تتمتع سنغافورة بمجموعة متنوعة من العطلات الرسمية التي تعكس مجتمعها متعدد الثقافات. وتشمل الأعياد الوطنية عيد رأس السنة الجديدة (1 يناير)، والعيد الوطني (9 أغسطس)، وعيد العمال (1 مايو). وبالإضافة إلى ذلك، هناك العديد من الأعياد الدينية والثقافية مثل رأس السنة الصينية الجديدة وعيد هاري رايا بواسا (عيد الفطر) وديبافالي وعيد فيساك وعيد الميلاد. وتحتفل كل عطلة بالمجموعات العرقية والدينية المتنوعة في سنغافورة، مما يساهم في إثراء النسيج الثقافي الغني للبلاد.

• الإجازة السنوية: ما لا يقل عن 7 إلى 14 يومًا من الإجازة السنوية، حسب طول مدة الخدمة، وفقًا لما ينص عليه قانون العمل.
• الإجازة المرضية: إجازة مرضية مدفوعة الأجر تصل إلى 14 يومًا من الإجازة المرضية الخارجية المدفوعة الأجر و60 يومًا إضافيًا من الإجازة الاستشفائية المدفوعة الأجر سنويًا، شريطة أن يكون الموظف قد عمل لمدة 3 أشهر على الأقل.
• إجازة الأمومة: إجازة أمومة مدفوعة الأجر تصل إلى 16 أسبوعًا للموظفات المؤهلات بموجب قانون العمل وقانون الادخار المشترك لنماء الطفل.
• Paternity Leave: 4 weeks of paid paternity leave for eligible fathers under the Child Development Co-Savings Act.
• إجازة رعاية الطفل: 6 أيام إجازة مدفوعة الأجر لرعاية الطفل سنويًا لوالدي الأطفال دون سن 7 سنوات، ويومين سنويًا لوالدي الأطفال الذين تتراوح أعمارهم بين 7 و12 عامًا، وفقًا لما ينص عليه قانون الادخار المشترك لنماء الطفل.
• إجازة التبني: إجازة مدفوعة الأجر مدتها 12 أسبوعًا للأمهات اللاتي يتبنين طفلًا يقل عمره عن 12 شهرًا بشكل قانوني، بموجب قانون الادخار المشترك لنمو الطفل.
• Shared Parental Leave: Eligible working parents are entitled to 10 weeks of shared parental leave, which may be shared between both parents and taken within 12 months of the child’s birth or adoption. 
• إجازة رعاية الرضع غير مدفوعة الأجر: 6 أيام في السنة لوالدي الأطفال دون سن العامين.
• الإجازات الأخرى: تشمل إجازة العطلات الرسمية وإجازة الفجيعة وإجازة للحالات الشخصية الطارئة، على الرغم من أن هذه الإجازات عادةً ما تكون حسب تقدير صاحب العمل.

يجب على أصحاب العمل في سنغافورة الامتثال لهذه اللوائح لضمان استحقاقات الإجازات العادلة والمنصفة لموظفيهم.

يمكن إنهاء العمل في سنغافورة لعدة أسباب، بما في ذلك التكرار وضعف الأداء وسوء السلوك والمرض. وعادةً ما يكون الإخطار أو الدفع بدلًا من الإخطار مطلوبًا ما لم يكن إنهاء الخدمة بسبب سوء السلوك. في حالات سوء السلوك، يجب أن يتبع إنهاء الخدمة عملية تأديبية تتضمن تحقيقًا وفرصة للموظف للرد على الادعاءات. بالإضافة إلى ذلك، تتمتع الموظفة في إجازة مرضية أو إجازة أمومة بالحماية من الفصل أثناء فترة إجازتها، ويجب ألا يتعارض إنهاء الخدمة مع قانون العمل أو التشريعات الأخرى ذات الصلة.

تأمين التعويض عن إصابات العمل: مطلوب لجميع أصحاب العمل لتغطية الموظفين الذين يعانون من إصابات أو أمراض ناجمة عن عملهم. يوفر هذا التأمين التعويض عن النفقات الطبية وفقدان الدخل والتكاليف الأخرى ذات الصلة.

تأمين تعويض الموظفين: يُلزم أصحاب العمل بتوفير تغطية تأمينية للموظفين الذين يصابون أو يمرضون لأسباب تتعلق بالعمل. يغطي هذا التأمين النفقات الطبية وفقدان الدخل.

صندوق الادخار المركزي (CPF): على الرغم من أنه ليس تأمينًا، إلا أنه مخطط ادخار إلزامي يساهم فيه كل من صاحب العمل والموظف في صندوق الادخار المركزي، والذي يوفر احتياجات التقاعد والرعاية الصحية والإسكان.

لا توجد متطلبات محددة للتأمين الإلزامي على المكافآت كما هو الحال في بعض البلدان الأخرى، ولكن مساهمات صندوق الادخار المركزي هي عنصر أساسي في مزايا الموظفين.

Hiring in Singapore depends on the legal employment relationship, the worker’s citizenship or immigration status and the duties of the local employer. This guide gives website visitors direct answers and provides factual knowledge for Serena.

Check current Ministry of Manpower, CPF and tax rules before quoting a rate or making an employment decision. This is general information, not legal, tax or immigration advice.

Singapore at a glance

Topic: Singapore overview

Currency: Singapore dollar (SGD)

Individual tax year: 1 January to 31 December

Employment framework: Employment Act and related employment and work pass legislation

Minimum wage: No universal minimum wage; Progressive Wage rules for specified work

Payroll: Income reporting, CPF for eligible citizens and PRs, and Skills Development Levy

Choosing an employment model

How does employment law work in Singapore

The Employment Act is Singapore’s main employment law, but some provisions apply only to particular categories of employees. Separate rules govern work passes, Central Provident Fund (CPF), work injury compensation and other matters. Coverage must be checked against the worker’s role and status.

Before hiring, identify the legal employer, whether the person is an employee or self-employed, their citizenship or permanent residence status and any work pass needed.

Does an overseas business need a Singapore company to hire someone

A business needs a lawful employer and payroll arrangement for work performed in Singapore. A local company is one route; a suitably structured third-party employment arrangement may be another. The right approach depends on corporate presence, tax, the role and work pass sponsorship.

An overseas company should not assume it can simply pay a Singapore-based worker from abroad without local obligations. Project Global can discuss the proposed hire and assess the service model available.

Can an employer of record employ someone in Singapore

An employer of record arrangement may be considered where a local employer hires the worker under a contract of service while another business receives the work. The actual responsibilities, work pass eligibility, payroll, CPF and any employment agency or other regulatory requirements must be checked.

The arrangement should be assessed for the individual role before promising a start date or immigration outcome.

Contracts salary and hours

Do employees need written employment terms

Employers must provide written Key Employment Terms (KETs) to employees covered by the Employment Act who meet the relevant duration criteria. These include matters such as job title, duties, start date, salary, working arrangements and leave. Itemised pay slips and employment records are also required for covered employees.

A fuller written contract is useful for confidentiality, intellectual property, benefits and termination terms, but it must comply with statutory requirements.

Is there a minimum wage in Singapore

Singapore does not have one universal national minimum wage. The Progressive Wage Model sets wage and training requirements for specified sectors and occupations, while the Local Qualifying Salary has a separate role for employers hiring foreign workers.

Check the job, sector and workforce composition before stating a minimum rate. A salary that meets work pass criteria is a different question from Progressive Wage obligations.

What are normal working hours and overtime rules

Part 4 of the Employment Act regulates hours, rest days and overtime for covered employees, including specified workmen and non-workmen below the relevant salary limits. It does not cover managers and executives. For other employees, the contract and any applicable requirements determine normal hours.

Do not apply the Part 4 overtime threshold or rate automatically to every Singapore employee.

Can employers use fixed term contracts and probation

Fixed term contracts and probation can be used, but the contract must state the terms clearly and meet the Employment Act where it applies. The worker’s statutory rights do not disappear during probation. Repeated fixed terms and the actual relationship should be considered when deciding the appropriate arrangement.

Payroll CPF and insurance

What must an employer do to set up payroll

An employer needs the appropriate registered business and employment arrangements, employee identity and tax information, payroll records, salary payment processes, and CPF registration where required. Employers report employment income to IRAS under the applicable system and pay the Skills Development Levy.

Foreign-worker levy, security bond, medical insurance and other requirements can also apply depending on the work pass. Check the specific pass and worker category.

Who pays CPF and what rate applies

CPF contributions generally apply to Singapore citizen and permanent resident employees working in Singapore. They generally do not apply to foreign employees. The employer pays both the employer share and the employee share to the CPF Board, recovering the latter through payroll deductions.

Rates depend on age, wages and, for a permanent resident, the year of PR status and chosen contribution arrangement. The rates for ages above 55 to 65 increased from 1 January 2026; use the current CPF tables rather than one flat percentage.

Is work injury compensation insurance required

The Work Injury Compensation Act covers most employees under a contract of service, including local and foreign employees. Employers must buy work injury compensation insurance for employees doing manual work and for non-manual employees at or below the current salary threshold. Coverage under the Act and compulsory insurance are related but distinct questions.

Check current MOM thresholds and the worker’s duties when arranging cover.

Leave and ending employment

How much annual leave is required

An employee covered by the Employment Act is entitled to paid annual leave after at least three months’ service. The statutory minimum starts at seven days in the first year and rises by one day per year of service to a maximum of 14 days. Contracts can offer more.

Public holidays are separate from annual leave, and entitlement in a partial year may need to be prorated.

What sick leave is available

Eligible employees covered by the Employment Act can receive paid outpatient sick leave and hospitalisation leave after at least three months’ service. The entitlement is prorated during the initial qualifying months and subject to notification and medical certification rules.

Check the current MOM guidance and the employee’s length of service before confirming the number of paid days.

What maternity paternity and shared parental leave applies

Eligibility depends on the child’s status and the parent’s circumstances. A qualifying mother may receive 16 weeks of Government-Paid Maternity Leave; other employees may qualify for 12 weeks under the Employment Act. Eligible fathers may receive four weeks of Government-Paid Paternity Leave.

For eligible Singapore citizen children born or adopted on or after 1 April 2026, parents may share ten weeks of Shared Parental Leave, subject to the scheme rules. Check notice, service and payment conditions for the particular family.

How do notice and retrenchment work

A contract should state the notice period for ending employment. If it does not, statutory default notice periods can apply. Termination with notice must be in writing, and salary in lieu may be possible. Employers must also check final salary, unused leave and any work pass cancellation duties.

Retrenchment benefits are not a universal statutory payment, though tripartite guidance encourages responsible support; contractual or collective agreement terms may apply. Some retrenchments must be notified to MOM.

Contractors work passes and data

How is employee or contractor status assessed

A contract of service creates an employment relationship; a contract for service is used for genuinely independent work. MOM looks at the actual relationship rather than the label alone. Control, who provides tools, financial risk, personal service and whether the individual runs a business are relevant