Article on Lexology

The legal pulse of Asia in your hands.

Featured authors

Pradeep Kumar Singh

Equity Partner, Management Committee

Bill Jamieson

Equity Partner

Wong Pei-Ling

Partner

Relevant practices

Employment Services >

Article on Lexology

Employment Law Guide: Maintaining Detailed Employment Records

SHARE THIS ARTICLE

export this article

Authors: Pradeep Kumar Singh, Bill JamiesonWong Pei-Ling and Marvin Chua.

All employers are required to maintain detailed employment records of employees covered under the EA.  For current employees, the records for the latest 2 years have to be kept and for ex-employees, the records for the last two years of employment have to be kept for 1 year after the employee leaves employment. The employment records must be in soft or hard copy, and includes the employee records and salary records.
The employee records must contain the following employee details:

Failure to maintain detailed employment records in accordance with the EA will attract administrative penalties of a fine[12] of S$100 to S$200 for the first occurrence, and S$200 to S$400 for subsequent occurrences depending on the breach, and/or issue such directions to rectify the civil contravention. A failure to comply with such directions from MOM will constitute a criminal offence, which attracts more severe penalties of fines up to S$5,000 and/or imprisonment of up to 6 months, and a further fine not exceeding S$500 for every day during which the offence continues.

Please note that this section of the Employment Law 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.

Read The Other Sections of The Employment Law Guide

GENERAL DISCLAIMER

This article is provided to you for general information and should not be relied upon as legal advice. The editor and the contributing authors do not guarantee the accuracy of the contents and expressly disclaim any and all liability to any person in respect of the consequences of anything done or permitted to be done or omitted to be done wholly or partly in reliance upon the whole or any part of the contents.

related practices

Services related to this article

Swipe right to scroll

service

Employment Services

The success of any organization hinges

Get in touch with the authors.

Our legal team comes decked with deep insights and the necessary legal expertise; all ready to help you with your legal needs.

Get in touch
Equity Partner, Management Committee

Pradeep Kumar Singh

Equity Partner

Bill Jamieson

Partner

Wong Pei-Ling

How can CNP help?

We're ready to assist with your legal needs. Please share more details about the nature of your enquiry for us to better serve you.

Subscribe for CNPupdates!

No spam. Just timely legal insights to help you navigate Asia's ever evolving legal landscape.