Hiring Guide for Employment Companies in Singapore: The Law

Recruitment becomes increasingly constrained by legal documents that companies must follow practices including customs, ethics, and norms. The following is a list of the legislation directly affecting the recruitment sector in Singapore. Naturally, nearly all legislation has some effect on some company so this is not, and could not be, a detailed list. 

For more information, please visit  Singapore Statutes Online or Ministry of Manpower Singapore. 

• Employment Agencies Act (Cap 92) - Rules covered in this act are, but not limited to, power to enter and inspect premises, liability of licensee for act of servant, furnishing false particulars in application, miscellaneous offences, penalties, power to deal with evidence taken by another officer, etc. 

• Employment Agency Licence Conditions - The EA Licence Condition is for organisations and individuals that collaborate with employers to fill in a vacant position. New rules enacted on or after 1 October 2020 include license concern in existing and new employers, as well as a license of a job advertisement.  

• Employment Agencies Rules 2011 - Rules covered in this act are, but not limited to, prescribed fees, enquiries, security, training, validity of licence, separate licence, restriction on a licensee, foreign recruitment, change of place of business, refund of fees, registration cards, penalties and revocation, etc. 

• Employment Agencies (Exemption) Order 2011 - This regulation came into operation on 1st April 2011 which covers four main exemptions focusing on local and foreign individuals employed within Singapore. 

• Employment Agencies (Exemption) Order 2014 - The regulation came into operation on 1st July 2014, outlining conditions referred to in section 6(2) of  Workforce Singapore Agency Act, labelled as Powers of Agency.  

• Employment Act (Cap 91) - Enacted in 1968 to provide the basic terms and working conditions for all types of employees, except those employed in managerial or executive positions, seamen, and domestic workers. 

• Employment Claims Act - An Act to facilitate the expeditious resolution of employment disputes by providing for the mediation of such disputes, for the constitution, jurisdiction, and powers of and administration of justice in the Employment Claims Tribunals. 

• Employment (Part-Time Employees) Regulations 1996 - A part-time employee is one who is under a contract of service to work less than 35 hours a week. 

• Employment (Children and Young Persons) Regulations - Young persons under 16 cannot be employed as workmen during the night, from 11 pm to 6 am. Children under 15 who still attend school might only work 6 hours per day. 

• Employment (Female Workmen) Regulations - The regulation might be cited as the Employment (Female Workmen) in which unless the context otherwise requires, “night” means the period between 11 o’clock in the evening and 6 o’clock the following morning. 

• Re-employment Act - Under the law, employers must offer re-employment to eligible employees who turn 62, up to age 67, to continue their employment in the organisation. The re-employment age was raised 65 to 67 on 1 July 2017 to help older workers who wish to continue working as long as they are willing and able. 

Next read: 5 Critical Focus of Targeted Recruitment