Hire full-time talent anywhere with EOR

Easily manage and pay your contractors

Run payroll with or without a subsidiary

Global Benefits

Benefits & insurances for your workforce

Global Immigration

Relocation and visa made easy

Talent Acquisition

Find the best candidates for your team

Hire from $49, scalable & transparent

Hire in +180 countries

Data protection & Security

About Horizons

Our borderless team and our global purpose

Success Stories

How businesses accelarate hiring with Horizons

Partner Program

Become a partner and benefit from unique offerings

Global Hubs

Discover our international offices


Join our mission to shaping the New World of Work

Labor law
in Singapore

SALARY PAYMENT IN Singapore Dollar (SGD)




TIME TO HIRE 12 hours

Labor law in Singapore – Overview

The Employment Act 1968 (Employment Act) is the main piece of labor legislation in Singapore and provides the basic terms and working conditions for all types of employees, including part-time, contract and temporary employees, with some exceptions. The Employment Act applies to both Singaporeans and foreign nationals working in Singapore. The main regulator in Singapore is the Ministry of Manpower (MOM) which is responsible for enforcing the Employment Act.

In Singapore, the relationship between the employer and employee is largely governed by the contract of employment agreed between them. The contracting parties are generally free to contract as they choose, however, the terms of the employment contract must not be less favorable than what is prescribed in the Employment Act.

Other key pieces of legislation in Singapore that affect workplace relations include the Child Development Co-Savings Act 2001 (CDCA) which governs the maternity and paternity benefits employees in Singapore are entitled to, and the Central Provident Fund Act 1953 which mandates employer and employee contributions to the CPF.

Notice period laws in Singapore

An employee can terminate their employment at any time. The employment contract will usually specify the notice period required, which is typically one month. If no notice period is specified it will depend on the length of service.
Length of ServiceNotice Period
Less than 26 weeks1 day
26 weeks to less than 2 years1 week
2 years to less than 5 years2 weeks
5 years and above4 weeks

Severance laws in Singapore

Employers who terminate an employee’s employment contract must do so in accordance with the terms of their contract, providing valid grounds for dismissal.

Employees who have worked for an employer for at least 2 years are eligible for retrenchment benefits for their loss of employment. Those who have less than 2 years’ service may be granted an ex-gratia payment out of goodwill. According to the Ministry of Manpower (MOM) the prevailing norm is to pay employees a retrenchment benefit of 2 weeks’ to 1 month’s salary per year of service, depending on the industry and financial position of the company.

Hiring in Singapore, Made Easy

Your business can easily hire employees in Singapore without opening a local entity. We handle local employment law, complex tax regulations, and international payroll in 180+ countries worldwide. All you need to do is focus on your business.


The employment contract is the most relevant legal document related to employment law in Singapore.

An employer is entitled to terminate an employee’s employment before the end of their probationary period by giving them the required notice according to their employment contract or by paying them a salary in lieu of their notice period.

An employee can also terminate their employment during their probationary period by serving notice or paying salary in lieu of notice. Unless their employment contract states otherwise, the notice period will likely be the same as if they were a permanent employee.

At the end of the probation period either party may terminate employment by adhering to the notice period stated in the employment contract. Alternatively, they may compensate the other party with salary in lieu of notice, or mutually agree to waive the notice period.

Success stories from businesses we’ve helped enter and grow in new markets.

Client Testimonials