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》节选内容之上半部分，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 A. 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、劳动法体系 Labor Law System
新加坡的雇佣与劳动法律体系以亲商著称，同时兼顾对员工的公平保障。规范雇佣关系的主要法律为《雇佣法案》（the Employment Act，简称“EA”），并辅以其他成文法与普通法原则。
Singapore's employment and labor law framework is known for being pro-business while maintaining fair protections for employees. The primary legislation governing employment is the Employment Act (EA), supplemented by other statutes and common law principles.
雇佣与劳动法律适用于所有签订服务合同的本地及外籍员工，其保障范围依薪资水平而有所差异。然而，薪资支付、休假权利及工作时间等核心条款，则普遍适用于绝大多数员工，不受薪资水平限制。
Employment and labor law covers all employees (local and foreign) under a contract of service, with certain protections varying depending on salary level. The core provisions, such as salary payment, leave entitlements, and work hours, apply to most employees, regardless of salary.
新加坡劳动法在灵活性与权益保护之间取得平衡，尤其强调合同条款明晰性、公平待遇及争议解决机制。遵守法定义务并实施前瞻性人力资源政策，是企业管控雇佣风险的关键所在。
Singapore's employment law balances flexibility and protection, with a strong emphasis on clarity of contracts, fair treatment, and dispute resolution. Compliance with statutory obligations and proactive HR practices is key to managing employment risk in Singapore.
新加坡雇佣法律体系的核心基础在于强调订立明确书面的劳动合同。此类合同通常须载明工作职责、工资标准、工作时间、福利待遇、解除条款及休假权利等基本条款。根据新加坡人力部规定，受《雇佣法案》管辖的企业必须向员工提供书面形式的关键雇佣条款（KETs）。法律条款的明确性有助于避免误解，并在发生争议时提供可靠依据。
A foundational element of Singapore's employment framework is the emphasis on clear, written employment contracts. These contracts typically outline essential terms such as job scope, salary, working hours, benefits, termination clauses, and leave entitlements. The Ministry of Manpower (MOM) requires employers to provide key employment terms (KETs) in writing to employees who are covered under the Employment Act. This legal clarity helps prevent misunderstandings and provides a reliable reference in the event of disputes.
新加坡在雇佣实践中秉持公平与任人唯贤原则。尽管未像某些司法管辖区那样制定全面的反歧视立法，但劳资政公平雇佣联盟（TAFEP）制定了明确的指导原则，鼓励企业采用公平的招聘程序、绩效评估机制和申诉处理流程。企业应公平对待所有员工，不论其国籍、性别、年龄或宗教信仰，并特别注重促进本地劳动力参与和多元化发展。
Singapore upholds principles of fairness and meritocracy in employment practices. While there is no comprehensive anti-discrimination legislation like in some jurisdictions, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) sets out clear guidelines encouraging employers to adopt fair recruitment, performance appraisal, and grievance handling procedures. Employers are expected to treat all workers fairly, regardless of nationality, gender, age, or religion, with particular attention paid to promoting local workforce participation and diversity.
新加坡的劳动争议解决系统旨在实现便捷、高效和成本效益。员工和企业可通过多种机制寻求救济，包括处理薪资相关争议和不当解雇索赔的雇佣索赔法庭（ECT），该法庭受理薪资不超过特定门槛员工的索赔。对于有工会组织的工作场所，工业仲裁庭（IAC）负责解决集体劳资纠纷。此外，劳资政纠纷调解联盟（TADM）提供的调解服务通常被鼓励作为争议解决的第一步。
The employment dispute resolution system in Singapore is designed to be accessible, efficient, and cost-effective. Employees and employers can seek recourse through mechanisms such as the Employment Claims Tribunals (ECT), which handles salary-related and wrongful dismissal claims for employees earning up to a certain salary threshold. For unionized workplaces, the Industrial Arbitration Court (IAC) plays a role in resolving collective disputes. Additionally, mediation facilitated by the Tripartite Alliance for Dispute Management (TADM) is often encouraged as a first step.
企业必须遵守《雇佣法案》及相关法规规定的各项法定义务，包括最低休息日、加班工资、产假和育儿假、中央公积金（CPF）缴存，以及《工作场所安全与健康法案》的规定。不合规行为可能导致处罚、法律诉讼或商誉损害，因此企业及时了解劳动法规的最新发展至关重要。
Employers must comply with a range of statutory obligations under the EA and related regulations. These include minimum rest days, overtime pay, maternity and childcare leave, Central Provident Fund (CPF) contributions, and safety regulations under the Workplace Safety and Health Act. Non-compliance can lead to penalties, legal action, or reputational harm, making it crucial for businesses to stay abreast of evolving labor laws.
除遵守法律规定外，新加坡成功的企业还着力推行前瞻性人力资源战略，具体包括持续开展员工能力建设、提升员工敬业度、完善心理健康支持体系及制定职业发展路径。通过“技能创前程”等计划（SkillsFuture），鼓励企业共同投入员工培训与技能提升，此举既提高员工满意度，又增强组织应变能力。
In addition to legal compliance, successful employers in Singapore invest in proactive human resource strategies. This includes continuous workforce development, employee engagement, mental well-being support, and career progression planning. Programs such as SkillsFuture encourage employers to co-invest in training and upskilling their workforce, contributing to both employee satisfaction and organizational agility.
三、用工条款 Terms of Employment
（一）劳动者身份认定 Status of Employee
1. 概述 Overview
《雇佣法案》对“员工”的定义为，与企业订立服务合同或根据服务合同工作的人员，包括工人，以及新加坡总统为执行本法令或其任何条款而宣布属于员工类别的政府官员或员工，但不包括以下人员：
The EA defines an "employee" to mean a person who has entered into or works under a contract of service with an employer, and includes a workman, and any officer or employee of the Government included in a category, class, or description of such officers or employees declared by the President to be employees for the purposes of the EA or any provision thereof, but does not include any of the following:
海员； Any seafarer;
家政工人；Any domestic worker;
根据任何成文法设立的法定机构雇用的所有类别人员；以及 All classes of persons employed by a statutory board constituted under any written law; and
新加坡人力部长随时通过政府公报宣布不属于本法案所指员工的其他类别人员。Any person belonging to any other class of persons whom the Minister for Manpower may, from time to time by notification in the Gazette, declare not to be employees for the purposes of the EA.
《雇佣法案》对“企业”的定义为，根据服务合同雇用他人的任何主体，包括：
The EA defines an "employer" to mean any person who employs another person under a contract of service, including:
总统为执行本法案而不时宣布属于员工类别的政府官员或员工的政府人员；The government in respect of such categories, classes, or descriptions of officers or employees of the government as from time to time are declared by the President to be employees for the purposes of the EA;
任何法定机构；Any statutory authority;
企业正式授权的代理人或经理；以及 The duly authorized agent or manager of the employer; and
拥有、经营或暂时负责管理员工所从事专业、业务、贸易或工作的人员。The person who owns or is carrying on or for the time being responsible for the management of the profession, business, trade, or work in which the employee is engaged.
现行法律未对“独立承包商”作出明确定义，通常而言，该术语指依据服务合同独立向实体提供服务的个人。独立承包商应与员工相区分，判定某人是否构成“独立承包商”属于事实认定问题，需根据个案具体情况进行裁量。考量因素包括：
There is no prescribed statutory definition of an "independent contractor", although typically, these would refer to individuals who have contracted independently under a contract for service, to provide services to an entity. An independent contractor is to be distinguished from an employee, and whether a person may be considered an "independent contractor" is a question of fact that is to be determined based on the facts of each case. Some factors include:
企业对工作人员的控制程度或范围；The degree or extent of control exercised by the company over the worker;
工作人员是否享有任何雇佣福利；Whether the worker is given any employment benefits;
工作人员是否需自备或使用自己的设备开展工作；以及 Whether the worker is required to supply or use their own equipment in carrying out the work; and
工作人员系以自身名义开展业务，抑或代表公司开展业务。Whether the worker is carrying on business on their own account or carrying on the business of the company.
2. 合同必备条款 Mandatory Terms of the Contract
事实上，新加坡法律并未明文规定劳动那个合同须以书面形式订立。但《雇佣法案》要求企业必须向每位与公提供载明关键雇佣条款的书面文件。
Generally, there is no express statutory requirement under Singapore law for employment contracts to be in writing. That said, the EA does require employers to give each employee a written record of the key employment terms (KET) of the employee.
关键雇佣条款就劳动关系的核心条款与条件进行书面约定，旨在确保劳资双方对各自合同义务有明确认知。
The KETs set out the essential terms and conditions of employment in writing. It ensures that both employer and employee are clear about their contractual obligations.
关键雇佣条款至少须包含以下内容：
A KET must include at least the following:
企业及员工全名；Full name of employer and employee;
职位名称、工作职责及主要工作内容；Job title, responsibilities, and main duties;
雇佣起始日期；Start date of employment;
雇佣期限（如为固定期限合同）；Duration of employment (if fixed term);
每日及每周工作时间；Working hours (daily and weekly);
薪资结算周期（如按月、双周等）；Salary period (e.g., monthly, bi-weekly);
基本工资及各薪资构成（含奖金、津贴等）；Basic salary and salary components (bonuses, allowances);
加班费计算标准；Overtime payment rate;
休息日安排、工作时间及加班规定；Rest days, hours of work, and overtime;
年假及病假权益；Annual leave and sick leave entitlements;
合同终止通知期；Notice period for termination;
其他休假权益（含产假、育儿假等）；Other types of leave (maternity, childcare, etc.);
医疗福利条款；Medical benefits;
试用期规定（如适用）。Probation period (if applicable).
（二）工作时间规定 Working Hours
根据新加坡《雇佣法案》第四部分规定，受该部分条款约束的员工，其标准工作时间不得超过每日8小时或每周44小时。超出此时限的工作均视为加班，企业须按不低于员工基本时薪1.5倍的标准支付加班费。除每日工时限制外，法律还规定了每月加班总时长上限，即不得超过72小时。
In Singapore, for employees covered under Part IV of the Employment Act, standard working hours are limited to 8 hours per day or 44 hours per week. Any work beyond these limits is considered overtime and must be compensated at a minimum rate of 1.5 times the employee's basic hourly rate. In addition to daily limits, the law also imposes a cap on monthly overtime, which cannot exceed 72 hours per month.
《雇佣法案》第四部分为特定符合条件的企业群体提供了额外保障与福利。该群体（即第四部分适用员工）包括：
Part IV of the EA offers certain additional protections and benefits to a limited group of eligible employees. Such group of employees (Part IV Employees) comprise:
月薪不超过4,500新元的“工人”（不包括加班费、奖金、绩效激励金及任何形式的津贴）；以及 "Workmen" who earn a monthly salary not exceeding SGD 4,500 (excluding overtime and bonus payments, productivity incentive payments, and any allowance howsoever described); and
月薪不超过2,600新元的其他员工（不包括工人及担任管理或执行职务者，且不含加班费、奖金、绩效激励金及任何形式的津贴）。Employees (other than workmen and persons employed in managerial or executive positions) who earn a monthly salary not exceeding SGD 2,600 (excluding overtime and bonus payments, productivity incentive payments, and any allowance howsoever described).
《雇佣法案》规定，第四部分适用员工享有不低于基本时薪1.5倍的法定加班工资，无论其薪资结构形式如何（如月薪、日薪、计件工资等）。此项规定旨在确保所有符合条件的员工在超过法定标准工时后获得合理补偿。有关第四部分适用员工的具体范围及资格标准，详见相关规定。
The EA mandates that a Part IV Employee must be paid overtime wages at a rate of not less than 1.5 times their basic hourly rate, regardless of how their salary is structured (e.g., monthly, daily, piece-rated, etc.). This ensures that all eligible employees receive fair compensation for hours worked beyond the standard limits set out in the Act. For further details on the scope and eligibility criteria for Part IV Employees.
与之相对，不适用第四部分规定的员工，通常为薪资超过法定门槛的经理、高级管理人员及专业人士，前述人员在新加坡法律下不享有法定加班工资。此类员工的加班补偿（如有）完全取决于合同约定，由劳资双方协商确定。因此，除非劳动合同或公司政策明确约定，否则企业无需向非第四部分适用员工支付加班工资。
In contrast, employees who do not fall within the scope of Part IV—typically managers, executives, and professionals earning above the salary threshold—are not entitled to statutory overtime pay under Singapore law. For these employees, entitlements to overtime compensation, if any, are purely contractual and subject to negotiation between the employer and employee. As such, employers are not legally required to provide overtime pay to non-Part IV Employees unless expressly stipulated in the employment contract or company policies.
（三） 薪资支付 Wages
1. 薪资支付形式 Forms of Wages
根据新加坡《雇佣法案》规定，企业必须为所有员工在每个薪资周期发放详细列明的工资单，发放频率不得低于每月一次。工资单应当与薪资支付同时发放，最迟须在薪资支付后三个工作日内提供（周六、周日及公共假期不计入该期限）。
Under the Employment Act (EA), employers are required to issue itemised pay slips for all salary payments made to employees during each salary period. These pay slips must be provided at least once a month, either together with the salary payment or within three working days thereafter (excluding Saturdays, Sundays, and public holidays).
此项工资单发放义务同样适用于劳动关系解除时的最终薪资支付，包括因企业解雇或员工辞职而产生的最终支付。
Pay slips must also be issued for any final payments made upon dismissal by the employer or resignation by the employee.
需要特别说明的是，新加坡现行法律并未强制规定薪资支付必须使用的货币种类，该事项可由企业与员工通过劳动合同协商确定。
There is no specific legal requirement in Singapore regarding the currency in which salary must be paid. This may be contractually agreed between the employer and the employee.
2. 最低工资标准 Minimum Wage
新加坡法律未规定法定最低工资要求。
There are no statutorily prescribed minimum wage requirements under Singapore law.
然而，新加坡人力部已实施渐进式薪金模式，该模式适用于受雇于清洁、保安、园艺、直梯与扶梯、零售、餐饮服务及废物管理等特定行业的新加坡公民与永久居民。
However, the Ministry of Manpower has put in place a Progressive Wage Model, which applies to Singapore citizens and Singapore permanent residents employed in certain businesses in the cleaning, security, landscape, lift and escalator, retail, food services, and waste management sectors.
新加坡人力部明确规定，若企业未能遵守渐进式薪金模式规定的工资要求，将无法更新现有工作准证或申请新的工作准证。遵守渐进式薪金模式亦是某些行业（如清洁与保安行业）的执照审批条件，或其他行业（如园艺行业）的注册要求。
The Ministry of Manpower has stipulated that should an employer fail to comply with the wage requirements set out in the Progressive Wage Model, the employer would not be able to renew existing work passes or apply for new work passes. Compliance with the Progressive Wage Model is also a condition for licensing in certain sectors (such as in the cleaning and security sectors) or a registration requirement (such as in the landscape sector).
（四）其他劳动合同条款 Other Terms of Employment
1. 公共假期与法定年假规定 Public Holiday and Statutory Annual Leave
根据《雇佣法案》规定，所有员工均有权在受雇期间享受带薪公共假期，薪资按其总工资标准支付。然而，企业与员工可协商以其他工作日替代一个或多个公共假期。此外：
Under the EA, every employee is entitled to a paid holiday at their gross rate of pay on a public holiday that falls during the time that they are employed. However, an employer and employee may agree to substitute any other day or days for any one or more public holidays. In addition:
若公共假期适逢休息日，则该休息日后的首个工作日应作为带薪假期；If any public holiday falls on a rest day, the working day next following that rest day shall be a paid holiday; and
若公共假期适逢员工根据服务合同无需工作的日期，企业可按员工总工资标准支付该假期薪资，或给予员工替代休假。If any public holiday falls on a day when the employee is not required to work under their contract of service, the employer may either pay the employee for that holiday at their gross rate of pay or give the employee a day off in substitution for that holiday.
根据《1998年节假日法案》规定，新加坡全国法定公共假日共计11天，具体如下：
There are a total of 11 gazetted public holidays in Singapore under the Holidays Act 1998. These are set out below:
新年：1月1日；New Year's Day: January 1;
农历新年：2天（具体日期依农历计算）；Chinese New Year (two days) ;
开斋节；Hari Raya Puasa;
哈芝节；Hari Raya Haji;
耶稣受难日；Good Friday;
劳动节：5月1日； Labor Day: May 1;
卫塞节；Vesak Day;
国庆日：8月9日；National Day: August 9;
屠妖节；Deepavali;
圣诞节：12月25日；Christmas Day: December 25.
根据《雇佣法案》规定，连续服务满三个月的员工有权享受带薪法定年假，年假薪资按总工资标准支付。年假天数随员工服务年限递增，具体标准如下：
Under the Employment Act (EA), employees who have completed at least three months of continuous service are entitled to statutory paid annual leave at their gross rate of pay. The number of leave days increases with the employee's length of service:
员工任职首12个月，可享有7天带薪年假；For the first 12 months, the employee is entitled to seven days of paid annual leave;
此后每连续服务满12个月，年假权益每年增加1天，上限为每年14天。For each additional 12 months of continuous service with the same employer, the entitlement increases by one additional day per year, up to a maximum of 14 days per year.
2. 产假与陪产假规定 Maternity Leave and Paternity Leave
根据新加坡《儿童发展共同储蓄法案》（CDCA）及《雇佣法案》规定，符合条件的员工可享有法定带薪育儿假，薪资按总工资标准支付，具体权益需满足法定资格要求。
Employees in Singapore may be entitled to certain statutory parental leave benefits, paid at their gross rate of pay, under the Child Development Co-Savings Act (CDCA) and the Employment Act (EA), subject to meeting specific eligibility criteria.
3. 法定产假 Statutory Maternity Leave
根据《儿童发展共同储蓄法案》规定，女性员工通常有权享受最长16周的法定带薪产假，条件如下：
Under the CDCA, a female employee is generally entitled to up to 16 weeks of statutory paid maternity leave if:
