 14 days [42].

2. Pro-rating and Carry-over

Annual leave should be pro-rated for incomplete years of service. Employers may allow employees to carry over unused leave to the following year [43].

3. Compensation for Unused Leave

Upon termination of employment, employees should be compensated for any unused annual leave [44].

D. Sick Leave

1. Paid Sick Leave Entitlement

After three months of service, employees are entitled to:

– 14 days of paid outpatient sick leave

– 60 days of paid hospitalization leave (including the 14 days of outpatient sick leave) [45]

2. Medical Certification

Sick leave must be supported by a medical certificate from a registered medical practitioner or dentist [46].

3. Reimbursement of Medical Expenses

Employers are required to bear the medical consultation fees if they require the employee to obtain a medical certificate [47].

E. Maternity and Paternity Leave

1. Maternity Leave

Eligible female employees are entitled to:

– 16 weeks of paid maternity leave for Singapore citizens

– 12 weeks of paid maternity leave for non-citizens, with the last 4 weeks unpaid [48]

2. Paternity Leave

Eligible male employees (Singapore citizens) are entitled to 2 weeks of paid paternity leave [49].

3. Shared Parental Leave

Working fathers can share up to 4 weeks of the 16-week maternity leave, subject to the mother’s agreement [50].

F. Other Types of Leave

1. Childcare Leave

Parents with Singaporean children under 7 years old are entitled to 6 days of paid childcare leave per year [51].

2. Compassionate Leave

While not statutorily required, many employers provide compassionate leave for events such as the death of a close family member [52].

3. Marriage Leave

Some employers offer paid marriage leave as an additional benefit, typically ranging from 3 to 5 days [53].

G. Flexible Work Arrangements

1. Part-Time Employment

Employers can offer part-time arrangements, with pro-rated benefits based on the proportion of working hours [54].

2. Flexi-Time and Remote Work

Many companies in Singapore are adopting flexible working hours and remote work options, especially in the wake of the COVID-19 pandemic [55].

3. Job Sharing

Some organizations implement job-sharing arrangements where two part-time employees share the responsibilities of one full-time position [56].

Implementing fair and compliant policies regarding working hours, overtime, and leave is crucial for maintaining a positive work environment and ensuring legal compliance. Employers should clearly communicate these policies to employees and maintain accurate records of working hours, overtime, and leave taken. The next sections will explore workplace policies, employee relations, and termination procedures, providing a comprehensive view of employment practices in Singapore.

VI. Workplace Policies and Employee Relations

Establishing clear workplace policies and fostering positive employee relations are crucial for creating a harmonious and productive work environment. In Singapore, employers must navigate various legal requirements and best practices to achieve this goal.

A. Workplace Safety and Health

1. Legal Framework

The Workplace Safety and Health Act (WSHA) mandates that employers take reasonably practicable measures to ensure the safety and health of their employees [57].

2. Risk Assessment

Employers are required to conduct regular risk assessments to identify potential hazards and implement appropriate control measures [58].

3. Training and Education

Employers must provide necessary safety training and information to employees to enable them to work safely [59].

B. Anti-Discrimination and Fair Employment Practices

1. Tripartite Guidelines

The Tripartite Guidelines on Fair Employment Practices provide a framework for non-discriminatory hiring and employment practices [60].

2. Protected Characteristics

Employers should not discriminate based on age, race, gender, religion, marital status, family responsibilities, or disability [61].

3. Grievance Handling

Companies should establish clear procedures for employees to report discrimination or unfair treatment [62].

C. Data Protection and Privacy (continued)

1. Personal Data Protection Act (PDPA)

Employers must comply with the PDPA when collecting, using, and disclosing employees’ personal data. This includes obtaining consent and ensuring the security of personal information [63].

2. Employee Monitoring

If employers implement monitoring systems (e.g., CCTV, email monitoring), they must inform employees and have clear policies in place [64].

3. Data Breach Notification

Organizations are required to notify affected individuals and the Personal Data Protection Commission (PDPC) of data breaches that are likely to result in significant harm [65].

D. Code of Conduct and Disciplinary Procedures

1. Company Policies

Employers should establish clear codes of conduct and communicate them to all employees. These may cover areas such as professional behavior, confidentiality, and conflicts of interest [66].

2. Progressive Discipline

Implementing a progressive disciplinary system (e.g., verbal warning, written warning, suspension, termination) can help ensure fair treatment of employees [67].

3. Documentation

Proper documentation of disciplinary actions is crucial for legal protection and fairness [68].

E. Employee Engagement and Communication

1. Regular Feedback

Implementing regular performance reviews and feedback sessions can help improve employee engagement and productivity [69].

2. Open Communication Channels

Establishing open channels for employee feedback and suggestions can foster a positive work environment [70].

3. Employee Recognition Programs

Recognizing and rewarding employee contributions can boost morale and retention [71].

F. Trade Unions and Collective Bargaining

1. Legal Framework

The Industrial Relations Act governs the relationship between employers, employees, and trade unions in Singapore [72].

2. Union Recognition

Employers with unionized workforces must recognize the union for collective bargaining purposes if it represents a majority of employees [73].

3. Collective Agreements

Collective agreements typically cover terms and conditions of employment, including wages, working hours, and benefits [74].

G. Workplace Diversity and Inclusion

1. Diversity Initiatives

Many Singapore employers are implementing diversity and inclusion initiatives to create more inclusive workplaces [75].

2. Cultural Sensitivity

Given Singapore’s multicultural society, employers should promote cultural sensitivity and respect for different backgrounds [76].

3. Work-Life Balance

Implementing flexible work arrangements and family-friendly policies can contribute to a more inclusive workplace [77].

H. Employee Well-being Programs

1. Mental Health Support

Recognizing the importance of mental health, many employers are offering employee assistance programs and mental health resources [78].

2. Physical Wellness Initiatives

Workplace health promotion programs, such as fitness classes or health screenings, are becoming increasingly common [79].

3. Financial Wellness Education

Some employers provide financial education programs to help employees manage their finances better [80].

By implementing comprehensive workplace policies and fostering positive employee relations, employers can create a productive, compliant, and harmonious work environment. The next section will explore termination procedures and employee exit processes, completing our comprehensive guide to employment in Singapore.

VII. Termination of Employment and Employee Exit Processes

The termination of employment is a critical aspect of the employment lifecycle that requires careful handling to ensure compliance with legal requirements and maintain positive employer-employee relations. In Singapore, both employers and employees must adhere to specific procedures and obligations during the termination process.

A. Types of Termination

1. Resignation

When an employee voluntarily resigns, they must provide notice as stipulated in their employment contract or the Employment Act [81].

2. Dismissal

Employers may terminate an employee’s contract with notice or salary in lieu of notice, except in cases of summary dismissal for misconduct [82].

3. Retirement

The statutory minimum retirement age in Singapore is 63, with re-employment up to age 68 for eligible employees [83].

4. Retrenchment

In cases of redundancy or restructuring, employers must follow fair procedures for retrenchment [84].

B. Notice Periods

1. Statutory Notice Periods

The Employment Act stipulates minimum notice periods based on length of service:

– Less than 26 weeks: 1 day

– 26 weeks to less than 2 years: 1 week

– 2 years to less than 5 years: 2 weeks

– 5 years and above: 4 weeks [85]

2. Contractual Notice Periods

Employment contracts may stipulate longer notice periods, which would then take precedence over statutory minimums [86].

3. Payment in Lieu of Notice

Either party may choose to pay salary in lieu of serving the notice period [87].

C. Termination Due to Employee Misconduct

1. Due Inquiry

Before dismissing an employee for misconduct, employers must conduct a due inquiry to establish the facts and give the employee an opportunity to present their case [88].

2. Summary Dismissal

In cases of serious misconduct, employers may dismiss an employee without notice or salary in lieu of notice [89].

3. Documentation

Proper documentation of the misconduct and the inquiry process is crucial for potential disputes [90].

D. Retrenchment Procedures

1. Selection Criteria

Employers must use objective criteria when selecting employees for retrenchment, avoiding discrimination based on age, race, gender, religion, marital status, or disability [91].

2. Notification Requirements

Companies with at least 10 employees are required to notify the Ministry of Manpower if they retrench 5 or more employees within a 6-month period [92].

3. Retrenchment Benefits

While not mandatory by law, it is common practice to provide retrenchment benefits of 2 weeks to 1 month’s salary per year of service [93].

E. Termination Formalities

1. Final Salary Payment

Employers must pay all salary and unused annual leave by the last day of employment or within 7 days of termination [94].

2. Certificate of Employment

Upon request, employers must provide a written record of employment, including duration of employment and last drawn salary [95].

3. CPF Obligations

Employers must make the final CPF contribution for the employee and update the CPF Board on the termination [96].

F. Post-Employment Restrictions

1. Non-Compete Clauses

Non-compete clauses in employment contracts must be reasonable in scope, duration, and geographical area to be enforceable [97].

2. Confidentiality Agreements

Employees may be bound by confidentiality agreements even after termination of employment [98].

3. Intellectual Property Rights

Employers should ensure clear agreements regarding ownership of intellectual property created during employment [99].

G. Dispute Resolution

1. Mediation

The Tripartite Alliance for Dispute Management (TADM) provides mediation services for employment disputes [100].

2. Employment Claims Tribunals (ECT)

The ECT hears statutory and contractual salary-related claims up to $20,000 (or $30,000 if union-assisted) [101].

3. Civil Courts

Higher value claims or more complex disputes may be heard in the civil courts [102].

H. Exit Interviews and Knowledge Transfer

1. Exit Interviews

Conducting exit interviews can provide valuable insights for improving retention and workplace practices [103].

2. Knowledge Transfer

Implementing a structured knowledge transfer process can help minimize disruption when key employees leave [104].

3. Alumni Relations

Some companies maintain relationships with former employees through alumni networks, potentially facilitating future rehiring or business opportunities [105].

Navigating the termination process requires a thorough understanding of legal requirements and best practices. By following proper procedures, employers can minimize legal risks and maintain positive relationships with departing employees. The next section will provide a conclusion to our comprehensive guide on employment in Singapore.

VIII. Conclusion

This comprehensive analysis has provided an in-depth exploration of the multifaceted aspects of employing people in Singapore. From the initial stages of recruitment and hiring to the complexities of compensation, workplace policies, and termination procedures, we have covered the essential knowledge that employers need to navigate the Singaporean employment landscape successfully.

Key takeaways from this guide include:

1. Legal Framework: Singapore’s employment laws, including the Employment Act, Employment of Foreign Manpower Act, and Workplace Safety and Health Act, provide a robust foundation for fair and productive employment relationships.

2. Hiring Process: Employers must navigate various considerations, from non-discriminatory hiring practices to the intricacies of employment passes for foreign workers.

3. Compensation and Benefits: Understanding the nuances of salary structures, CPF contributions, and mandatory benefits is crucial for compliance and attracting talent.

4. Working Hours and Leave: Clear policies on working hours, overtime, and various types of leave are essential for maintaining a balanced and productive workforce.

5. Workplace Policies: Implementing comprehensive policies on workplace safety, anti-discrimination, data protection, and employee conduct is vital for creating a positive work environment.

6. Employee Relations: Fostering open communication, recognizing employee contributions, and promoting diversity and inclusion can significantly enhance workplace harmony and productivity.

7. Termination Procedures: Adhering to proper termination procedures, including notice periods, due inquiry for misconduct cases, and fair retrenchment practices, is crucial for minimizing legal risks.

As Singapore continues to evolve as a global business hub, employers must stay informed about changes in employment laws and best practices. The dynamic nature of the workforce, influenced by technological advancements and changing social norms, necessitates a flexible and forward-thinking approach to employment.

Moreover, the COVID-19 pandemic has accelerated trends towards flexible work arrangements and digital transformation, prompting employers to adapt their policies and practices accordingly. As we move forward, issues such as work-from-home policies, mental health support, and skills upgrading are likely to become increasingly important considerations for employers.

In conclusion, successfully employing people in Singapore requires a comprehensive understanding of legal requirements, cultural nuances, and best practices in human resource management. By adhering to the principles and practices outlined in this guide, employers can create a compliant, productive, and harmonious work environment that benefits both the organization and its employees.

As the employment landscape continues to evolve, staying informed and adaptable will be key to maintaining a competitive edge in attracting and retaining talent in Singapore’s dynamic business environment.

Some references:

[1] Ministry of Manpower. (2024). Employment Act: Key features. https://www.mom.gov.sg/employment-practices/employment-act

[2] Singapore Statutes Online. (2024). Employment of Foreign Manpower Act. https://sso.agc.gov.sg/Act/EFMA1990

[3] Workplace Safety and Health Council. (2024). Workplace Safety and Health Act. https://www.wshc.sg/wps/portal/!ut/p/a1/04_Sj9CPykssy0xPLMnMz0vMAfGjzOJ9_E1MjByDDbzdPUIMDRyNfA08QizNjA0sjIEKIoEKDHAARwNC-sP1o8BKjN0dPUzMfQwMLHzcTQ08HT1CgywDjY0NHI2hCvBY4eeRn5uqX5AbYZBl4qgIAL9TbiU!/dl5/d5/L2dBISEvZ0FBIS9nQSEh/

[4] Central Provident Fund Board. (2024). CPF Act and Regulations. https://www.cpf.gov.sg/member/about-us/legislation/cpf-act-and-regulations

[5] Ministry of Manpower. (2024). Industrial Relations Act. https://www.mom.gov.sg/employment-practices/trade-unions/industrial-relations-act

[6] Ministry of Manpower. (2024). About MOM. https://www.mom.gov.sg/about-us

[7] Central Provident Fund Board. (2024). About Us. https://www.cpf.gov.sg/member/about-us

[8] Tripartite Alliance for Fair and Progressive Employment Practices. (2024). About TAFEP. https://www.tal.sg/tafep/about-us

[9] Tripartite Alliance for Fair and Progressive Employment Practices. (2024). Fair Employment Practices. https://www.tal.sg/tafep/getting-started/fair

[10] Ministry of Manpower. (2024). Fair Consideration Framework. https://www.mom.gov.sg/employment-practices/fair-consideration-framework

[11] Personal Data Protection Commission Singapore. (2024). PDPA Overview. https://www.pdpc.gov.sg/Overview-of-PDPA/The-Legislation/Personal-Data-Protection-Act

[12] Ministry of Manpower. (2024). Types of Employment. https://www.mom.gov.sg/employment-practices/contract-of-service

[13] Ministry of Manpower. (2024). Employment Contract. https://www.mom.gov.sg/employment-practices/contract-of-service/employment-contract

[14] Ministry of Manpower. (2024). Offer of Employment. https://www.mom.gov.sg/passes-and-permits/employment-pass/apply-for-a-pass

[15] Ministry of Manpower. (2024). Work Passes and Permits. https://www.mom.gov.sg/passes-and-permits

[16] Ministry of Manpower. (2024). Apply for a Work Pass. https://www.mom.gov.sg/passes-and-permits/apply-for-a-work-pass

[17] Ministry of Manpower. (2024). Employer’s Responsibilities. https://www.mom.gov.sg/passes-and-permits/work-permit-for-foreign-worker/sector-specific-rules/services-sector-requirements

[18] Ministry of Manpower. (2024). Probation. https://www.mom.gov.sg/employment-practices/contract-of-service/probation

[19] Employment Act. (2024). Part IV, Section 14. Singapore Statutes Online.

[20] Ministry of Manpower. (2024). Progressive Wage Model. https://www.mom.gov.sg/employment-practices/progressive-wage-model

[21] Ministry of Manpower. (2024). Salary. https://www.mom.gov.sg/employment-practices/salary

[22] Employment Act. (2024). Part III, Section 21. Singapore Statutes Online.

[23] Central Provident Fund Board. (2024). CPF Contribution and Allocation Rates. https://www.cpf.gov.sg/employer/employer-obligations/how-much-cpf-contributions-to-pay

[24] Central Provident Fund Board. (2024). CPF Contribution Ceiling. https://www.cpf.gov.sg/employer/employer-obligations/cpf-contribution-and-allocation-rates

[25] Ministry of Manpower. (2024). Foreign Worker Levy. https://www.mom.gov.sg/passes-and-permits/work-permit-for-foreign-worker/foreign-worker-levy

[26] Employment Act. (2024). Part IV, Section 43. Singapore Statutes Online.

[27] Employment Act. (2024). Part IV, Section 89. Singapore Statutes Online.

[28] Employment Act. (2024). Part IV, Section 88. Singapore Statutes Online.

[29] Ministry of Manpower. (2024). Leave Entitlements. https://www.mom.gov.sg/employment-practices/leave

[30] Ministry of Manpower. (2024). Work Injury Compensation. https://www.mom.gov.sg/workplace-safety-and-health/work-injury-compensation

[31] Ministry of Manpower. (2024). Salary and Benefits. https://www.mom.gov.sg/employment-practices/salary

[32] SkillsFuture Singapore. (2024). About SkillsFuture. https://www.skillsfuture.gov.sg/AboutSkillsFuture

[33] Ministry of Manpower. (2024). Summary Table: Income. https://stats.mom.gov.sg/Pages/Income-Summary-Table.aspx

[34] Central Provident Fund Board. (2024). CPF Contribution Calculator. https://www.cpf.gov.sg/eSvc/Web/Miscellaneous/ContributionCalculator/Index

[35] Ministry of Manpower. (2024). Labour Cost. https://www.mom.gov.sg/business-grants/labour-cost

[36] Employment Act. (2024). Part IV, Section 38. Singapore Statutes Online.

[37] Employment Act. (2024). Part IV, Section 36. Singapore Statutes Online.

[38] Employment Act. (2024). Part IV, Section 38(4). Singapore Statutes Online.

[39] Employment Act. (2024). Part IV, Section 38(5). Singapore Statutes Online.

[40] Employment Act. (2024). Part IV, Section 38(4). Singapore Statutes Online.

[41] Employment Act. (2024). Part IV, Section 35. Singapore Statutes Online.

[42] Employment Act. (2024). Part IV, Section 43. Singapore Statutes Online.

[43] Ministry of Manpower. (2024). Leave. https://www.mom.gov.sg/employment-practices/leave

[44] Employment Act. (2024). Part IV, Section 43(7). Singapore Statutes Online.

[45] Employment Act. (2024). Part IV, Section 89. Singapore Statutes Online.

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