SINGAPORE: Annual update – Expected Labour Law Changes in 2017
Family
Enhanced Paternity Leave: For male employees covered by CDCSA who have Singapore citizen children born from January 1 2017 onwards, employers must provide a second week of government-paid paternity leave (“GPPL”). Working fathers of Singapore citizen children born between January 1, 2015 and December 31, 2016 will continue to enjoy one week of GPPL (mandatory for employers to provide) and may additionally enjoy another week of GPPL (to be offered by employers on a voluntary basis).
Effective from January 1, 2017.
Action required: HR should review their existing policies and ensure that they take account of the new rights.
Enhanced Maternity Leave for Unwed Mothers: The maternity leave benefits under the CDCSA, i.e. 16 weeks of government-paid maternity leave, will be extended to unwed mothers of Singapore citizen children.
Effective from January 1, 2017
Action required: HR should review their existing policies and ensure that they take account of the new rights.
Shared Parental Leave: For employees covered by CDCSA, a male employee may share up to 4 weeks (compared to the current limit of 1 week) of his wife’s maternity leave for children born on or after 1 July 2017.
Effective from July 1, 2017
Action required: More details will be released closer to the effective date. HR should review their existing policies and ensure that they take account of the new rights.
Enhanced Adoption Leave: For employees covered by CDCSA, adoption leave will be increased from 4 weeks to 12 weeks for adoptive mothers of children below 12 months old. Working adoptive fathers covered by the CDCSA will also be eligible to share 4 weeks of their spouse’s adoption leave.
Effective July 1, 2017
Action required: More details will be released nearer the effective date. HR should review their existing policies and ensure that they take account of the new rights.
Reductions in Force
Mandatory Redundancy Notifications: In the event of a reduction in force of 5 or more employees within a 6 month-period, employers who employ at least 10 employees will need to notify the Ministry of Manpower within 5 working days after they provide notice of the dismissals to affected employees. Failure to do so will be an offence and penalties include a fine not exceeding S$5,000.
Effective from January 1, 2017
Action required: HR should take note and ensure compliance with this new requirement.
Tribunal Claims
Employment Claims Tribunal (“ECT”): The ECT will be set up to adjudicate many salary-related claims under the Employment Act, the Retirement and Re-employment Act and the Child Development Co-Savings Act (“CDCSA”) including claims for salary in lieu of notice. The maximum claim to be heard by the ECT will be S$20,000 or S$30,000 if there is a prior mediation (subject to certain requirements being met).
Effective from April 2017
Action required: HR should be aware of this claims route for dispute resolution. It is designed to be accessible and quick.