新加坡有各种公共假日，反映了其多元文化社会。国定假日包括元旦（1 月 1 日）、国庆节（8 月 9 日）和劳动节（5 月 1 日）。此外，还有许多宗教和文化节日，如春节、开斋节、屠妖节、卫塞节和圣诞节。每个节日都是为了庆祝新加坡不同的种族和宗教群体，从而为新加坡丰富多彩的文化做出贡献。

• 年假：根据《就业法》的规定，根据服务时间的长短，至少有 7 至 14 天的年假。
• 病假：每年最多 14 天的带薪门诊病假和额外 60 天的带薪住院假，前提是员工至少工作了 3 个月。
• 产假：根据《就业法》和《儿童发展共同储蓄法》，符合条件的女性雇员可享受长达 16 周的带薪产假。
• Paternity Leave: 4 weeks of paid paternity leave for eligible fathers under the Child Development Co-Savings Act.
• 育儿假：根据《儿童发展共同储蓄法》的规定，7 岁以下儿童的父母每年有 6 天带薪育儿假，7 至 12 岁儿童的父母每年有 2 天带薪育儿假。
• 收养假：根据《儿童发展共同储蓄法》，合法收养 12 个月以下儿童的母亲可享受 12 周带薪假。
• 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. 
• 无薪婴儿护理假：2 岁以下儿童的父母每年可享受 6 天。
• 其他假期：包括公共节假日假、丧假和个人紧急情况假，但这些假期通常由雇主自行决定。

新加坡的雇主必须遵守这些规定，以确保员工享有公平合理的假期。

在新加坡，终止雇佣关系有多种原因，包括裁员、业绩不佳、行为不当和疾病。除非因行为不当而终止雇用，否则一般都需要提前通知或支付代替通知的工资。在行为不当的情况下，解雇必须遵循纪律处分程序，包括调查和给员工对指控做出回应的机会。此外，休病假或产假的员工在休假期间受到保护，不会被解雇，而且解雇不得违反《就业法》或其他相关法律。

工伤赔偿保险：所有雇主都必须为因工受伤或患病的雇员投保。该保险为医疗费用、收入损失和其他相关费用提供补偿。

雇员补偿保险：雇主必须为因工作原因受伤或生病的员工提供保险。该保险涵盖医疗费用和收入损失。

中央公积金（CPF）：虽然不是保险，但它是一项强制性储蓄计划，由雇主和雇员共同向中央公积金缴款，以满足退休、医疗保健和住房需求。

没有像其他一些国家那样具体的强制性酬金保险要求，但中央公积金缴款是员工福利的一个重要组成部分。

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