What Employers Need to Know About Singapore’s Part-Time Employment Regulations: A Comprehensive Guide for 2025 

Running a business in Singapore means staying up to date with local employment laws. 

Part-time employment offers flexibility for both employers and workers but comes with specific regulations you need to follow. Understanding these rules helps you avoid legal issues and create fair working conditions. 

In Singapore, a part-time employee is officially defined as someone who works less than 35 hours per week under their contract of service with an employer. 

These employees are still protected under the Employment Act, which means they’re entitled to certain benefits. However, these may be calculated proportionally based on their working hours compared to full-time staff. 

Managing part-time workers effectively requires knowledge about rest days, public holiday entitlements, overtime pay calculations, and leave provisions. 

The Ministry of Manpower (MOM) provides comprehensive guidelines to help employers comply with these regulations while maintaining productive working relationships with their part-time staff. 

Key Takeaways

• Part-time employees in Singapore work fewer than 35 hours weekly and are entitled to proportional benefits under the Employment Act. 
• Employers must properly calculate and provide entitlements for rest days, public holidays, leave, and overtime pay for part-time staff. 
• Compliance with MOM regulations for part-time employment helps businesses avoid disputes and create fair working environments. 

Overview Of The Employment Act 

The Employment Act provides the main legal framework for employment in Singapore, establishing basic rights and responsibilities for both employers and employees. It defines key distinctions between types of workers and sets parameters for employment relationships. 

Part-Time Vs Full-Time Employee Definitions 

In Singapore, a part-time employee is legally defined as someone who works less than 35 hours per week under their contract of service with an employer. 

This distinction is important for determining appropriate benefits and protections. 

Full-time employees typically work 35-44 hours weekly, though specific hours may vary by industry. Understanding this classification is crucial because it affects how employers must calculate leave entitlements, public holiday pay, and other benefits. 

Part-time workers receive benefits proportionate to full-time staff based on their contractual hours. For example, if a part-timer works 20 hours weekly compared to a full-timer’s 40 hours, they’re entitled to half the benefits. 

While there’s no specific minimum hour requirement for part-time work, some contracts may stipulate a minimum of 20 hours per week. 

Coverage And Eligibility 

The Employment Act covers nearly all employees working in Singapore regardless of nationality, though it excludes domestic workers, seafarers, and certain public service employees. 

Part IV of the Act, which governs working hours, rest days and overtime pay, only applies to: 

• Workmen (manual labourers) earning up to S$4,500 per month 
• Non-workmen earning up to S$2,600 per month Part-time employees covered by the Employment Act receive protections for rest days, public holidays, overtime pay and various leave entitlements. Their benefits are generally pro-rated based on their contracted hours. 

Employers must familiarise themselves with these eligibility criteria to ensure compliance. Those employing part-time staff should carefully calculate and provide appropriate leave, bonuses and other benefits proportionately. 

The Act also allows flexibility in certain areas, such as granting time-off instead of extra pay for employees who work on public holidays, if they’re not covered under Part IV. 

Working Hours and Leaves 

Understanding the regulations for part-time employees in Singapore is essential for proper workforce management. 

Singapore’s Employment Act provides clear guidelines on working hours, rest periods, and various leave entitlements for part-time workers. 

Regular Working Hours and Overtime 

Part-time employees in Singapore work fewer hours than full-time employees, with a maximum of 35 hours per week. 

While some contracts may stipulate a minimum of 20 hours weekly, there is no statutory minimum hour requirement under Singapore law. 

For calculating overtime pay, employers should use this formula: 

Overtime Rate = Hourly basic rate × 1.5 

Part-time employees’ hourly basic rate of pay is calculated based on the total time they would have worked if employed full-time. 

Full-time employees are typically required to work 8 hours a day and 44 hours a week. 

Employers must track working hours accurately and ensure overtime compensation is calculated correctly to avoid disputes. 

Rest Days and Public Holidays 

Part-time employees covered by the Employment Act are entitled to rest days. 

The calculation for part-time employees’ rest day and public holiday pay is proportionate to that of full-time employees. 

For public holidays, part-time workers are entitled to holiday pay calculated using this formula: 

Public Holiday Pay = Hourly basic rate of pay × Number of hours the employee would have worked on that day 

If a part-time employee works on a public holiday, they should receive the holiday pay plus their normal day’s wages. Alternatively, employers can provide a day off in lieu. 

Annual, Sick, and Childcare Leave 

Part-time employees are entitled to paid annual and sick leave, calculated on a pro-rated basis compared to full-time employees. The formula used is: 

Part-timer’s leave entitlement = Number of working days in a week ÷ Number of working days in a week for a similar full-timer × Full-timer’s leave entitlement 

For example, if a full-time employee gets 14 days of annual leave, a part-timer working 3 days weekly would receive: 3 ÷ 5 × 14 = 8.4 days (rounded to 8 days). 

Eligible parent employees can also qualify for maternity leave, paternity leave, and childcare leave, subject to meeting service period requirements. 

Wage Regulations 

Understanding the proper calculation and payment of wages for part-time employees in Singapore is crucial for legal compliance. Employers must adhere to specific formulas for determining basic pay rates and overtime compensation. 

Calculating Hourly Basic And Gross Pay 

In Singapore, a part-time employee works less than 35 hours per week according to their employment contract. 

When calculating wages, employers must determine the hourly basic rate of pay using this formula: 

Basic hourly rate = Monthly basic rate of pay ÷ 4.33 weeks ÷ Normal weekly working hours 

For part-time employees, the gross salary typically includes: 

• Basic salary 
• Fixed allowances 
• Variable payments (bonuses, incentives) The “basic rate of pay for half a day’s work” equals the employee’s hourly basic rate multiplied by half the number of hours in a normal working day. 

Employers must document agreed working hours and hourly rates clearly in employment contracts to avoid disputes. 

Overtime Compensation 

Part-time employees in Singapore covered by the Employment Act are entitled to overtime pay when they work beyond their contractual hours. 

The overtime rate must be at least 1.5 times the hourly basic rate of pay. This calculation applies even if the total hours worked remain below 35 hours per week. 

For example, if a part-time employee is contracted to work 20 hours weekly but works 25 hours in a particular week, the additional 5 hours qualify for overtime payment. 

The formula for calculating overtime pay is: Overtime pay = Hourly basic rate × 1.5 × Number of overtime hours 

Employers should maintain accurate time records to ensure correct overtime compensation and avoid potential labour disputes. 

Additional Entitlements And Obligations 

Beyond basic working hours and leave, employers must understand several key obligations when hiring part-time workers in Singapore. These include mandatory contributions, family-related leave benefits, and proper documentation requirements. 

Central Provident Fund Contributions 

Employers must make Central Provident Fund (CPF) contributions for part-time employees, similar to full-time staff but proportionate to their wages. For employees earning more than $50 per month, CPF contributions are mandatory. 

The contribution rates for part-time employees follow the same percentage structure as full-time workers. Current employer contribution rates range from 7.5% to 17%, depending on the employee’s age. 

CPF contributions are allocated to three accounts: 

• Ordinary Account: Housing, insurance, investment and education 

• Special Account: Retirement and investment in retirement-related financial products 

• Medisave Account: Hospitalisation expenses and approved medical insurance Employers must ensure timely CPF payments to avoid penalties. Late payments incur interest charges of 1.5% per month. 

Maternity And Paternity Leave 

Part-time employees are entitled to maternity and other family-related leave benefits proportionate to their working hours. 

Eligible female employees can receive Government-Paid Maternity Leave for 16 weeks. The amount is calculated based on the employee’s income and contractual working hours. 

Similarly, fathers are entitled to Government-Paid Paternity Leave of two weeks. To qualify, employees must: 

• Be lawfully married to the child’s mother 
• Have worked for at least 3 months before the child’s birth 
• Have a child who is a Singapore citizen for both types of leave, part-time employees receive pro-rated benefits based on their working arrangements. For instance, a part-timer working 20 hours weekly would receive benefits proportionate to a full-time 40-hour schedule. 

Employment Contracts And Work Passes 

All part-time arrangements should be documented in clear employment contracts that specify working hours, wages, and benefits. 

Key elements to include in part-time employment contracts: 

• Working hours and days 
• Hourly wage rates 
• Notice period requirements 
• CPF contribution details Foreign workers on Employment Passes can work part-time only with approval from the Ministry of Manpower. Employers must ensure work pass conditions are met before hiring foreign part-timers. 

For local part-time staff, the Employment Act provides baseline protections regardless of nationality. This includes timely payment of salaries and adherence to maximum working hours. 

Employers should review contracts annually to ensure ongoing compliance with changing employment regulations. 

Written contracts protect both parties and clearly establish expectations. 

Role Of The Ministry Of Manpower 

The Ministry of Manpower (MOM) serves as the primary regulatory body overseeing employment practices in Singapore, including part-time employment regulations. MOM establishes the legal framework that defines part-time work and protects the rights of part-time employees. 

MOM clearly defines a part-time employee as someone who works less than 35 hours per week under a contract of service. This definition is crucial for employers to understand when classifying workers. 

Key Responsibilities of MOM regarding part-time employment: 

• Setting and enforcing employment standards 
• Providing guidelines on statutory benefits for part-time workers 
• Resolving employment disputes 
• Educating employers and employees about their rights and obligations MOM ensures part-time employees receive pro-rated benefits based on their working hours compared to full-time staff. These benefits include annual leave, sick leave, and public holiday entitlements. 

The ministry also handles compliance and enforcement actions against employers who fail to follow part-time employment regulations. 

Penalties may apply to organisations that misclassify workers or deny them their statutory benefits. 

Employers can access comprehensive resources on the MOM website, including detailed guides on calculating part-time employee benefits. MOM regularly updates these resources to reflect any changes in employment legislation. 

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