Wage Transparency And Pay Equity Issues In Asia (Podcast)

Probationary periods are commonly used across Asia to assess a new employee’s suitability for a role. However, the rules vary between jurisdictions, including whether probation is permitted...

Singapore's Employment Claims Tribunal has published its first twelve written decisions since 2019, establishing five fundamental principles that reshape employer obligations beyond mere contractual compliance.

Working hours rules across Asia regulate not only the length of the working day or week, but also overtime, rest periods and employer flexibility. Although statutory limits are common...

Singapore's stringent workplace safety and health laws resulted in $1.5 million in fines across almost 7000 breaches in just the first half of 2025. Are you confident your workplace adheres to all WSH compliances, including lesser-known requirements for first-aiders, risk assessments, and occupational disease reporting?

Sick leave entitlements across South-East Asia vary significantly by jurisdiction, creating compliance challenges for regional employers. This analysis examines the contrasting statutory frameworks governing paid sick leave in Malaysia and Singapore, highlighting critical differences in how entitlements accrue, when they apply, and what employers must track to ensure compliance with each country's employment laws.

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.

In Prashant Mudgal v SAP Asia Pte Ltd [2026] SGHC 15, the General Division of the High Court of Singapore held that the implied term of mutual trust and confidence exists in employment contracts under Singapore law, …

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.

Singapore's Ministry of Manpower is reviewing whether to require employers to notify authorities before implementing redundancies, rather than after employees have been informed.