Running a business in Singapore often means managing a mix of regular hours, night shifts, weekend duties, and public holiday work. While shift work keeps operations running 24/7, it also comes with strict compliance rules under the Employment Act.
Whether you run a retail store, restaurant, manufacturing plant, or office, here’s your 2025 guide to keeping things fair, legal, and efficient.
Singapore Shift Work Rules
Whether it’s rotating schedules, night shifts, or split shifts, each arrangement comes with its own set of regulations under the Employment Act. Employers must ensure that working hours, rest days, overtime pay, and public holiday entitlements are managed according to the law.
Regular Shifts – Keep it Within the Legal Limits
A standard work schedule in Singapore is capped at 44 hours per week and 8 hours per day (unless the employee works less than 5 days a week, then it can go up to 9 hours a day). You must also ensure employees get at least one rest day per week.
Pro Tip: Avoid “accidental overtime” by monitoring schedules closely, even 30 extra minutes per day can add up to compliance risks.
Night Shifts – Extra Protection for After-Dark Work
Singapore law defines night work as 11:00 PM to 7:00 AM. If employees work during these hours, the employment contract or collective agreement may entitle them to additional pay or allowances.
Safety measures are also essential, ensuring employees have adequate rest between shifts is not just best practice, it’s part of fair treatment.
Weekend Shifts – Yes, You Can, But Follow the Rules
In Singapore, Sunday is considered a rest day for most employees. If they work on their rest day, you must compensate them with:
- An extra day’s salary (if the work is requested)
- Or half-day’s salary (if the work lasts 4 hours or less)
Clearly state this in the employment contract to avoid disputes.
Public Holiday Shifts – Double Pay or Day Off in Lieu
If an employee works on a gazetted public holiday, they are entitled to:
- An extra day’s salary at basic rate, or
- A day off in lieu
There are 11 public holidays in Singapore for 2025, so planning ahead can save both costs and headaches.
Overtime – The 1.5x Rule
For eligible employees under the Employment Act (earning up to $2,600/month for non-workmen or $4,500/month for workmen), overtime pay must be at least 1.5 times the hourly basic rate.
The total overtime allowed is capped at 72 hours per month unless an exemption is granted by the Ministry of Manpower.
Why Compliance Matters More in 2025
Singapore is stepping up workplace fairness and employee well-being initiatives. This means higher scrutiny on shift arrangements, rest days, and overtime practices. Failing to comply can bring hefty fines, spark legal disputes, and damage your reputation, the issues you can avoid with proper systems in place.
Make Compliance Effortless with HRMLabs
Manually tracking shifts, overtime, and holiday work can be a nightmare and one small error can cost you in penalties or unhappy staff. HRMLabs takes the headache out of compliance with integrated attendance and scheduling linked directly to payroll.
That means:
- Automated calculation of overtime, allowances, and holiday pay
- Real-time shift tracking via mobile attendance
- Accurate, fast payroll with no double entry
No more guesswork. No more Excel headaches. Just compliance, accuracy, and peace of mind.
Final Word
Singapore’s labour laws around shifts and overtime are designed to protect workers and ensure fair compensation. By understanding and applying these rules and leveraging tech to automate compliance you can focus on growing your business while keeping your team happy and MOM-compliant.
From scheduling to payroll, let HRMLabs handle your compliance needs. Contact HRMLabs now!
