Employment Law Guide 2020

CNPupdate

 

Employment Law Guide 2020


Last Updated: 30 April 2020 



 

An Overview

The relationship between employer and employee is regulated largely by the contract of employment between them. Generally, under Singapore law, parties are free to contract as they choose and any matters arising between them would have to be resolved by looking at either the express and/or implied terms of the contract in question. However, the law imposes certain limits on this freedom to contract.

The sources of these limits include common law and statutes such as the Employment Act (Cap. 91) (“EA“), first passed in 1968, with the latest amendments coming into effect on 1 April 2019. The EA sets a minimum standard for the key / basic terms and conditions of a given employment contract. Therefore, the terms of an employee’s contract of service must be at least equal to, or more favourable than the provisions in the EA. Any term that is less favourable is rendered illegal, null and void to the extent that it is less favourable.

Other pertinent statutes shaping employment law include the Workplace Safety and Health Act (Cap. 354A) (“WSHA”); the Child Development Co-Savings Act (Cap. 38A) (“CDCSA”); the Retirement and Re-employment Act (Cap. 274A) (“RRA”); the Trade Unions Act (Cap. 333); the Industrial Relations Act (Cap. 136) (“IRA”); and the Income Tax Act (Cap. 134). Additionally, employers should be aware of the Central Provident Fund Act (Cap. 36) and their monthly obligations to the Central Provident Fund (“CPF”), as well as the Employment of Foreign Manpower Act (Cap. 91A) (“EFMA”), which regulates the terms and conditions for the employment of foreign workers and is particularly relevant in relation to foreign workers who are not protected under the EA (e.g. foreign domestic workers).

The latest round of amendments to the employment law framework was passed by parliament on 20 November 2018 with changes to the EA and the Employment Claims Act ((No. 21 of 2016))(“ECA”). The amendments to these Acts came into effect on 1 April 2019, and cover four key areas: (i) extension of core provisions of the EA to protect all employees; (ii)extension of Part IV of the EA to protect more employees; (iii) enhancement of the employment dispute resolution framework; and (iv) enhanced flexibility for employers.

Please note that the following guide is a summary provided for general information purposes, aimed at aiding understanding of Singapore’s employment law as at the date of writing. It is not exhaustive or comprehensive and reading this memorandum is not a substitute for reading the text of the various statutes to fully understand the extent of the obligations owed. This guide should also not be relied upon as legal advice.

Table of Content


 

CNPLaw’s Labour and Employment Lawyer

Pradeep Kumar Singh Admin Partner at CNPLaw

Admin Partner

Pradeep acts for corporations, whether they are private or listed companies, on all aspects of their business including advice and drafting of documentation on investments, joint ventures, mergers and acquisitions and restructurings. With Pradeep co-heading the Employment and Immigration team, The Legal 500 Asia Pacific 2020 has commented that CNPLaw has “a solid reputation” for assisting local and foreign clients, who are employers or employees, with a range of issues.




Bill Jamieson is a Partner at CNPLaw LLP. Bill is an English lawyer who is also registered to practise Singapore law in the areas of corporate law, banking and finance and securities laws. He enjoys working in the diverse and dynamic Asian market and helping his clients to achieve their goals.
Partner

    Bill’s practice focuses on corporate financing transactions, investment funds, mergers and acquisitions, private equity and employment law matters. His experience includes 10 years in the City of London and over 20 years in Asia. Before joining CNP, Bill was a partner in a well-known international law firm. He is recommended lawyer for Corporate and M&A, Banking and Finance, Investment Funds and Labour and Employment in Legal 500 Asia Pacific 2020. Bill is one of the firm’s contacts for Interlaw, a network of independent full-service corporate law firms ranked by Chambers and Partners in its highest category, “Elite”, amongst all global law firm networks.




    Wong Pei Ling Senior Legal Associate at CNPLaw LLP image

    Partner

    Pei-Ling has over 23 years of experience in corporate and cross-border transactions, and has advised on investments, joint-ventures and commercial transactions in Singapore and Malaysia.  Over the years, she has also developed a practice in the areas of data protection, technology and employment.




    Marvin Chua Legal Associate at CNPLaw LLP image

    Associate

    Marvin’s main areas of practice include corporate advisory and general employment matters. Prior to joining CNP, he trained and practised at a leading commercial law firm, under the practice areas of commercial litigation and international arbitration.



    Employment issues are of fundamental concern to both individuals and corporations alike. This is especially so given the growing emphasis on human capital development across the world. Such issues involve an intricate interplay between commercial objectives and normative considerations. Here at CNPLaw, our lawyers strive to help our clients find the balance required to nurture a positive working environment. We advise both employers and employees (whether local or foreign) on the areas below.




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