Singapore (SG)

Rules: Employees are entitled to paid sick leave under the Employment Act after 3 months of employment (pro-rated for less than 3 months service if agreed in contract). Entitlement after 6+ months: 14 days outpatient sick leave and 60 days hospitalisation leave (inclusive of outpatient leave) per year. Entitlement at 3–6 months (pro-rated): 5/8/11 days outpatient leave. Sick leave is paid at the employee's daily average rate of salary. If you are hospitalised, you are entitled to hospital leave for the hospitalisation period within the 60-day maximum, regardless of outpatient leave balance.

Doctor note: A medical certificate (MC) from a registered doctor or dentist is required to qualify for paid sick leave. Most large employers use a panel clinic system (Fullerton Health, IHH, Healthway) where employees visit designated clinics at cashless/subsidised rates and receive an MC directly. Some employers require notification by a specified time (usually 9am or 2 hours before start of work) — check your employment contract. Self-certification (no MC) is not recognised under the Employment Act for paid sick leave.

Employer pay: Sick leave is paid at full daily salary with no waiting days (unlike some European systems). During hospitalisation leave, salary continues at full rate up to the 60-day maximum. After exhausting sick leave entitlement, further absence may be unpaid or subject to employer discretion. Employers cannot terminate an employee who is on paid sick leave — termination during sick leave is deemed wrongful dismissal.

Long-term: Singapore has no government long-term sickness benefit for employment pass holders (foreigners). Citizens and PRs may apply for CPF MediShield Life hospital insurance claims and some have employer-provided group disability/critical illness insurance. After sick leave is exhausted, any further leave is unpaid medical leave by negotiation with the employer. MINDEF's IncapacityBenefit applies only to NS men. Employees with serious long-term conditions may negotiate with employers for additional unpaid leave or medical leave on compassionate grounds.

Max hours: Employment Act limits for non-managers and non-executives (workmen): maximum 44 ordinary hours per week (8 hours/day, 5.5-day week or equivalent); maximum 12 hours on any one day; rest day of at least 1 day per week. For professional employees (managers/executives) earning above S$2,600/month: the EA overtime and maximum hours provisions are less restrictive — they are primarily governed by employment contract terms. In practice, Singapore's corporate culture (especially finance and consulting) expects 50–60+ hours per week for professionals, which is not explicitly prohibited by law. The Tripartite Advisory on Mental Well-Being encourages employers to adopt reasonable working hours.

Min rest: At least 1 rest day per week for all employees under the Employment Act. For shift workers: rest day may be given on a rotating basis. Continuous work periods cannot exceed 6 hours without a meal/rest break (implied by the working hours limits). No specific statutory provision on daily minimum rest (unlike EU Working Time Directive's 11-hour daily rest rule).

Overtime: For non-managerial employees earning ≤S$2,600/month: overtime must be paid at 1.5× the hourly rate for hours worked beyond 44 hours/week (or beyond 8 hours/day). Maximum overtime: 72 hours per month (unless MOM exemption granted). Overtime payment on rest days: 2× or 1.5× depending on whether it was a scheduled rest day. For managers/executives (earning >S$2,600/month): no statutory overtime entitlement — overtime pay, if any, is governed by the employment contract.