Singapore has a variety of public holidays that reflect its multicultural society. National holidays include New Year’s Day (January 1), National Day (August 9), and Labour Day (May 1). Additionally, there are numerous religious and cultural holidays such as Chinese New Year, Hari Raya Puasa (Eid al-Fitr), Deepavali, Vesak Day, and Christmas. Each holiday celebrates the diverse ethnic and religious groups in Singapore, contributing to the country’s rich cultural tapestry.

• Annual Leave: A minimum of 7 to 14 days of annual leave, depending on the length of service, as mandated by the Employment Act.
• Sick Leave: Up to 14 days of paid outpatient sick leave and an additional 60 days of paid hospitalisation leave per year, provided the employee has worked for at least 3 months.
• Maternity Leave: Up to 16 weeks of paid maternity leave for eligible female employees under the Employment Act and Child Development Co-Savings Act.
• Paternity Leave: 2 weeks of paid paternity leave for eligible fathers under the Child Development Co-Savings Act.
• Childcare Leave: 6 days of paid childcare leave per year for parents of children under 7 years old, and 2 days per year for parents of children aged 7 to 12, as stipulated by the Child Development Co-Savings Act.
• Adoption Leave: 12 weeks of paid leave for mothers who legally adopt a child below 12 months old, under the Child Development Co-Savings Act.
• Shared Parental Leave: Up to 4 weeks of the 16 weeks of maternity leave can be shared with the father, as long as the mother consents.
• Unpaid Infant Care Leave: 6 days per year for parents of children under 2 years old.
• Other Leave: Includes leave for public holidays, bereavement leave, and leave for personal emergencies, though these are typically at the discretion of the employer.

Employers in Singapore must comply with these regulations to ensure fair and equitable leave entitlements for their employees.

Employment in Singapore can be terminated for several reasons, including redundancy, underperformance, misconduct, and illness. Notice or pay in lieu of notice is generally required unless termination is due to misconduct. In cases of misconduct, termination must follow a disciplinary process that includes an investigation and a chance for the employee to respond to the allegations. Additionally, employees on medical leave or maternity leave are protected from dismissal during their leave period, and termination must not contravene the Employment Act or other relevant legislation.

Work Injury Compensation Insurance: Required for all employers to cover employees who suffer injuries or diseases arising from their work. This insurance provides compensation for medical expenses, loss of income, and other related costs.

Employees’ Compensation Insurance: Employers are mandated to provide coverage for employees who are injured or become ill due to work-related reasons. This insurance covers medical expenses and loss of income.

Central Provident Fund (CPF): While not insurance, it is a mandatory savings scheme where both employer and employee contribute to the CPF, which provides for retirement, healthcare, and housing needs.

There are no specific mandatory gratuity insurance requirements as in some other countries, but CPF contributions are a key component of employee benefits.