Employment Law in Singapore Series Part 1: Introduction 新加坡雇佣法系列 (第一章)：简介
Employment law in Singapore is frequently described as “employer-friendly” or “pro-business”, given that parties are generally given the freedom to agree on the terms of employment, subject to the limited restrictions set out in the Employment Act 1968 (“EA”).
新加坡的雇佣法经常被描述为“对雇主有利”或“有利于商业发展”，因各方通常可以自由商定雇佣条款，但须遵守新加坡的《雇佣法1968》（“ EA”）中的有关强制性规定。
Key Players 主要参与方
Singapore’s Ministry of Manpower (“MOM”) performs both promotional and regulatory roles in balancing Singapore’s manpower needs. MOM’s mission is to develop a productive workforce and progressive workplaces for Singaporeans to have better jobs and a secure retirement.
新加坡人力部（”MOM“）在平衡新加坡的人力需求方面扮演着促进和监管的角色。新加坡人力部的使命是为新加坡公民开发高效率的劳动力和渐进的工作场所，从而使新加坡人获得更好的工作以及退休生活保障。
Tripartism, a unique collaborative approach, is adopted by unions, employers, and the Singapore Government to promote shared economic and social goals to arrive at win-win outcomes for all parties in a non-confrontational and objective manner. The tripartite partners comprise the MOM, National Trade Union Congress (“NTUC”), and Singapore National Employers Federation (“SNEF”). In 2006, the tripartite partners set up the Tripartite Alliance for Fair and Progressive Employment Practices (“TAFEP”) to promote the adoption of fair, responsible, and progressive employment practices.
工会、雇主和新加坡政府采用了一种独特的三方合作方式以促进共同的经济和社会目标，并以非对抗性和客观的方式为各方带来双赢的结果。三方合作伙伴包括新加坡人力部，全国职工总会（“职总”）与新加坡全国雇主联合会（“SNEF”）。三方在2006年成立了“公平与渐进雇佣实施三方联盟“（“TAFEP”），以促进采用公平，负责和渐进的雇佣实践模式。
Legislation, Guidelines and Advisories 立法，指引与建议
The primary legislation governing employment in Singapore is the EA. Beyond the EA, other key sources of employment law include:
新加坡的《雇佣法1968》是管理新加坡雇佣措施的主要立法。除了新加坡的《雇佣法1968》以外，新加坡雇佣法的其他主要来源包括：
- Child Development Co-Savings Act 2001;
《儿童发展共同储蓄法2001》; - Employment of Foreign Manpower Act 1990;
《外籍人力雇佣法1990》; - Retirement and Re-Employment Act 1993;
《退休和再雇佣法1993》； - Work Injury Compensation Act 2019; and
《工伤赔偿法2019》；及 - Workplace Safety and Health Act 2006.
《工作场所安全和健康法2006》。
The TAFEP also regularly issues guidelines and advisories. While the guidelines and advisories issued by TAFEP are not law (i.e. they are not legally binding), MOM has stated that it can take action against non-compliance with the guidelines and advisories, such as curtailing an employer’s work pass privileges.
“公平与渐进雇佣实施三方联盟” 还定期发布有关雇佣的指引和建议。虽然 “公平与渐进雇佣实施三方联盟” 提供的指引与建议不属于法律（即它们不具有法律约束力），但新加坡人力部表示该联盟有权对不遵守指引与建议的行为采取行动，例如：限制有关雇主的工作准证特权。
Scope of Application of the EA 新加坡的《雇佣法1968》的适用范围
The EA provides for basic terms and conditions at work for employees. All employees (local and foreign) are covered by the EA if they are working in Singapore under a contract of service with an employer, unless he or she is: (a) a seafarer; (b) domestic worker; or (c) statutory board employee or civil servant.
新加坡的《雇佣法1968》为员工提供了最基本的雇佣条件。所有员工（包括本地及外国员工），若根据与雇主签订的服务合约在新加坡工作，那么他们将受到《雇佣法1968》的保护，但排除了以下特定人员的适用，（a）海员；（b）家庭帮佣（主要为女佣）；或（c）法定委员会员工或公务员。
Employees can be employed on a: (a) full-time; (b) part-time; (c) temporary; or (d) contract basis in Singapore. Employees who work less than thirty-five (35) hours a week are deemed to be “part-time employees”.
符合条件的员工可以在新加坡采用以下方式受雇：（a）全职；（b）兼职；(c) 临时；或（d）以合约时间为准。每周工作少于三十五（35）小时的员工被视为“兼职员工”。
If an individual is not covered by the EA, the terms and conditions of his or her employment will be according to his or her employment contract.
若某位员工不受《雇佣法1968》的管理，那么他/她的雇佣条款和条件将根据他/她的劳动合同的具体合同约定执行。
If an employee is covered by the EA, every term in his or her contract which provides a condition of service which is less favourable to the employee than any of the conditions prescribed in the EA will be null and void. In other words, employers may not contract out of conditions provided for in the EA.
若有关员工受到《雇佣法1968》的保护，而其劳动合同中的任何约定条款若比《雇佣法1968》所提供的最低劳动条件的保护更差，那么有关劳动合同中的对应条款就是无效的。换言之，雇主不可忽略《雇佣法1968》项下的底线规定。
Part 4 of the Employment Act 新加坡的《雇佣法1968》第四部分
Part 4 of the Employment Act, which provides for rest days, hours of work, and other conditions of service, only applies to:
新加坡的《雇佣法1968》第四部分规定了休息日、工作时间和其他基本劳动条件，并仅适用于以下人员：
- a workman (doing manual labour) earning a basic monthly salary of not more than S$4,500; and
工人（从事体力劳动者），其基本月薪为4,500新元或以下；及 - an employee who is not a workman, but who is covered by the EA and earns a monthly basic salary of not more than S$2,600.
非体力劳动者且其基本月薪为2,600新元或以下。
Part 4 of the EA does not cover managers or executives even if his/her monthly basic salary does not exceed S$2,600.
新加坡的《雇佣法1968》第四部分部分排除了对经理级别或高层管理人员的适用，即使他/她的基本月薪为2,600新元或者以下。
IMPORTANT NOTICE: This memorandum is only intended as a guide and does not purport to be an exhaustive or conclusive discussion of the matters set out herein and should not be relied on as a substitute for definitive legal advice. Reference should always be made to the applicable statutes, the relevant subsidiary legislations and other applicable guidelines. This memorandum is not to be transmitted to any other person nor is it to be relied upon by any other person or for any other purpose or quoted or referred to in any public document or filed with any governmental or other authorities without our consent in writing. This memorandum is limited to the laws of Singapore. In issuing this memorandum, we do not assume any obligation to notify or inform you of any developments subsequent to its date that might render its contents untrue or inaccurate in whole or in part at such later time. If you would like to discuss the implications of these legal developments on your business or obtain advice, please do not hesitate to approach your usual contact at Insights Law LLC or you may direct the inquiry to our key contacts stated above.
重要提示：本备忘录仅用于参考，并不视作对本文所载事项的详尽或结论性的讨论，且不应被依赖作为替代明确的法律意见。应参考所适用的法规、有关附属法例、及其他适用的原则。未经本所书面同意，本备忘录不得向任何其他人传送，任何人也不得就任何目的依赖本备忘录，并于任何公共文件引述或专署，或提交给任何政府或有关当局。本备忘录仅限于新加坡的法律。本所就这份备忘录的发行，对较后时间日期发生的任何进展导致本备忘录所呈现的全部或部分不实或不准确的内容不承担任何义务。如果您想了解这些法律发展对您业务的影响或咨询意见，请随时与您智诚法律（新加坡）的联系人联系，或直接联系上述的主要联系人。
