本文作者/The Author：
张楠茜 Nancy Zhang
本文译者/The Translator：
戴萌 Dai Meng
一、前言 Foreword
新加坡作为“一带一路”的重要支点，以其法治环境、战略区位和开放经济，持续吸引全球投资。从独特的雇佣实践与劳资政三方协作文化，到严谨的数据保护与合规要求，企业需深入理解并适应这套在自由市场与严格治理间取得平衡的体系。熟悉本地规则，是在此地立足并实现长期发展的关键基石。
Singapore, a key hub in the Belt and Road Initiative, draws continuous global investment through its rule-of-law foundation, strategic location, and open economy. Navigating this environment—from its unique tripartite industrial relations and employment norms to its rigorous data protection and compliance regimes—requires a deep understanding of a system that masterfully balances market freedom with robust governance. For any company, mastering these local rules is not just about compliance; it's the critical foundation for building a sustainable and successful operation in Singapore.
在《新加坡劳动法概览》中，来自利特勒·门德尔森律师事务所的张楠茜律师以国际视角全面解构了新加坡劳动法。本文将深入探讨新加坡劳动法律的主要特征，为中资企业提供跨境用工合规操作的全面指导，筑牢其在新加坡的经营根基。
In the Singapore Labor Law Overview, Nancy Zhang from Littler Mendelson P.C. comprehensively deconstruct Singapore labor law from an international perspective. This article will delve into the key characteristics of Singapore's labor legislation, providing Chinese enterprises with comprehensive guidance on cross-border employment compliance operations to solidify their operational foundations in Singapore.
（下文为《新加坡劳动法概览》节选内容下半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之新加坡篇）
(The following content is excerpted from Singapore Labor Law Overview - Part B. For the full version, refer to the Singapore Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、限制性条款 Restrictive Covenants
1. 竞业限制条款 Non-Competition Clauses
当员工违反竞业限制义务时，企业有权要求其承担约定的违约责任，通常包括禁止令（法院命令）以制止员工继续违约行为、赔偿因违约造成的金钱损失，以及利润返还，即要求员工交出因违约行为所获的全部收益。
When employees breach the non-competition obligation, employers are entitled to claim the agreed liabilities for breach, which usually include an injunction(court order) to stop the employee from continuing the breach, monetary damages to compensate for losses caused by the breach, and an account of profits, requiring the employee to surrender any profits made from the breach.
2. 服务期约定 Service Time Period
当企业为员工提供专项技术培训并支付专项培训费用时，企业可与员工协商一致签订服务期协议。现行法律对此未作明确规定。
Where an employer pays special training expenses for the special technical training of his employees, the employer may enter an agreement with his employees to specify their service time period based on mutual consent. The law is silent on this matter.
3. 禁止招揽条款 Non-Solicitation Clauses
新加坡法院通常仅在禁止招揽条款的范围、期限及地域范围合理时才会支持其执行。此类条款必须用于保护正当商业利益，且不得过度限制员工的工作能力。
Courts in Singapore generally uphold non-solicitation clauses only if they are reasonable in terms of scope, duration, and geographic area. The clause must protect a legitimate business interest without unduly restricting the employee's ability to work.
三、外资企业雇佣规定 Employment Rules for Foreign Companies
1. 雇佣限制 Employment Restrictions and Quotas
外资企业必须遵守新加坡法律规定的强制性员工福利，包括向符合条件的本地员工提供法定年假、病假、产假/陪产假，以及缴纳中央公积金。
Foreign companies must comply with mandatory employment benefits under Singapore law, including statutory annual leave, sick leave, maternity/paternity leave, and contributions to the Central Provident Fund (CPF) for eligible local employees.
2. 违法雇佣行为 Wrongful Employment
违反劳动法规的主要处罚包括罚款、监禁、资格取消及禁令。最常见的处罚是针对未支付工资、不当工作准证操作或未合法缴纳中央公积金等违规行为的罚款和监禁。
The key penalties for violating employment laws include fines, imprisonment, disqualification and injunctions. The most common penalties are fines and imprisonment for breaches such as failure to pay wages, improper work pass practices, or CPF non-compliance.
四、外籍管理 Foreign Workers
1. 外籍员工聘用限制 Limitations on the Use of Foreign Workers
外籍员工必须持有新加坡人力部签发的相应工作准证，包括就业准证（Employment Pass）、S准证（S Pass）或工作准证（Work Permit），具体类型取决于其资质与工作岗位类型。
Foreign workers must hold the appropriate work passes issued by the Ministry of Manpower (MOM), such as Employment Pass, S Pass, or Work Permit, depending on their qualifications and job type.
聘用工作准证（通常适用于半技术或非技术岗位）外籍员工的企业，须遵守配额制度。该制度根据企业所属行业及企业规模，限制可聘用的外籍员工数量。
Employers hiring foreign workers on Work Permits (typically for semi-skilled or unskilled roles) must comply with a quota system limiting the number of foreign workers based on the employer's sector and business size.
2. 注册要求 Registration Requirements
在新加坡，外籍员工必须取得相应工作准证方可合法工作。
In Singapore, foreign employees must obtain the appropriate work pass to legally work in the country.
最常见准证类型包括就业准证（Employment Pass，简称EP）：适用于符合最低薪资及资质要求的外籍专业人士、经理和高管，申请人通常需持有认可学位或专业资质。现行标准要求月薪不低于5,000新元，且通过互补性评估框架（COMPASS）审核。The most common types include the Employment Pass (EP), designed for foreign professionals, managers, and executives who meet minimum salary and qualification requirements, typically holding a recognized degree or professional credentials. Candidates need to earn at least $5,000 a month and pass the Complementarity Assessment Framework (COMPASS).
S准证（S Pass）面向中等技能外籍员工，采用基于薪资与资质的积分评估制度，受配额及征税限制。主要适用于建筑、制造、海事造船、加工及服务行业的技术与半技术工种。The S Pass caters to mid-skilled workers and uses a points-based assessment considering salary and qualifications; it is subject to quotas and levies. It is for skilled and semi-skilled migrant workers in the construction, manufacturing, marine shipyard, process or services sector.
工作准证（Work Permit，简称WP）适用于半熟练或非技术工人，特别是建筑、制造和家政等行业，受配额和月度征税限制。For semi-skilled or unskilled workers, especially in sectors like construction, manufacturing, and domestic work, the Work Permit (WP) is required and is regulated by quotas and monthly levies.
此外，符合条件的EP或S准证持有者的家属，可申请家属准证或长期探访准证在新加坡居留。Additionally, eligible family members of EP or S Pass holders may apply for Dependant's Passes or Long-Term Visit Passes to reside in Singapore.
另外，还有一类为个性化就业准证（PEP），该类准证是新加坡专为高收入专业人士提供的特殊准证。持该类准证的人员在更换工作时无需重新申请准证，具有更高就业灵活性。企业应确保申请正确的准证类型并遵守新加坡人力部的相关规定。There is also the Personalized Employment Pass (PEP), a special type of pass granted to high-earning professionals, offering greater job flexibility without needing a new pass for each employment change. Employers must ensure they apply for the correct pass type and comply with the Ministry of Manpower's conditions and regulations.
3. 《外籍人力雇佣法》相关规定 Employment of Foreign Manpower Act
新加坡《外籍人力雇佣法》(EFMA) 规范外籍员工的雇佣事宜并保障其权益。该法适用于雇佣外籍员工的企业，以及任何持有新加坡人力部颁发工作准证的个人。工作准证包括就业准证(EP)、S准证和工作准证(WP)。
The Employment of Foreign Manpower Act (EFMA) regulates the employment of foreign employees and protects their well-being. The EFMA covers employers of foreign employees and any person issued a work pass by the Ministry of Manpower. Work passes include Employment Pass, S Pass and Work Permit.
新加坡《外籍人力雇佣法》明确规定了与工作准证相关的各项责任，包括申请程序、医疗保险、征费、注销和遣返事宜。
The EFMA outlines responsibilities relating to work passes, including application, medical insurance, levy, cancellation and repatriation.
根据新加坡《外籍人力雇佣法》规定，常见违法行为的处罚如下：
The penalties for common offences under the EFMA are:
雇佣无有效工作准证的外籍员工：罚款5,000至30,000新元，或最高12个月监禁，或两者兼施。若再次定罪，将强制判处1至12个月监禁，并处罚款10,000至30,000新元。Employing a foreign employee without a valid work pass: A fine of between $5,000 and $30,000, or imprisonment for up to 12 months, or both. For subsequent convictions, offenders face a mandatory imprisonment of between 1 month and 12 months and a fine between $10,000 and $30,000.
违反工作准证任何条件：最高罚款10,000新元，或最高12个月监禁，或两者兼施。Contravening any condition of a work pass: A fine up to $10,000, or imprisonment for up to 12 months, or both.
在工作准证申请或更新过程中作出虚假陈述或提供虚假信息：最高罚款20,000新元，或最高2年监禁，或两者兼施。Making a false statement or providing false information in any application or renewal of a work pass: A fine up to $20,000, or imprisonment for up to 2 years, or both.
收取与外籍员工雇佣相关的款项：最高罚款30,000新元，或最高2年监禁，或两者兼施。Receiving money in connection with the employment of a foreign employee: A fine up to $30,000, or imprisonment for up to 2 years, or both.
为不存在、未运营或无需雇佣外籍员工的企业申请工作准证：判处6个月至2年监禁，并可能处以不超过6,000新元的罚款。违法者还可能被判处鞭刑。Obtaining a work pass for a foreign employee for a business that does not exist, or is not in operation or does not require the employment of the foreign employee: An imprisonment term of between 6 months and 2 years and possibly a fine not exceeding $6,000. Offenders may also receive caning.
五、劳动关系解除 Termination of Employment
1. 解除理由 Grounds for Termination
一般而言，劳动关系的解除可通过以下两种方式实现，一是按照劳动合同约定发出解雇通知或支付代通知金，二是采取即时解雇方式。
Broadly, an employee's employment may either be terminated by the giving of the requisite notice or salary in lieu of notice (in accordance with the terms of employment), or by way of a summary dismissal.
（1）用人单位单方解除 Termination for Cause by Employer
根据《雇佣法案》，企业经适当调查后，可基于员工行为失当（即违反明示或默示雇佣条件）而实施无通知解雇。
Under the EA, an employer may, after due inquiry, dismiss without notice an employee on the grounds of misconduct inconsistent with the fulfillment of the express or implied conditions of the employee's service.
需注意的是，若员工认为遭企业无故解雇，可向雇佣索赔法庭提起不当解雇索赔。雇佣索赔法庭审理此类案件时须参照《不当解雇指引》，该指引明确规定了可实施即时解雇的合法事由：
Note that where an employee considers that the employee has been dismissed without just cause or excuse by their employer, the employee may bring a claim against their employer for wrongful dismissal, which will be heard by the Employment Claims Tribunals (“ECT”). In adjudicating any such claims, the ECT must consider the Wrongful Dismissal Guidelines, which provide guidance on the grounds on which an employee may be summarily dismissed. Under the Wrongful Dismissal Guidelines:
行为失当是即时解雇的唯一合法理由（包括但不限于盗窃、工作舞弊或失序行为、不服从指令及损害机构声誉等行为）。Misconduct is the only legitimate reason for summary dismissal (which includes, but is not limited to, theft, dishonest or disorderly conduct at work, insubordination, and bringing the organization into disrepute); and
工作表现不佳不构成即时解雇的合法理由，除非企业能证明该表现已严重至构成行为失当的程度。Poor performance does not constitute a legitimate reason for summary dismissal, unless the employer is able to show that the employee's performance was so poor as to amount to misconduct.
（2）经济性裁员 Mass Redundancy
新加坡法律对大规模裁员，通常称为集体解雇，设有特定程序要求以保障员工权益。
In Singapore, mass layoffs—often referred to as large-scale retrenchments—are subject to specific procedural and legal considerations to ensure fair treatment of affected employees.
虽无法定定义或强制政府审批要求，但企业应遵循公平透明的程序，包括及时通知及与员工和工会（如适用）协商。
While there is no statutory definition or mandatory government approval for mass layoffs, employers are expected to follow fair and transparent processes, including providing timely notice and consultation with employees and unions where applicable.
根据《雇佣法案》，雇佣10人以上的企业实施解雇时，须在通知员工后5个工作日内向新加坡人力部提交强制解雇申报。10人以下企业虽无强制申报义务，但政府强烈建议向新加坡人力部进行申报。
If the employer will be going through a retrenchment exercise, it is mandatory under the Employment Act for employers with at least 10 employees who have retrenched any employee to submit Mandatory Retrenchment Notification to MOM. The notification must be submitted within 5 working days of the employee being informed of their retrenchment. Employers with less than 10 employees are not required to but are strongly encouraged to notify MOM of retrenchment.
《过剩人力管理与负责任裁员三方指南》展现了新加坡最佳实践，该指南建议企业优先考虑内部调配及再培训等替代方案。企业须履行合同通知期或支付代通知金，并结清所有员工应得福利。虽法律未强制规定遣散费，除非合同或集体协议另有约定，但企业基于社会责任常常会向员工提供裁员补偿。该指南提出以下建议：
The Tripartite Guidelines on Managing Excess Manpower and Responsible Retrenchment set out best practices, encouraging employers to explore alternatives such as redeployment and retraining before proceeding with retrenchments. Employers must also comply with contractual notice periods or pay in lieu and settle all outstanding employee benefits. Though Singapore law does not require severance payments unless stipulated in contracts or collective agreements, employers often provide retrenchment benefits as part of responsible workforce management. The Tripartite Guidelines have set up the following advices:
若在采取必要节流措施后仍须裁员，三方共识要求企业应以负责任且人性化的方式实施。In the event that retrenchment is inevitable despite having considered or implemented the necessary cost-saving measures, the tripartite consensus is that companies should retrench employees in a responsible and sensitive manner.
企业须确保裁员筛选的客观性，标准应基于员工能力、经验及技能是否符合企业可持续发展、人力转型或未来业务需求。须统一适用标准，不得基于年龄、种族、性别、宗教、婚姻状况、家庭责任或残疾进行歧视。例如，不应不公平地选择年长员工、返聘员工或孕妇。新加坡人力部将调查歧视性用工投诉，查实后将采取限制企业工作准证权限等执法措施。Employers must ensure objectivity in the selection of employees for retrenchment. Selection should be based on objective criteria such as the ability, experience, and skills of the employee to support the company's sustainability, workforce transformation and/or future business needs. Employers must apply the criteria consistently and not discriminate against any employee(s) on grounds of age, race, gender, religion, marital status and family responsibility, or disability. For example, older, re-employed as well as pregnant employees should not be unfairly selected. MOM will investigate complaints of discriminatory employment practices and take enforcement actions for substantiated complaints, such as curtailing work pass privileges of the employer.
企业应在发布公开裁员公告前，提前向员工通报经营挑战应对措施及裁员意向。该沟通应早于向个别员工送达解雇通知，使其做好心理准备。Employers should communicate early to their employees, the efforts to manage business challenges and the intent to retrench, before the public notice of retrenchment. This should precede the serving of retrenchment notice to any individual employees, so that they can be mentally prepared for the eventuality.
涉及工会的企业须在通知受影响员工前提前告知相关工会。集体协议通常要求提前一个月通知。达成共识后，工会与企业应共同履行协议并协助受影响员工。If the company is unionised, the relevant union(s) should be notified early, before affected employees are notified. Where it is provided in the collective agreement, the norm is one month before notifying the employees. Once consensus is reached, both the union and the employer should follow through with the agreement and help the affected employees accordingly.
服务满2年的员工应获裁员补偿，未满2年者可酌情发放特惠金。补偿金额取决于企业当时财务状况，原则上应支付合理金额以协助员工再就业。Employees who have served the company for at least 2 years are eligible for retrenchment benefit. Those with less than 2 years'service could be granted an ex-gratia payment out of goodwill. Employers'ability to pay retrenchment benefit depends on their financial circumstances at the point in time. As far as possible, employers should pay a reasonable sum to enable the affected employees to move on to new employment opportunities.
该三方指引旨在协助企业妥善管理过剩人力，尽可能保留工作岗位，以负责任态度实施裁员程序。The Tripartite Advisory aims to assist and guide employers in managing their excess manpower, preserving jobs and conducting retrenchment exercises responsibly.
2. 通知期/遣散 Notice Period/Severance
（1）通知期 Notice Period
在新加坡，解除劳动合同的通知期取决于企业与员工在劳动合同或适用集体协议中约定的条款。根据《雇佣法案》，企业或员工均可随时向对方发出解除劳动关系的通知。双方的通知期限应对等。
In Singapore, the notice period for terminating an employment contract depends on the terms agreed between the employer and employee, either in the employment contract or applicable collective agreements. Under the EA, either the employer or the employee may, at any time, give to the other notice of an intention to terminate the employment relationship between them. The length of notice must be the same for both employer and employee.
若未作约定，则根据《雇佣法案》默认的最低通知期标准执行：雇佣未满26周者需提前1天通知；雇佣26周至2年者需提前1周通知；雇佣2年及以上者需提前2周通知。双方亦可协商以支付代通知金替代通知期。遵守约定的通知期对确保终止程序的合法性与顺利性至关重要。
If not specified, the Employment Act provides default minimum notice periods based on the length of service: one day's notice if employed for less than 26 weeks, one week's notice for employment between 26 weeks and two years, and two weeks' notice for employment of two years or more. Alternatively, employers and employees may agree to pay salary in lieu of notice. It is important for both parties to adhere to the agreed notice period to ensure a smooth and lawful termination process.
（2）经济补偿金 Severance
在新加坡，法律并未强制规定企业在解除劳动关系时须向员工支付遣散费或裁员补偿，除非劳动合同、集体谈判协议或公司政策中另有约定。
In Singapore, there is no statutory requirement for employers to provide severance pay or redundancy benefits to employees upon termination, unless such provisions are included in the employment contract, collective bargaining agreement, or company policy.
遣散费通常作为善意表示或经协商的裁员方案组成部分，旨在协助员工度过过渡期。但企业必须履行通知义务或支付代通知金、结清所有未付工资并遵守合同约定义务。《过剩人力管理与负责任裁员三方指南》鼓励企业采取负责任的裁员措施，包括向受影响员工提供遣散福利。服务满2年的员工有权获得裁员补偿，服务未满2年者则可酌情获得特惠金。
Severance payments are typically offered as a goodwill gesture or as part of negotiated retrenchment packages to assist employees during their transition. Employers are, however, obligated to provide notice or pay in lieu of notice, settle all outstanding wages, and comply with any contractual obligations. The Tripartite Guidelines on Managing Excess Manpower encourage employers to adopt responsible retrenchment practices, which may include offering severance benefits to affected employees. Employees who have served the company for at least 2 years are eligible for retrenchment benefit. Those with less than 2 years'service could be granted an ex-gratia payment out of goodwill.
（3）解雇保护 Protected Employees
受《雇佣法案》保障的员工享有不当解雇保护权，该情形指企业无正当理由或未履行通知义务，或未支付代通知金而解除劳动关系。非《雇佣法案》适用员工的解雇纠纷，通常依据合同条款与普通法原则处理。
Employees covered by the EA have protection against wrongful dismissal, which occurs when an employer terminates employment without just cause or excuse or without providing the required notice or payment in lieu. For non-EA employees, dismissal disputes are generally handled through contractual terms and common law.
（4）违法解雇 Wrongful Dismissal Claims
在新加坡，当企业无正当理由解雇员工，或未遵守《雇佣法案》规定或合同约定的通知期限时，即构成违法解雇。企业必须确保解雇基于正当理由，如员工行为失当、工作表现不佳或岗位冗余，并应给予员工就相关指控进行申辩的公平机会。未按规定提前通知或未支付代通知金同样构成违法解雇。
In Singapore, wrongful termination occurs when an employer dismisses an employee without just cause or excuse, or fails to adhere to the required contractual or statutory notice period under the Employment Act (EA). Employers must ensure that dismissal is based on valid reasons, such as misconduct, poor performance, or redundancy, and that the employee is given a fair opportunity to respond to any allegations. Termination without proper notice or without payment in lieu of notice also constitutes wrongful termination.
尽管《雇佣法案》为适用范围内的员工提供了基本保护，但新加坡法律并未就不当解雇设立专门法定框架，相关争议通常通过协商、调解或违约民事诉讼等途径解决。企业被建议应遵循公平解雇程序，并对员工工作表现或违纪问题留存书面记录，以降低法律风险。
While the EA provides basic protections for employees covered under it, there is no specific statutory framework for unfair dismissal claims; disputes are typically resolved through negotiation, mediation, or civil claims for breach of contract. Employers are encouraged to follow fair dismissal procedures and document performance or disciplinary issues to minimize legal risks.
在新加坡，不当解雇的救济措施主要涉及金钱赔偿而非恢复劳动关系，因为法律通常不规定自动复职。遭受不当解雇的员工可以主张违约赔偿，一般包括通知期或合同剩余期限（如适用）的工资及福利损失。
In Singapore, remedies for wrongful termination primarily involve monetary compensation rather than reinstatement, as the law does not generally provide for automatic reemployment. Employees who have been wrongfully terminated may claim damages for breach of contract, which typically cover lost salary and benefits for the notice period or the remainder of the contract term if applicable.
在某些情况下，员工还可追索未付工资、奖金或其他合同约定的应得款项。不当解雇纠纷可通过协商、新加坡人力部劳资政纠纷调解联盟（TADM）的调解，或民事诉讼程序解决。
In some cases, employees may also claim unpaid wages, bonuses, or other contractual entitlements. Disputes over wrongful termination can be settled through negotiation, mediation by the Ministry of Manpower's Tripartite Alliance for Dispute Management (TADM), or civil court proceedings.
作者简介/About the Authors
张楠茜 Nancy Zhang
张楠茜（Nancy Zhang）是新加坡注册外国律师，现为利特勒·门德尔森律师事务所亚太办公室新加坡分所股东。
张律师持有美国执业资格，在管理跨境雇佣项目及代表亚太地区大型企业方面拥有丰富经验。她曾在中国和美国长期从事劳动法实务，这使其对亚太地区的商业惯例、法律法规及劳资双方的诉求具有独到见解。张律师多年来一直为以下两类企业提供全球联络人服务：一是在美洲和欧洲有雇佣需求的亚太企业；二是在亚太地区有雇佣需求的美国企业。
Ms. Nancy Zhang is a Singapore Registered Foreign Lawyer, a shareholder of Littler Mendelson P.C. APAC Office based in Singapore.
Nancy is licensed in the U.S. and has extensive experience managing cross-border employment projects and the representation of major corporations in APAC region. Nancy has practiced employment law in China and the U.S. for many years, which gives her particular insight to the local customs, laws, and expectations of employers and employees in the region. She has many years'experience serving as a Global Point of Contact for Asia Pacific corporations with employment needs in the Americas and Europe, as well as American companies with employment needs in APAC.
戴萌 Dai Meng
戴萌律师，执业领域为劳动法和社会保障法。曾为多家企业提供法律咨询及案件代理服务。
戴萌律师具有法学及人力资源管理跨学科背景。曾在美国积累多年人力资源管理相关从业经历。
戴萌律师毕业于西南政法大学，取得法学学士学位。此后就读美国新泽西州立罗格斯大学，最后学历为人力资源管理学硕士学位。
戴萌律师的工作语言为中文和英文。
Ms. Dai focuses her practice on labor and social security law, providing legal counsel and litigation representation to a diverse range of corporate clients.
Ms. Dai brings a unique interdisciplinary perspective, holding degrees in both legal and human resource management, complemented by several years of HR professional experience in the United States.
Ms. Dai earned her LL.B. from Southwest University of Political Science and Law and her Master's degree in Human Resource Management from Rutgers University, The State University of New Jersey.
Ms. Dai is fluent in Chinese and English.
