Understanding full-time employment (with hours worked and overtime pay)
In Singapore, the Employment Act covers both local and foreign workers. It is important to know about full-time hours and understand which labour laws apply to you.
This can help you receive fair compensation for your work. Employers can also comply with labour laws and avoid any penalties for violations. This guide can give you a basic idea of working hours, rest days, and overtime pay.
Here is what we will cover:
- Definition of full-time hours
- What are the legal full-time hours in Singapore?
- Do I get overtime pay when I exceed my full-time hours?
- Rest days and breaks entitlements in Singapore
- Employee rights and protections
- Employer responsibilities
- Conclusion
- FAQs
Definition of full-time hours
Full-time work hours refer to an employee's standard working hours. Many full-time and salaried employees work a total of 40 hours per week. This usually consists of five shifts of eight hours from 8 a.m. to 5 p.m. with a one-hour lunch break. The usual schedule is Monday to Friday.
Some industries have different schedules and rules to follow. Regardless of the industry, companies must still follow the government's labour laws.
For example, a full-time employee working in the business process outsourcing sector may follow a shifting schedule. Some workers may start their workday during the afternoon or evening shift.
In health care, work-hour rules are crucial to promote employee health and service continuity. It is vital to know how to define full-time employment in your industry. This knowledge clarifies your rights and responsibilities as a full-time employee or employer.
What are the legal full-time hours in Singapore?
In Singapore, the definition of full-time employment is where the normal hours of work are at least 35 hours a week. The number of workdays per week varies. Many government and private employees usually have a five-day, 40-hour workweek. Depending on the role, employees may have a workweek of up to 44 hours or work for six consecutive days.
Employers can set the schedule of their workforce. However, they need to ensure the normal hours of their full-time workers do not go beyond the legal limit for their chosen workweek. This is 44 hours per week regardless of whether they work for five or six days a week.
Your work schedule can vary depending on the industry. If you are in the health care or transportation sector, you may have to work evenings and weekends. Regardless, if you work beyond the normal eight or nine hours, your employer needs to provide additional compensation or overtime pay.
The compressed work schedule
The compressed work schedule is an alternative work schedule that organisations may adopt. It consists of less than six work days per week. This makes each workday longer than the standard eight hours.
The total number of normal work hours per week does not change under this arrangement. For example, a company with a four-day week may still have full-time workers coming in for 40 or 44 hours in total. This means a 10- or 12-hour daily work schedule. Going beyond may entitle you to overtime pay.
Organisations using a compressed work schedule have a maximum of 12 standard work hours per day. This may be the case for a 12-hour shift schedule under a three-week cycle.
For example, employees may work 48 hours in the first week, 36 hours in the second week and 48 hours in the third week. This works out to an average of 44 hours per week. Many companies that have a shorter schedule often follow a four-day week.
Do I get overtime pay when I exceed my full-time hours?
Overtime work is all work done beyond the normal hours of work. As an employee, you can claim overtime pay for it. Understanding the rules and regulations regarding overtime work can ensure employees and employers uphold fair labour practices and comply with the law.
Eligibility for overtime pay
You are eligible for overtime pay only if you are covered under Part IV of the Employment Act. Part IV of the Employment Act doesn't cover managers, executives, domestic workers, statutory board employees, and civil servants. For those who are not covered, the terms and conditions of employment will be according to their employment contract.
In Singapore, you can claim overtime pay only if you are:
- A non-workman and you earn a monthly basic salary of $2,600 or less.
- A workman and you earn a monthly basic salary of $4,500 or less.
As an employee, you can only work up to 72 overtime hours a month. However, your employer can apply for an exemption if they require you to work for more than 72 hours of overtime in a month.
How to calculate overtime pay
Your overtime pay is calculated as follows:
- Hourly basic rate of pay × 1.5 × number of hours worked overtime
The hourly basic rate of pay is calculated as follows. It varies for different employee categories.
- For a monthly-rated employee, it is calculated as:
(12 x Monthly basic rate of pay) / (52 x 44)
- For a daily-rated employee, it is calculated as:
Daily pay at the basic rate / Working hours per day
- For a piece-rated employee, it is calculated as:
Total weekly pay at the basic rate of pay / Total number of hours worked in the week
Overtime wages on a public holiday
Public holidays often hold national, religious, or cultural significance. They are fixed events that Singaporeans usually celebrate or observe nationwide. Work suspensions are usual during these days.
You are entitled to 11 paid public holidays a year according to the Employment Act. Your overtime pay for working on a public holiday depends on different scenarios.
Work on rest days or public holidays is not counted in the monthly 72-hour overtime limit. This is except for work done beyond the usual daily working hours on those days. Such extra hours are then included in the 72-hour limit.
Overtime on a rest day or public holiday is calculated as follows:
- (Hourly basic rate of pay × 1.5 × Number of hours worked overtime) + (Rest day or public holiday pay)
Rest days and break entitlements in Singapore
If you are covered under Part IV of the Employment Act, you are entitled to breaks and a rest day. Here are the required rest days and breaks for full-time workers and the compensation rules for working on rest days:
Rest days and break periods
Workers are entitled to one rest day per week. A rest day comprises one whole day (midnight to midnight). The maximum interval allowed between two rest days is 12 days. Employers cannot make employees work on their rest days, unless under exceptional circumstances.
Employees are generally not required to work more than six consecutive hours without a break. Employers must give employees a break of at least 45 minutes.
The meal break for day shifts with longer hours typically falls around noon. This break is not part of full-time employees' standard work hours. It explains why an eight-hour work day is 8 a.m. to 5 p.m. for many workers in Singapore.
Compensation for work on rest days
Rest days are part of an employee's work schedule and full-time benefits. These are designated days when their employer does not require them to work. Many full-time employees have the weekend off.
- If your employer asks you to work on your rest day, you get one day's salary for up to half of your normal daily working hours.
- If you worked for more than half your normal daily working hours, you're entitled to two days' salary.
- If you work overtime, you get 150% of your hourly rate for the number of hours of overtime work.
- If you request to work on your rest day, you are entitled to the regular rate of pay. This means that you will only get one day's salary for working more than half of your normal daily working hours.
Example: your hourly rate is $15. If you worked two hours of overtime and used the formula above, you get $45. That's overtime pay. Your total compensation for working on a public holiday that falls on your rest day is $285.
Off-in-lieu guidelines
If you are covered under Part IV of the Employment Act, employers cannot give you time off instead of rest day pay if they ask you to work on a rest day. If you are not covered under Part IV, the entitlement would depend on what is in your employment contract.
Employee rights and protection
Part-time and full-time employees covered under Part IV of the Employment Act have rights and protection concerning working hours, including:
Maximum working hours
Employees are not allowed to work more than 12 hours a day. If an employer asks you to work more than 12 hours a day, it should only be done under the following circumstances:
- An accident or threat of an accident
- Work that is essential to the life of the community, national defence, or security
- Urgent work to be done to machinery or plant
- An interruption of work that was impossible to foresee
Employees usually work eight to nine hours a day and any work done above the normal hours of work is entitled to overtime pay.
Overtime pay
Full-time employees who work beyond the standard hours earn overtime pay. This is at a rate of 150% of their regular hourly pay. The overtime hours cannot exceed 72 hours in a month.
Rest days and breaks
Employers must give employees rest periods. These include periods of at least 24 consecutive hours after six consecutive days of work. Additionally, employees are generally not required to work more than six hours without a break. If the nature of the work requires continuous work for up to 8 hours, breaks must be provided for meals. These breaks should be at least 45 minutes long.
Enforcement and recourse
The Ministry of Manpower (MOM) enforces these rights. Employees can file complaints with them if they believe there's a violation of their rights. MOM investigates complaints and may enforce penalties on employers who violate labour laws. Employees also have the right to seek legal recourse through labour courts or tribunals if their employers consistently violate their rights.
Employer responsibilities
Here's a short list of employer responsibilities:
- Work-scheduling: Employers are responsible for establishing work schedules that adhere to the legal working days for full-time employees. They should also ensure that employees have proper rest periods and meal breaks as the law mandates.
- Overtime management: Employers must accurately track and compensate employees for overtime work beyond the regular hours. This includes paying overtime rates and providing options for off-in-lieu arrangements where applicable.
- Rest days management: Employers should provide full-time employees with proper rest days. They should also compensate employees accordingly if they work on their scheduled rest day.
- Compliance with regulations: Employers must comply with labour laws regarding working hours, breaks, and additional compensation. They should stay updated on any changes in the labour laws and make necessary adjustments to their work policies and practices to ensure compliance.
- Monitoring and record-keeping: Employers need to maintain accurate records of employees' work hours, breaks, and overtime to meet government regulations. Regularly reviewing and auditing these records can help identify any discrepancies or areas for improvement.
- Employee communication: Employers should communicate work schedules, rest periods, and overtime policies to employees to ensure they understand their rights and entitlements. Clear communication helps prevent misunderstandings and minimises disputes related to working hours.
By proactively managing their employees' full-time schedules, ensuring compliance with labour regulations, and fostering a culture of transparency and communication, employers can create a positive work environment that upholds the rights and well-being of their workforce.
Conclusion
Knowing labour laws and following them helps to create a fair and equitable work environment. Workers covered under Part IV of the Employment Act have certain rights when it comes to working hours, overtime pay, and rest days.
For employees, knowing their entitlements regarding working hours safeguards their well-being and ensures they receive fair compensation for their time and effort. Employers can also avoid non-compliance issues by keeping up-to-date with labour laws.
If there are any work-related concerns, both employees and employers can seek mediation and advice from the Tripartite Alliance for Dispute Management (TADM).
FAQs
Here are answers to common questions regarding this topic:
- How many hours is a full-time job?
Full-time jobs typically require working 40 hours per week. This is equal to eight working hours per day for five days. The specific number of hours per week can vary slightly depending on the country's labour laws or company policies. In Singapore, a full-time job is defined as working at least 35 hours a week.
- Is 37.5 hours a full-time job?
While some companies may consider fewer hours full-time, such as 37.5 hours, standard full-time jobs typically have a 40-hour workweek.
- How are full-time hours calculated in Singapore?
There are two factors to consider when calculating full-time work hours. These are your daily schedule and the company's workweek. If you work eight hours a day over five days a week, the organisation's schedule for full-time employees is 40 hours.
- What are the maximum overtime hours in Singapore?
You can only work up to 72 overtime hours per month.
- Do all countries have a 40-hour workweek?
No, not all countries consider 40 hours a week as full-time. This figure can vary among countries based on their labour laws and regulations. Even in Singapore, a working week can be 44 hours.
- How do you count overtime?
Count how many hours you worked beyond the normal schedule. If your company follows a compressed work scheme, consider what constitutes full-time work hours. If it is 10 hours, anything beyond that is overtime work.
- What is the difference between an off day and a rest day in Singapore?
Rest days are your scheduled days off from work. These are part of your work schedule and they're not paid days. Off days may be in the form of holidays or paid time off, such as vacation time. You may need to request this time off work in advance.
- How do I calculate my overtime?
Multiply your hourly rate by 150% for every hour of overtime on ordinary working days. You need to determine your hourly rate first. If you're paid daily, divide your daily rate by your usual working hours. If you're a monthly-rated employee, use this formula to get your hourly rate:
(12 x Monthly basic rate of pay) / (52 x 44)
