Employment Law in Singapore: Your Rights at Work

Employment in Singapore is governed mainly by the Employment Act 1968, administered by the Ministry of Manpower (MOM). The Act sets the floor for basic terms such as salary payment, notice, leave and protection against wrongful dismissal.

This section is a directory. Each page below covers one question completely, with the current figures and the correct route to raise a dispute. Start with the page closest to your situation, or read them in order for the full picture.

This is general legal information, not legal advice. Consult a qualified advocate and solicitor about your situation. Figures are current as of 2026 and the Employment Act is under a broad tripartite review with recommendations expected in the second half of 2026.

Who the Employment Act covers

Not every worker is covered the same way. The core Act now reaches all employees, but Part IV, which sets rest days, hours of work and overtime limits, is restricted by salary and by job category.

The page on who the Employment Act covers explains the 1 April 2019 change that extended core coverage to managers and executives, the S$4,500 and S$2,600 Part IV salary thresholds, and why a manager is outside Part IV whatever the pay.

Notice periods and termination

Either party can end an open contract by giving notice. Where the contract is silent, the Employment Act supplies a default scale keyed to length of service, and it must be the same for both sides.

The page on notice period and termination sets out the full 1-day-to-4-weeks scale, the option to pay salary in lieu, and how notice interacts with dismissal.

Retrenchment benefits

Retrenchment benefit is widely misunderstood as an automatic payout. The amount is not fixed by statute; it depends on the contract or collective agreement, and otherwise on negotiation. Under Employment Act section 45, an employee with less than 2 years of continuous service has no statutory entitlement to retrenchment benefit at all.

The page on retrenchment benefits covers the section 45 two-year rule, the negotiated norm of 2 weeks to 1 month per year of service, and the employer duty to notify MOM of retrenchments.

Unpaid salary: TADM and the ECT

If salary goes unpaid, there is a structured route. Mediation at TADM comes first, and unresolved claims proceed to the Employment Claims Tribunals (ECT).

The page on claiming unpaid salary through TADM and the ECT explains the S$20,000 and S$30,000 claim caps and the 6-month filing window.

Wrongful dismissal

Singapore uses the term wrongful dismissal, not unfair dismissal. A dismissal is wrongful when it is without just or sufficient cause, and the claim follows the same TADM-then-ECT route.

The page on wrongful dismissal covers the 1-month filing deadline and the extra service requirement for managers and executives dismissed with proper notice.

See also: work passes: EP, S Pass and Work Permit.

Frequently Asked Questions

What law governs employment in Singapore?

The Employment Act 1968 is the main statute, administered by the Ministry of Manpower. It sets minimum terms such as salary payment, notice, leave and protection against wrongful dismissal. Since 1 April 2019 its core provisions cover all employees, with only public servants, domestic workers and seafarers excluded.

Does the Employment Act cover managers and executives?

Yes, for its core provisions. The 1 April 2019 changes removed the old S$4,500 salary cap that had excluded higher-earning managers and executives, so they now receive core protections such as timely salary payment and protection against wrongful dismissal. They remain outside Part IV, which governs rest days, hours and overtime.

Where do I take an employment dispute in Singapore?

Salary and wrongful-dismissal disputes go first to the Tripartite Alliance for Dispute Management (TADM) for mediation. If mediation does not resolve the claim, it proceeds to the Employment Claims Tribunals, which can award up to S$20,000, or S$30,000 for claims mediated through a union or the Tripartite Mediation Framework.

Does an employer have to pay retrenchment benefit in Singapore?

The amount is not fixed by statute. It depends on the employment contract or collective agreement, and where neither provides for it, on negotiation, with a commonly cited norm of 2 weeks to 1 month of salary per year of service. Eligibility is a separate question: under Employment Act section 45, an employee with less than 2 years of continuous service has no statutory entitlement to retrenchment benefit.