You should always know your rights and obligations as an employer. These can be found in Singapore's labour laws.

What Labour Laws Apply?
How Do The Labour Laws Affect My Employment Contracts?
Are There Any Other Responsibilities I Should Be Aware Of?

What Labour Laws Apply?

• The following labour laws apply to all employees:

• The Employment Act
  This Act protects local and foreign employees except managerial, executive and confidential employees, domestic workers, seamen and Government employees.

• The Workmen's Compensation Act
  This Act protects local and foreign manual labourers and employees earning less than S$1,600 a month.

• Employment (Part-Time Employees) Regulations
  This Act protects local and foreign part-time employees who work less than 30 hours a week.

• Statutory Maternity Leave
  Maternity benefits are set out in the Children Development Co-Savings Act and Employment Act.

• The following labour laws apply only to local employees:

• Retirement Age Act
  This Act protects full-time and part-time employees who are Singapore Citizens or Permanent Residents.

• The following labour laws apply only to foreign employees:
  
  
  • Employment of Foreign Manpower Act
    This Act protects foreign employees holding work passes.

How Do The Labour Laws Affect My Employment Contracts?

• The labour laws impose certain terms and conditions. For instance, the Employment Act states clearly the maximum hours of work and when the employer has to pay overtime.

• When drafting your employment contract, you cannot attempt to make your terms less favourable than those required under the labour laws. All such terms will be considered illegal, null and void.

• You have to be very clear if your employee is protected under any of the labour laws. If they are not, then no protection is given under the labour laws and the rights and obligations of all parties are left in the contract.

• For instance, the Employment Act does not protect employees who are managers. The statutory terms on maximum work hours does not apply to such employees. It is up to the contract to state clearly what the employee's working hours are.