The Hardest Market ยท Singapore
Singapore's HR data
The rules and costs of employing people in Singapore, from official sources, in English and Japanese, with Japan alongside.
39.9%women in management (2025, ILO). Japan: 14.5% (2023)
17%paid by the employer on top of salary into the employee's CPF savings (citizens and PRs)
11public holidays (2026)
24%top income tax rate
CPF and take-home pay calculatorCalculate take-home pay and employer cost: Japan vs SingaporeAustralia: employer data
Employment rules
| Annual leave | 7 days in year 1, rising by 1 day per year of service to 14 days from year 8 (Employment Act; requires at least 3 months' service, pro-rated in the first year). |
|---|---|
| Public holidays (2026) | 11 days. 10 holidays over 11 days (Chinese New Year is two days). Vesak Day, National Day and Deepavali fall on Sundays, so the following Mondays (1 Jun, 10 Aug, 9 Nov) are holidays. |
| Working hours | Up to 44 normal hours a week (9 hours a day on a 5-day week, 8 hours a day otherwise); overtime at least 1.5x, capped at 72 hours a month. Hours and overtime rules (Part 4) do not cover managers and executives. |
| Probation | The Employment Act sets no probation period; length and terms are contractual. Either side may terminate at the end of probation with written notice per the contract or salary in lieu. Annual leave, sick leave and maternity protection still apply during probation. |
| Notice | Notice is whatever the contract says (equal for both sides). If the contract is silent: under 26 weeks' service 1 day; 26 weeks to under 2 years 1 week; 2 to under 5 years 2 weeks; 5 years or more 4 weeks. Salary in lieu of notice is allowed. |
| Dismissal | Dismissal is relatively easy: employers can terminate with contractual notice or salary in lieu, but dismissal without just cause can be challenged as wrongful dismissal at TADM within one month of the last day (then the Employment Claims Tribunals); managers and executives dismissed with notice need at least 6 months' service to claim. |
| Severance | No statutory severance. Retrenchment benefit depends on the contract or collective agreement, otherwise it is negotiated; under MOM's tripartite guidance, employees with at least 2 years' service are eligible, and the prevailing norm is 2 weeks to 1 month's salary per year of service (1 month per year in unionised firms where the collective agreement sets it). MOM reports the overall median retrenchment benefit paid is one month's salary per year of service (retrenchment notifications Apr 2020 - Mar 2023). |
Employer costs and tax
| CPF, employee | 20% (on monthly wages up to $8,000) |
|---|---|
| CPF, employer | 17% (same ceiling) |
| Skills Development Levy, employer | 0.25% of monthly wages ($2 to $11.25 per employee a month) |
| Income tax (residents) | Progressive, top rate 24% |
CPF applies to citizens and permanent residents, not to Employment Pass holders. SDL applies to every employee, foreigners included.
Company data
Women in the workforce and in management, turnover and training hours at 20 large SGX-listed companies, from their sustainability reports, with the page for every figure. See the companies
Sources: Ministry of Manpower (MOM), Central Provident Fund Board (CPF), Inland Revenue Authority of Singapore (IRAS), ILOSTAT (SDG 5.5.2). Retrieved 2026-10-24. [1] [2] [3] [4] [5] [6] [7] [8] [9]