# Singapore Employment Law — Jurisdiction Reference Map

> **Review map only.** This file describes the structure of the Singapore employment-law regime and where to verify requirements. It is not legal advice, may be out of date, and must be verified against current official sources. Jurisdiction-specific conclusions require qualified Singapore employment counsel.

Last verified: 2026-05-18

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## Regime overview

Singapore's employment-law regime is anchored in the Employment Act (administered by the Ministry of Manpower, MOM) and a tripartite model involving MOM, the National Trades Union Congress (NTUC), and the Singapore National Employers Federation (SNEF). The Tripartite Guidelines on Fair Employment Practices (TGFEP), administered by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), set the standard for merit-based, non-discriminatory hiring and management. Singapore does not have a statutory unfair-dismissal regime equivalent to UK or Australian law; instead, protection against wrongful dismissal is built into the Employment Act, with dispute resolution primarily through the Tripartite Alliance for Dispute Management (TADM) and the Employment Claims Tribunal (ECT).

The Workplace Fairness Act (WFA), legislated in 2024, codifies protections against workplace discrimination — verify its current implementation status and effective date with MOM before assuming it is fully in force.

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## Primary regulators and bodies

| Body | Role | Official source |
|---|---|---|
| Ministry of Manpower (MOM) | Employment Act administration, work-pass system, workplace safety oversight | https://www.mom.gov.sg/employment-practices |
| Tripartite Alliance for Dispute Management (TADM) | Employment dispute mediation; wrongful-dismissal claims | https://www.tal.sg/tadm |
| Employment Claims Tribunal (ECT) | Adjudication of salary and wrongful-dismissal disputes | https://www.judiciary.gov.sg/civil/employment-claims-tribunal |
| TAFEP (Tripartite Alliance for Fair and Progressive Employment Practices) | Fair-employment-practices guidance and enforcement referrals | https://www.tal.sg/tafep |
| Workplace Safety and Health (WSH) Council | Workplace safety and health regulation | https://www.wsh.gov.sg |
| Personal Data Protection Commission (PDPC) | Personal Data Protection Act (PDPA) enforcement | https://www.pdpc.gov.sg |

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## Primary statutes and frameworks

| Statute / framework | Subject | Official source |
|---|---|---|
| Employment Act (Cap. 91A) | Core employment terms, salary payment, termination, leave entitlements | https://www.mom.gov.sg/employment-practices/employment-act |
| Workplace Fairness Act 2024 | Statutory prohibition of workplace discrimination (verify implementation status) | https://www.mom.gov.sg/employment-practices/good-work-practices/fair-employment-practices |
| Tripartite Guidelines on Fair Employment Practices (TGFEP) | Merit-based hiring and management; all employers expected to adhere | https://www.tal.sg/tafep/getting-started/fair/tripartite-guidelines |
| Employment of Foreign Manpower Act (EFMA) | Work-pass framework; employer obligations for foreign employees | https://www.mom.gov.sg/passes-and-permits |
| Personal Data Protection Act (PDPA) | Collection, use, and disclosure of personal data | https://www.pdpc.gov.sg/overview-of-pdpa/the-legislation |
| Workplace Safety and Health Act | Occupational safety and health obligations | https://www.mom.gov.sg/legislation/workplace-safety-and-health-act |
| Industrial Relations Act | Collective bargaining; trade union recognition | https://www.mom.gov.sg/legislation/industrial-relations-act |

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## Structural review checkpoints

**Employment Act coverage**
- The Employment Act applies to all employees in Singapore except certain categories (confirm exclusions against current MOM guidance — the scope has been extended in recent years and must be verified at https://www.mom.gov.sg/employment-practices/employment-act).
- Key entitlements under the Act include: notice of termination or payment in lieu, annual leave, sick leave, maternity and paternity leave, public holiday entitlements, and salary payment obligations.

**Termination**
- Either party may terminate employment by giving the contractually or statutorily required notice period, or by paying salary in lieu. The Employment Act provides for termination without notice in cases of misconduct, subject to a fair inquiry process.
- Wrongful dismissal: an employee who considers their dismissal wrongful may lodge a claim through TADM. Verify the current claim process and time limits at https://www.tal.sg/tadm.
- For termination for misconduct, MOM guidance requires a fair inquiry to be conducted before dismissal — the reviewer should confirm whether a proper inquiry process was followed.

**Fair employment practices (TGFEP)**
- All employers in Singapore are expected to adhere to the TGFEP. The guidelines require that recruitment, selection, and employment decisions be based on merit (skills, experience, ability) regardless of age, race, gender, religion, marital status, family responsibilities, or disability.
- Since 2013, MOM has taken enforcement action for TGFEP breaches, including suspension of work-pass privileges for employers who discriminate.
- Verify the current enforcement framework, including the Workplace Fairness Act's codification of these protections, at https://www.tal.sg/tafep/workplace-fairness.

**Leave entitlements**
- Maternity leave, childcare leave, paternity leave, and adoption leave entitlements are set in the Employment Act and related statutes. Verify current entitlements at https://www.mom.gov.sg/employment-practices/leave-and-holidays.
- A proposed adverse action against an employee who is pregnant, on maternity leave, or who has recently returned from protected leave is an escalation-grade risk under TGFEP and potentially the WFA.

**Work passes and immigration**
- Foreign employees require valid work passes (Employment Pass, S Pass, Work Permit, etc.) issued by MOM. Employing a foreign employee without a valid pass is a serious offence under the EFMA.
- Any restructuring affecting foreign employees requires review of work-pass implications. A foreign employee whose employment is terminated typically must have their pass cancelled and may need to leave Singapore.
- Verify current pass categories and employer obligations at https://www.mom.gov.sg/passes-and-permits.

**Data protection (PDPA)**
- The PDPA governs the collection, use, and disclosure of personal data in Singapore. Employee data collected for HR purposes must be used only for those purposes. Special attention applies to sensitive data (medical records, disciplinary files).
- Verify current PDPA obligations with PDPC guidance at https://www.pdpc.gov.sg.

**Collective and union matters**
- Trade union recognition and collective bargaining are governed by the Industrial Relations Act. If a union represents the affected employee population, collective-bargaining agreement terms and Industrial Arbitration Court (IAC) procedures may apply.
- Verify union coverage and CBA terms before proceeding with collective or individual disciplinary or retrenchment actions.

**Retrenchment**
- MOM expects employers to notify MOM if retrenching 10 or more employees within any 30-day period (for companies with 10 or more employees) — verify the current notification threshold and process at https://www.mom.gov.sg/employment-practices/retrenchment.
- The Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment should be followed. Verify the current advisory at MOM's website.
- Retrenchment benefits are not statutorily mandated for all employees, but tripartite advisories recommend payment — verify applicable practice and any CBA obligations.

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## Escalation triggers (Singapore-specific)

- Any termination for misconduct where a formal inquiry was not conducted.
- Any adverse action affecting a pregnant employee, employee on protected leave, or an employee who has raised a TGFEP or WFA complaint.
- Retrenchment of 10 or more employees within 30 days (MOM notification obligation — verify threshold).
- Work-pass implications for any foreign employee in scope.
- TGFEP or Workplace Fairness Act complaint filed or anticipated.
- Any union recognition or collective-bargaining agreement in scope.

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## Sources

- https://www.mom.gov.sg/employment-practices — MOM employment practices hub (fetched 2026-05-18, resolved)
- https://www.mom.gov.sg/employment-practices/termination-of-employment — MOM termination framework (fetched 2026-05-18, resolved)
- https://www.tal.sg/tafep/getting-started/fair/tripartite-guidelines — TGFEP (confirmed via search 2026-05-18)
- https://www.tal.sg/tafep — TAFEP (confirmed via search 2026-05-18)
- https://www.tal.sg/tadm — TADM dispute management
- https://www.pdpc.gov.sg — Personal Data Protection Commission
