Global Expansion Resources | Singapore
Singapore Employment Contracts
Helping your business expand into Singapore with the leading PEO company
Comply with Singapore employment laws and issue compliant employment contracts for employees working in Singapore using our PEO services
When expanding into a new country, it is vital that you comply with said country’s employment laws and build a happy, committed workforce. Drawing up a suitable employment contract is a sure-fire way to achieve both of these goals.
Failure to dedicated sufficient resource to employment contracts can lead to non-compliance which in turn can result in unhappy employees and even legal disputes. Therefore, it is key to provide the right employment terms in an employment contract. Read on to find out all you need to know about creating a compliant written statement of employment particulars and how our PEO services can help you achieve this.
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Singapore Expansion Advice
What is included in a Singaporean expansion contract?
An employment contract, otherwise known as a contract of service, is legally required in Singapore and must be provided within 14 days after the start of employment. While verbal or implied contracts are accepted, it is widely recommended that a written contract is established to avoid any disagreements or misunderstandings. As outlined on the Singapore government website, a contract of service must contain key employment terms (KETs) including:
- Full names of the employer and employee
- Start date of employment
- Duration of employment (if on a fixed-term contract)
- Job title, main duties and responsibilities.
- Working arrangements, e.g., working hours, days and rest days
- Basic salary
- Overtime payment period (if different from item 7 salary period).
- Overtime rate of pay
- Bonuses and incentives
- Leave including annual leave, sick leave, hospitalisation leave, maternity leave, childcare leave
- Probation and notice period
All KETs outlined in a contract of service must follow the Employment Act, a law that outlines Singapore’s employment laws. While the Singapore government provide an online tool to check if work arrangements comply with the Employment Act and to calculate the daily and hourly rate of pay, compiling a contract of service can still be highly complex and requires a huge amount of resource.
Types of Singapore employment contracts
A contract of service is the main form of employment contract in Singapore. As with many other countries, this can be either fixed term or indefinite.
There can however be some confusion between a contract of service and contract for service. Put simply, a contract of service is an agreement between an employer and employee. A contract for service meanwhile is where an independent contractor is engaged to complete a set amount of work for a company.
While the differences between the two seem pretty clear cut, it is worth considering the multiple benefits and drawbacks of each contract type for employers, employees or contractors, as well as the legalities of both.
Can I change a contract of service?
A contract of service can be amended; however, any changes can only be made with the consent of both the employee and employer. Failure to gain consent can lead to disputes and unhappy employees.
Do I need to translate a contract of service?
When recruiting in Singapore, it is important that employment contracts are translated. Some terms, especially legal discourse, can be lost in translation leading to misunderstandings, risks and even legal proceedings further down the line.
In addition, in Singapore, legal documents that need to be used in court must be served in English. It is therefore prudent to get these translated ahead of time to avoid complications.
How to I write a contract of service?
The Singapore government provides a clear outline of what must be included in contracts of service. However, writing a compliant contract is not as simple as just including these points. Every term included in a Singapore contract of service must comply with the Employment Act. Failure to do so can result in fines and legal action against your business.
Meanwhile, with contracts of service required to be presented to employees within 14 days of their employment starting, time is really of the essence when producing these contracts. However, the deep understanding of employment laws cannot be rushed, causing a problem for employers. This is where Leap29’s expert PEO Services come in.
Why use a PEO partner to produce a contract of service?
Producing and issuing compliant Singapore contracts of service is not just a complex process but also one that is laden with risk. Failure to comply with the Employment Act or to state employment terms and benefits correctly can cause disagreements. In turn, this runs a huge risk of fines, employee lawsuits and can jeopardise your new expansion into Singapore. Not to mention that employment contracts are only one task of many to overcome when expanding your business. Businesses also need to consider payroll, tax, national insurance contributions, recruitment and work visas during the expansion process.
Choosing a PEO partner allows you to focus on your company’s expansion, knowing that employee contracts are taken care of compliantly. At Leap29, our PEO team are up to date with the Employment Act and contract requirements meaning we can issue contracts compliantly, promptly and with key employment terms clearly outlined.
If you want to find out more about how our PEO Services in Singapore can support your global expansion, call our experts on +44 (0) 20 8129 6860 or email [email protected] to get started.
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