Working Hours and Overtime
Written in plain language for general understanding. This is educational content, not legal advice. Based on Singapore Acts of Parliament, subsidiary legislation, and official government guidance.
Singapore National Law
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 should you do?
- 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.
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