In the contract for the part-time employee, the employer is required to stipulate:
- The hourly basic pay (excluding allowances)
- The number of working hours per day or per week
- The number of days the employee is required to work per week or per month
- The gross rate of pay (including allowances, overtime, bonus, etc.)
- If allowances are given to the employee, the employer will have to separately stipulate what they are separately.
- Protection For Part-Time Employees
The law provides for the part-time employee’s pay rate for working on rest days, the overtime rate of pay, the rate of pay for working on public holidays, the payment of wages for public holidays, the employee’s annual leave entitlement, the employee’s sick leave entitlement and the employee’s maternity leave entitlement.
Other Applicable Laws to Note as an Employer
The Employment Act protects all employees except managerial, executive and confidential employees, domestic workers, seamen and Government employees.
The Workmen’s Compensation Act protects manual labourers and employees earning less than S$1,600 a month.
The Retirement Age Act asserts that full-time and part-time employees who are Singapore Citizens or Singapore Permanent Residents are protected under the relevant provisions.
The Employer is required to pay CPF if the employee earns more than S$50 a month and is not exempted from CPF contributions. This, however, applies only to Singaporeans and Permanent Residents and not for foreign part-timers on Employment Pass or Work Permit.
The Employer must pay the Skills Development Levy for all employees earning a monthly gross salary of S$4,500 or less.
If your part-time employee is foreign, holding a Work Permit or S Pass, then the employer will have to pay the Foreign Worker Levy.
Stay on top of statutory requirements in Singapore's Employment Act
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