HR & Employment Law Courses

HR & Employment Law Courses

HR Law Academy is the premier training and consultancy provider for human resource practitioners in Singapore on employment laws and industrial relations legislation and practices of Singapore.

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Why should I attend an Employment Act Training workshop?

Why should I attend an Employment Act Training workshop?

Mastering and knowing how to apply The Employment Act is both a skill and an art.

Besides knowing the statute, a Human Resource (HR) practitioner also needs to have practical experiences on understanding and knowing how to apply the Employment Act in different situations.

Many times, no situation is the same as dealing with human relationships is never an easy and it is a complex task. Hence, equipping yourself with the knowledge from an experienced and expert HR trainer will help you with the understanding of the Employment Act and able to share practical experiences with you.

HR Practitioners who are armed with the Employment Law knowledge will definitely have an edge and will usually put their organisation on good stead and able to protect their organisation from risk.


For more information on our Employment Act workshops and other HR Law related workshops, please call +65 6334 3177, email enquiries@hrlawacademy.com.sg or use the online contact form.

How much do you know about the Employment Act?

Click on the questions below to find out:

An employee is entitled to 7 working days for the first year of service and subsequently an extra day for of annual leave for every subsequent 12 months of continuous service subject to a maximum of 14 days.

There is no specific definition provided in the Employment Act. From the purposive interpretation of the Employment Act, managerial and executive category of employees should fulfil the following:

  • given direct authority or has substantive influence on hiring, firing, promotion, transfer, reward or discipline of other employees; or
  • main duties are the formulating of strategies and policies of the enterprise, and the management and running of the business; or
  • given access to classified information relating to terms of employment of other employees, or financial positions, business operations/ trade secrets of employer.

Under part section 66A of the Employment Act, part-time employee means an employee who is required under his contract of service with an employer to work for less than 35 hours a week.

At least 1.5 times the hourly basic rate of pay.

Sick leave is taken as full day under the Employment Act. This is unless the employment contract states otherwise ie offering better terms than what is stated under the Employment Act.

Yes your employer has to. Since your employer has asked you to work beyond your contractual working hours, you are entitled to overtime payment at the rate of at least 1.5 times your basic hourly pay. This is regardless of your status of employment – whether you are on probation, or working on a part-time, casual or temporary basis.

Funding for Our Workshops

Looking to sign up for our workshops but unsure of your funding options? There are several options available from Productivity and Innovation Credit (PIC) to SkillsFuture Credit.

PIC Claimable

for Company Sponsored Participants

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SkillsConnect

Training grants for WSQ and non-WSQ courses

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SkillsFuture Credit

for Self-Sponsored Singaporeans aged 25 and above

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"HR Practitioners who are armed with Employment Law knowledge will definitely have an edge and will usually put their organisation on good stead and are able to protect their organisation from risk."

— Arthur Khong, Chief Trainer