Full-time statutory rules worksheet
Applies general MOM thresholds for a monthly-rated schedule of at least 35 hours a week. Contractual terms can be better.
General statutory check ready.
The tool cannot determine whether real duties make someone a workman, manager or executive. If Part IV does not apply, it reports “check contract” rather than zero overtime. Schedules below 35 hours a week use different part-time formulas and are deliberately not calculated here. The notice check approximates 26 weeks as six completed months.
This worksheet cannot decide a legal dispute or classify duties. For part-time work, an exemption or a contested role, use the linked MOM guidance and preserve the contract, rosters and payslips.
A useful way through this page
- Identify Employment Act and Part IV coverage for the actual role.
- Read the contract beside the statutory floor; better terms still count.
- Match the correct effective date and preserve records for any dispute.
Start with coverage, not the headline rule
Most local and foreign employees under a contract of service are covered by the Employment Act, whether full-time, part-time, temporary or fixed-term. Seafarers, domestic workers, statutory-board employees and civil servants sit outside general coverage.
Part IV — rest days, hours and overtime — is narrower. It generally covers a manual workman with basic salary up to S$4,500 or another employee up to S$2,600. Managers and executives are excluded. A manager may still have salary-payment protection while statutory overtime depends on contract or collective agreement.
Working hours and overtime pay
A Part IV employee working five days a week or fewer generally has limits of nine hours a day and 44 a week; above five days, eight hours a day and 44 a week. Work should not normally exceed 12 hours a day or 72 overtime hours a month, subject to defined exceptions and exemptions.
Overtime beyond normal hours must be paid at no less than 1.5 times hourly basic rate. For a monthly-rated employee: (12 × monthly basic salary) ÷ (52 × 44). A covered S$2,200 employee has a rate near S$11.54; four hours gives about S$69.23. For a non-workman, statutory calculation salary is capped at S$2,600; the cap does not apply to a covered workman.
Regular salary is due within seven days after the salary period; overtime within 14 days. Covered employees must receive itemised payslips, normally with payment or within three working days.
Annual leave: the statutory floor
Paid annual leave starts after three months; probation does not erase that qualifying service. A contract can provide more.
| Year of service | Statutory annual leave |
|---|---|
| 1 | 7 days |
| 2 | 8 days |
| 3 | 9 days |
| 4 | 10 days |
| 5 | 11 days |
| 6 | 12 days |
| 7 | 13 days |
| 8 and later | 14 days |
For part of a year, MOM uses completed months divided by 12 multiplied by annual entitlement; a fraction below half a day rounds down, half or more rounds up. Part-time entitlement is expressed in hours.
Sick and hospitalisation leave
| Completed service | Outpatient sick leave | Hospitalisation leave total |
|---|---|---|
| 3 months | 5 days | 15 days |
| 4 months | 8 days | 30 days |
| 5 months | 11 days | 45 days |
| 6 months or more | 14 days | 60 days |
The hospitalisation total includes outpatient leave; it is not 60 plus 14. Employees must meet medical-certification rules and inform or try to inform the employer within 48 hours.
Parental leave in 2026: the date matters
Eligible working mothers can receive 16 weeks of Government-Paid Maternity Leave where the child is a citizen and service and other conditions are met. Others may still fall under the Employment Act’s 12-week route with different pay conditions.
Eligible fathers receive four weeks of Government-Paid Paternity Leave for a citizen child born, with EDD, or formally adopted on or after 1 April 2025, subject to MOM conditions. Shared parental leave is six weeks for births or adoptions from 1 April 2025 through 31 March 2026, and ten weeks from 1 April 2026. It must be used within 12 months under allocation and notice rules.
Notice periods and final salary
The contract’s notice clause controls and must be the same for employer and employee. Without one, the fallback is:
| Continuous service | Notice |
|---|---|
| Under 26 weeks | 1 day |
| 26 weeks to under 2 years | 1 week |
| 2 to under 5 years | 2 weeks |
| 5 years or more | 4 weeks |
The day notice is given counts, as do weekends, rest days and holidays inside the period. Notice may be served, replaced with salary in lieu, or waived mutually in writing. CPF applies to salary while serving notice, but not to compensation in lieu.
Resignation with notice: final salary on the last day. Resignation without serving notice: within seven days. Employer termination or misconduct dismissal: last day, or within three working days if impossible. Incomplete-month salary uses monthly gross divided by actual working days in that salary period, not a casual divide-by-30 rule.
Employment contracts, probation and retrenchment
Act-covered employees hired for 14 days or more should receive written key employment terms within 14 days: role, start date, hours, salary components, leave, medical benefits, probation and notice where applicable. The Act sets no universal probation length and probation cannot remove a statutory right.
Employees with at least two years’ service are eligible for retrenchment benefit; the amount follows contract, collective agreement or negotiation. MOM describes a prevailing norm of two weeks to one month of salary per year, depending on company and industry. It is not a guaranteed universal formula and does not attract CPF.
From 1 July 2026, the statutory minimum retirement age is 64 and the re-employment age is 69. Re-employment still depends on the published eligibility conditions; the age alone is not a guarantee of a particular role.
Use the salary and take-home guide for pay benchmarks, CPF and annual tax. This page owns statutory rights and deadlines.
Dated changes that explain today’s rules
| Effective date | Change |
|---|---|
| 1 April 2016 | Itemised payslips and detailed employment records became mandatory for covered employees |
| 1 April 2019 | Core Employment Act protection expanded to all employees apart from defined exclusions |
| 1 April 2025 | Government-Paid Paternity Leave became four weeks and the new six-week Shared Parental Leave scheme began for qualifying births and adoptions |
| 1 April 2026 | Shared Parental Leave became ten weeks for qualifying births and adoptions from this date |
| 1 July 2026 | Minimum retirement age became 64 and re-employment age became 69 |
Effective dates matter: a current entitlement should not be projected backwards onto an earlier birth, adoption, employment or termination event.
Methodology and updates
The worksheet translates dated MOM thresholds into visible decisions and arithmetic. It never turns “not covered by Part IV” into “no contractual overtime”. Contractual benefits can exceed the statutory floor. Review is quarterly and whenever MOM changes an Act threshold, leave entitlement or calculator; effective dates remain visible instead of being flattened.
For a dispute, missed salary or termination question, preserve the contract and payslips and use the current MOM or TADM process.
Primary sources
- MOM — Who is covered by the Employment Act
- MOM — Hours of work, overtime and rest days
- MOM — Paying salary
- MOM — Monthly and daily salary formulas
- MOM — Annual leave
- MOM — Sick leave
- MOM — Maternity leave
- MOM — Paternity leave
- MOM — Shared parental leave
- MOM — Termination with notice
- MOM — Key employment terms
- MOM — Responsible retrenchment
- MOM — Part-time hourly and daily pay
- MOM — Retirement age
- MOM — Employment Act amendments
Last fact-checked: 3 September 2026. Rules, fees and official pages can change; check the linked source before acting.