Employment Law and Industrial Relations Singapore Essay

Employment law and industrial relations in Singapore is an important topic to understand. Moreover, this concept is important as the city-state is the center of commerce which is run by workers. Nevertheless, in this sample essay, we shall discuss the same. We will be going through different acts to provide you a clear picture of the concept.

This sample essay shall discuss the following topics:  Employment law Singapore what is covered under this law? , Amendments, Industrial relations act. Moreover, these will be discussed in brief in the essay.

Employment law Singapore

The employment law 1955 established the employment law of Singapore. Moreover, the employment law is the main labor law of Singapore city-state. It provides guidelines for basics terms and working conditions for almost all types of employment in Singapore, with few exceptions.

The up-keeping and enforcement of this are looked after by the Ministry of manpower or MOM Singapore. Regardless, we will be looking at what is covered in this act and major amendments to this law.

What is covered under this law?

The employment law of Singapore applies to a person who is employed under the contract of service. Moreover, the law applies to all the works even if they are foreign.

Nevertheless, an employee is hired as one of the following terms:

• Full-time work
• Part-time work
• Temporary work
• Contract work

Again, the employee must be paid in one of the following manners:

• Hourly earning
• Daily earning
• Monthly earning
• Earning Per piece

If a person works as a part-time employee, who works under 35 hours a week you are still covered under the Employment of Part-Time Employees Regulations.

However, the ones who have not covered the employment act because fall under one of the following:

• Seafarer employees
• The Domestic worker
• Statutory board employee or civil servant

Moreover, the act allows describes who is classified as a manager and who is a workman among other things. Regardless, since its establishment in 1955 act has gone through several amendments, which will be discussed in the next paragraph.

Amendments

The most recent changes made to the employment act of Singapore happened came into effect on the 1^st of April 2019. These changes are, namely:

• Now all the employees are covered under the employment act.
• Part 4 of the employment act will now cover more non-worker i.e. none-workers who earn up to 2.600 Singaporean dollars
• If a claim is wrongfully dismissed it will be managed by the ECT instead of MOM

Moreover, this amendment applies to all employees, existing or newly hired. Adding to that, it is expected for employees to check if their terms and conditions are up to marks.

Industrial relations act

The industrial relations act of Singapore provides regulations for employee and employer relations. Moreover, it also includes preventing and settling trade disputes through the following methods collective bargaining, conciliation, arbitration, and tripartite mediation.

Moreover, the up-keeping and enforcement of this act is also looked after by the MOM or the ministry of manpower Singapore. Furthermore, it also provides guidelines for trade union recognition and several others which we will be discussing below.

The main highlighters of this act are as given below:

• Recognition of a trade union
• Tripartite Advisory on Industrial Relations (IR) Practice
• Collective bargaining process
• Referral of Dispute to Industrial Arbitration Court
• An appeal against unfair dismissal
• Collective Representation of Employees in Executive Positions
• Limited Representation of Employees in Executive Positions

Moreover, we shall discuss some of these in brief below:

Recognition of a trade union

A trade union must obtain recognition from its employers before demanding a collective bargain. Moreover, to become a trade union, it must go through the process which is provided by MOM in INDUSTRIAL RELATIONS (RECOGNITION OF A TRADE UNION OF EMPLOYEES) REGULATIONS

An appeal against unfair dismissal

The industrial relation act states that an employee can make an apple within one month of dismissal to the ministry of manpower through his or her trade union if he or she has been dismissed from work without a proper reason.

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