{"id":2453,"date":"2013-11-10T16:33:58","date_gmt":"2013-11-10T08:33:58","guid":{"rendered":"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.3ecpa.com.sg\/?page_id=2453"},"modified":"2026-10-21T11:06:39","modified_gmt":"2026-10-21T03:06:39","slug":"guide-to-hiring-staff-in-singapore","status":"publish","type":"page","link":"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.3ecpa.com.sg\/resources\/human-resource-immigration\/guide-to-hiring-staff-in-singapore\/","title":{"rendered":"Guide to Hiring Staff in Singapore"},"content":{"rendered":"

Human Resource and Immigration | Guide to Hiring Staff in Singapore<\/h2>\n

\"GuideGuide to Hiring Staff in Singapore | Guide to Hiring Employees in Singapore | Employee Hiring Guide for Singapore Companies \u2013 Now that you have successfully incorporate a Singapore company<\/a>, you are ready to begin hiring employees. Singapore is known for its workers who are loyal, well-educated and hard-working. The Government of Singapore has enacted laws to govern and protect the interests of both employers and employees. Alongside these protections, employers must also meet statutory levies<\/a>, and a common question is how do employers calculate Skills Development Levy in Singapore<\/a> for each employee’s wages.<\/p>\n

If your knowledge of Singapore hiring practices is a little fuzzy, you have come to the right place. 3E Accounting is an expert in this field and offers valuable services and support. This guide will help you comprehend the key labour laws and the ways to go about hiring local and foreign employees the Singaporean way. We target an audience of new Singapore businesses that are hiring employees for the first time to assist you in avoiding costly and time-consuming mistakes. The following are some general guidelines which should not substitute professional advice.<\/p>\n

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\"Guide<\/p>\n

Employment Act Matters<\/h3>\n

1. What is Employment Act?<\/u><\/h4>\n

The Employment Act is Singapore\u2019s main labour law providing the basic terms and conditions at work for employees covered by the Act. Foreign employees holding a work pass are also covered by the Employment of Foreign Manpower Act, which outlines an employer\u2019s responsibilities and obligations for employing foreigners.<\/p>\n

2. Who is covered under the Employment Act?<\/u><\/h4>\n

Local and foreign employees under a contract of service with an employer are covered under the Employment Act. An employee can be employed as Full-time, Part-time, Temporary or Contract and can be paid based on Hourly, Daily, Monthly or Piece-rated.<\/p>\n

3. What are the key changes to the Employment Act with effect from 1 April 2019?<\/u><\/h4>\n

Core provisions under the Employment Act now extends to all employees in Singapore, with the exception of seafarers, domestic workers and public officer. These includes minimum days of annual leave, paid public holiday and sick leave entitlements, as well as protections for timely salary payment and wrongful dismissals.<\/p>\n

Salary threshold and salary capped for overtime for non-workmen qualifying under Part IV of the Employment, which provides for rest days, hours of work, annual leave and other conditions of service have changed and shown in the table below:<\/p>\n\n\n\n\n\n\n
BEFORE Amendments to EA<\/strong><\/td>\nAFTER Amendments to EA<\/strong><\/td>\n<\/tr>\n
Workmen earning up to $4,500\/month<\/td>\nNo change<\/td>\n<\/tr>\n
Non-workmen earning up to $2,500\/month<\/td>\nNon-workmen earning up to $2,600\/month<\/td>\n<\/tr>\n
Non-workmen: The monthly basic salary used to calculate the hourly rate for overtime work is from a salary level of $2,250\/month to not more than $2,500\/month<\/td>\nNon-workmen: The monthly basic salary used to calculate the hourly rate for overtime work is capped at the salary level of $2,600\/month<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

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Note: Part IV of the Employment Act only applies to:<\/p>\n