|Tuesday||Jan-01||New Year's Day|
|Tuesday||Feb-05||Chinese New Year||1st 2 days of Chinese Lunar New Year|
|Wednesday||Feb-06||Chinese New Year||1st 2 days of Chinese Lunar New Year|
|Friday||Apr-19||Good Friday||Friday before Easter Sunday|
|Sunday||May-19||Vesak Day||Birth of Buddha|
|Monday||May-20||Vesak Day Holiday|
|Wednesday||Jun-05||Hari Raya Puasa|
|Sunday||Aug-11||Hari Raya Haji||Feast of the sacrifice|
|Monday||Aug-12||Hari Raya Haji Holiday|
If a holiday falls on a Sunday, the following workday will be a public holiday.
If it falls on a Saturday, there will be no holiday-in-lieu.
For companies that do not operate on Saturdays, usually the following workday (i.e. Monday) will be an off day.
For companies that operate on Saturday, employees usually get off-in-lieu.
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None. However, two exceptions were made recently: 1) Cleaner jobs to have a minimum wage of $1,000/month effective January 2014. 2) Security guards to have a minimum wage of $1,100/month effective September 2016.
Fulltime employment is considered 44 hours weekly, and 8 hours daily.
*Employers are not allowed to work more than 6 hours without a break.
From April 1 2019, work done during public holidays is paid as an extra day salary regardless of the number of hours worked.
The employer contributes from 16% with monthly salary ceiling of $960. The employee contributes 20% with monthly salary ceiling of $1,200.
*Contributions aren't made for foreign employers on either a work permit or employment pass.
"16% for Singaporean nationals and Singapore permanent residents (with a limit of 960 SGD/ month).
The Skills Development Levy (SDL) is payable is at 0.25% of the monthly remuneration for each employee, with the minimum payable of $2 (for an employee earning less than $800 a month) and a maximum of $11.25 (for an employee earning more than $4,500 a month). 20% for Singaporean nationals and Singapore permanent residents (with a limit of 960 SGD/ month).
Singapores main labor law covering local and foreign employees working under a contract of service with an employer
Employers are legally required to provide written notice or payment in lieu. Employers have the responsibility of holding an expatriate employee his due monies; Prorated salary, bonus, unused vacation days, approved expenses for that month and an air ticket unless employee agrees otherwise in writing. Following, one month proior to termination date, the employer is required to file the IR21 Tax form.
If Employees’ taxes are borne by their employer, the employer makes the payment to the revenue board on behalf of the employee. In the case where the employee wishes to bear the tax expenses himself, employer is entitled to deduct the tax amount from the employee’s salary and pay the tax expenses on his behalf before releasing his final salary.
The employer now bears the responsibility of cancelling the employment pass granted to the employee one week prior to employment termination. In lieu, a short-term visit pass will be generated if the worker is still in Singapore. A copy of the cancellation acknowledgement needs to be provided to the employee to ensure a smooth departure. Failure of following the regulations set by the ministry of Manpower will result in either a late filing fee, law suit, or exposing your employee to the risk of an outstanding taxpayment.
Employees can terminate their contract with written notice or payment in lieu. There is no regulation for length of notice, it is agreed upon between parties in the employment agreement. It is common practice to provide two weeks notice during the probation period, and one months notice afterward.
The severance payment includes all the salaries and benefits due at the last day of employment. If the employee has been employed for at least 3 years they are entitled to receive “retrenchment benefits”. The amount is decided by the employee and employer at the time of hiring.
According to the Employment Act, employees are entitled to minimum 7 days of annual leave after working in the company for three consecutive months. Afterwards one additional day is added per each year.
Common practice: The employee is entitled to 14 to 20 days of annual leave.
Workers are entitled to leave as follows:
> 0 -3 months of employment: 5 days/15 if hospitalized
< 4 months of employment: 8 days/30 hospitalized < 5 months of employment: 11 days/ 45 hospitalized < 6 months: 14 days/60 hospitalized * From April 19 2019, with new employment act amendments, workers are no longer required to provide certification from either a medical practicioner or governmental doctor, any Singapore register doctor is accepted.
If the child is a Singapore citizen, the parents are legally marries, and the mother has been employed for over 3 years, she will be entitled to 16 weeks of paid government leave. From April 1 2019, all employerrs are covered to receive 8 week paid leave and 4 additional unpaid weeks for the first and second child. For the thrid child 12 weeks are provided.
Working fathers emoloyed for more than 3 months are entitled to government paid paternity leave of two weeks.
Parents are entitled to 2 days paid childcare leave yearly for children under four. Additional parental leave is available to parents of a Singaporean citizen.
Salaries are paid on monthly basis for work done between the first and last day of the month. Salaries must be paid by the 5th of the following month (commonly between the 30th and 2nd of the following month).
7% standard rate.
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