In Singapore, the Employment Act provides a clear framework for the termination of employment contracts. Termination of employment can be initiated by either the employer or the employee. Lawful grounds for termination include mutual agreement, employee resignation, expiry of a fixed-term contract, retirement, redundancy, and misconduct (employer-initiated termination).

Lawful Grounds for Dismissal

• Mutual Agreement: Both parties can agree to end the employment relationship at any time.
• Employee Resignation: Employees must provide notice of their intention to resign as per their employment contract.
• Expiry of Fixed-Term Contract: Employment naturally terminates upon the expiry of a fixed-term contract unless renewed.
• Retirement: Employees reaching the statutory retirement age can be retired.
• Redundancy: Termination due to business restructuring or economic reasons.
• Misconduct (Employer-Initiated Termination): An employer can dismiss an employee for serious misconduct, such as dishonesty, insubordination, or serious breaches of company policy. Investigations are necessary to prove grounds for termination.

Notice Requirements

Notice periods in Singapore depend on the terms within the employment contract or the length of service if no contractually agreed period exists. The statutory minimum notice periods are:

• Less than 26 weeks of service: 1 day's notice
• 26 weeks to 2 years of service: 1 week's notice
• 2 to 5 years of service: 2 weeks' notice
• More than 5 years of service: 4 weeks' notice

Employers can choose to pay salary in lieu of notice.

Severance Pay

Severance pay in Singapore is not mandatory by law except in the following cases:

• Retrenchment: Employees may be entitled to retrenchment benefits if made redundant.
• Contractual Agreement: Some employment contracts may include provisions for severance pay.

In cases of dismissal due to misconduct, employees may forfeit their right to notice periods and potential severance payments.

Singapore's legal framework for addressing workplace discrimination is still evolving, with no comprehensive law covering all forms of discrimination yet. However, there are existing protections in place.

Protected Characteristics

Several pieces of legislation and initiatives offer protection against specific forms of discrimination:

• Race, Religion, Language: Singapore's Constitution prohibits discrimination based on race, descent, religion, and place of birth.
• Gender, Marital Status, Pregnancy: The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) promotes fair employment practices and handles complaints related to gender, marital status, and pregnancy.
• Age, Disability: TAFEP guidelines also aim to eliminate discrimination based on age or disability.

It's important to note that Singapore's legal framework does not explicitly prohibit discrimination based on sexual orientation and gender identity.

Redress Mechanisms

Individuals who experience workplace discrimination in Singapore can seek redress through the following options:

• Complaints to TAFEP: Complaints related to the characteristics covered by TAFEP guidelines can be filed with the alliance. TAFEP will investigate and may use mediation to resolve disputes.
• Employment Claims Tribunals (ECT): Employees can file claims with the ECT for breaches of their employment contract, which may include acts of discrimination.
• Legal Action: In certain cases, individuals may pursue legal action through the courts.

Employer Responsibilities

Employers in Singapore are responsible for promoting a discrimination-free workplace:

• Fair Employment Policies: Employers should implement policies that explicitly prohibit discrimination and outline procedures for handling complaints fairly.
• Diversity and Inclusion: Employers should foster a company culture that is inclusive and respectful, and where employees of all backgrounds feel valued.
• Awareness and Training: Employers should educate employees about anti-discrimination principles and promote a common understanding of unacceptable behaviors.

Upcoming Developments

The Singapore government plans to introduce comprehensive anti-discrimination legislation by 2024. This new law is expected to expand the scope of protected characteristics and strengthen enforcement mechanisms.

Singapore maintains a set of standardized working conditions that aim to strike a balance between productivity and the well-being of employees. These conditions encompass work hours, rest periods, and ergonomic considerations.

Work Hours

The standard workweek in Singapore is 44 hours, typically spread over five days. The Ministry of Manpower (MOM) encourages flexible work arrangements, which allow for alternative working hours or compressed workweeks to promote a better work-life balance. Overtime work that exceeds the standard workweek is permitted, subject to specific regulations. Overtime pay is mandated by law, typically at a rate of 1.5 times the hourly wage on weekdays and higher rates for Sundays and public holidays.

Rest Periods

Employees are entitled to at least 30 minutes of uninterrupted rest break during a workday that exceeds six working hours. All employees are legally mandated to have at least one full day of rest per week, typically on Sundays. Singaporean employees receive annual paid leave entitlements that typically range from 7 to 14 days based on their length of service.

Ergonomic Requirements

Singapore's Workplace Safety and Health (WSH) Council promotes ergonomic principles to prevent work-related musculoskeletal disorders. While there aren't extensive legal regulations on ergonomics, the WSH Council provides guidelines for employers on designing safe workstations, implementing proper lifting techniques, and promoting good posture.

Singapore has a robust framework of health and safety regulations that prioritize worker safety. Both employers and employees need to understand these guidelines.

Employer Obligations

Employers in Singapore have a significant responsibility to ensure a safe and healthy work environment. Their key obligations include:

• Risk Assessment and Mitigation: Employers must identify potential hazards in the workplace proactively and implement control measures to minimize risks. This includes conducting regular risk assessments and maintaining a safe working environment.

• Safe Work Practices and Procedures: Employers are obligated to establish clear and documented safe work practices and procedures specific to the work tasks performed by employees.

• Provision of Safe Equipment and Training: Employers must provide employees with the necessary personal protective equipment (PPE) and comprehensive training on safe work practices relevant to their roles.

• Accident Reporting and Investigation: All work-related accidents, injuries, and near misses must be reported. Employers are required to investigate these incidents to prevent future occurrences.

• Appointment of Workplace Safety and Health Officer (WSHO): Businesses exceeding a certain size threshold or engaging in high-risk activities may be required to appoint a qualified WSHO to oversee workplace safety programs.

Employee Rights

Employees in Singapore have fundamental rights regarding workplace health and safety:

• Right to a Safe Workplace: Employees have the right to work in an environment free from foreseeable risks to their health and safety.

• Access to Information and Training: Employees have the right to receive clear and comprehensive information and training on workplace hazards, safe work procedures, and emergency protocols.

• Refusal of Unsafe Work: Employees have the right to refuse work they believe is unsafe or poses an imminent threat to their health and safety, provided they have reasonable justification for their concern.

Enforcement Agencies

The primary responsibility for enforcing health and safety regulations in Singapore falls under the Ministry of Manpower (MOM). Their Workplace Safety and Health (WSH) inspectors conduct regular workplace inspections to ensure compliance.

The WSH Council, a tripartite body involving the government, employers, and unions, plays a crucial role in developing and promoting best practices for workplace safety and health. They provide resources, guidelines, and training programs to employers and employees.