Singapore’s complex Employment Act covers all employees. While Singapore’s employment laws are easy to learn, you want to make sure that you are staying compliant so you don’t end up with a...
Read MoreSingapore’s complex Employment Act covers all employees. While Singapore’s employment laws are easy to learn, you want to make sure that you are staying compliant so you don’t end up with a fine or lose talented candidates. You also need to follow the correct Singapore staffing and recruiting processes to find the right candidates for your open positions.
Reading Time: 3 minutes
Singapore’s complex Employment Act covers all employees. While Singapore’s employment laws are easy to learn, you want to make sure that you are staying compliant so you don’t end up with a fine or lose talented candidates. You also need to follow the correct Singapore staffing and recruiting processes to find the right candidates for your open positions.
There are several ways to handle staffing for your Singapore business, including:
The Ministry of Manpower has guidelines for fair staffing and recruiting practices. For example, you should always consider skills, experience, and ability to perform the job over age, race, gender, religion, family status, or disability. Make sure you let the job applicants understand the selection criteria, and update the requirements frequently to ensure that they’re relevant.
To avoid discrimination, don’t list any attributes such as age, gender, marital status, race, or religion in a job advertisement unless you can justify their necessity. Stick to questions relevant to the job requirements during interviews and tests, and ensure that you ask for personal data only for administrative purposes.
Whether you decide to outsource Singapore hiring or do it yourself, it’s often beneficial to partner with a global PEO that can help you find talented candidates in your industry.
Singapore’s employment compliance — which covers working hours, rest days, annual leave, and holidays — is outlined in its Employment Act.
Before you officially hire Singapore employees, it is best practice to draft an employment contract that outlines the details of the agreement between you and your future employee. Spell out vacation days, expected working hours, and any supplemental benefits you’ll offer.
Include the exact position and duties the employee will perform. You can also write a code of conduct and the terms of termination for the employee’s reference, which gives them clear expectations of the workplace culture.
If you choose not to work with a Singapore hiring outsourcing company, you will end up responsible for recruiting potential candidates, drafting the employment contracts, and ensuring your compliance with Singapore’s Employment Act.
A global PEO such as Globalization Partners can take the stress off both the recruiting and managing processes. We help you find talented candidates that exude passion. After you decide to hire, we’ll help hire the employees that work for you so that you don’t have to go through the expensive and time-consuming process of establishing a subsidiary in Singapore.
If you want to know more about how to hire Singapore employees, then contact us today. We’ll help you add to your team by taking the risk off your shoulders and setting it on ours — always making sure you are meeting and exceeding every employment law.
If you’re ready to grow your business, or you have questions about a specific country, complete the form. One of our experts will be in touch shortly.
