Family Care Leave in Singapore: A Comprehensive Guide

Balancing work and family responsibilities is a significant challenge for many working individuals in Singapore. The government and many employers recognize this and have implemented various family care leave schemes to support working parents. This article provides a comprehensive overview of family care leave guides in Singapore, addressing common questions and clarifying the details of these crucial employee benefits.

Types of Family Care Leave in Singapore

Singapore offers several types of paid leave to support working families. These include:

• Maternity Leave: Eligible working mothers are entitled to 16 weeks of Government-Paid Maternity Leave (GPML), with 8 weeks paid by the employer and 8 weeks paid by the government. And this leave can be taken flexibly, with at least 8 weeks after childbirth.
• Paternity Leave: Eligible working fathers are currently entitled to 2 weeks of Government-Paid Paternity Leave (GPPL). This entitlement will increase to 4 weeks starting April 1, 2025, with employers required to provide the additional two weeks.
• Shared Parental Leave: Commencing April 1, 2025, parents will receive 6 weeks of shared parental leave, increasing to 10 weeks from April 1, 2026. This leave is available for both parents without affecting maternity leave entitlements.
• Adoption Leave: Eligible adoptive parents qualify for government-paid leave, and the leave duration is depends on the child's birth order.
• Unpaid Infant Care Leave: Eligible parents are entitled to 12 days of unpaid infant care leave a year if the child is a Singapore citizen.
• Childcare Leave: Working parents with children under 7 years old can take 6 days of Government_Paid Childcare Leave annually (3 employer-paid, 3 government-reimbursed).
• Extended Childcare Leave: For children aged 7 to 12, parents are entitled to 2 days of extended childcare leave per year (government-reimbursed).
• Family Caregiver Leave (Non-Statutory): While not mandatory, many employers offer this leave to care for a wider range of family members (e.g., older children, siblings, grandparents).

Explore more about mandated parental leave entitlements on the MOM official website.

Childcare Leave vs. Family Care Leave

Childcare leave is specifically for working parents who need to take care of their children. While family care leave is a broader term encompassing different family care needs (e.g., paternity, maternity, adoption, etc.).

Eligibility Criteria for Family Care Leave

Generally, employees need at least 3 months of service before the birth or adoption of a child. However, recent changes have expanded eligibility to include those on short-term contracts, recently laid off, or newly employed before the birth or adoption.

Required Supporting Documents

The required documents for applying for family care leave vary depending on the leave type and employer's policies. Childcare leave often requires a written application, proof of the child's age and relationship, and supporting documents (e.g., medical certificates). In contrast, employer-provided family care leave may have minimal or no documentation requirements.

Family Care Leave: Employer Policies and Practices

While some family care leaves are mandated by law, others are offered at the employer's discretion. Several companies offer additional family care leave days beyond the statutory requirements, showing a commitment to work-life balance. Essentially, the number of days and eligibility criteria vary widely between companies. For example, some employers offer 2-3 days of family care leave, while others provide more extensive support for employees caring for family members with serious health conditions.

Carrying Forward Unused Leave

Unused childcare leave (including extended childcare leave) cannot be carried forward to the next year. Similarly, paternity leave and shared parental leave must be used within the specified timeframe.

Family Care Leave for Part-Time Employees

Part-time employees are eligible for various types of family care leave, with entitlements adjusted proportionally to their working hours. This includes childcare leave, extended childcare leave, paternity leave, shared parental leave, and maternity leave.

Family Care Leave During Probation

Eligibility for family care leave during a probationary period depends on the type of leave and the employer's policies. But some companies may allow you to take family care leave during your probationary period since you've worked for your employer for at least 3 months and meet the other eligibility criteria.

Employer Refusal to Grant Leave

If your employer refuses to grant you family care leave, understand your company's policy, appeal internally, and consider seeking assistance from the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) or the Ministry of Manpower (MOM).

Penalties for Employer Non-Compliance

Employers who don't comply with family care leave regulations face legal, financial, and reputational consequences, including potential fines, loss of government reimbursements, and damage to their employer brand.

Conclusion

Singapore's family care leave policies are designed to support working parents and caregivers, promoting work-life balance. While specific regulations and employer policies vary, understanding your rights and entitlements is crucial for effectively utilizing these benefits.

Losing your job can be a stressful experience. In Singapore, while there's no legal mandate for severance pay, it's a common practice to offer financial support during a transition period. This article clarifies the intricacies of severance pay in Singapore, answering frequently asked questions.

What is Severance Pay and When Am I Eligible?

Severance pay, also called retrenchment or termination pay, is compensation given to employees when their employment ends under specific circumstances. In Singapore, eligibility generally requires at least 2 years of continuous service with the company. Those with less than two years might receive an ex-gratia payment (a goodwill gesture), but this isn't legally required.

Severance pay is usually provided in cases of:

• Layoffs
• Redundancies
• Company closures
• Termination without cause (employee not at fault)

How Much Severance Pay Am I Entitled To?

The amount of severance pay isn't fixed by law. Instead, it's typically calculated based on:

• Length of service: Longer service usually means higher severance pay.
• Salary: The higher your salary, the higher your severance pay will generally be.
• Company's financial position: A financially stable company might offer a more generous package.
• Employment contract or collective agreement: These documents often specify severance pay terms.

The common practice is to pay between 2 weeks to 1 month's salary per year of service. For instance, an employee with five years' service might receive between 10 weeks and 5 months' salary.

Example Calculation

Let's say you're a Marketing Manager earning $5,000 per month, with 5 years and 6 months of service. Your severance pay could range from:

• Lower end (2 weeks/year): ($5,000 / 4 weeks) * 2 weeks/year * 5.5 years = $13,750
• Upper end (1 month/year): $5,000 * 5.5 years = $27,500

Tax and CPF Implications

Severance pay in Singapore is generally not taxable if it compensates for the loss of employment, but payments in lieu of notice, gratuities, and other package components may be taxable as they relate to past services or aren't directly tied to job loss. Also, CPF contributions aren't payable on severance pay.

Find out about what is and what is not taxable in terms of payment on the IRAS official page.

Is Severance Pay Mandatory in Singapore?

No, severance pay isn't legally mandated in Singapore. However, it's a widely accepted practice, encouraged by the Ministry of Manpower (MOM) as part of responsible retrenchment practices. Employers are expected to adhere to severance pay terms outlined in employment contracts or collective agreements.

Can My Employer Refuse to Give Me Severance Pay?

While not legally mandatory, an employer refusing severance pay might face scrutiny, particularly if it violates a contractual agreement or responsible retrenchment guidelines. Employers can refuse if:

• You haven't met the minimum service period (usually two years).
• Your termination was due to misconduct or voluntary resignation.
• There's no severance pay clause in your contract, and you can't reach an agreement.

What Should I Do if I Don't Receive My Severance Pay?

If you believe you're owed severance pay, take these steps:

1. Consult a lawyer: An employment lawyer can advise you on your rights.
2. Calculate your entitlement: Determine the amount you believe you're owed.
3. Negotiate: Try to resolve the issue with your employer.
4. Document everything: Keep records of all communication.
5. File a claim: If negotiation fails, consider filing a claim with the Ministry of Manpower (MOM) or contacting the Tripartite Alliance for Dispute Management (TADM).

Severance Pay for Foreigners

Severance pay rules are largely the same for foreigners and locals. However, foreigners face additional administrative procedures, including tax clearance from the Inland Revenue Authority of Singapore (IRAS) before receiving payment and work pass cancellation processes.

Minimum Employment Period

A minimum of two years of continuous service is generally required for severance pay eligibility.

Can I Negotiate My Severance Package?

Yes, you can negotiate. However, legal counsel is advisable to ensure a fair outcome. Consider your length of service, contributions, and the company's financial situation when negotiating.

Understanding Singapore's Senior Employment Credit (SEC) Scheme

Singapore's Senior Employment Credit (SEC) scheme is a government initiative designed to encourage employers to hire and retain older workers. This article provides a comprehensive guide to the SEC, addressing common questions and clarifying its intricacies.

What is the Senior Employment Credit (SEC) Scheme?

The SEC is a key component of Singapore's Senior Worker Support Package. It aims to ease the financial burden on businesses due to increased retirement (63 to 64) and re-employment (68 to 69) ages, along with higher CPF contribution rates for senior workers. This scheme provides wage offsets to employers who hire and retain Singaporean employees aged 60 and above, who earn up to $4,000 per month.

Key Components of the SEC Scheme:

• Eligibility: Applies to Singaporean workers aged 60 and above, earning up to $4,000 monthly, with timely mandatory CPF contributions (for the period 2023-2025).
• Wage Offsets: Employers receive wage offsets based on the employee's age and monthly wage. Higher offsets are provided for employees earning >$3,000 to <$4,000.
• Automatic Payouts: Employers do not need to apply; IRAS automatically assesses eligibility and disburses payments via GIRO or PayNow Corporate.
• Purpose: To support businesses in adapting to the increased costs associated with an aging workforce and encourage the continued employment of older individuals.

How is each Senior Employment Credit (SEC) payout computed?

The SEC payout scheme varies depending on the employee's age and monthly wage, with more support provided for those earning up to $3,000 per month.

Wage Offsets (2023):

Specific Examples:

• Jane is an employee who is 68 years old, and her monthly earnings are $3,000. Therefore, her monthly SEC payout in 2023 = $3,000 x 8% = $240

• Josh is an employee who is 63 years old, and his monthly earnings are $3,500. Therefore, his monthly SEC payout in 2023 = $360 - (9% x $3,500) = $45

SEC Payouts for 2024 and 2025:

Specific Examples:

• Nicki is an employee who is 69 years old, and her monthly earnings are $3,500. Therefore, her monthly SEC payout in 2024 = $840 - (21% x $3,500) = $105

• Andrew is an employee who is 66 years old, and his monthly earnings are $3,500. Therefore, his monthly SEC payout in 2024 = $480 - (12% x $3,500) = $60

Who is Eligible for the Senior Employment Credit?

To qualify for the SEC, both the employer and the employee must meet specific criteria:

Employee Eligibility:

• Singaporean Citizen
• Aged 60 and above
• Monthly wage up to $4,000
• Employer has made timely mandatory CPF contributions

Employer Eligibility:

• Registered entity in Singapore (sole proprietors and businesses operating without a UEN are ineligible).

Further informations can be found at IRAS official page of Senior Employment Credit (SEC).

Age Requirements for Employees

The age requirement for SEC eligibility is currently 60 years and above (2023-2025). Previously (2021-2022), the age was 55 and above.

Do Employers Need to Apply Separately for the SEC?

Senior Employment Credit vs. Other Employment Support Schemes

The SEC differs from other schemes such as the Enabling Employment Credit (EEC) and CPF Transition Offset (CTO). Here's a comparison:

How Long Will the Senior Employment Credit Scheme Be Available?

The SEC scheme is currently extended until 2025.

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**Note**: For wages paid between 1 Jan 2024 and 31 Dec 2025, employers will receive up to 7% of the wages paid to these eligible workers, depending on their age and wage.

Can Part-Time Senior Employees Qualify?

Yes, part-time senior employees can qualify if they meet all other eligibility criteria (Singaporean citizen, aged 60+, earning up to $4,000, timely CPF contributions).

Singapore's dynamic economy attracts a large international workforce. Thus, securing a work pass is crucial for anyone seeking legal employment in the Lion City. This Singapore work passes guide provides a detailed overview of the various work pass categories, application processes, eligibility criteria, and related matters to help you navigate this complex system.

Types of Work Passes in Singapore

Singapore offers a diverse range of work passes, each tailored to specific skill levels and employment types. The main categories include:

Work Passes for Professionals

• Employment Pass (EP): For professionals, managers, and executives earning a minimum monthly salary (increasing to SGD 5,600 from January 1, 2025, and SGD 6,200 for finance professionals). Requires a job offer and relevant qualifications/experience.
• Personalized Employment Pass (PEP): For high-earning professionals (minimum SGD 22,500 per month). Offers greater job mobility.
• Overseas Networks & Expertise Pass (ONE Pass): For exceptional individuals across various sectors with minimum SGD 30,000 monthly salary, or exceptional achievements. In addition to the minimum SGD 30,000 monthly salary requirement, applicants for the ONE Pass must have worked for or will work for an established company with a market capitalization of at least USD 500 million or annual revenues of at least USD 200 million for at least one year. However, those applying under the exceptional achievements route can have the salary requirement waived by providing documentation of their outstanding achievements.

Work Passes for Skilled and Mid-Level Workers

• S Pass: For mid-level skilled workers (minimum monthly salary of SGD 3,150, increasing to SGD 3,300 on September 2025). Requires a degree or relevant experience.
• Work Permit (Foreign Workers): For lower-skilled workers in specific sectors (no minimum salary, but employer pays levy).
• Work Permit (Foreign Domestic Workers): For domestic helpers (specific country restrictions and age limits).
• Work Permit (Confinement Nannies): For Malaysian nannies (specific criteria and limited duration).
• Work Permit (Performing Artists): For performing artists in eligible venues (subject to quotas and levies).

Work Passes for Trainees and Students

• Training Employment Pass: For short-term training (up to 3 months).
• Work Holiday Pass: For young people from specific countries (up to 6 months or one year).
• Training Work Permit: For trainees undergoing practical training (up to 6 months).

Short-Term Work Passes

• Miscellaneous Work Pass: foreign nationals allowed to work in Singapore for up to 60 days.

Specialized Passes

• EntrePass: For entrepreneurs starting businesses in Singapore.
• TechPass: For established tech professionals and entrepreneurs.

The Work Passes Application Process

1. Secure a Job Offer:

   Obtain a job offer from a Singapore-registered company, and the employer will handle the application.

2. Gather Required Documents:

   This includes passport copies, educational certificates, employment testimonials, and company's business profile (ACRA registration).

3. Submit the Application:

   Obtain a written consent from the employee. Once consent is secured, log in to the appointed MOM portal to complete the application form. A fee of $35 per application is required, payable via GIRO, Visa, or Mastercard. After submission, check the application status after 1 week, keeping in mind that processing may take longer if additional information is needed.

4. Receive In-Principle Approval (IPA) Letter:

   If approved, the employer receives an IPA letter, allowing the employee to travel to Singapore within a specified timeframe. But make sure the employee’s IPA particulars match their passport details. For any errors (e.g. wrong spelling of names), the employer needs to correct the error. Otherwise, the employee will be denied entry into Singapore.

5. Enter Singapore and Apply for Work Pass Issuance:

   Upon arrival, the employer applies for work pass issuance. The employee provides additional details and completes medical examinations.

6. Register and Receive the Work Pass Card:

   The employee registers at the Employment Pass Services Centre (EPSC), undergoes fingerprinting, and receives the work pass card.

Minimum Salary Requirements for Work Passes

Minimum salary requirements vary significantly based on the work pass type and often increase with age and experience. Further, always check the latest MOM guidelines for the most accurate information.

Processing Times

Processing times vary. However, online applications are generally faster (around 10 business days), while manual applications or those from overseas companies can take up to 8 weeks or longer.

Required Documents

The specific documents required depend on the type of work pass. To demonstrate, general documents include passport copies, application forms, consent letters, educational and employment documents. Moreover, specific passes may require additional documentation like medical insurance details, company business profiles, or professional body supporting documents. Indeed, always refer to the MOM website for the most current and comprehensive list.

Family Members Joining You

Family members can join you in Singapore if you hold an eligible work pass (EP, S Pass, ONE Pass, EntrePass), meeting certain income and eligibility requirements. But they'll need to apply for a Dependent's Pass (DP) or potentially a Long-Term Visit Pass (LTVP). Read more about family leave in Singapore for details about family-related policies.

Work Pass Validity

The validity periods for work passes can vary significantly depending on the type of pass. For instance, Employment Passes (EPs) are typically issued for an initial period of two years and can subsequently be renewed for up to three years. Similarly, S Passes are valid for up to two years and are renewable as well. On the other hand, other passes often have shorter durations, which are usually tied to the nature and length of the assignment. Therefore, it is crucial to understand the specific validity period associated with each pass type.

Educational and Experience Requirements

When it comes to educational and experience requirements, these also differ depending on the type of work pass. For example, Employment Passes require candidates to meet a high standard of education and relevant work experience. In contrast, S Passes and Work Permits have comparatively less stringent requirements. Hence, it is essential to always consult the specific criteria for the pass type you are applying for to ensure eligibility.

Switching Employers

The ability to switch employers largely depends on your work pass type. For instance, Employment Pass (EP) holders must apply for a new pass when changing jobs. In contrast, Personalised Employment Pass (PEP) holders enjoy greater flexibility and do not require a new application to switch employers within the validity of their pass. Other work pass holders, such as S Pass or Work Permit holders, typically need to go through a new application process as well. Additionally, it is important to adhere to the notice period requirements set by your current employer to ensure a smooth transition.

Losing Your Job

If you lose your job, your EP will be cancelled, and you'll be issued a Short Term Visit Pass (STVP). You have a limited time to find new employment or make arrangements to leave Singapore. Failure to comply with these regulations can lead to overstay fines and legal consequences. It's imperative to act promptly and adhere to all MOM guidelines. For more information on rights and responsibilities, see termination without cause in Singapore.

Conclusion

Navigating the various work passes in Singapore can feel overwhelming, especially with the specific criteria and processes involved. However, with a comprehensive work pass guide, you can confidently understand your options and make informed decisions. Whether you're an employer seeking to hire talent from overseas or an individual planning your next career move, staying informed about the latest requirements and updates ensures a smoother application process and compliance with local regulations. Let knowledge be your first step toward success in Singapore's dynamic workforce landscape.

Long Service Awards (LSAs) are a common practice in Singapore to recognize and reward employees for their loyalty and dedication. This guide provides a comprehensive overview of LSAs, addressing frequently asked questions and clarifying key aspects.

Eligibility and Benefits of Long Service Awards

Years of Service Required

The number of years required to qualify for an LSA varies significantly depending on the company's policies and industry standards. There's no single national standard. Common milestones include 5, 10, 15, 20, 25, and 30 years of continuous service. Eligibility typically applies to full-time employees, but some companies may extend this to part-time employees based on their individual policies. The specific requirements are outlined in each company's HR policies.

Types of Rewards

LSAs can be monetary or non-monetary. Monetary rewards can vary greatly. For example:

• Company A: $1,000 (5 years), $1,500 (10 years), $2,000 (15 years), $3,000 (20 years), $5,000 (25 years), $8,000 (30 years)
• Company B: $500 (5 years), $1,000 (10 years), $1,500 (15 years), $2,000 (20 years), $2,500 (25 years)

Non-monetary rewards may include:

• Gift vouchers
• Commemorative items (plaques, trophies)
• Additional paid leave
• Experience-based rewards (trips, dining experiences)
• Public recognition during company events

CPF Implications on Long Service Award (LSA)

CPF contributions are payable on cash awards given to your employee in recognition of his long service.

However, CPF contributions are not payable on Long Service Award (LSA) that is given to your employee with at least 5 years of service and subsequent LSA for each 5-year period of service with you, up to the amount of your employee’s Ordinary Wages (OW) for the month in which the LSA is paid. In the event that there are multiple types of LSA given to the same employee, only the first LSA granted to the employee in each 5-year period can qualify for this exemption.

If the LSA exceeds the OW for the month, CPF contributions are payable on the amount in excess of OW. If your employee has no OW payable in that month, CPF contributions are payable on the entire LSA.

Tax Implications on Long Service Award (LSA)

The Inland Revenue Authority of Singapore (IRAS) classifies all gains and profits derived by an employee in respect of his/her employment as taxable, unless specifically exempt from income tax or covered by an existing administrative concession. In the case of Long Service Awards,

• Cash awards:
  • Taxable
• Non-cash awards:
  • Non-cash awards not exceeding $200 are not taxable due to an administrative concession.
  • If the value of the award exceeds this exemption threshold, the entire value becomes taxable. Employers must declare the cost incurred for taxable awards.

Understanding Long Service Awards in Singapore

LSAs are a formal recognition program designed to reward employees for their long-term commitment and contributions to an organization. They are a valuable tool for boosting employee morale and retention. The specific details of an LSA program are entirely at the discretion of the employer.

Effect of Breaks in Service or Role Changes

Breaks in service can affect eligibility, depending on the company's policy. Some companies may reset the tenure count for significant breaks, while others may allow cumulative service periods. Role changes within the same company usually do not affect LSA eligibility, provided continuous employment within the organization.

Best Practices for LSA Programs

Effective LSA programs should be:

1. Define Clear Criteria
   • Establish transparent eligibility requirements based on tenure and performance.
   • Apply criteria consistently across all departments to ensure fairness.
2. Select Meaningful Awards
   • Offer valuable and diverse options like monetary bonuses, extra leave, or personalised gifts.
   • Cater to individual preferences to make the awards more meaningful.
3. Personalise Recognition
   • Include personal touches like the employee's name or a heartfelt message.
   • Celebrate milestones through dedicated events to make recognition memorable.
4. Communicate the Programme
   • Clearly share details about the programme’s purpose, criteria, and awards.
   • Use internal channels to provide regular updates and reminders.
5. Gather Feedback and Improve
   • Collect employee input through surveys or conversations to assess the programme’s impact.
   • Continuously refine the LSA to ensure it stays relevant and valued.

Frequently Asked Questions

Is the Long Service Award Mandatory?

No, the Long Service Award is not mandatory for employers to provide in Singapore. It's a voluntary initiative that would benefit both employers and employees.

Are Part-Time Employees Eligible?

Eligibility for part-time employees depends entirely on the company's policy. While guidelines often mention full-time employees, some companies may include part-time workers.

How is the Long Service Award Presented?

Long Service Awards are typically presented during company anniversaries, annual dinners, special award ceremonies, or on the employee's service milestone date.

Can Previous Employment Years be Counted?

This depends entirely on the new employer's policy. Some companies may consider cumulative service, while others may reset the count upon new employment.

What Happens with Breaks in Service?

The impact of a break in service depends on the company’s policy. Some may reset the tenure count, while others may allow cumulative service periods. Short breaks (e.g., less than 30 days) may be disregarded in some instances.

Conclusion

Long Service Awards in Singapore are a powerful tool for showing appreciation for employee loyalty and dedication. While not legally mandated, they are a common and valuable practice. Understanding the specific policies of your employer is crucial for knowing your eligibility and the type of award you might receive.

Understanding Annual Leave Entitlement in Singapore

In the Singapore business landscape, navigating annual leave entitlements in Singapore can be confusing. This comprehensive guide clarifies your rights and responsibilities as an employee, addressing common questions and concerns.

What is Annual Leave Entitlement in Singapore?

To qualify for annual leave entitlement, the employee must work for your employer for at least 3 months without a break in service to be eligible for annual leave.

Calculation

Annual leave entitlement is based on completed years of service. Keep reading to find the anual leave entitlement in detail.

Pro-ration

If you don't complete a full year, the company pro-rates your annual leave based on the months you worked. This rule applies during probation and if you leave the company mid-year.

Additional Leave

In different scenario, employers may offer more leave than the statutory minimum of 14 days as a benefit.

How Many Days of Paid Annual Leave Am I Entitled To?

In Singapore, your paid annual leave is determined by the Employment Act (EA) and your length of service. The minimum entitlement is:

• 7 days after working for at least 3 months in your first year. If an employee has worked at least 3 months but less than a year, their annual leave entitlement of 7 days is pro-rated based on the number of complete months worked, rather than a full 7 days if they haven't completed a full year of service.
  
• An additional day for each subsequent year of service, up to a maximum of 14 days after 8 years.

How is Annual Leave Calculated for New Employees in Their First Year?

The first thing to be eligible for annual leave is that you need at least 3 months of service to qualify for paid annual leave. Additionally, the minimum is 7 days after 3 months of service.

Pro-ration formula

The formula for pro-rated leave is: (Number of months of service / 12 months) * Days of annual leave entitlement.

*Results are rounded up to the nearest whole day (except for results less than 0.5 days, which are rounded down).

Example Calculation

Jenie is an employee starting work on January 1st and leaving on July 31st (6 months) with a 7-day entitlement. Therefore, she would receive (6/12) * 7 = 3.5 days, rounded up to 4 annual leave days.

Can My Employer Reject My Annual Leave Request?

While employers can't arbitrarily deny leave, they can reject or adjust dates due to operational needs (e.g., peak periods, insufficient staffing). However, they should propose alternative dates and maintain fair, consistent practices. Essentially, open communication is crucial.

What Happens to Unused Annual Leave When I Resign?

You can typically encash or clear unused leave when you resign. Encashment is calculated based on your gross rate of pay at your last drawn salary. However, if you are terminated for misconduct, any unused leave is forfeited. Additionally, you can use annual leave to offset your notice period.

Can Annual Leave Be Carried Forward to the Next Year?

This depends on whether you're covered under Part IV of the Employment Act (monthly basic salary of $4,500 or less for workmen, or $2,600 or less for non-workmen). If so, unused leave can be carried forward to the next 12-month leave cycle, but encashment after this period is at the employer's discretion. For employees not covered under Part IV, the employment contract dictates the policy.

Am I Entitled to Annual Leave During My Probation Period?

Yes, after completing at least 3 months of service or more, you are entitled to pro-rated annual leave, regardless of probation status. If your probation is less than 3 months, leave is at your employer's discretion.

How is Annual Leave Entitlement for Part-Timers?

Part-time employees are entitled to pro-rated annual leave based on their working hours compared to a full-time employee. This can be calculated using a pro-rata basis or an accrual system.

Formula (pro-rate):

(No of working hours per year of part-time employee ÷ No of working hours per year of a similar full-time employee) x no of days of annual leave of a similar full-time employee with equal length of service x number of working hours in a day of a similar full-time employee

Example:

John is a part-timer that works 5 hours a day for 4 days a week (20 hours per week). A similar full-timer works 8 hours a day for 5 days per week (40 hours per week). The full-timer’s leave entitlement is 14 days in the first year.

The part-timer’s entitlement after 3 months is therefore 56 hours, as calculated below:

[(20 hours × 52 weeks) ÷ (40 hours × 52 weeks)] × 14 days × 8 hours per day = 56 hours

What Happens if I Fall Sick During My Annual Leave?

You can ask your employer to switch to sick leave, but this is at their discretion.

Can My Employer Force Me to Clear My Annual Leave?

No. Employers cannot force you to take leave at a specific time. While they can reject requests based on operational needs, they cannot compel you to take leave against your will.