Create a bespoke document in minutes, or upload and review your own.
Get your first 2 documents free
Your data doesn't train Genie's AI
You keep IP ownership of your information
Employment Policy
I need an employment policy that outlines guidelines for hiring, onboarding, and managing employees, with a focus on diversity and inclusion, compliance with Singaporean labor laws, and clear procedures for performance evaluations and grievance handling.
What is an Employment Policy?
An Employment Policy sets the ground rules for how a company manages its workforce, covering everything from hiring and promotion to workplace conduct and benefits. In Singapore, these policies must align with core employment laws like the Employment Act and the Workplace Safety and Health Act.
A well-crafted policy protects both employer and employee rights while creating clear expectations about working hours, leave entitlements, performance standards, and grievance procedures. It helps organizations maintain fair practices, prevent discrimination, and stay compliant with Ministry of Manpower guidelines, ultimately fostering a productive work environment.
When should you use an Employment Policy?
Every organization needs an Employment Policy from day one of hiring its first employee in Singapore. This foundational document becomes especially crucial when expanding your workforce, opening new locations, or adapting to changes in employment laws and MOM regulations.
Update your Employment Policy when introducing new work arrangements like flexible hours or remote work, implementing different compensation structures, or addressing emerging workplace issues. Regular reviews help prevent disputes, maintain fair practices, and ensure your policies stay aligned with evolving employment standards and industry norms in Singapore's dynamic business environment.
What are the different types of Employment Policy?
- Work From Home Agreement: Outlines remote work arrangements, including tech requirements and performance monitoring
- Employment Termination Policy: Details procedures for ending employment relationships and final settlements
- Contract Employee Leave Policy: Specifies leave entitlements for contract staff under Singapore regulations
- Flexible Working Contract: Establishes terms for non-standard work hours and arrangements
- Employee Resignation And Termination Policy: Comprehensive guidelines covering both voluntary and involuntary departures
Who should typically use an Employment Policy?
- HR Managers: Draft and maintain Employment Policies, ensure compliance with MOM guidelines, and handle policy updates
- Legal Counsel: Review policies for legal compliance, advise on updates to match employment law changes, and help resolve policy-related disputes
- Department Heads: Implement policies within their teams, provide feedback on practical challenges, and ensure staff adherence
- Employees: Must understand and follow policy guidelines, including work conduct, leave procedures, and grievance processes
- Union Representatives: Review policies to ensure fair treatment and negotiate terms aligned with collective agreements
How do you write an Employment Policy?
- Company Details: Gather business registration info, industry sector, and employee count to tailor policy scope
- Work Arrangements: List all current and planned work types (office, remote, hybrid, shift work)
- Legal Requirements: Review MOM guidelines and Employment Act provisions relevant to your business size
- Existing Practices: Document current procedures for leave, benefits, and workplace conduct
- Staff Input: Collect feedback from department heads on operational needs and challenges
- Document Generation: Use our platform to create a legally-sound Employment Policy, ensuring all mandatory elements are included
What should be included in an Employment Policy?
- Policy Statement: Clear introduction stating the policy's purpose and scope within Singapore law
- Working Hours: Standard hours, overtime rules, and flexible arrangements following Employment Act guidelines
- Leave Entitlements: Annual, medical, parental, and other statutory leave provisions
- Conduct Standards: Workplace behavior expectations, dress code, and disciplinary procedures
- Grievance Procedures: Clear process for raising and addressing workplace concerns
- Data Protection: PDPA compliance measures for handling employee information
- Review Process: Policy update procedures and communication protocols
- Acknowledgment Section: Space for employee signature confirming policy receipt and understanding
What's the difference between an Employment Policy and a Corporate Policy?
While both documents govern workplace conduct, an Employment Policy differs significantly from a Corporate Policy. Let's explore their key distinctions:
- Scope and Focus: Employment Policies specifically address employee-employer relationships, work conditions, and HR matters. Corporate Policies cover broader organizational governance, including business operations, stakeholder relations, and company-wide standards
- Legal Requirements: Employment Policies must strictly align with Singapore's Employment Act and MOM regulations. Corporate Policies have more flexibility in content but must follow general corporate governance rules
- Implementation Level: Employment Policies apply directly to staff management and workplace practices. Corporate Policies set higher-level organizational direction and business principles
- Enforcement Structure: Employment Policies are enforced through HR processes and may be referenced in employment contracts. Corporate Policies are implemented through management systems and board-level oversight
Download our whitepaper on the future of AI in Legal
ұԾ’s Security Promise
Genie is the safest place to draft. Here’s how we prioritise your privacy and security.
Your documents are private:
We do not train on your data; ұԾ’s AI improves independently
All data stored on Genie is private to your organisation
Your documents are protected:
Your documents are protected by ultra-secure 256-bit encryption
Our bank-grade security infrastructure undergoes regular external audits
We are ISO27001 certified, so your data is secure
Organizational security
You retain IP ownership of your documents
You have full control over your data and who gets to see it
Innovation in privacy:
Genie partnered with the Computational Privacy Department at Imperial College London
Together, we ran a £1 million research project on privacy and anonymity in legal contracts
Want to know more?
Visit our for more details and real-time security updates.
Read our Privacy Policy.