During this workshop participants will obtain a practical view of the recent laws on Retirement, Re-employment and employment of Part-Timers
The competition for talent is going to get more challenging and employers need to explore alternative sources to the talent pool in order to fulfill its human resources needs. One alternative is to offer employment to the "silver hair" generation and another is to employ part-time employees. In order to implement this plan, there is a need to be familiar with the legal requirements namely the Retirement and Re-Employment Act and the Employment (Part-Time Employees) Regulations.
A part-time employee is an employee who works less than 35 hours a week and is covered under the Employment Act as well as the Employment (Part-Time Employees) Regulations. The Retirement Age Act was amended to The Retirement and Re-Employment Act (RRA) effective 1 January 2012. The objective is to provide employers with the flexibility to continue to tap on the contribution of their experienced older employees. It is also to provide employees with the opportunity to work longer so that they can continue to contribute to their organization, earn a regular income and build up their retirement account. The retirement age has been increased from 62 to 63, and employers are now required to offer re-employment to eligible employees who turn 63, up to the age of 68 (w.e.f. 1 July 2022)
This one-day workshop provides participants with good knowledge of the legal requirements for retirement, re-employment of eligible employees, regulations on engaging part-timers and their entitlements, employee assistance payment schemes, special employment credit, avoidance of re-employment disputes and also compliance with tripartite guidelines.
(Face-to-face training at our hotel venues which are certified SG Clean)
Retirement and Re-Employment Act
• Background and Objectives of the RR Act: Challenge and Opportunity of an aging population
• Illegal dismissal of employees on the grounds of age
• Preparation of employees for re-employment
• Assessing an employee’s eligibility for re-employment
• A reasonable re-employment offer: Re-employment Terms and Contracts
• Dealing with employees who are not eligible for re-employment
• Why, When and How to pay the Employee Assistance Payment (EAP)
• Key thrusts to the Tripartite Committee's recommendations
• Compliance with the Tripartite Guidelines on the Re-employment of Older Employees
• Introducing Special Employment Credit (SEC): Supporting the hiring of older workers
• Avoidance of re-employment disputes
• Procedures and avenues of handling re-employment disputes
Employment (Part-Time Employees) Regulations
• Who are considered as part-time employees?
• Specification in part-time employee's contract of service
• What is the difference between Basic & Gross rate of pay?
• What are the entitlements of part-time employees?
• Calculation for Rest Day, Overtime, Public Holidays, Leave etc
• How to attract and retain part-time employees?
• Flexible work arrangements
• Handling termination issues pertaining to part-time employment
• Penalty for non-compliance
I. Retirement and Re-Employment Act
• Understand the background of RR Act.
• Identify the objectives of RR Act.
• Establish the invalid terms of Contract of Service.
• Establish the eligibility criteria for re-employment.
• Handle ineligible employee for re-employment.
• Determine the period of service under previous employment contract.
• Establish Employee Assistance Payment (EAP).
• Comply with the various recommendations under the Tripartite Guidelines.
• Define the Special Employment Credit.
• Avoid re-employment dispute.
• Establish the procedures for seeking dispute resolution.
II. Employment (Part-Time Employees) Regulations
• Define part-time employee.
• Identify items to be specified in the Contract of Service.
• Distinguish the difference between Basic Pay and Gross Pay.
• Establish entitlement to Rest Day, Over-Time, Public Holidays, Sick Leave, CPF, Annual Leave, Maternity Leave etc.
• Attract and retain part-time employee.
Who should attend
• HR & Non HR Directors.
• Assistants who deal with or will be handling people matters.
Elsie Low is a HR Practitioner with over 25 years of experience. She has specific experience and strength in talent acquisition, human resource development, compensation and benefits development, payroll administration and management, talent management, employee communication and relations. She is a visionary and performance focused professional. Coupled with that, she has excellent business acumen with strong work ethics.
Elsie has worked in various multi-national and local SMEs and in different sectors such as manufacturing, electronics, construction, engineering and oil & gas. Her span of responsibility and experience are spent in various regional and leadership roles across different regions in ASEAN, Australia, China and Middle East.
Elsie graduated with a Bachelor Degree in Human Resource and a MBA in Finance. She also possesses the Certificate in Workplace Basics from Fairwork Commission Australia and an Advanced Certificate of Training and Assessment (ACTA).
She is currently one of the trainers for HRSINGAPORE's HR Certification Courses.
• 21 December 2022 (3rd Run)
Duration / Venue
• One day
• 9 am to 5:30 pm
• Hotel seminar room
A Certificate of Attendance will be awarded at the end of the course.
• S$ 650 for Community
• S$ 680 for Non-Subscribers
• Coffee & tea with snacks during the morning and afternoon breaks
• Lunch will be provided
Past Participants' Comments
• "Really have a great set-up and the place is cozy and convenient."
• "The whole course was useful." - Geraldine Tan, Spirax Sarco Pte Ltd
• "Both topics were useful and relevant for work!"
• "Re-Employment Act was useful for my understanding!"
• "The Re-Employment details and requirements area allow me to allow to work and understand more on what should I do to ensure fairness in my company."
Past Participant Organisations
• Aeroflex (Singapore).
• BCS Information Systems, Blum South East Asia.
• Extra Excellence Manufacturing (S).
• Habib Bank.
• Kumon Asia & Oceania.
• Mayer Brown JSM (Singapore).
• SEW-Eurodrive, Sembcorp Design and Construction, Schroder Investment Management (Singapore), Singapore Children's Society, Spirax Sarco.
• Westbuild Construction.
• ZMC Technologies (S).