Learn about retirement laws, re-employment, part-timers' rights, payment schemes, special employment credit, dispute avoidance, and tripartite compliance.


As the competition for talent intensifies, employers must seek alternative sources to meet their human resources demands.  Over 9 in 10 senior workers who were eligible and wished to continue working were offered re-employment in 2023.  Another option is to embrace part-time employment arrangements.  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, defined as one working fewer than 35 hours per week, falls under the purview of both the Employment Act and the Employment (Part-Time) Employees Regulations.  The Retirement Age Act underwent a transformation into the Retirement and Re-Employment Act (RRA) effective January 1, 2012.  The RRA aims to grant employers flexibility in retaining the expertise of seasoned employees, while affording these individuals the opportunity to extend their working lives, thereby contributing further to the organisations, sustaining a steady income and bolstering their retirement funds.  Notably, the retirement age has been raised to 63 but by, 2026, it will be raised to 64.  Employers are mandated to offer re-employment to eligible staff members until they reach the age of 69, also by 2026.   This advancement will bring us one step closer nearer to achieving our ultimate aim of establishing retirement and re-employment ages at 65 and 70 respectively by 2030.

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.

Course Details: 


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

• Tripartite Guidelines on Flexible Work Arrangements

• 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.

• Understand Tripartite Guidelines on Flexible Working Arrangements

• 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.

• Managers.

• Executives.

• 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.

Administrative Details:

Scheduled Dates

• 20 November 2024  (Face-to-Face)  (5th 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.


Course Fee

• S$ 566.80 w/GST (S$520.00) for Community/Corporate

• S$ 599.50 w/GST (S$550.00) for Non-Subscriber


Grants/Subsidies/SkillsFuture Credit are not applicable.


• Coffee & tea with snacks during the morning and afternoon breaks

• Lunch will be provided

Past Participants:

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) Pte Ltd, AR Capital Pte Ltd

• BCS Information Systems Pte Ltd, Blum South East Asia Pte Ltd

• CapitaLand Shared Services Pte Ltd

• Extra Excellence Manufacturing (S) Pte Ltd

• Golden Island Diesel Oil Trading Pte Ltd

• Habib Bank, Hwa Chong Institution

• ifm electronic Asia Pte Ltd

• JEOL Asia Pte Ltd

• Kumon Asia & Oceania, Kyocera Asia Pacific Pte Ltd

• Mayer Brown JSM (Singapore) Pte Ltd, Motion Picture Association-International

• Odyssey Reinsurance Company

• SEW-Eurodrive, Sembcorp Design and Construction, Schroder Investment Management (Singapore) Ltd, Singapore Children's Society, Spirax Sarco, Singapore Bible College Limited, Sato Kogyo (S) Pte Ltd

• Tanaka Electronics Singapore (Pte) Ltd

• Westbuild Construction, Wee Hur Construction Pte Ltd

• ZMC Technologies (S) Pte Ltd