Labour Rights and Employment Act Guide for Indian NRIs in Singapore

Employment rights for Indian EP and S Pass holders in Singapore — Employment Act coverage, notice periods, wrongful dismissal, TAFEP fair employment guidelines, and CPF non-applicability.

Overview

Singapore Employment Act covers most employees regardless of nationality. Coverage extent depends on monthly salary.

Employment Act Coverage

Core EA provisions for all employees: termination notice, annual leave, sick leave, maternity/paternity leave.

COMPASS and Employment Pass Continuity

COMPASS determines pass eligibility and renewal. EP is employer-specific.

Annual Leave

Minimum 7 days in first year, rising to 14 days after 8 years.

Sick Leave and Hospitalisation Leave

14 days paid sick leave, 60 days hospitalisation leave per year.

Termination and Notice

Notice periods governed by employment contract. Retrenchment benefits after 2 years.

CPF — Not Applicable to EP/S Pass Holders

No CPF contributions, no employer CPF contribution.

Anti-Discrimination Protections

Workplace Fairness Legislation and TAFEP.

India-Side Implications

Singapore income tax (0-24%), Indian EPF frozen balance, DTAA prevents double taxation.

Key Takeaways

• Employment Act covers all employees regardless of nationality
• EP holders receive no CPF contributions
• Minimum annual leave is 7 days, rising to 14 days