Employment Law in Singapore Series Part 2: The Employment Act – Employment Contracts, Salary, and Leave Entitlements 新加坡雇佣法系列 (第二章)：新加坡的《雇佣法令1968》- 雇佣合同、工资与休假权利
The Employment Act 1968 (“EA”) is the primary legislation governing employment in Singapore. The EA provides for the basic terms and conditions at work for employees covered by the EA. In this article, we discuss some of the key terms and conditions set out in the EA.
《雇佣法令1968》是新加坡的主要劳工法令。《雇佣法令1968》为受其保护的员工规定了与工作相关的基本条款和条件。我们将在本文中讨论《雇佣法令1968》规定的一些关键条款与条件。
The protection and entitlements provided under the EA and set out below only apply to employees covered under the EA. All employees (local and foreign) are covered under 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.
《雇佣法令1968》所规定的保护和权利仅适用于受《雇佣法令1968》保护的员工。 所有在服务契约下受聘的员工（不分国籍）均受《雇佣法令1968》的保护，但是这些法定保护与权利不适用于 (a) 海员；(b) 家庭雇佣；或 (c) 新加坡政府的法定机构的员工或公务员。
Employment Contracts 雇佣合同
Under the EA, an employer must give an employee a written record of the key employment terms no later than fourteen (14) days after the day that the employee starts employment with the employer. The key employment terms include, but are not limited to, job title, description of duties and responsibilities, duration of employment, rate of pay and salary period, leave entitlement and notice period (for dismissal or termination of employment contract by employee).
根据《雇佣法令1968》，雇主必须在员工开始工作后的十四（14）天内向员工提供主要雇佣条款的书面记录。主要雇佣条款包括但不限于员工职位、主要职务及责任、受雇期限、工资率和工资周期、休假权利，以及员工的离职通知期（在雇主解雇员工或员工终止雇佣合同的情况下）。
Salary 工资
Under the EA, an employer must pay an employee his or her salary at least once a month and within seven (7) days after the end of the salary period. With effect from 1 April 2016, all employers must:
根据《雇佣法令1968》，雇主必须至少每月一次向员工支付工资，并在工资周期结束后的七（7）天内支付工资。自2016年4月1日起，所有雇主必须：
- issue itemised pay slips to employees covered under the EA; and
向受《雇佣法令1968》保护的员工提供薪水明细；并 - keep detailed employment records, including salary records, of employees covered under the EA.
保存受《雇佣法令1968》保护的员工的详细雇佣记录，包括工资记录。
Progressive Wage Model (“PWM”) 渐进式薪金模式
There is no national minimum wage in Singapore. However, Singapore’s PWM prescribes a minimum wage for Singapore citizens and Singapore permanent residents in certain industries, such as cleaning, security, landscape, lift and escalator, and retail.
新加坡没有设定全国最低工资标准。然而，新加坡的渐进式薪金模式规定了新加坡公民和新加坡永久居民在某些行业的最低工资。这些行业包括了保洁行业、安全行业、景观行业、电梯和自动扶梯维修行业以及零售行业。
Holiday, Annual Leave and Sick Leave Entitlements 假期，年假及病假权利
Holiday 假期
Employees covered under the EA are entitled to eleven (11) paid public holidays a year. If an employee is required to work on a public holiday, the employer should pay the employee an extra day’s salary or grant him or her off-in-lieu.
受《雇佣法令1968》保护的员工每年应享有十一（11）天带薪法定公共假期。若员工需在法定的公共假期工作，雇主应向员工支付多一天的工资，或让员工在另一天补休假。
Annual Leave 年假
An employee who is covered under the EA and who has been employed by an employer for a period of not less than three (3) months is entitled to seven days of paid annual leave for the first twelve (12) months of continuous service with the same employer. Subsequently, the employee is entitled to an additional day of paid annual leave for every subsequent twelve (12) months of continuous service with the same employer, subject to a maximum of fourteen (14) days of paid annual leave in total.
受《雇佣法令1968》保护并已受雇至少三（3）个月的员工可在连续为同一雇主服务的前十二（12）个月内享有七天的带薪年假。该员工可在之后为同一雇主连续服务的每十二（12）个月内享有额外一天的带薪年假（带薪年假的年度上限为十四（14）天）。
Sick Leave 病假
For employees covered under the EA who have worked for the employer for at least six (6) months: Under the EA, employees are entitled to fourteen (14) days of paid outpatient sick leave and sixty (60) days of paid hospitalisation leave per year if they have worked for the employer for at least six (6) months.
对于已在任职的公司工作至少六（6）个月，并受《雇佣法令1968》保护的员工：根据《雇佣法令1968》，若员工在任职的公司工作了至少六（6）个月，那么该员工每年可享有十四（14）天的带薪病假和六十（60）天的带薪住院病假。
For employees covered under the EA who have worked for the employer for at least three (3) months but less than six (6) months: five (5) to eleven (11) days of outpatient sick leave and fifteen (15) to forty-five (45) days of paid hospitalisation leave, depending on his / her period of service.
对于已在任职的公司工作至少三（3）个月但少于六（6）个月，并受《雇佣法令1968》保护的员工：该员工可享有五（5）至十一（11）天的带薪病假和十五（15）至四十五（45）天的带薪住院病假。该员工可享有的具体带薪病假和住院病假的天数以该员工在对应公司实际任职的期间按比例计算。
For employees covered under the EA who have worked for the employer for at least three (3) months, the employer is liable to bear, or to reimburse the employee, the fees of an examination of the employee by a medical practitioner if:
对于受《雇佣法令1968》保护并已在任职的公司工作至少三（3）个月的员工，若相关员工符合以下条件，雇主必须承担或向相关员工偿付医药费或体检费用：
- the medical practitioner is appointed by the employer or is a medical practitioner employed by the Singapore Government or an approved medical institution; and
对应的医生由雇主指定，或受聘于新加坡政府或认可的医疗机构；及 - after the examination, the employee is certified by the medical practitioner to be entitled to paid sick leave.
在体检后，医生证明该员工不宜工作，有权休病假。
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。
