Must my rest day be on a Sunday?
No.
Your employer determines the rest day, which can be a Sunday or any other day of the week.
Employers should determine the rest days in advance and inform you before the start of each month.
A Singapore Government Agency Website
No.
Your employer determines the rest day, which can be a Sunday or any other day of the week.
Employers should determine the rest days in advance and inform you before the start of each month.
Overtime pay is compulsory if an employee is:
If your rest day is a weekday, and Sunday is a normal work day, you will be paid based on your normal basic rate of pay as stated in your employment contract. You will not be paid rest day pay.
Employers should determine the rest days in advance, and inform their employees before the start of each month.
Rest days should be provided according to the contractual hours of work.
Yes, female workmen can work during the night (from 11pm to 6am the next morning).
However, the Employment (Female Workmen) Regulations for female workmen prevent them from working at night while pregnant, unless they have given their written consent. A doctor must also certify them fit for night work.
Excessively long working hours can have a negative impact on employees’ well-being and productivity. Overtime pay encourages employers to properly schedule their working hours and ensures that employees are compensated when they work extra hours.
If you are covered under Part IV of the Employment Act, your employer cannot substitute overtime pay with time off. Overtime must be paid at the rate of at least 1.5 times the hourly basic rate of pay.
If you are not covered under Part IV, the entitlement would depend on what is in your employment contract.
You need to pay overtime allowance if your employee is required to work either:
This is an example on how overtime hours for shift workers can be computed. The scenario is based on a 44-hours work week.
Week Actual working hours Total working hours for continuous 3 weeks Total OT hours for continuous 3 weeks OT hours already paid in past 2 weeks* OT hours payable for this week* 1 50 To be computed in week 3 To be computed in week 3 To be computed in week 3 - 2 40 To be computed in week 3 To be computed in week 3 To be computed in week 3 - 3 46 50 + 40 + 46 = 136 136 - (44 × 3) = 4 0 + 0 = 0 4 - 0 = 4 4 42 40 + 46 + 42 = 128 128 - (44 × 3) → 0 0 + 4 = 4 0 - 4 → 0 5 50 46 + 42 + 50 = 138 138 - (44 × 3) = 6 4 + 0 = 4 6 - 4 = 2 6 45 42 + 50 + 45 = 137 137 - (44 × 3) = 5 0 + 2 = 2 5 - 2 = 3* Overtime hours incurred from previous weeks are deducted to prevent double-counting.
You are advised to adapt the method for your own calculations.
Overtime pay only applies if the employer requires the employee to work beyond normal working hours.
You are encouraged to seek your employer’s approval if you need to work overtime. This is to avoid disputes on overtime pay.
Employers should clearly communicate their overtime policies, and work with employees to manage their workload.
A weekly rest day is important for an employee’s well-being. Your employer can only require you to work on your rest day under exceptional circumstances.
Rest day pay is set at a higher rate to compensate employees for the extra hours worked. Your employer cannot give you time off instead of rest day pay if they ask you to work on a rest day, if you are covered under Part IV of the Employment Act.
If you are not covered under Part IV, the entitlement would depend on what is in your employment contract.