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The Employment Act is the primary piece of legislation governing employment law in Singapore.

This month's update covers the following: a recent Singapore case where the court dealt with an appeal against damages for the non-delivery of shares granted to employees as part of an incentive scheme.

On 4 March 2024 at the Ministry of Manpower Committee of Supply 2024, it was announced that the retirement age in Singapore will be raised to 64...

The Singapore Government continues its measured approach to CPF reforms to strengthen retirement adequacy, while giving businesses time to adjust.

Our February e-bulletin begins with a look at a recent Hong Kong case, Hum Matthew Ta v Allied Way Security Management Limited [2024] HKDC 134.

On 3 March 2026, Manpower Minister Dr Tan See Leng announced that Singapore will raise its statutory retirement age to 64 and re‑employment age to 69 with effect from 1 July 2026.

On 3 March 2026, Manpower Minister Dr Tan See Leng announced that Singapore will raise its statutory retirement age to 64 and re‑employment age to 69 with effect from 1 July 2026.

For married home owners, the concept of decoupling may be a familiar solution to better manage their stamp duty liabilities should they consider investing in a second residential property.

As the markets shift around us and ways of working evolve, companies must adapt. An unfortunate consequence could be that, in order to remain competitive...

Prime Minister Lee Hsien Loong, in his National Day Rally speech on 18 August 2019[1], announced that pursuant to the recommendations made by the Ministry of Manpower's Tripartite Workgroup

2022 will see continued focus on financial regulation, corporate governance and employment law as Singapore seeks to strengthen its status as a global business hub and ensure a sustainable recovery from the Covid-19 pandemic.

Multinational employers managing payroll across Asia face significant compliance complexity due to varying social security frameworks. This comparative analysis examines the key differences in worker coverage, contribution rates, and compliance requirements across five major jurisdictions. Understanding these distinctions is essential for organizations navigating cross-border employment obligations in the region.

Leon Kwong Wing examines the considerations for Singapore.

Labour and Employment Comparative Guide for the jurisdiction of Singapore, check out our comparative guides section to compare across multiple countries