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Hawksford also offer a cloud-based service to manage payment arrangements, expense reimbursement and employee benefits computation.
After setting up a Singapore company, hiring employees is an important milestone that involves some serious and important decision-making. The hiring process brings with it certain legal protocols which both employers and employees need to adhere to. Most employees today are well versed with Singapore Employment Act and have a clear idea of their rights and protection that is offered to them under various legislations. As an employer, it is equally important to be aware of the do’s and don’ts while hiring employees.
Before starting the hiring process, it’s important to ask yourself the following questions:
This guide sheds light on the above mentioned points including key labour legislations, hiring guidelines for local and foreign employees and common recruitment practices in Singapore. The guide is meant primarily for new Singapore companies that are planning to hire staff for the first time. The guide is for general information only and not meant to replace professional advice.
Singapore Employment Act is the key legislation that spells out certain basic terms and conditions of employment.
The Employment Act covers ALL employees, except the following:
Features | Managers / Executives positions |
---|---|
Max. Hours of Work per Week | As per contract
Common practice:40-50 hours |
Max. Days of Work per Week | As per contract
Common practice: 5 days |
Overtime | As per contract
Common practice: Not applicable |
Central Provident Fund Contribution for Singapore Citizens and PRs | Required |
Annual Bonus | As per contract
Common practice: equivalent to 1-4 months of salary |
Paid Annual Leave | As per contract
Common practice: 14-20 days |
Paid Sick Leave | As per contract
Common practice: 14 days per annum
Hospitalization up to 46 days |
Paid Maternity Leave(if eligible) | 16 weeks
First 8 weeks employer payable for first 2 confinements |
Paid Annual Childcare Leave (until child turns 7 years old)(if eligible) | 6 days
First 3 days employer payable |
Unpaid Infantcare Leave (until infant turns 2 years old)(if eligible) | 6 days |
Paid Public Holidays | 11 days |
Probation Period | As per contract
Common practice: 3-6 months |
Termination Notice Period | As per contract
Common practice: 1-3 months |
Retrenchment | As per contract |
Medical Insurance | As per contract |
For all employees: The employment contract is the most important document as it specifies the terms and conditions of employment between you and your employee. Although you can draft the contract on your own, it is advisable to seek guidance from a lawyer or HR consultant who are familiar with such documentation. Please bear in mind that if your employee is covered under the Employment Act, the contract terms should abide by the minimum requirements under the Act. Some of the key points to be included in the contract are:
The legal age to work in Singapore is 17 years and above. However, you are permitted to employ children and young persons aged 13 years – 16 years. Please note that there are restrictions on the type of work that children and young persons can perform. The retirement age in Singapore is 62 years
Most companies in Singapore hire foreign talent to supplement their local workforce. The reasons behind this trend are several: an ageing population, declining birth rate, unprecedented economic growth and mostly non-availability of adequate local talent for certain job sectors. IT, business and finance and R&D companies find a shortage of highly skilled local talent and therefore resort to hiring foreign manpower. Likewise, certain job profiles, such as construction work and domestic help are not preferred by locals, leaving no option other than hiring foreign workers. Given the country’s history in attracting and hiring foreign professionals, the Singapore government has liberalised the immigration policy and put in place adequate provisions.
Under the Employment Act, a foreigner must have a valid work visa to be able to work in Singapore. If you wish to hire a foreigner, you will have to apply for a valid work pass or work permit on his/her behalf before he/she can commence employment with you. Please note that certain work passes place a restriction or ceiling on the number of foreign employees you can hire.
The foreign work force an be categorised in three main groups:
Tabulated below is an at-a-glance details of the various work passes you will need to apply for depending on which category of foreign talent you intend to hire.
Pass Type | Employment Pass | S Pass | Work Permit |
---|---|---|---|
Suitable For | Skilled employees with tertiary level education and relevant work experience
Monthly salary > $4,500 |
Mid-skilled employees with diploma level education and relevant work experience Monthly salary > $5,000 | Unskilled workers with relevant work experience
Monthly salary N/A |
Validity | Issued for 1-2 years initially
Renewable |
Issued for 1-2 years initially
Renewable |
Issued for 1-2 years initially
Renewable |
Quota System | No | Yes
Varies across industries |
Yes
Varies across industries |
Eligibility for Dependants Pass | Yes | Yes | No |
Restrictions on Nationality | No | No | Yes |
Levies | No | Foreign Worker Levy | Foreign Worker Levy |
Since Singapore’s workforce comprises of a diverse mix of individuals in terms of ethnicity, age and gender, employers are strongly advised to adopt progressive and fair HR practices, especially in matters relating to recruitment of talent. In this regard the Ministry of Manpower has issued certain guidelines on fair employment practices. A summary of the guidelines is as follows:
Listed below are several popular recruitment channels that most employers resort to for their staffing solutions.
Hawksford also offer a cloud-based service to manage payment arrangements, expense reimbursement and employee benefits computation.
Hiring staff in Singapore requires the correct work passes. Hawksford is a gateway to Singapore for companies and individuals and helps entrepreneurs and foreign firms navigate Singapore’s immigration regulations when they require the service for themselves, their families or their staff. We are fully licensed by the Ministry of Manpower (MOM) in Singapore and provides customised advice to all of our clients. Get Hawksford's support to start working and living in Singapore.
As your firm grows, Hawksford can provide the expertise to apply for right work pass based on your firm's requirements and ensure a seamless hiring experience.
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