Singapore Working Hours and OT Calculation are governed by regulations to ensure fair treatment for employees. In Singapore, the Ministry of Manpower (MOM) handles issues related to labor relations and the workforce. The Singapore Employment Act (EA) sets out the fundamental terms and conditions of employment in the country. It defines the rights and duties of both employers and employees and offers protection for both sides. The government regularly updates the act to align with international standards.
If you are covered by Part IV of the Employment Act, your working hours are controlled, and you are entitled to breaks, overtime pay, and rest days.
Who is Covered Under Part 4 of the Employment Act?
Part IV of the Employment Act covers the following employees concerning work hours, overtime, and rest days:
Manual laborers (workmen) with a basic monthly salary of up to $4,500.
Non-manual employees who earn a basic monthly salary of up to $2,600 and are covered by the EA.
Manual laborers include:
Artisans
Workers who operate or maintain commercial passenger vehicles
Supervisors who spend more than half their time doing manual labor
Cleaners, construction workers, machine operators, metal workers, machinery workers, and bus and train inspectors.
Part IV does not apply to managers and executives. These roles typically involve:
Creating company strategies and policies
Making decisions about hiring, firing, and evaluating employee performance
General management responsibilities
This section also excludes professionals with specialized knowledge or higher education, such as lawyers, accountants, and doctors.
Singapore Working Hours and OT Calculation
Normal Hours of Work
Contractual working hours are the hours you and your employer have agreed upon in your employment contract.
For typical work schedules, the contractual hours are:
5 days or fewer a week: Up to 9 hours per day or 44 hours per week
More than 5 days a week: Up to 8 hours per day or 44 hours per week
For other work arrangements, your contractual hours of work are as follows:
If You Work Less than 44 hours every alternate week,
Your Contractual Hours of Work Are Up to 48 hours per week, with a maximum of 88 hours in any two-week period.
Example:
Week 1 = 40 hours
Week 2 = 48 hours
Week 3 = 40 hours
Average for Weeks 1 and 2 = 44 hours
Average for Weeks 2 and 3 = 44 hours
If You Work Shifts of up to 12 hours a day,
Your Contractual Hours of Work Are Up to an average of 44 hours over a continuous three-week period.
Example:
Week 1 = 40 hours
Week 2 = 44 hours
Week 3 = 48 hours
Week 4 = 40 hours
Average for Weeks 1, 2, and 3 = 44 hours
Average for Weeks 2, 3, and 4 = 44 hours
Note: If you are not a shift worker but agree to work up to 12 hours a day, with an average of 44 hours over any 3 consecutive weeks, you must:
Provide written consent.
Have Sections 38 and 40 of the Employment Act explained to you.
Be informed about your daily working hours, the number of working days each week, and your weekly rest day.
Break Times
Typically, you should not work more than 6 hours straight without a break. However, if your job requires continuous work for up to 8 hours, you must be given meal breaks. These breaks should last at least 45 minutes.
Overtime Pay
Overtime refers to work done beyond your normal working hours (excluding breaks).
You can claim overtime pay if you are:
A non-workman earning a basic monthly salary of $2,600 or less.
A workman earning a basic monthly salary of $4,500 or less.
Typically, a workman is someone who performs mainly manual labor. For non-workmen, the maximum overtime rate is $13.60 per hour, based on a salary level of $2,600.
To ensure you receive your correct overtime pay on time, note that any work done beyond your agreed contractual hours is considered overtime.
For overtime work, your employer must pay you at least 1.5 times your hourly basic rate. Payment must be made within 14 days after the end of the salary period.
For example, if a non-workman earning $2,600 a month works 2 hours of overtime, the calculation for overtime pay is: $13.60 × 1.5 × 2 hours = $40.80
Calculate Overtime Pay
Overtime pay is determined using this formula: Hourly basic rate of pay × 1.5 × number of overtime hours
Here’s how to calculate the hourly basic rate of pay for different types of employees:
Category of Employee
Hourly Basic Rate of Pay
Monthly-rated employee
(12 × Monthly basic salary) / (52 × 44)
Daily-rated employee
Daily pay at the basic rate / Working hours per day
Piece-rated employee
Total weekly pay at the basic rate / Total number of hours worked in the week
Maximum Hours of Work
As an employee, you cannot work more than 12 hours in a single day.
However, your employer can require you to work more than 12 hours a day in specific situations, such as:
An accident or risk of an accident
Work crucial for community safety, national defense, or security
Urgent repairs to machinery or equipment
Unforeseeable interruptions in work
Overtime Exemption (If You are Working More than 12 Hours a Day)
If an employer needs you to work more than 12 hours a day (up to a maximum of 14 hours), they must apply for an overtime exemption.
Maximum Overtime Hours
You can work a maximum of 72 overtime hours per month. Employers must apply for an exemption if they need you to work more than 72 hours of overtime in a month.
Note: Work on rest days or public holidays does not count towards the 72-hour overtime limit, except for any extra hours worked beyond the usual daily hours on those days.
Overtime Pay on Rest Days or Public Holidays
To calculate overtime pay for work on rest days or public holidays:
(Hourly basic rate of pay × 1.5 × Number of overtime hours) + (Rest day or public holiday pay)
Rest Day
Your employer must give you one rest day per week.
A rest day is a full 24-hour period (from midnight to midnight) and is not paid.
For shift workers, a rest day can be a continuous 30-hour period. If this 30-hour rest starts before 6 p.m. on a Sunday, it counts as a rest day for that week, even if it goes into Monday of the following week.
A week is a 7-day period from Monday to Sunday. Your employer cannot force you to work on your rest day unless there are exceptional circumstances.
When Rest Days Can Be Scheduled
Your employer decides when your rest day will be, which can be on a Sunday or any other day of the week. Days you do not work other than your designated rest day are not considered rest days.
If your rest day is not on a Sunday, your employer should provide a monthly schedule and let you know your rest days before the month starts. The maximum time allowed between two rest days is 12 days.
How Pay for Work on a Rest Day is Calculated
Payment for work done on a rest day is calculated as follows:
If work is done
For up to half of your normal daily working hours
For more than half of your normal daily working hours
Beyond your normal daily working hours
At the employer’s request
1 day’s salary
2 days’ salary
2 days’ salary plus overtime pay
At the employee’s request
Half a day’s salary
1 day’s salary
1 day’s salary plus overtime pay
Find Jobs Like a Boss
If you're looking for job opportunities in Singapore, check out the Ricebowl Job Portal. It's an excellent resource for discovering a range of job positions and advancing your career. Feeling stressed about job hunting? Upload your resume to us, and Ricebowl will suggest jobs that fit your profile. Save time and let us handle the job search for you!
