Singapore Hours (2026): 44-Hour Week Cap & Overtime Rates
About this article
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.
- Shift Workers: Under Section 38(4), shift workers may work up to 12 hours a day (including breaks) and average up to 44 hours a week over any continuous 3-week period. Working beyond this 44-hour 3-week average is considered overtime.
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.
About Workers' Rights in Singapore
Singapore has no universal minimum wage — instead, the Employment Act (Cap. 91) sets the floor for most private-sector workers, the Progressive Wage Model handles sectoral pay, and the Local Qualifying Salary (S$1,600/month) gates foreign worker hiring. CPF takes mandatory contributions for retirement, healthcare, and housing. Safety runs under the Workplace Safety and Health Act (Cap. 354A), and on-the-job injuries are no-fault under the Work Injury Compensation Act 2019. Disputes go to TADM mediation first, then the Employment Claims Tribunals within 1 year. The Workplace Fairness Act 2025 covers discrimination.
Worked Examples
ScenarioYou work a 12-hour shift pattern of 4 days on, 4 days off. Over a 3-week cycle, you work 11 shifts (132 hours total).
OutcomeThe legal limit is exactly 132 hours (44 hours × 3 weeks). If your employer makes you come in on an off-day during that cycle, every hour worked on that off-day must be paid at the 1.5× overtime rate.
This assumes an average of 44 hours per week over a 3-week period, which is the legal standard for shift workers under Section 38(4).
ScenarioYou earn $2,500/month as an administrative assistant (non-workman) and your boss requires you to stay an extra 2 hours every day unpaid.
OutcomeYou are legally entitled to 1.5× your basic hourly rate for those 2 hours. Your employer's actions are illegal under Part IV.
Common Questions
My employer is forcing me to work unpaid overtime in Singapore. Is this legal?
No, it is wage theft. Part IV of the Employment Act strictly caps working hours at 44 hours per week and mandates overtime pay at 1.5 times your basic hourly rate for eligible employees. Overtime is also capped at 72 hours per month. If unpaid, file a claim with TADM immediately.
I earn S$3,000 as an executive. Am I entitled to overtime pay?
No. Part IV overtime protections only apply to workmen earning up to S$4,500 per month and non-workmen earning up to S$2,600 per month. As an executive earning above S$2,600, you are not legally entitled to statutory overtime pay, though your contract may specify otherwise.
My contract says 'no overtime pay'. Is that binding?
No. Any contract clause that provides less than the Employment Act minimums is legally void. If you fall under Part IV protections, you must be paid 1.5× for overtime, regardless of what you signed. Keep your own timesheets and file a claim with TADM if your employer refuses to pay.
Can I be forced to work on my rest day?
Generally no, unless it is an emergency or essential service. If your employer requires you to work on your designated rest day at their request, they must pay you either an extra day's basic wage or up to two days' wage depending on the hours worked. Keep written proof of their request.
What is the working hours and overtime right in Singapore?
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...
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.Shift Workers: Under Section 38(4), shift workers may work up to 12 hours a day (including breaks) and average up to 44 hours a week over any continuous 3-week period. Working beyond this 44-hour 3-week average is considered...
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.