Looking for a part-time job in Singapore? Read on for what to expect regarding employment laws and CPF contributions.
In Singapore, part-time employment is a sought-after work option for many. It allows flexibility in terms of working hours and timings, making it ideal for continuing with further studies while earning some extra income.
If you’re looking for part-time employment, or are currently employed part-time, ensure that you’re being fairly treated and compensated with this guide.
Who qualifies as a part-time employee?
Employees who work less than 35 hours per week are classified as part-timers under Singapore’s Employment Act, which protects both full-time and part-time workers.
Contracts of employment for part-time workers must state the employee’s rate of compensation per hour, number of hours worked each day or each week, weekly or monthly work schedules, and gross hourly wage (specifying any allowances).
Do part-time employees have CPF contributions?
The Central Provident Fund (CPF) is a compulsory scheme in Singapore for all citizens and permanent residents (PR). It provides an avenue to save for retirement, medical and housing needs.
So long as the part-timers are Singapore Citizens or PRs, engaged under a contract of service, and earning more than S$50 a month, CPF contributions are required. CPF’s website contains more information on the contribution rates, which vary based on the employee’s age group and wage band.
How is overtime calculated for part-timers?
According to the Employment Act, overtime pay is typically calculated as 1.5 times the hourly rate of basic pay times the number of hours worked overtime.
For part-timers however, this rate only applies when they exceed the normal working hours of a full-time employee. If they work longer than their usual hours, but shorter than a full-time employee’s, the rate is their hourly rate of basic pay.
How is compensation calculated for working on rest days and public holidays?
Part-timers who work for five days a week are entitled to one day off. Employers can decide on the rest day, which can be a Sunday or another day. If it’s the latter, the employer should prepare a monthly roster and inform employees of the rest day before each month starts.
The rate of compensation for working on rest days depends on who the requestor is. If the employer requests them to work, employees must be paid at a higher rate than usual.
However, if employees request to work on their rest days, they are entitled to receive their usual salary for that day. The exact rates according to how much the employee works, can be found at the Ministry of Manpower’s (MOM) website.
Part-timers are entitled to public holidays as well; pay on these days is pro-rated based on the number of hours they work. If they are required to work on public holidays, they should be paid the salary for public holidays on top of the basic rate of pay for the day.
What are part-timers’ leave and medical benefits?
If part-timers have worked for a minimum of three months for a company, they are entitled to the same leave entitlements as full-time employees, pro-rated according to their working hours. These include paid annual leave, sick leave, maternity leave, paternity leave and childcare leave.
Employers are to cover medical consultation fees, provided the part-timer has been employed for at least three months, and been given at least one day of sick leave with a medical certificate from an approved public institution or a clinic appointed by the company.
In conclusion, due to coverage by the Employment Act, part-timers in Singapore get most of the same types of entitlements as full-time workers. If you require a flexible work arrangement, working part-time could meet your needs while still delivering other benefits such as leave and medical reimbursements.
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