Quick answer: The Employment Act is Singapore’s main labour law. Since 1 April 2019 its core provisions cover all employees under a contract of service, including managers and executives and including foreigners on work passes, with three exceptions: seafarers, domestic workers and public officers. A second layer, Part 4, adds rules on rest days, hours of work and overtime, but only for workmen earning up to S$4,500 a month in basic salary and non-workmen earning up to S$2,600. Managers and executives are not covered by Part 4.
Foreigners often assume the Act does not apply to them. It does. Your nationality and pass type do not change your coverage.
Who is covered
| Group | Covered by core provisions? | Covered by Part 4? |
|---|---|---|
| Local employees under a contract of service | Yes | Only if within the salary thresholds |
| Foreign employees on a work pass | Yes | Same thresholds |
| Managers and executives | Yes | No |
| Workmen earning up to S$4,500 basic a month | Yes | Yes |
| Non-workmen earning up to S$2,600 basic a month | Yes | Yes |
| Seafarers | No | No |
| Domestic workers | No | No |
| Public officers | No | No |
“Basic salary” here excludes overtime, bonus, annual wage supplement, productivity incentive payments, reimbursements and allowances.
The core entitlements
| Entitlement | Baseline under the Act |
|---|---|
| Annual leave | 7 days in the first year of service, rising by one day per year to a minimum of 14 days |
| Paid public holidays | 11 a year |
| Outpatient sick leave | Up to 14 days a year |
| Hospitalisation leave | Up to 60 days a year, inclusive of the 14 outpatient days |
| Sick leave eligibility | At least 3 months of service, with a medical certificate. Entitlement accrues during the first 6 months |
| Salary payment | Paid at least monthly, within set timeframes |
| Notice of termination | Per the contract, or the statutory scale if the contract is silent |
| Key Employment Terms | Employers must issue written KETs to covered employees |
Sick leave is not payable when the day falls on a rest day, public holiday, non-working day or annual leave day.
What Part 4 adds
For employees within the thresholds, Part 4 governs rest days, hours of work and overtime. It is the layer that matters most for shift-based and lower-paid roles. Managers and executives sit outside it regardless of salary.
Notice periods
If the contract states a notice period, that applies, and it must be the same for both sides. If the contract is silent, the Act’s scale applies.
| Length of service | Notice |
|---|---|
| Under 26 weeks | 1 day |
| 26 weeks to under 2 years | 1 week |
| 2 years to under 5 years | 2 weeks |
| 5 years or more | 4 weeks |
Either side can pay salary in lieu of notice, and notice can be waived by mutual consent. Our guide to the notice period in Singapore covers how it is counted.
What the Act does not do
| Common belief | Reality |
|---|---|
| “There is a minimum wage” | Singapore has no across-the-board minimum wage. Sectoral Progressive Wage requirements and the Local Qualifying Salary apply in specific contexts. See our guide to minimum wage in Singapore |
| “The Act protects my work pass” | It does not. Your right to work comes from MOM and your pass |
| “Retrenchment benefit is a legal entitlement for everyone” | Eligibility starts at 2 years of service, and the amount follows the contract or collective agreement. See our guide to retrenchment and your work pass |
| “My employer can hold my final pay for any reason” | Withholding happens under tax clearance rules for foreign employees, not at the employer’s discretion. See IR21 tax clearance |
For employers hiring foreigners
Employment Act obligations sit alongside, not instead of, work pass obligations. A compliant hire means both: the pass criteria under MOM, and the employment terms under the Act. Our guide to every pass type covers the first, and our Employment Pass service handles applications.
How First Immigration can help
We are immigration consultants, not employment lawyers. What we handle is the pass side of hiring and the practical sequencing when employment ends: cancellation timelines, tax clearance interaction and the family’s passes. For disputes or contract drafting, speak to an employment lawyer or MOM.
Book a free assessment through our contact page.
Frequently asked questions
Does the Employment Act cover foreigners in Singapore?
Yes. Coverage depends on the type of employment, not nationality or pass type.
Who is not covered by the Employment Act?
Seafarers, domestic workers and public officers.
Are managers and executives covered?
Yes, by the core provisions since 1 April 2019, but not by Part 4.
What is Part 4 of the Employment Act?
The section covering rest days, hours of work and overtime. It applies to workmen earning up to S$4,500 basic a month and non-workmen earning up to S$2,600.
How much annual leave am I entitled to?
7 days in the first year, rising by one day per year of service to a minimum of 14 days.
How much sick leave?
Up to 14 days of outpatient sick leave and up to 60 days of hospitalisation leave a year, with the 60 including the 14. You need at least 3 months of service and a medical certificate.
How many public holidays?
11 paid public holidays a year for covered employees.
What notice period applies if my contract does not state one?
1 day under 26 weeks of service, 1 week from 26 weeks to under 2 years, 2 weeks from 2 to under 5 years, and 4 weeks at 5 years or more.
Is there a minimum wage in Singapore?
There is no across-the-board minimum wage. Progressive Wage requirements apply in certain sectors, and the Local Qualifying Salary applies in specific situations.
Does the Employment Act protect my work pass?
No. Your right to work in Singapore comes from your work pass, issued by MOM.
Official sources: MOM, Employment Act: who it covers, Amendments to the Act, Termination with notice, Public holidays: entitlement and pay, and MOM guidance on annual leave and sick leave entitlements.
Disclaimer: This is a general summary of published MOM guidance as of October 2026, not legal advice. Entitlements depend on your contract and circumstances. Check MOM or seek legal advice for an individual situation.
Hiring, or applying for a work pass?
We review salary, COMPASS and documents before the application goes to MOM. See our Employment Pass service and S Pass service, or ask us about your case.
