Category Archives: FAQs (Singapore Context)

Top 5 Myths: Chinese New Year

Top 5 Myths

Myth 01: Chinese New Year Eve is a 1/2 day
It is not legislated by any laws in Singapore but rather a social norm, for many companies practice that. If yours is not one of them, apologies.

Myth 02: My company is obliged to give me “Kai Gong” Ang Pow
Oh yes, we do have employees who claimed it is their right. No legislation cover such, and this could be down to the social norm once again.

Myth 03: I will get double pay if I worked on Chinese New Year
You will earn 1 day basic rate of pay or 1 day off in lieu (if you are covered under Employment Act). When people say “double pay”, it means getting your usual salary for that day, and 1 day extra (either salary or day off).
Agree that this could be myth or basically something misleading (or could have).

Myth 04: Employer can give me Ang Pow in lieu of Overtime Pay
Not true if you are covered under Part IV of the Employment Act. There is nothing we can pay (or give) to replace Overtime Pay.

Myth 05: My working schedule is Mon- Sat. If CNY falls on Sat, I do not have to work and will earn 1 day off in lieu
Public Holiday Pay / Off in lieu is given to employees when Public Holiday falls on their non-working day(s). In this case, if Sat is an official working day, and company decided not to open for business for that day and thus employees are not required to come to work, they had actually “enjoyed” the Public Holiday day off and thus should not be compensated any further.

Advertisements

I am a single mom. Do I have childcare leave?

You do not have to be married in order to be eligible for childcare leave. As long as you had worked for your employer for at least 3 months (continuous), you will be entitled to Childcare Leave.

If your child is a Singaporean and below 7 years old – 6 days
If you child is a Singaporean and between 7-12 years old – 2 days
If your child is a Non-Singaporean and below 7 years old – 2 days

Top 5 Myths: Overtime

Top 5 Myths

Myth 01: Overtime kicks in after 44 hours in a week
Overtime kicks in after your contractual working hours. For example, if you are contracted to work for 42 hours per week, overtime shall kicks in after 42 hours.

Myth 02: Working on Public Holiday / Rest Day = Overtime pay
Employee should be paid public holiday pay / rest day pay if they work on the respective day, but overtime kicks in after their normal daily working hours.

Myth 03: Overtime is always 1.5x rate
If a part-timer is contracted to work for 20 hours, while a full-timer (same type of employee as the part-timer) contractual hours is 40 hours, 1.5x rate kicks in after 40 hours, and any hours after 20 hours will be 1x time, where such will be considered as overtime as well.

Myth 04: Overtime can by claimed by giving employee Off-in-lieu
It is illegal as per the Employment Act.

Myth 05: Overtime is not applicable if you are an Executive / Manager
It depends on your job scope. If it matches the description of an Executive / Manager in the Employment Act, Overtime is not applicable, else, you might be liable to pay him/her Overtime.

Top 5 Myths: CPF Contributions

Top 5 Myths

Myth 01: You do not have to pay CPF Contributions to Part-Timers
The type of employment is not a criteria for CPF Contributions but rather it is the remuneration payable that decides the respective rates applicable.

Myth 02: Referral Fees attract CPF Contributions
Payment for employees for referring people to join the company will not attract CPF Contributions.

Myth 03: CPF Contributions are not applicable for employees during their Reservist
It is still applicable and contributions must still be made.

Myth 04: It is mandatory to pay CPF Contributions for employees working overseas 
CPF contributions will be deemed as voluntary for employees working overseas.

Myth 05: Retrenchment Benefits attract CPF Contributions
As per the law, it doesn’t attract CPF Contributions.

Top 5 Myths: Public Holiday Pay

Top 5 Myths

Myth 01: Public Holiday Pay is only applicable for Full-Timers
Part-Timers are also entitled to Public Holiday Pay. However, I have seen a couple of companies who refused to pay Public Holiday Pay, which is illegal as per the Employment Act.

Myth 02: Public Holiday Pay is 2x rate
While there is nothing wrong with this statement, it can be misleading.
If you are scheduled to work on a PH, you shall be compensated with either an additional 1 day of pay (Basic rate) or 1 Day Off in Lieu. There should not be a case of paying by hourly rate. For example, if you worked 3 hours on a Public Holiday, you should still get an additional 1 day of pay (Basic rate) or 1 Day Off in Lieu, instead of 3 hours of pay (not even it is for 6 hours of pay).

Myth 03: Public Holiday Pay is OT Pay
Public Holiday Pay is never considered as OT Pay. It is simply Public Holiday Pay, that’s it.

Myth 04: Validity of Public Holiday Off
This is not covered under the Singapore labour law; you will have to depend on the contract of agreement with your employer.

Myth 05 Employees do not have to work on a Public Holiday
Most people take it for granted that as long as it is a Public Holiday, one is not required to work. In actual fact, the law didn’t legislated that right, but rather (I think) it is created out of social norm. The law only states the remuneration / compensation payable if you work on a Public Holiday. It is the company who shall state whether one will be required to work on a Public Holiday.

Top 5 Myths: Part-Time Employment

Top 5 Myths

Myth 01: Part-Timers are hourly-rated staff
As defined by the Singapore main Labour Law – the Employment Act – Part-Timers are employees who are contracted to work less than 35 hours a week. The type of payment does not matter.

Myth 02: Part-Timers are temporary staff
As per the local law, there is no definition as to who is a temporary staff. Nevertheless, I believe it is widely agreed that it is one who worked on a temporary basis with an end date to the contract of employment. Part-Timers can be both temporary and permanent staff; they cannot be defined as temporary staff.

Myth 03: Part-Timers are staff who worked 35 hours or less
If an employee is contracted to work 35 hours in a week, he/she is not a Part-Timer and benefits should be with in accordance to what a Full-Timer entitles (especially under the Employment Act).

Myth 04: Part-Timers are not entitled to Annual Leave and Sick Leave
This is a common belief by organisations (and at times misunderstood by HR Practitioners).  As long as one completed at least 3 months of service, they are entitled to Leave benefits under the Employment Act (if they are covered).

Myth 05: You do not have to issue a contract to a Part-Timer
If one is covered by the Employment Act, the employer should issue KET (Key Employment Terms) to the employee.