Understand the importance of clearly outlining key terms and conditions of employment in writing, and in a language that employees can easily understand
Should Key employment terms and conditions be in understandable writing and in their own language?
Hello! Thank you for reaching out to us at HRAI.
You are correct that it is important for key employment terms and conditions to be in writing and easily understood by employees.
In Singapore, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) encourages employers to provide written employment contracts to their employees. These contracts should clearly outline the terms and conditions of employment, including job responsibilities, compensation, benefits, and work hours.
Additionally, employers are encouraged to provide these contracts in the employee’s preferred language. This helps ensure that employees fully understand their rights and responsibilities under their employment contract.
What is the preferred language?
The preferred language for the employment contract is the language that the employee is most comfortable with and can understand clearly. In Singapore, English is the main working language, but there are also three other official languages – Mandarin, Malay, and Tamil.
Employers should make an effort to communicate with their employees in their preferred language, especially if they are more comfortable in a language other than English. This will help to ensure that employees fully understand their employment terms and conditions and minimize miscommunications.
If you are unsure about an employee’s preferred language, it’s always a good idea to ask them directly. By doing so, you can provide them with clear and concise information in a language that they are comfortable with.
Key Employment Terms and What HR Professionals in Singapore Need to Do
HR professionals in Singapore play a crucial role in managing the workforce and ensuring that employees are treated fairly. One of the essential aspects of HR is the management of key employment terms, which are the basic agreements between an employer and employee. These terms govern the relationship between the two parties and set expectations for both sides. Understanding these terms is crucial for HR professionals in Singapore to avoid legal issues and maintain a happy and productive workforce.
The Key Employment Terms (KETs) that should be included in an employment contract in Singapore are as follows:
Job title and job scope: A clear and concise description of the employee’s role, responsibilities, and duties.
Remuneration package: Details on the employee’s salary, bonuses, and any other benefits, such as medical insurance, dental coverage, and pension plans.
Working hours: The number of working hours per day, week, or month, including overtime hours, if applicable.
Leave entitlements: The number of annual leave days, sick leave days, and other types of leave that the employee is entitled to, as per the Employment Act or other relevant laws.
Notice period: The length of notice that an employer or employee must give in case of termination of employment.
Probation period: The length of time for the probationary period and the terms and conditions during this period.
Confidentiality and non-disclosure: Any confidential or proprietary information that the employee must protect and not disclose to others.
Termination and severance pay: The terms and conditions surrounding the termination of employment, including any severance pay that the employee is entitled to.
Intellectual property: Any intellectual property rights that the employee must protect and not infringe upon.
Code of conduct: The expectations and standards of behavior that the employee must adhere to while working for the company.
It is essential for HR professionals in Singapore to ensure that the KETs are clearly communicated to employees and comply with the relevant laws and regulations.
