Delicate Overseas helps your business navigate Singapore’s labor laws and regulations. Delicate Overseas ’ Singapore PEO solutions manage and process all employee payments and deductions, as well as absorbing all local employment liabilities. Partnering with our Singapore PEO & Employer of Record means a quick, cost-effective, and compliant way to enter the Singapore market.
In Singapore, employers are advised to prepare a strong, written contract that clearly states relevant employment terms. This should include the job description, employee responsibilities, and the compensation and benefits attached to the role.
In relation to letters of offer and employment contracts, both types of document should always outline compensation amounts in Singapore dollars (SGD). Delicate Overseas can assist you to draft employment contracts, either through our Singapore Employer of Record & PEO or your own local entity.
| Probationary period | 3 months, unless otherwise stated in writing |
| Termination notice period | During probation: 2 weeks After probation: 30 days |
| Severance | From 4th year of service: 1 month’s salary per year of service |
| Important note | All expat shall be employed on a fixed-term contract When an expat employee is terminated, the company must buy them a 1-way plane ticket to their home country |
| Probationary period | 3 months, unless otherwise stated in writing |
| Termination notice period | During probation: 2 weeks After probation: 30 days |
| Severance | From 4th year of service: 1 month’s salary per year of service |
Under Singapore law, working hours must not exceed 44 hours per week. For employees who work five or less days per week, daily hours should not exceed more than nine hours. For employees who work more than five days per week, daily hours should not exceed more than eight hours.
Employees in Singapore may be entitled to overtime at a rate that is 1.5 times their hourly wage. This will be dependent on whether the employee is classified as either a ‘workman’ or ‘non-workman’. Additionally, this will only apply if an employee’s salary is under an applicable cap.