Working Hours and Overtime in Singapore
Reviewed by the Commoner Law Editorial Team. Sourced from Singapore Acts of Parliament, subsidiary legislation, and official government guidance. Written in plain language for general understanding — this is educational content, not legal advice. Our editorial standards
What is this right?
Part IV of the Employment Act sets limits on working hours and guarantees overtime pay for eligible employees:
- Maximum 44 hours per week (or 88 hours over any continuous 2-week period).
- Maximum 8 hours per day (or 9 hours if you work fewer than 5 days a week).
- Overtime rate: At least 1.5× your hourly basic rate for each hour worked beyond normal hours.
- Maximum overtime: 72 hours per month (MOM may grant exemptions in exceptional cases).
- Rest day: At least 1 rest day per week (unpaid for hourly/daily-rated workers, paid for monthly-rated).
These protections apply to workmen earning up to $4,500/month and non-workmen earning up to $2,600/month.
When does it apply?
- You are covered by Part IV of the Employment Act — this includes workmen earning ≤ $4,500/month and other employees earning ≤ $2,600/month.
- Managers and executives earning above these thresholds are not covered by Part IV (but the core Employment Act still applies).
- Domestic workers, seafarers, and statutory board employees are excluded from the Employment Act entirely.
What to Do If Your Employer Is Not Paying Overtime or Exceeding the Legal Work Hour Limits in Singapore
- Track your hours — keep your own record of start/end times and overtime. Your employer must maintain records under the Act.
- If you are not receiving overtime pay, raise it with your employer and reference Part IV.
- File a claim with TADM if your employer refuses to pay — you can claim up to $20,000 (or $30,000 with union assistance).
- Report excessive overtime to MOM — employers who exceed the 72-hour monthly cap face prosecution.
What should you NOT do?
- Don't sign away your overtime rights — any contract clause that provides less than the Employment Act is void to that extent.
- Don't assume managers get no protections — while Part IV doesn't apply, managers still have rights under the core Act (salary payment, dismissal protections, leave).
- Don't confuse allowances with basic pay — overtime is calculated on basic rate of pay, not total remuneration.
Common Questions
What is the maximum working week under Singapore's Employment Act?
Part IV of the Employment Act caps working hours at 44 hours per week, or 88 hours over any continuous 2-week period, and 8 hours per day (9 hours if you work fewer than 5 days a week). Overtime is capped at 72 hours per month, and you are entitled to at least 1 rest day per week.
Who is entitled to overtime pay in Singapore?
Part IV protections apply to workmen earning up to S$4,500 per month and non-workmen earning up to S$2,600 per month. The overtime rate is at least 1.5 times your hourly basic rate — calculated on basic pay, not total remuneration. Managers and executives earning above those thresholds are not covered by Part IV but still have core Employment Act rights.
Can my Singapore employer make me sign away overtime rights?
No. Any contract clause that provides less than the Employment Act is void to that extent. Keep your own record of start and end times as a backup — your employer must maintain records under the Act. If overtime is unpaid, file with TADM; you can claim up to S$20,000, or S$30,000 with union assistance.
When does it apply — working hours and overtime?
You are covered by Part IV of the Employment Act — this includes workmen earning ≤ $4,500/month and other employees earning ≤ $2,600/month.Managers and executives earning above these thresholds are not covered by Part IV (but the core Employment Act still applies).Domestic workers, seafarers, and statutory board employees are excluded from the Employment Act entirely.
What should I do if my employer is making me work more than the legal limit or not paying overtime in Singapore?
Track your hours — keep your own record of start/end times and overtime. Your employer must maintain records under the Act.If you are not receiving overtime pay, raise it with your employer and reference Part IV.File a claim with TADM if your employer refuses to pay — you can claim up to $20,000 (or $30,000 with union assistance).Report excessive overtime to MOM — employers who exceed the 72-hour monthly cap face prosecution.
What should you NOT do — working hours and overtime?
Don't sign away your overtime rights — any contract clause that provides less than the Employment Act is void to that extent.Don't assume managers get no protections — while Part IV doesn't apply, managers still have rights under the core Act (salary payment, dismissal protections, leave).Don't confuse allowances with basic pay — overtime is calculated on basic rate of pay, not total remuneration.