Références
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: travailleurs domestiques, directeurs /cadres dirigeants, gens de mer
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 reglementés: Non
Motifs autorisés de recours au CDD: aucune limitation
Sec. 9 (1) EA.
Nombre maximum de CDD successifs: aucune limitation
No statutory limitation in the legislation reviewed.
Durée cumulée maximum de CDD successifs: aucune limitation
No statutory limitation in the legislation reviewed.
Durée maximale de la période d'essai (en mois):
aucune limitationThe 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
Obligation d'informer le travailleur des raisons du licenciement: Non
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).
Motifs autorisés (licenciement justifié):
Motifs prohibés: grossesse, congé de matérnité, âge, affiliation et activités syndicales
* 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.
Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
See sec. 81, 84 and 84A EA.
Forme de la notification du licenciement au travailleur: écrite
Sec. 10 (5) EA.
Délai de préavis:
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.
Indemnité compensatrice de préavis: Oui
Sec. 11 (1) EA.
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) No statutory definition.
Notification à l'administration publique No
Notification aux syndicats (représentants des travailleurs) No
Notification aux représentants des travailleurs: No
Accord des syndicats (représentants des travailleurs) No
Accord des représentants des travailleurs No
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) No
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) No
Règles de priorité de réembauche No
Notes / Remarques
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").
:
No provision on severance pay in the Employment Act.
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
travailleurs miniers: Oui
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.
directeurs /cadres dirigeants: Oui
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.
police: Non
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).
Règlement des litiges individuels par arbitrage: Non
Notes / Remarques
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.