Singapore Employer Compliance Guide

Reviewed against official guidance on 8 September 2026. Prepared by the Little Big Employment Agency editorial team.

Hiring a foreign employee brings together employment law and work pass conditions. Build both into your onboarding, payroll and departure processes.

Start with the correct coverage

The Employment Act generally covers employees under a contract of service, with exclusions including domestic workers. Part IV protections for hours, overtime and rest days have narrower coverage: workmen earning basic monthly salary up to S$4,500 and covered non-workmen up to S$2,600. Managers and executives are not covered by Part IV. A job title alone is not a reliable way to classify duties.

Source: MOM Employment Act coverage.

For households, use our separate MDW employer guide. Do not apply a business employee overtime table to a domestic helper without checking the governing framework.

Put the employment terms in writing

Document the job, working arrangements, pay, leave and notice terms clearly. MOM’s key employment terms framework requires written terms for covered employees employed continuously for at least 14 days, with the written terms issued within 14 days after employment starts. Use a contract that reflects the real arrangement, including variable pay and any probation terms.

Source: MOM contracts of service.

Salary and payroll controls

For employees covered by the Employment Act, pay salary at least monthly and within seven days after the salary period ends. Overtime pay is due within 14 days. Issue itemised payslips and maintain salary records. Final salary deadlines depend on how employment ends, and foreign employee tax-clearance obligations may affect withholding.

Source: MOM salary payment rules.

Reconcile the agreed salary, actual payment and work pass declarations. Give staff a clear route to report errors. Do not treat levy or business costs as automatic permitted salary deductions.

Hours, overtime and rest days

For employees covered by Part IV, overtime is generally payable at at least 1.5 times the hourly basic rate for work beyond contractual hours. Check the applicable limits, rest-day rules and calculation method before setting rosters. Employees outside Part IV still need clear contractual working arrangements.

Source: MOM hours and overtime.

Keep employment and pass administration together

Stage	Practical control
Recruitment	Record role requirements, fair consideration and the pass eligibility assessment.
Before starting	Confirm the actual work authorisation, contract and onboarding arrangements.
Every payroll cycle	Check salary, payslips, authorised deductions and applicable levy obligations.
When details change	Check MOM notification requirements for the relevant pass, including salary, address, occupation and passport changes.
Before expiry	Review current renewal criteria, rather than assuming the original criteria still apply.
On departure	Coordinate notice, final pay, tax clearance, cancellation and lawful stay.

Where to get help

Use the official employment-practices guidance for leave, public holidays and disputes. Salary and dismissal claims may require TADM rather than a work pass enquiry. If a matter needs legal advice, we work with independent immigration lawyers and can discuss an appropriate referral.

Source: MOM employment practices.

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