What are the standard working hours in Singapore?

Standard working hours in Singapore are from Monday to Friday, with a one-hour lunch break from 12:00 pm to 1:00 pm. Employees may be required to work outside these standard hours as necessary to perform their duties.

Is overtime governed by law in Singapore? If so, what are the specifics outlined by law?

In Singapore, overtime is regulated by law under the Employment Act 1968, specifically for employees covered under Part 4. These employees include:

• Workmen whose monthly salary does not exceed SGD 4,500.
• Employees who are not in managerial or executive positions, with a monthly salary not exceeding SGD 2,600.

These employees are entitled to protections, including limitations on work hours and eligibility for overtime pay.

How is overtime payment calculated in Singapore?

In Singapore, employees qualify for overtime payment under the following conditions:

• For workmen, the monthly salary must not exceed SGD 4,500.
• For non-workmen who are not managers or executives, the monthly salary must not exceed SGD 2,600.

Eligible employees are paid statutory overtime at a rate of 1.5 times their hourly basic rate of pay.

How is the time off in lieu payment calculated in Singapore?

The time off in lieu payment in Singapore is calculated using the following formula:

• (12 × monthly basic rate of pay) / 260 × PTO Balance

What are the eligibility rules for time off in lieu in Singapore?

In Singapore, the eligibility rules for time off in lieu are:

• If a supported employee works on a public holiday, the employee and employer can mutually agree to substitute the public holiday for another working day.
• If a public holiday falls on a non-working day, the employee is entitled to another day off as a substitution or may be paid one extra day's salary at the gross rate of pay in lieu of the public holiday.

How many days before the actual start date should the employment agreement be signed for payroll purposes in Singapore?

For payroll purposes in Singapore, the employment agreement must be signed at least 1 working day before the payroll cutoff. This ensures that all necessary information can be captured and approved in our Global Work Platform™. Additionally, this timing allows for the collection of the required documents from the supported employee, including NRIC, FIN, passport, and other mandatory onboarding details.

Can employment agreements be backdated in Singapore?

No, employment agreements cannot be backdated in Singapore.