# Sg employment act compliance
> Source: https://legalcode.md/skills/legalcode-sg-employment-act-compliance | [HTML version](https://legalcode.md/skills/legalcode-sg-employment-act-compliance)

Assess Singapore Employment Act (Cap. 91) compliance for employers and employees.

Assess Singapore Employment Act (Cap. 91) compliance for employers and employees. Covers scope and coverage thresholds, Part IV protections (hours, overtime, rest days), salary payment and itemised payslip obligations, leave entitlements (annual, sick, maternity, paternity, shared parental, childcare), notice periods, termination and wrongful dismissal, retrenchment notification, MOM enforcement, Employment Claims Tribunals (ECT), TADM mediation, National Wages Council guidelines, tripartite guidelines on flexible work arrangements, and Workplace Fairness Act 2025. Use when auditing employment practices in Singapore, reviewing employment contracts for EA compliance, advising on employee rights or employer obligations under Singapore law, or preparing for a Ministry of Manpower inspection. Covers the 2019 major amendments (PME coverage expansion), Platform Workers Act 2024, Workplace Fairness Act 2025, and the April 2025 paternity/shared parental leave increases.

This skill assesses compliance with the Singapore Employment Act 1968 (Cap. 91, "EA") and its surrounding statutory ecosystem for employers in Singapore. **Covers:** - EA scope and coverage analysis (Part IV vs. core provisions; PME thresholds) - Salary payment obligations, permissible deductions, and itemised payslip requirements - Part IV protections: hours of work, overtime calculation, rest day entitlements - Leave entitlements: annual, sick, maternity, paternity, shared parental, childcare - Notice periods, termination grounds, and wrongful dismissal exposure - Retrenchment obligations and MOM notification requirements - Employment Claims Tribunals (ECT) and TADM mediation procedure - National Wages Council (NWC) 2024/2025 wage guidelines - Tripartite Guidelines on Flexible Work Arrangement (FWA) requests (effective 1 Dec 2024) - Workplace Fairness Act 2025 (Workplace Fairness Bill passed 8 January 2025) - Platform Workers Act 2024 (effective 1 January 2025) **Does not:** - Provide legal advice or replace Singapore-qualified employment counsel - Cover public sector employees (governed by separate legislation) - Cover domestic workers (Employment of Foreign Manpower Act) - Cover seafarers (Merchant Shipping Act) - Perform CPF contribution rate calculations (use CPF Board calculator) - Address income tax obligations (consult IRAS) **Jurisdiction**: Singapore (Republic of Singapore) **Legal system**: Common law (inherited from English law, ...

## Jurisdictions

Singapore



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