![]() ![]() Sec 13 of the Act stipulates that an employer is deemed to have broken the contract of service when the employer fails to pay the employee’s salary in accordance with Part 3 of the Act. Most often, breach of contract from the employer’s side involves non-payment of salaries or unlawful dismissal. ![]() Repeat offenders will face a fine of up to S$10,000 or imprisonment of up to 12 months or both. Sec 112 of the Act specifies that anyone guilty of any breach of contract under the Act will face penalties of a maximum fine of S$5000 or imprisonment not exceeding 6 months, or both unless the Act provides for a specific penalty. Sec 14 provides that an employer may not dismiss employees without just cause or excuse.The Protection from Harassment Act prohibits employers from insulting, abusing or threatening employees. Employers have a duty not to harass employees in the workplace.Employers must abide by the Tripartite Guidelines on Fair Employment Practices, meaning that employees are protected against discrimination in the workplace.Employers are responsible for providing a healthy and safe work environment under the Workplace Safety and Health Act.Notice periods to terminate the employment are usually set out in the contract. Key terms include working hours, primary duties, responsibilities, working hours, salary, deductions, leave, etc. Sec 95A of the Act specifies that the employer must include specific key employment terms in the contract.Employer dutiesĮmployment law in Singapore places specific responsibilities and duties on employers, including the following: It will also discuss the remedies available to employees under a contract of service. This article will focus on the employer’s duties and what happens if the employer is in breach of the contract. ![]() In essence, the Employment Act sets out the minimum rights and responsibilities of employees and employers who fall under the Act. Any conditions less favourable to the employee than those prescribed in the Act shall be illegal, null, and void. As long as it is legal, the employee and employer can decide on the terms of the contract. Managers and executives are generally not covered by Part IV.Īlthough the Act regulates certain aspects of employment, Singapore generally has a freedom of contract approach. Part IV deals with working hours, rest days and other conditions. However, Part IV of the Act only applies to workers who earn less than S$4,500 pcm and non-workmen whose basic monthly salaries do not exceed S$2,600 pcm. The Act protects most other employees under a contract of service. Seafarers, domestic workers, statutory board employees or civil servants do not fall under the Act their employment contracts govern their terms and conditions. In Singapore, employment is governed by the Employment Act of 1968 and common law. ![]()
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