Referencias
Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: trabajadores domésticos, directores/ gerentes, gente de mar
Sec. 2 EA: see definition of "employees":
"employee" means a person who has entered into or works under a contract of service with an employer and includes a workman, and any officer or employee of the Government included in a category, class or description of such officers or employees declared by the President to be employees for the purposes of this Act or any provision thereof, but does not include:
(a) any seaman;
(b) any domestic worker;
(c) subject to subsection (2), any person employed in a managerial or an executive position; and
(d) any person belonging to any other class of persons whom the Minister may, from time to time by notification in the Gazette, declare not to be employees for the purposes of this Act."
CDD regulados: No
Razones de utilización legítima de CDD: sin restricción
Sec. 9 (1) EA.
Número máximo de CDD consecutivos: sin restricción
No statutory limitation in the legislation reviewed.
Duración máxima acumulativa de CDD consecutivos: sin limitación
No statutory limitation in the legislation reviewed.
Duración maxima del periodo de prueba (en meses):
sin restricciónThe EA does not refer to any probation period.
However, it is common practice for employees to serve a 6 month-probationary period.
See: http://www.guidemesingapore.com/employment/c288-employment-act-contract-and-benefits.htm
Obligación de motivar el despido: No
The EA does not require the employer to provide the reasons for termination with notice: Sec. 10 (1) EA provides that either party may at any time give to the other party notice of his intention to terminate the contract.
In addition, the EA does not expressly stipulate any obligation to provide the reasons when dismissing without notice (on the grounds of misconduct: sec. 14 EA), for continuous absence from work (sec. 13 (2)), or willful breach of a condition of the contract (sec. 11 (2) EA).
Motivos autorizados (despido justificado):
Motivos prohibidos: embarazo, licencia de maternidad, edad, afiliación sindical y actividades sindicales
* Age: sec. 4 (2) of Retirement Age Act 1993 (No. 14 of 1993) as amended by Act No. 49 of 1998 stipulates that "no employer shall dismiss on the ground of age any employee who is below 60 years of age or the prescribed retirement age".
* Pregnancy and maternity leave: sec. 81, 84 and 84 EA.
* Trade union activities: sec. 82 of the Industrial Relations Act (chap. 136) of 1960 as subsequently amended.
Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
See sec. 81, 84 and 84A EA.
Forma de la notificación del despido al trabajador: escrita
Sec. 10 (5) EA.
Plazo de preaviso:
Notice periods are governed by the terms of the contract (sec. 10 (2) EA), and it is only in the absence of such a stipulation that the statutory notice periods apply.
Sec. 10 (3) EA establishes statutory minimum notice periods as follows:
- one day for less than 26 weeks' service;
- one week for 26 weeks to less than two years' service;
- two weeks for two to less than five years' service;
- four weeks for five or more years' service.
Indemnización sustitutiva de preaviso: Si
Sec. 11 (1) EA.
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados) No statutory definition.
Notificación a la administración No
Notificación a los sindicatos (representantes de los trabajadores) No
Notificación a los representantes de los trabajadores: No
Acuerdo de los sindicatos (representantes de los trabajadores) No
Acuerdo de los representantes de los trabajadores No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio) No
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) No
Reglas de prioridad para la re-contratación No
Notas / Comentarios
There is no statutory procedure for collective and individual dismissals on economic grounds.
However the Singapore's Ministry of Manpower (MOM), the Singapore National Employers Federation (SNEF), and the National Trades Union Congress (NTUC) have jointly issued a Tripartite Guidelines on Managing Excess Manpower in 2008, updated in 2009.
Under the Tripartite Guidelines On Managing Excess Manpower, the employer is encouraged, in case of retrenchment, to consult with the trade union if the company is unionised. In addition, the employer should notify the Labour Relations Department and the Manpower Deployment Department of the Ministry of Manpower to help the affected workers find alternative employment expeditiously (link provided below under "scope of additional information").
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No provision on severance pay in the Employment Act.
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mineros: Si
Sec. 14 (4) EA: If the Minister of Manpower considers the dismissal to be unfair, he may:
1) order reinstatement and payment of wages the employee would have earned had he or she not been dismissed, or in lieu if reinstatement
2) direct the employer to pay such amount of compensation as freely determined by the Minister.
directores/ gerentes: Si
Sec. 14 (4) a) EA: If after consideration of the Labour Commissioner's inquiry, the Minister of Labour is satisfied that the employee has been dismissed (on the grounds of misconduct) without "just cause or excuse", he may order reinstatement.
policía: No
No statutory provision in the legislation reviewed.
An employee who considers that he or she has been summarily dismissed on the grounds of misconduct without just cause or excuse may, within one month of the dismissal and in writing, seek reinstatement (and/or compensation) from the Minister of Manpower (sec. 14 (2) EA. The decision of the Minister is final and cannot be challenged in any court (sec. 14(5), EA).
Arbitraje: No
Notas / Comentarios
Claims of unfair dismissal (without just cause) dealt with in this section are only available to the employee in the event of a summary dismissal dismissal (for misconduct).
In the event of any termination of the contract by the employer, the employee has the right to sue in the civil courts for breach of contract at common law.