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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.

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.

• 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

• 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

• 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

• 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

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