MOM seeks public feedback on Employment Act, first in six years
As part of a fresh review of the Employment Act in six years, the Manpower Ministry is inviting public feedback on some of the legal protection that workers get. REUTERS file photo
SINGAPORE — As part of a fresh review of the Employment Act in six years, the Manpower Ministry (MOM) is inviting public feedback on some of the legal protection that workers get.
Two groups of employees, in particular, are under consideration as part of the review: Professionals, managers and executives earning more than $4,500 a month, as well as more vulnerable workers who are not high-earners.
It is looking to seek feedback, for instance, on whether all employees who earn more than S$4,500 a month should be covered under the core provisions, which include redress for wrongful dismissal, public holiday and sick leave entitlements, and salary payment and allowable deductions.
The month-long public consultation, which starts Thursday (Jan 18) and ends Feb 15, will also welcome views on streamlining services for employees and employers to settle disputes.
The Employment Act, which came into force in 1968, has core provisions that cover all employees, except managers and executives earning more than S$4,500 a month, the MOM said in its latest media statement. Domestic workers, public servants and seafarers are also not covered.
Besides the core provisions, more vulnerable employees are also protected in terms of time-based provisions such as annual leave, hours of work, overtime pay and rest day. These are rank-and-file employees in white-collar occupations such as clerks and retail sales assistants who earn a monthly salary of up to S$2,500, as well as those engaged in manual work such as cleaners, construction workers and transport drivers who earn a monthly salary of up to $4,500.
The ministry is hoping to gather views “on the appropriate level” for these salary thresholds.
As for laws governing disagreements over employment matters, the ministry looks into disputes related to wrongful dismissals, for example, while the Employment Claims Tribunals hears statutory and contractual salary-related disputes.
“Given that dismissal-related claims are usually coupled with salary issues, the affected employee has to go to two different parties today for their issues to be resolved, rather than just one party,” the MOM said, adding that it is reviewing the process to make it more streamlined.
Following its last review in 2012, the most recent amendments came into effect in 2015, the MOM said.
Members of public who wish to take part in the feedback process may visit the Reach website at www.reach.gov.sg or email mom_consultations [at] mom.gov.sg with the subject heading “Consultation on EA review”.
