It is not mandatory to pay AWS, however, the payment, procedure and policy in paying AWS is depend depend on whether it is provided for in the employment contract or collective agreement that pro-rated Annual Wage Supplement (AWS) is payable to an employee who has served for less than 12 continuous months.
Saturday
If an employee has served an employer for less than 12 continuous months, is the employee entitled to a pro-rated Annual Wage Supplement (AWS)?
If an employee has served an employer for less than 12 continuous months, is the employee entitled to a pro-rated Annual Wage Supplement (AWS)?
Friday
If the employees are posted overseas? Which public holiday to follow?
If the employees are posted overseas? Which public holiday to follow?
Generally, if the employee is posted oversea, he/she should follow the public holiday at oversea. However, the situation becomes arguable if the employee is posted overseas while the home country is having holiday, or he/she is required to travel during non working days.
In many such cases, it is depending on the company policy or practices. Majority of the company will allow employee to have additional day leave if the employee is posted oversea to work while it is the holiday for the home country. However, company generally will not reimburse or pay for the employee if he/she is required to travel during weekend.
This is not the rule / regulation that need to follow, but the practice may vary from company to company. Company shall make clear to employee in advance or state in the Business Travel policy, at least the employee is aware of the situation.
Generally, if the employee is posted oversea, he/she should follow the public holiday at oversea. However, the situation becomes arguable if the employee is posted overseas while the home country is having holiday, or he/she is required to travel during non working days.
In many such cases, it is depending on the company policy or practices. Majority of the company will allow employee to have additional day leave if the employee is posted oversea to work while it is the holiday for the home country. However, company generally will not reimburse or pay for the employee if he/she is required to travel during weekend.
This is not the rule / regulation that need to follow, but the practice may vary from company to company. Company shall make clear to employee in advance or state in the Business Travel policy, at least the employee is aware of the situation.
Thursday
Can Pregnant Woman Works Night Shift?
Can Pregnant Woman Works Night Shift?
Employment (Female Workmen) Regulations prohibits a pregnant female workman to work at night unless she has given her consent in writing and is not certified unfit by a doctor to perform night work.
So, employer need a document from employee saying that she agrees to work at night shift. However, at any time, if the female employee shown the employer the certification that she is unfit for night shift, the employer should make arrangement for the employee.
Employment (Female Workmen) Regulations prohibits a pregnant female workman to work at night unless she has given her consent in writing and is not certified unfit by a doctor to perform night work.
So, employer need a document from employee saying that she agrees to work at night shift. However, at any time, if the female employee shown the employer the certification that she is unfit for night shift, the employer should make arrangement for the employee.
Wednesday
Hospital Gives Medical Leave Instead of Hospitalization Leave, Which Leave shall I Deduct?
Hospital Gives Medical Leave Instead of Hospitalization Leave, Which Leave shall I Deduct?
There are cases where the medical chit given by the hospital's doctor is the medical leave instead of hospitalization leave, in this instance, medical leave (14 days entitlement) shall be deducted.
Hospital's doctor may give the patient Hospitalization Leave during his stay in hospital, and subsequently the doctor may again give Hospitalization Leave / Medical Leave for him to rest at home.
This is all depends on the doctor opinions where which leave type is more suitable for the patient. Employer shall deduct the leave according to the leave type granted by the doctor on the medical chit.
Many Malaysia's hospital does not give "Hospitalization Leave" even if the patient is admitted to the hospital, for this instance, employee shall be advised to go back to the doctor and make necessary amendment on the medical chit, to indicate clearly the leave type granted.
There are cases where the medical chit given by the hospital's doctor is the medical leave instead of hospitalization leave, in this instance, medical leave (14 days entitlement) shall be deducted.
Hospital's doctor may give the patient Hospitalization Leave during his stay in hospital, and subsequently the doctor may again give Hospitalization Leave / Medical Leave for him to rest at home.
This is all depends on the doctor opinions where which leave type is more suitable for the patient. Employer shall deduct the leave according to the leave type granted by the doctor on the medical chit.
Many Malaysia's hospital does not give "Hospitalization Leave" even if the patient is admitted to the hospital, for this instance, employee shall be advised to go back to the doctor and make necessary amendment on the medical chit, to indicate clearly the leave type granted.
Serving Short Notice
My current employment require their employees to tender 3 months notice period. Since I need to leave my current company in 1 month time, I am willing to pay the salary in lieu for the remaining months that I don't served. However, my current company rejects this and insists that I serve the 3 months notice. Is there anything I can do?
In all letter of appointment, the employee or employer can serve X period of notice period or salary in lieu of notice for termination or resignation.
If you willing to pay the salary in lieu of notice for the full period of notice that you failed to serve, the company cannot retain you.
You may highlight to your HR department or subsequently raise your concern to MOM if necessary.
In all letter of appointment, the employee or employer can serve X period of notice period or salary in lieu of notice for termination or resignation.
If you willing to pay the salary in lieu of notice for the full period of notice that you failed to serve, the company cannot retain you.
You may highlight to your HR department or subsequently raise your concern to MOM if necessary.
Tuesday
Can Employee Claim the Permanent Resident Application Charges from Employer?
Can Employee Claim the Permanent Resident (PR) Application Charges from Employer?
Employee is applying for the Permanent Resident in Singapore, the employer has no obligation to pay for the charges and fees for the application.
PR application is the personal matter of employee and there is no obligation for the employer to pay for the charges.
Employee is applying for the Permanent Resident in Singapore, the employer has no obligation to pay for the charges and fees for the application.
PR application is the personal matter of employee and there is no obligation for the employer to pay for the charges.
Monday
Can Employer Built-in Overtime into Basic Salary?
Q1) Can Employer Built-in Overtime Into Basic Salary?
Q2) I was told that my salary has built in the overtime element, so I cannot claim overtime, is this true?
Q3) My Employment Contracts says that my salary is S$1600 and consist of overtime pay, so I am not allowed to claim overtime. Is this true?
Employee can claim for overtime pay as long as your salary is below S$2000 (non workman) and S$4500 (workman). Your employment contract basic salary cannot build in overtime and you can raise complain to Ministry of Manpower to claim from your employer. If the basic salary and working hour is not clearly stated, this employment contract is arguable and may not be valid.
Employment contract must always clearly stated the normal working hour and the basic salary, if the overtime is necessary, you may want to mention the required overtime per day/per week, and the amount to be paid for overtime. The calculation of overtime shall in-line with Employment Act, if the employee is covered under Part IV of Employment Act.
As an employer, it is not advisable to build-in the overtime pay into the basic salary, this will invite a lot of arguement and by doing so, it does not benefit the employer too, as you need to contribute more CPF.
For example, if employer intend to pay S$1600 to pay for the job to work from 8:30am to 7:30pm, Monday to Friday with 1 hour lunch break, and 8:30am to 12:30pm on Saturday.
The employer can reduce the basic salary and to state clearly in the contract that:-
Basic Salary: S$1200
Working hour (44 hours): Monday to Friday 8:30am to 5:30pm, Saturday 8:30am to 12:30pm
Overtime required: Monday to Friday: 5:30pm to 7:30pm
So, overtime will be paid for extra hours work 2 hours per day, total about 40 hours per month.
Calculation, S$1200 x 12 / 2288 x 1.5 time x 40 hours = S$377.62
In total, employer need to pay employee about S$1200 + S$377.62 = S$1577.62
Q2) I was told that my salary has built in the overtime element, so I cannot claim overtime, is this true?
Q3) My Employment Contracts says that my salary is S$1600 and consist of overtime pay, so I am not allowed to claim overtime. Is this true?
Employee can claim for overtime pay as long as your salary is below S$2000 (non workman) and S$4500 (workman). Your employment contract basic salary cannot build in overtime and you can raise complain to Ministry of Manpower to claim from your employer. If the basic salary and working hour is not clearly stated, this employment contract is arguable and may not be valid.
Employment contract must always clearly stated the normal working hour and the basic salary, if the overtime is necessary, you may want to mention the required overtime per day/per week, and the amount to be paid for overtime. The calculation of overtime shall in-line with Employment Act, if the employee is covered under Part IV of Employment Act.
As an employer, it is not advisable to build-in the overtime pay into the basic salary, this will invite a lot of arguement and by doing so, it does not benefit the employer too, as you need to contribute more CPF.
For example, if employer intend to pay S$1600 to pay for the job to work from 8:30am to 7:30pm, Monday to Friday with 1 hour lunch break, and 8:30am to 12:30pm on Saturday.
The employer can reduce the basic salary and to state clearly in the contract that:-
Basic Salary: S$1200
Working hour (44 hours): Monday to Friday 8:30am to 5:30pm, Saturday 8:30am to 12:30pm
Overtime required: Monday to Friday: 5:30pm to 7:30pm
So, overtime will be paid for extra hours work 2 hours per day, total about 40 hours per month.
Calculation, S$1200 x 12 / 2288 x 1.5 time x 40 hours = S$377.62
In total, employer need to pay employee about S$1200 + S$377.62 = S$1577.62
Sunday
My Foreign Workers Are Fighting At Site ? Can I Deduct Their Salary ?
My Foreign Workers Are Fighting At Site ? Can I Deduct Their Salary ?
Employer cannot deduct employee's salary unless they are the authorized deduction allowed by the Employment Act.
Unless the fights has caused damages to company property, where the employer is trying to recover the loses, otherwise, employer cannot deduct employees' salary to "punish" them for their disciplinary matters.
Deducting employees salary to punish them, is definitely NOT the allowed deduction under Employment Act. Company should have disciplinary policies to govern the disciplinary procedures and make known to the employees.
Employer cannot deduct employee's salary unless they are the authorized deduction allowed by the Employment Act.
Unless the fights has caused damages to company property, where the employer is trying to recover the loses, otherwise, employer cannot deduct employees' salary to "punish" them for their disciplinary matters.
Deducting employees salary to punish them, is definitely NOT the allowed deduction under Employment Act. Company should have disciplinary policies to govern the disciplinary procedures and make known to the employees.
Saturday
How can I dismiss employee who medically unfit to work?
How can I dismiss employee who medically unfit to work?
Employer cannot dismiss employee who are medically unfit to work. In fact, employer shall look from the employee’s performance perspective.
Employer shall see whether employee can perform the job as required, employer shall talk to the employee the expectation, and set the employee the target and deadline, and documented all the conversation. Employer shall also review the employee performance timely and to communicate to employee whether they achieve the performance required and how to improve the performance.
If the employee’s performance is not up to expectation within the certain time line set, employer shall given the verbal warning, warning letter and final warning letter, before come to the decision of termination and dismissal. Each warning shall be given only the performance requirement and dateline have been set.
In conclusion, employer shall communicate to employee their expectation, and guides on how to improve their performance, and also sufficient period of employee to improve the performance.
Employer cannot dismiss employee who are medically unfit to work. In fact, employer shall look from the employee’s performance perspective.
Employer shall see whether employee can perform the job as required, employer shall talk to the employee the expectation, and set the employee the target and deadline, and documented all the conversation. Employer shall also review the employee performance timely and to communicate to employee whether they achieve the performance required and how to improve the performance.
If the employee’s performance is not up to expectation within the certain time line set, employer shall given the verbal warning, warning letter and final warning letter, before come to the decision of termination and dismissal. Each warning shall be given only the performance requirement and dateline have been set.
In conclusion, employer shall communicate to employee their expectation, and guides on how to improve their performance, and also sufficient period of employee to improve the performance.
Friday
Can I Keep The Passport of The Foreign Workers?
Can I Keep The Passport of The Foreign Workers?
Passport is personal belongings, and employer has no right to keep the passport of the employees.
Many employers keep the foregin workers' passport to make sure the workers will not run away so their $5,000 security bond in risk. However, security bond does not give employers' right to keep the employees' passport.
In the event if the employers need to keep the passport on behalf of the employee, for safety reason, or the employees wish the employer to help them to keep their passport, the employer should advise the employee to sign and agree on the passport keeping arrangement.
For home trip or leisure trip employees needed, the employer can always reject the leave application, but employer has no right to retain their passport.
Passport is personal belongings, and employer has no right to keep the passport of the employees.
Many employers keep the foregin workers' passport to make sure the workers will not run away so their $5,000 security bond in risk. However, security bond does not give employers' right to keep the employees' passport.
In the event if the employers need to keep the passport on behalf of the employee, for safety reason, or the employees wish the employer to help them to keep their passport, the employer should advise the employee to sign and agree on the passport keeping arrangement.
For home trip or leisure trip employees needed, the employer can always reject the leave application, but employer has no right to retain their passport.
Thursday
Do I Need To Pay For The Hospitalization Bill For My Foreign Worker?
Do I Need To Pay For The Hospitalization Bill For My Foreign Worker?
Under the regulation, it is the employer responsibilities to pay the medical care and hospitalisation expenses;
- Employers of FWs are required to purchase and maintain medical insurance for their workers. - The coverage must be at least $5,000 a year for each worker's inpatient care and day surgery during his/her stay in Singapore.
Under the regulation, it is the employer responsibilities to pay the medical care and hospitalisation expenses;
- Employers of FWs are required to purchase and maintain medical insurance for their workers. - The coverage must be at least $5,000 a year for each worker's inpatient care and day surgery during his/her stay in Singapore.
Wednesday
Can I Deduct the Work Pass Levy From the Employee's Salary?
Can I Deduct the Work Pass Levy From the Employee's Salary? Can I ask my employee to co-share the Work Pass Levy?
It is the responsibility of the employer to pay foreign worker's levy for all work passes, Work Permit and S Pass.
Employer cannot deduct employee's salary to pay for the work passess levy or ask the employee to co-share the levy payable.
It is the responsibility of the employer to pay foreign worker's levy for all work passes, Work Permit and S Pass.
Employer cannot deduct employee's salary to pay for the work passess levy or ask the employee to co-share the levy payable.
Tuesday
Are Part Time and Contract Employees Entitled To Benefits?
Are Part Time and Contract Employees Entitled To Benefits?
All contract of service employees are entitled to mandatory benefits, unless they are hired under contract for service (contractor) to perform a specific job. Hence, regardless they are "part time" and "contract", they are eligible for the mandatory benefits.
However, part time employee, who work less than 35 hours per week, will have different formula and calculation for the quantum of the mandatory benefits.
All contract of service employees are entitled to mandatory benefits, unless they are hired under contract for service (contractor) to perform a specific job. Hence, regardless they are "part time" and "contract", they are eligible for the mandatory benefits.
However, part time employee, who work less than 35 hours per week, will have different formula and calculation for the quantum of the mandatory benefits.
Monday
Deduction Salary for Loan
May I know can the company deduct my salary as a sign a computer loan scheme with the company, however I didn’t bring together the computer with me when the company terminated my service of contract.
Company loan and deduction of salary for installment is meant for you to 'purchase' something. Depends on your terms of the contract, you should be able to get your computer to pay the balance of the outstanding amount, or the company shall refund you the "deduction" that has been made from your payroll. Of course, some contract mentioned that certain percentage of shall be applied.
You shall raise the case to Ministry of Manpower as soon as possible, by bring your previous payslip and also the loan contract and contract of appointment. I believe you can seek help from Ministry of Manpower to get you company to compensate you.
Company loan and deduction of salary for installment is meant for you to 'purchase' something. Depends on your terms of the contract, you should be able to get your computer to pay the balance of the outstanding amount, or the company shall refund you the "deduction" that has been made from your payroll. Of course, some contract mentioned that certain percentage of shall be applied.
You shall raise the case to Ministry of Manpower as soon as possible, by bring your previous payslip and also the loan contract and contract of appointment. I believe you can seek help from Ministry of Manpower to get you company to compensate you.
Annual Leave Entitlement
May I know that is it lawful for a company which give annual leave to staff who are non-confirmed as the policy of the company mention that confirmed staff will be entitled for Annual Leave.
Annual leave entitlement shall not depend on the company probation period, but the length of service. According to Employment Act, employee who has served for more than 3 months of service shall entitled to annual leave.
So regardless you have been confirmed or still under probation in the eye of the company, you are lawful entitled to annual leave after your 3 months of service.
Sunday
Changes of Employment Act (1-1-09): Medical Leave
Changes of Employment Act (1-1-2009): Medical Leave / Sick Leave
With effect from 1-1-2009, the following are the changes on the Paid Medical Leave / Sick Leave
(1) Paid Medical Leave / Sick Leave (14 days MC and 60 days Hospitalization Leave) is extended to all employees.
Some may not know that before the changes, the medical leave is only applicable to employees who are covered under Part IV of the Employment Act.
(2) The qualifying period for paid sick leave will be reduced from six to three months; the sick leave entitlement for new employees will be phased-in from the 4th to 6th months of employment to alleviate employers' cost burden;
Employees are entitled to paid medical leave (MC and Hospitalization Leave), regardless of the probation period, but after the 3 months of service.
(3) Medical certificates from public medical institutions will be recognised for the granting of paid sick leave and the reimbursement of medical examination fees where company doctors are not readily available or during emergency situations;
Company cannot restrict the employee to go only the company doctor for the medical leave, if doctor is not available during emergency.
With effect from 1-1-2009, the following are the changes on the Paid Medical Leave / Sick Leave
(1) Paid Medical Leave / Sick Leave (14 days MC and 60 days Hospitalization Leave) is extended to all employees.
Some may not know that before the changes, the medical leave is only applicable to employees who are covered under Part IV of the Employment Act.
(2) The qualifying period for paid sick leave will be reduced from six to three months; the sick leave entitlement for new employees will be phased-in from the 4th to 6th months of employment to alleviate employers' cost burden;
Employees are entitled to paid medical leave (MC and Hospitalization Leave), regardless of the probation period, but after the 3 months of service.
(3) Medical certificates from public medical institutions will be recognised for the granting of paid sick leave and the reimbursement of medical examination fees where company doctors are not readily available or during emergency situations;
Company cannot restrict the employee to go only the company doctor for the medical leave, if doctor is not available during emergency.
Saturday
How To Calculate Overtime for Public Holiday?
How to Calculate Overtime for Public Holiday?
Many may confuse that employer shall pay overtime for public holiday as 2 times.
As per Employment Act, the employer may require an employee to work on a public holiday. If so, the employee should be paid:
Many may confuse that employer shall pay overtime for public holiday as 2 times.
As per Employment Act, the employer may require an employee to work on a public holiday. If so, the employee should be paid:
- An extra day's salary at the basic rate of pay for working on the public holiday; and
- The gross rate of pay for that holiday.
A monthly-rated employee's monthly gross salary includes the gross daily rate of pay for a holiday. Hence, the employer need only pay an additional day's pay at the employee's basic rate of pay.
In the monthly payroll, the company has paid for the Public Holiday in the salary, hence if the worker works on Public Holiday, they will be pay additional 1 day pay.
So the calculation is 1 day salary (already paid in monthly salary) + 1 additional day = 2 days pay
Friday
Disciplinary Action During Resignation
I have an employee who tender on 2nd January 2009 and his last day will be 31st January 2009. As his performance is poor and had also cleared all his annual leave, and now he is on unpaid leave immediately after he tender.
It is subject to company approval whether the employee can go for his/her annual leave. Company has the right to reject employee's annual leave.
Furthermore, unpaid leave is not the "entitlement" of the employee, as he/she has consumed all his annual leave entitlement of the year.
You can advise your line manager, talk to the employee and inform the employee officially that with immediate effect, he is not allowed to go for his unpaid leave, as he needs to do proper handover of his job. The employee also must be told that his urgent unpaid leave will be treated as absent, and subject to disciplinary action.
The above communication should be documented, the date, time and the contents what has you and your line manager communicated to him, file in P-file for future reference.
If he continues to go urgent unpaid leave, and continuously for more than 2 days, the company has the right to dismiss his service. As per Employment Act, employee who has absent himself for more than 2 days, his employment will be void.
With the dismissal, you need to pay only all the days he comes to work in January. You can dismiss him when the comes back to work on third day of work, by issuing him the letter and advise him to leave the company.
However, if he only goes absent for one day and come back on another day, you can issue him warning letter, and subsequently final warning letter and then termination of service can be carried out with he absents for 3 consequences. However, any of his absents are continuous for 2 working days, you have the right to dismiss his service.
Should I paid him salary in the month of January 2009?
You shall pay the employee salary until last day of his service, and to deduct out the "unpaid leave" in the month.
My company AWS also falls on this month do I need to pay him too?
AWS is not mandatory and is subjected to the collective agreement (if any) or the letter of appointment. You may also refer to your own company policy whether you shall pay the employee as long as he/she is still on service on payout day or your company mentioned that AWS will not be paid if the employee is serving resignation.
If none of the above was mentioned, it is at the company discretion to decide whether you want to pay the AWS.
It is subject to company approval whether the employee can go for his/her annual leave. Company has the right to reject employee's annual leave.
Furthermore, unpaid leave is not the "entitlement" of the employee, as he/she has consumed all his annual leave entitlement of the year.
You can advise your line manager, talk to the employee and inform the employee officially that with immediate effect, he is not allowed to go for his unpaid leave, as he needs to do proper handover of his job. The employee also must be told that his urgent unpaid leave will be treated as absent, and subject to disciplinary action.
The above communication should be documented, the date, time and the contents what has you and your line manager communicated to him, file in P-file for future reference.
If he continues to go urgent unpaid leave, and continuously for more than 2 days, the company has the right to dismiss his service. As per Employment Act, employee who has absent himself for more than 2 days, his employment will be void.
With the dismissal, you need to pay only all the days he comes to work in January. You can dismiss him when the comes back to work on third day of work, by issuing him the letter and advise him to leave the company.
However, if he only goes absent for one day and come back on another day, you can issue him warning letter, and subsequently final warning letter and then termination of service can be carried out with he absents for 3 consequences. However, any of his absents are continuous for 2 working days, you have the right to dismiss his service.
Should I paid him salary in the month of January 2009?
You shall pay the employee salary until last day of his service, and to deduct out the "unpaid leave" in the month.
My company AWS also falls on this month do I need to pay him too?
AWS is not mandatory and is subjected to the collective agreement (if any) or the letter of appointment. You may also refer to your own company policy whether you shall pay the employee as long as he/she is still on service on payout day or your company mentioned that AWS will not be paid if the employee is serving resignation.
If none of the above was mentioned, it is at the company discretion to decide whether you want to pay the AWS.
What will be the arrangement if Public Holiday is fall on Sunday? Will Monday a substitute Public Holiday?
What will be the arrangement if Public Holiday is fall on Sunday? Will Monday a substitute Public Holiday?
When Public Holiday is fall on Sunday, Monday will be the substitute holiday if Sunday is the employees’ rest day. According to Employment Act, if the holiday falls on a rest day, the next working day will be a paid holiday.
For those who work on normal shift 5 days week, working from Monday to Friday, then most of the time, Saturday is non-working day and Sunday is rest day. Then Monday will become the substitute holiday.
However, for those on irregular shift, for example, those who need to work from Wednesday to Sunday, then the company shall determine your rest day of the week, eg rest day is on Tuesday. For this instance, the employee will have their Public Holiday on Sunday and they are still required to work on Monday.
However, according to Employment Act, the employer and employee may mutually agree to substitute a public holiday for any other day. Hence, the employer can determine any of the day to be the holiday or add additional day of leave entitlement to employee.
When Public Holiday is fall on Sunday, Monday will be the substitute holiday if Sunday is the employees’ rest day. According to Employment Act, if the holiday falls on a rest day, the next working day will be a paid holiday.
For those who work on normal shift 5 days week, working from Monday to Friday, then most of the time, Saturday is non-working day and Sunday is rest day. Then Monday will become the substitute holiday.
However, for those on irregular shift, for example, those who need to work from Wednesday to Sunday, then the company shall determine your rest day of the week, eg rest day is on Tuesday. For this instance, the employee will have their Public Holiday on Sunday and they are still required to work on Monday.
However, according to Employment Act, the employer and employee may mutually agree to substitute a public holiday for any other day. Hence, the employer can determine any of the day to be the holiday or add additional day of leave entitlement to employee.
Thursday
What is My Resignation Notice Period?
I have no employment contract, or my employment contract does not indicate my resignation notice period, and I am not been verbally told about my notice period.
If I wish to resign, what is my notice period?
Employee who wish to resign must give the employer notification by writing, and to serve the notice period or salary in lieu of notice.
The notice period will be depends on what is agreed in the written employment contract. If there is no written contract, the notice period to be given depends on what the parties have agreed upon verbally. If there is no such period previously agreed upon, the following shall apply:
Employer cannot request employee to serve any other notice period that the above, if nothing has been communicated earlier.
The day on which the notice is given shall be included in the notice period. For example, if you serve the resignation letter on 2 November, your last day of service is on 1 December (if notice period is 1 month)
The length of notice to be given by an employee (in a resignation) and an employer (in a termination of employment) must be the same.
However, if both party agree, by mutual consent, notice can be waived, which the employee can leave the company earlier and the company will only pay the employee salary up to his/her last working day.
If I wish to resign, what is my notice period?
Employee who wish to resign must give the employer notification by writing, and to serve the notice period or salary in lieu of notice.
The notice period will be depends on what is agreed in the written employment contract. If there is no written contract, the notice period to be given depends on what the parties have agreed upon verbally. If there is no such period previously agreed upon, the following shall apply:
Length of Service | Notice Period |
Less than 26 weeks | 1 day |
26 weeks to less than 2 years | 1 week |
2 years to less than 5 years | 2 weeks |
5 years and above | 4 weeks |
Employer cannot request employee to serve any other notice period that the above, if nothing has been communicated earlier.
The day on which the notice is given shall be included in the notice period. For example, if you serve the resignation letter on 2 November, your last day of service is on 1 December (if notice period is 1 month)
The length of notice to be given by an employee (in a resignation) and an employer (in a termination of employment) must be the same.
However, if both party agree, by mutual consent, notice can be waived, which the employee can leave the company earlier and the company will only pay the employee salary up to his/her last working day.
Wednesday
Is it compulsory for employers to pay the Annual Wage Supplement (AWS) or commonly known as the 13th month payment?
Is it compulsory for employers to pay the Annual Wage Supplement (AWS) or commonly known as the 13th month payment?
Payment of bonus is not compulsory. However, it is a contractual obligation for the employer to pay bonus if it is provided for in the employment contract or collective agreement.
If it is not stipulated, Annual Wage Supplement payment is subject to negotiation and mutual agreement between the employer and the employees or their trade unions.
Payment of bonus is not compulsory. However, it is a contractual obligation for the employer to pay bonus if it is provided for in the employment contract or collective agreement.
If it is not stipulated, Annual Wage Supplement payment is subject to negotiation and mutual agreement between the employer and the employees or their trade unions.
Tuesday
What is Monthly Variable Component (MVC) on my Payslip?
There is an item of Monthly Variable Component (MVC) on my payslip, what is this?
MVC is a “standby” component to be used by employers to bring down wage costs in sudden
and severe business downturns to survive and save jobs. Monthly Variable Component ((MVC) forms part of monthly basic salary. It is to be included in computing overtime payment and CPF contribution.
With the reduction of CPF contribution rate, there is little room to adjust wage cost through CPF
cut in the future. Employers therefore should get ready MVC as an “emergency lever” to be
used in bad times.
For MVC to be an effective mechanism for wage adjustment, the Tripartite partners recommend that MVC should form 10% of monthly basic salary. The percentage of MVC should preferably be the same for all levels of employees.
Monthly Basic Salary = Monthly Fixed Component + Monthly Variable Component
E.g. $1,000 = $900 (90%) + $100 (10%)
For administrative convenience, it is recommended that MVC be denoted as a percentage of monthly basic salary so that the ratio between MVC and monthly basic salary can remain constant despite salary changes in subsequent years. A constant ratio would make the administration of MVC much easier.
MVC is a “standby” component to be used by employers to bring down wage costs in sudden
and severe business downturns to survive and save jobs. Monthly Variable Component ((MVC) forms part of monthly basic salary. It is to be included in computing overtime payment and CPF contribution.
With the reduction of CPF contribution rate, there is little room to adjust wage cost through CPF
cut in the future. Employers therefore should get ready MVC as an “emergency lever” to be
used in bad times.
For MVC to be an effective mechanism for wage adjustment, the Tripartite partners recommend that MVC should form 10% of monthly basic salary. The percentage of MVC should preferably be the same for all levels of employees.
Monthly Basic Salary = Monthly Fixed Component + Monthly Variable Component
E.g. $1,000 = $900 (90%) + $100 (10%)
For administrative convenience, it is recommended that MVC be denoted as a percentage of monthly basic salary so that the ratio between MVC and monthly basic salary can remain constant despite salary changes in subsequent years. A constant ratio would make the administration of MVC much easier.
Monday
Can My Working Hour Exceed 44 hours a week?
Can My Working Hour Exceed 44 hours a week?
For employee covered by Part IV of the Employment Act cannot be requested to work more than 8 hours in a day or 44 hours in a week.
Even contractually employee may sign and agree on whatever terms and conditions of the employment contract, however, the company employment contract which is illegal (non compliance to Employment Act) is considered in-valid.
The limit of 8 hours per day may be exceeded when an employee is not required to work more than five days a week. However, he/she is not required to work for more than nine hours per day or 44 hours in a week. The working hour does not include the tea break or lunch time.
Under the act, if the number of hours worked is less than 44 hours every alternate week, the limit of 44 hours a week may be exceeded in the other week. However, this must be stated in the contract of service and is subject to a maximum of 48 hours in one week or 88 hours in any continuous two week period.
A shift worker may be required to work up to 12 hours a day, provided that the average working hours each week do not exceed 44 over a continuous three week period.
For employee covered by Part IV of the Employment Act cannot be requested to work more than 8 hours in a day or 44 hours in a week.
Part IV of the Employment Act & Section 33 are applicable only to:
- All workmen (regardless of salary); and
- Other employees earning not more that $1,600* per month (excludes, overtime, bonus, Annual Wage Supplement, productivity incentives and allowances).
Even contractually employee may sign and agree on whatever terms and conditions of the employment contract, however, the company employment contract which is illegal (non compliance to Employment Act) is considered in-valid.
The limit of 8 hours per day may be exceeded when an employee is not required to work more than five days a week. However, he/she is not required to work for more than nine hours per day or 44 hours in a week. The working hour does not include the tea break or lunch time.
Under the act, if the number of hours worked is less than 44 hours every alternate week, the limit of 44 hours a week may be exceeded in the other week. However, this must be stated in the contract of service and is subject to a maximum of 48 hours in one week or 88 hours in any continuous two week period.
A shift worker may be required to work up to 12 hours a day, provided that the average working hours each week do not exceed 44 over a continuous three week period.
Sunday
My new recruited employee who has signed the Letter of Employment failed to turn up for work, can I claim compensation from him/her?
My new recruited employee who has signed the Letter of Employment failed to turn up for work, can I claim compensation from him/her?
If a newly recruited employee who has signed the letter of employment but subsequently informed the employer that he does not intend to start work with the company or failed to turn up on his first day of work, the Employer cannot claim any compensation from the employee under the Employment Act. As Employment Act does not apply as the employer-employee relationship has not started.
If employer wishes wishes to claim compensation from the newly recruit employee, the employer can pursue a civil claim through his own lawyer, based on the terms stated in the contract.
If a newly recruited employee who has signed the letter of employment but subsequently informed the employer that he does not intend to start work with the company or failed to turn up on his first day of work, the Employer cannot claim any compensation from the employee under the Employment Act. As Employment Act does not apply as the employer-employee relationship has not started.
If employer wishes wishes to claim compensation from the newly recruit employee, the employer can pursue a civil claim through his own lawyer, based on the terms stated in the contract.
Saturday
Can Employee Takes Sick Leave During Notice Period?
Can the Employee Takes Medical Leave during Notice Period? Can the employer requests the employee to extend his/her notice period?
If the employee was on sick leave (whether paid or unpaid) during the notice period, the sick leave taken should be treated as part of the notice period. Such leave shall be deducted from his/her medical leave entitlement (14 days MC and 60 days Hospitalization), unpaid sick leave will be used if all medical leave has been consumed.
The employer cannot claim for any short notice from the employee, which mean employer cannot ask the employee to extend his notice period based on the number of medical leave taken.
If the employee was on sick leave (whether paid or unpaid) during the notice period, the sick leave taken should be treated as part of the notice period. Such leave shall be deducted from his/her medical leave entitlement (14 days MC and 60 days Hospitalization), unpaid sick leave will be used if all medical leave has been consumed.
The employer cannot claim for any short notice from the employee, which mean employer cannot ask the employee to extend his notice period based on the number of medical leave taken.
Friday
Employment Statistic: Compassionate and Marriage Leave Most Common
Employment Statistic: Compassionate and marriage leave most common
Other than annual, maternity, medical and childcare leave which are statutory
requirements in the Employment Act, companies generally also provide other types of leave
benefits. Compassionate leave topped the list with 85% of establishments providing such
leave, followed by marriage leave (70%) and paternity leave (47%). Other than childcare
leave, 8.3% of establishments also provided child sick leave. Only 5.9% of establishments
provided parent care/parental sick (Chart 4).
As large establishments generally have more resources than small establishments, it
is not surprising that large establishments were more likely to grant various forms of paid
leave compared to small establishments as shown in Table 6.
Source from
MANPOWER RESEARCH AND STATISTICS DEPARTMENT, MINISTRY OF MANPOWER, PAPER NO. 4/2008, Conditions of Employment 2008
Other than annual, maternity, medical and childcare leave which are statutory
requirements in the Employment Act, companies generally also provide other types of leave
benefits. Compassionate leave topped the list with 85% of establishments providing such
leave, followed by marriage leave (70%) and paternity leave (47%). Other than childcare
leave, 8.3% of establishments also provided child sick leave. Only 5.9% of establishments
provided parent care/parental sick (Chart 4).
As large establishments generally have more resources than small establishments, it
is not surprising that large establishments were more likely to grant various forms of paid
leave compared to small establishments as shown in Table 6.
Source from
MANPOWER RESEARCH AND STATISTICS DEPARTMENT, MINISTRY OF MANPOWER, PAPER NO. 4/2008, Conditions of Employment 2008
Thursday
For staff who are entitled to 16 weeks Maternity Leave and decided to consume the last 8 weeks separately. How should we calculate the remaining 8 we
For staff who are entitled to 16 weeks Maternity Leave and decided to consume the last 8 weeks separately. How should we calculate the remaining 8 weeks for leave (i.e. the number of days) for deduction?
The last 8 weeks of the maternity leave can be taken in flexibly, upon mutual agreement of both employer and employee. Depends on the weekly working days, the last 8 weeks can be calculated as 8 x 5 days = 40 days. If the flexibly of last 8 weeks being used, it shall not taken out the Public Holiday, she shall entitled to 40 days. This 40 days shall be taken within 12 months from the date of delivery.
The last 8 weeks of the maternity leave can be taken in flexibly, upon mutual agreement of both employer and employee. Depends on the weekly working days, the last 8 weeks can be calculated as 8 x 5 days = 40 days. If the flexibly of last 8 weeks being used, it shall not taken out the Public Holiday, she shall entitled to 40 days. This 40 days shall be taken within 12 months from the date of delivery.
What is the time frame for submission of the claim of Enhanced Childcare Leave? (eg. within 3 months from utilisation of the Childcare Leave?)
What is the time frame for submission of the claim of Enhanced Childcare Leave? (eg. within 3 months from utilisation of the Childcare Leave?)
The employer should submit the claim for reimbursement within 3 months after he 6th day of childcare leave had been consumed.
If the employee has taken less than 6 days, or has resigned before taking full 6 days childcare leave, the employer can submit the claim as soon as possible after the employee left the company. The employer will have to provide the reason for not claiming after the full 6 days.
The employer should submit the claim for reimbursement within 3 months after he 6th day of childcare leave had been consumed.
If the employee has taken less than 6 days, or has resigned before taking full 6 days childcare leave, the employer can submit the claim as soon as possible after the employee left the company. The employer will have to provide the reason for not claiming after the full 6 days.
Child born on 7th May 2002?, does the entitlement ends on 6th May or valid to end of the year?
Child born on 7th May 2002?, does the entitlement ends on 6th May or valid to end of the year?
According to MOM, childcare leave can be for any 12 months period as agreed by both employer and employee. If there is no agreement, the leave year will be the calendar year by default.
In your example, for the 1st year entitlement and 2nd year entitlement, some company will go into details to calculate how many days childcare leave you are entitled based on the month of birth of your child, for example, if is born in May, then the company may use 7/12 x 6 days to calculate the first year entitlement of the childcare leave and using formula 5/12 x 6 days to calculate the last year entitlement when the children reaching 7 years old.
However, most of the company will just grant full 7 days for full 7 years to save all the trouble in calculation and modifying the HR system.
According to MOM, childcare leave can be for any 12 months period as agreed by both employer and employee. If there is no agreement, the leave year will be the calendar year by default.
In your example, for the 1st year entitlement and 2nd year entitlement, some company will go into details to calculate how many days childcare leave you are entitled based on the month of birth of your child, for example, if is born in May, then the company may use 7/12 x 6 days to calculate the first year entitlement of the childcare leave and using formula 5/12 x 6 days to calculate the last year entitlement when the children reaching 7 years old.
However, most of the company will just grant full 7 days for full 7 years to save all the trouble in calculation and modifying the HR system.
Can you give example of how to determine which year we are still entitled to CCL? eg.1 Child born on 1st Jan 2002, when will the entitlement ends? (d
Can you give example of how to determine which year we are still entitled to CCL?
eg.1 Child born on 1st Jan 2002, when will the entitlement ends? (do we consider 2002 the first year or 2003?)
If the child is born on 1st Jan 2002, you can take the childcare leave until year 2008. On 1-1-2009, the child is already above 7 years old. Childcare leave is meant for children below 7 years old only.
One simple way to remember, employee can take 7 years of the childcare leave, in your example, the 7 years are 2002,2003,2004,2005,2006,2007 and 2008. Which mean in 2009, you are not eligible.
eg.1 Child born on 1st Jan 2002, when will the entitlement ends? (do we consider 2002 the first year or 2003?)
If the child is born on 1st Jan 2002, you can take the childcare leave until year 2008. On 1-1-2009, the child is already above 7 years old. Childcare leave is meant for children below 7 years old only.
One simple way to remember, employee can take 7 years of the childcare leave, in your example, the 7 years are 2002,2003,2004,2005,2006,2007 and 2008. Which mean in 2009, you are not eligible.
Employment Statistic: Flexible Working Arrangement
Employment Statistic: Flexible Working Arrangement
More private sector employees on flexible work but practice still not prevalent
The proportion of private sector employees on flexible working arrangement
increased from 5.1% in 2006 to 7.4% in 2008. Including the public sector, the proportion of
employees on flexible working arrangements was higher at 9.4% in 2008, lifted by a notable
percentage of public sector employees on staggered hours.
More private sector employees on flexible work but practice still not prevalent
The proportion of private sector employees on flexible working arrangement
increased from 5.1% in 2006 to 7.4% in 2008. Including the public sector, the proportion of
employees on flexible working arrangements was higher at 9.4% in 2008, lifted by a notable
percentage of public sector employees on staggered hours.
Staggered working hours was the most commonly practised accounting for 54% of
employees on the flexible working arrangement or 5.1% of all employees. This was followed
by part-time working arrangement (3.4% of all employees). The other forms of flexible
working arrangements such as flexi-time (0.8%) and teleworking (0.1%) together accounted
for only 0.9% of employees. Restaurants (34%), Retail Trade (25%) and Broadcasting &
Publishing (23%) had the highest proportion of employees on flexible working arrangements
Source from
MANPOWER RESEARCH AND STATISTICS DEPARTMENT, MINISTRY OF MANPOWER, PAPER NO. 4/2008, Conditions of Employment 2008
Wednesday
AWS Payment
I am very sure that our company is making profit,but my boss insist there is no profit or the business is poor due to, he dont want to give us AWS for the year what sholud I do.
AWS is not mandatory under the Employment Act, if the statement is clearly stated in your employment contract that the company will definitely pay the AWS, then it is something contractual which the employee can bring up to MOM or file under civil suit against the company.
However, in most of the case, AWS is not contractually stated, and in this case, it is only something variable and the employer has the right not to pay out the AWS for the employee.
AWS is not mandatory under the Employment Act, if the statement is clearly stated in your employment contract that the company will definitely pay the AWS, then it is something contractual which the employee can bring up to MOM or file under civil suit against the company.
However, in most of the case, AWS is not contractually stated, and in this case, it is only something variable and the employer has the right not to pay out the AWS for the employee.
Calculating Unpaid Leave
I checked two sources - your web site and MOM, but the information from these two sources is different.
- MOM formula is based on the number of working days in month when employer takes leave. For example Dec 2008 for 3 days of unpaid leave - salary/number of working days*number of days of unpaid leave $2000/23*3=$260.86
- SGHRM formula is based on the daily rate. For example Dec 2008 for 3 days of unpaid leave - $2000*12/260*3=$276.92
So which one is correct way? ;o) as per Singapore law?
In order to calculating the the unpaid leave for that particular month, for example, if you have employee who take unpaid leave in December, and you need to calculating the salary for December, you should use the basic salary / total working day of December in order to get the daily rate for December.
However, if you intend to calculate the final payment for the employee who is going to resign, and you notice that he has actually over-utilized the annual leave, you should use the formula of salary *12/260 in order to get the daily rate. This is because you are unable to determine the leave that over-consumed is for which calendar month.
Will Hospitalization Leave To Be Deducted on Sunday or Public Holiday?
Will Hospitalization Leave To Be Deducted on Sunday or Public Holiday?
Hospitalization Leave or Medical Leave (Sick Leave) can be deducted only for the working days. If the Hospitalization leave cross over off day, rest day or public holiday, the leave shall not be deducted.
This will apply to all normal working days or even shift worker. If the shift worker is required to work only 3 working days on that week, then only 3 days of Hospitalization Leave can be deducted.
Hospitalization Leave or Medical Leave (Sick Leave) can be deducted only for the working days. If the Hospitalization leave cross over off day, rest day or public holiday, the leave shall not be deducted.
This will apply to all normal working days or even shift worker. If the shift worker is required to work only 3 working days on that week, then only 3 days of Hospitalization Leave can be deducted.
Employment Statistic: Annual Leave
Employment Statistic: Annual Leave
Four in ten employees entitled to at least 15 days of annual leave
Over the years, there has been a rise in share of better qualified workers who
typically enjoy more favourable leave benefits. This has led to an increase in the proportion
of employees who are entitled to at least 15 days of paid annual leave from 31% in 1992 to
39% in 2008 in the private sector. Including the public sector, the share was slightly higher
at 41% in 2008.
Management and executives have longer annual leave entitlement
Management and executives continued to have more favourable leave benefits with
70% of them entitled to at least 15 days of paid annual leave. The share was much lower at
25% among RAF employees.
Higher-end services industries have longer annual leave entitlement
Industries with a high concentration of managers and executives typically accorded
longer leave entitlement. This was especially seen in the white collar-dominated Financial
Services, with 88% employees having at least 15 days of annual leave. In contrast, the
majority of employees in Construction (93%), Administrative & Support Services (91%),
Restaurants (90%), Real Estate & Leasing Services (79%), Retail Trade (74%) and
Manufacturing (67%) had short leave entitlement of below 15 days, reflecting the
concentration of RAF employees in these sectors.
Over the years, there has been a rise in share of better qualified workers who
typically enjoy more favourable leave benefits. This has led to an increase in the proportion
of employees who are entitled to at least 15 days of paid annual leave from 31% in 1992 to
39% in 2008 in the private sector. Including the public sector, the share was slightly higher
at 41% in 2008.
Management and executives have longer annual leave entitlement
Management and executives continued to have more favourable leave benefits with
70% of them entitled to at least 15 days of paid annual leave. The share was much lower at
25% among RAF employees.
Higher-end services industries have longer annual leave entitlement
Industries with a high concentration of managers and executives typically accorded
longer leave entitlement. This was especially seen in the white collar-dominated Financial
Services, with 88% employees having at least 15 days of annual leave. In contrast, the
majority of employees in Construction (93%), Administrative & Support Services (91%),
Restaurants (90%), Real Estate & Leasing Services (79%), Retail Trade (74%) and
Manufacturing (67%) had short leave entitlement of below 15 days, reflecting the
concentration of RAF employees in these sectors.
Tuesday
Employment Statistic: Workweek Pattern
Employment Statistic: Workweek Pattern
5-day workweek continues to be the norm
The 5-day workweek continued to be the norm, with 44% of employees under such a
working arrangement where the standard working hours are typically compressed into 5
days a week, with employees working longer each day. Lagging significantly behind were
the 6-day workweek (18%), 5½-day (15%), and shift work (14%), each accounting for less
than one fifth of employees in 2008. A slight increase in the proportion of employees under a
5-day workweek was observed from 43% in 2006 to 44% in 2008, following a rise in the
proportion of managers & executives in the workforce1 (Chart 1).
The 5-day workweek continued to be the norm, with 44% of employees under such a
working arrangement where the standard working hours are typically compressed into 5
days a week, with employees working longer each day. Lagging significantly behind were
the 6-day workweek (18%), 5½-day (15%), and shift work (14%), each accounting for less
than one fifth of employees in 2008. A slight increase in the proportion of employees under a
5-day workweek was observed from 43% in 2006 to 44% in 2008, following a rise in the
proportion of managers & executives in the workforce1 (Chart 1).
5-day workweek more common among management and executives
2.2 The majority (76%) of management and executives were on the 5-day workweek in
2008. The share was substantially lower at 27% for rank-and-file (RAF) employees, who
were spread more widely across other workweek patterns such as 6-day workweek (25%),
5½-day (20%) and shift work (19%) (Table 1).
2.2 The majority (76%) of management and executives were on the 5-day workweek in
2008. The share was substantially lower at 27% for rank-and-file (RAF) employees, who
were spread more widely across other workweek patterns such as 6-day workweek (25%),
5½-day (20%) and shift work (19%) (Table 1).
6-day work week common in restaurants and construction
2.3 Employees in higher-end services industries such as Financial Services (94%),
Information & Communications (86%) and Professional Services (78%) were predominantly
on a 5-day workweek. At the other end of the spectrum, the 6-day workweek was more
common among employees in Restaurants (63%) and Construction (57%).
2.4 Although, overall only 14% of employees were working shifts, the incidence was
much higher in Hotels (56%) and Electronic Products (54%)
2.3 Employees in higher-end services industries such as Financial Services (94%),
Information & Communications (86%) and Professional Services (78%) were predominantly
on a 5-day workweek. At the other end of the spectrum, the 6-day workweek was more
common among employees in Restaurants (63%) and Construction (57%).
2.4 Although, overall only 14% of employees were working shifts, the incidence was
much higher in Hotels (56%) and Electronic Products (54%)
Source from
MANPOWER RESEARCH AND STATISTICS DEPARTMENT, MINISTRY OF MANPOWER, PAPER NO. 4/2008, Conditions of Employment 2008
MANPOWER RESEARCH AND STATISTICS DEPARTMENT, MINISTRY OF MANPOWER, PAPER NO. 4/2008, Conditions of Employment 2008
Monday
Employment Statistic: Outpatient Sick Leave and Hospitalization Leave
MOM Employment Statistic 2008: Outpatient Sick Leave and Hospitalization Leave
56% of employees took outpatient sick leave and 4.1% took hospitalisation leave in
2007. This was broadly comparable to 52% and 4.5% respectively in 2005. Employees who
had taken outpatient sick leave in 2007 on average consumed 4.6 days of sick leave,
comparable to 4.7 days in 2005. The corresponding figure for those on hospitalisation leave
was 16.3 days in 2007, compared with 14.9 days in 2005 (Table 3).
2007. This was broadly comparable to 52% and 4.5% respectively in 2005. Employees who
had taken outpatient sick leave in 2007 on average consumed 4.6 days of sick leave,
comparable to 4.7 days in 2005. The corresponding figure for those on hospitalisation leave
was 16.3 days in 2007, compared with 14.9 days in 2005 (Table 3).
While a slightly higher proportion of management and executives (58%) took
outpatient sick leave than RAF employees (55%) in 2007, the latter on average consumed
slightly more days of outpatient sick leave (4.6 days) than the former (4.4 days). Similar
observation was made for hospitalisation leave (Table 4).
Source from
MANPOWER RESEARCH AND STATISTICS DEPARTMENT, MINISTRY OF MANPOWER, PAPER NO. 4/2008, Conditions of Employment 2008
Sunday
Can the company issue the termination letter and pay notice-in-lieu to the staff and request the staff to leave immediately?
Can the company issue the termination letter and pay notice-in-lieu to the staff and request the staff to leave immediately?
The company can request the employee to leave immediately as long as they have paid the employee the notice in lieu.
For example,
Notice period : 1 month
Salary: S$2,000
Termination Date: 1 December
To terminate the employee, the company can either give the employee notice that he/she is required to work until 31 December, or the employer can give the employee 1 month salary (paid until 31 December) and ask the employee to leave immediately on 1 December.
The company can request the employee to leave immediately as long as they have paid the employee the notice in lieu.
For example,
Notice period : 1 month
Salary: S$2,000
Termination Date: 1 December
To terminate the employee, the company can either give the employee notice that he/she is required to work until 31 December, or the employer can give the employee 1 month salary (paid until 31 December) and ask the employee to leave immediately on 1 December.
Saturday
I am a foreigner / PR working in Singapore. Am I eligible for the extended maternity leave?
I am a foreigner / PR working in Singapore. Am I eligible for the extended maternity leave?
The emplopyee will be eligible for the extended Government-Paid Maternity Leave so long as the child is a Singaporean and the employee meet the other eligibility criteria. The employee is not required to be a Singaporean yourself.
If your child is not born as Singaporean, you will be still eligible to 8 weeks of Maternity Leave according to Employment Act, but you will not eligible for the additional 8 weeks. Depends on the company policy, some company do grant the additional weeks at their own cost, but some company will advise the employee to take the unpaid leave for the additional weeks of Maternity Leave.
The emplopyee will be eligible for the extended Government-Paid Maternity Leave so long as the child is a Singaporean and the employee meet the other eligibility criteria. The employee is not required to be a Singaporean yourself.
If your child is not born as Singaporean, you will be still eligible to 8 weeks of Maternity Leave according to Employment Act, but you will not eligible for the additional 8 weeks. Depends on the company policy, some company do grant the additional weeks at their own cost, but some company will advise the employee to take the unpaid leave for the additional weeks of Maternity Leave.
Friday
What are the differences between Unpaid Infant Care Leave and Unpaid Leave?
What are the differences between Unpaid Infant Care Leave and Unpaid Leave?
Many may wonder what are the meaning to provide the Unpaid Infant Care Leave, afterall they are unpaid leave, salary still need to be deducted.
You may not know that unpaid leave is not an entitlement for you, the company has the right to reject your unpaid leave, and if you choose not to come to work even if the company has rejected your leave, you will be treated as absent on that day which may lead to disciplinary action depends on company policy.
Unpaid Infant Care Leave provides you the "right" to consume your unpaid leave, if you are eligible, and at least the company is aware that you are taking this leave to take care of your child matter.
Many may wonder what are the meaning to provide the Unpaid Infant Care Leave, afterall they are unpaid leave, salary still need to be deducted.
You may not know that unpaid leave is not an entitlement for you, the company has the right to reject your unpaid leave, and if you choose not to come to work even if the company has rejected your leave, you will be treated as absent on that day which may lead to disciplinary action depends on company policy.
Unpaid Infant Care Leave provides you the "right" to consume your unpaid leave, if you are eligible, and at least the company is aware that you are taking this leave to take care of your child matter.
Thursday
What are the changes that have been made to maternity leave?
What are the changes that have been made to maternity leave?
With effect from 17 Aug 2008:
a) Paid maternity leave will be for up to 16 weeks, up to 4 confinements.
For the first two confinements, the first eight weeks of maternity leave will continue to be employer-paid. The last eight weeks will be funded by the Government.
For the third and subsequent confinements, the full 16 weeks will be funded by the Government.
The last eight weeks may be taken flexibly within a 12-month period from the birth of the child.
b) To be eligible for maternity leave benefits, the mother must have worked for at least 90 days with the employer, regardless of probation period.
c) Maternity leave benefits will be payable even if the pregnant employee is retrenched within the last three months of pregnancy.
d) Maternity leave benefits will be payable even if the pregnant employee is dismissed without sufficient cause or terminated within the last 6 months of pregnancy*.
* Includes termination of employment with or without notice.
With effect from 17 Aug 2008:
a) Paid maternity leave will be for up to 16 weeks, up to 4 confinements.
For the first two confinements, the first eight weeks of maternity leave will continue to be employer-paid. The last eight weeks will be funded by the Government.
For the third and subsequent confinements, the full 16 weeks will be funded by the Government.
The last eight weeks may be taken flexibly within a 12-month period from the birth of the child.
b) To be eligible for maternity leave benefits, the mother must have worked for at least 90 days with the employer, regardless of probation period.
c) Maternity leave benefits will be payable even if the pregnant employee is retrenched within the last three months of pregnancy.
d) Maternity leave benefits will be payable even if the pregnant employee is dismissed without sufficient cause or terminated within the last 6 months of pregnancy*.
* Includes termination of employment with or without notice.
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