Hiring part-time employees can be a smart move for any business looking to improve efficiency and manage costs. From seasonal staffing needs to budget constraints, part-time employees can offer a range of benefits to businesses of all sizes.
However, hiring part-time employees in Singapore can be a complicated process because you have to follow employment laws like submitting CPF contributions and providing leave entitlements. Read on to find out everything you need to know about hiring part-time employees in Singapore!
According to the Ministry of Manpower, a part-time employee is a person who is under a contract of service to work less than 35 hours per week.
An employment contract is a legal agreement between an employer and a part-time employee. By including the following key details in an employment contract, a company can communicate clearly with part-time workers and avoid possible disputes:
A part-time employee’s salary should be proportionate to that of a full-time employee with similar duties and skills, and the hourly and daily pay rates can be determined using the following formula:
|Hourly basic rate of pay||(12 x Monthly basic rate of pay)/(52 x Number of hours worked in a week)|
|Daily basic rate of pay||(12 x Monthly basic rate of pay)/(52 x Number of days a part-time employee is required to work in a week)|
Hourly basic rate of pay = (12 x $1,800)/(52 x 15) = $34.62/hour
Daily basic rate of pay = (12 x $2,000)/(52 x 3) = $115.38/day
Yes, CPF contributions are payable for part-time employees who are:
Read more about your responsibilities as an employer in our CPF guide for employers!
Yes, a part-time employee will get overtime pay if he or she exceeds the normal daily working hours as stated in the employment contract. The overtime pay of part-time employees is calculated as follows:
|If Hours Worked||Overtime Pay Calculation|
|Exceed daily working hours but less than a full-time employee's normal hours||At your basic hourly rate of pay|
|Exceed a full-time employee's normal hours||At your basic hourly rate x 1.5|
Employee C is a part-time employee who works for 5 hours a day, and the daily working hours for a full-time employee are 8 hours. The basic hourly rate of pay for Employee C is $10 per hour.
Overtime pay = 3 hours x $10 per hour = $30
Total overtime pay = 3 hours x $10 per hour + 1 hour x $15 per hour = $45
Yes, part-time employees are entitled to public holiday pay, and here is how it is prorated:
(No. of working hours per year of a part-time employee / No. of working hours per year of a similar full-time employee) x No. of days of public holiday of a similar full-time employee with equal length of service x No. of working hours in a day of a similar full-time employee
A part-time employee D works 20 hours per week, which adds up to 1,040 hours per year (assuming he works all 52 weeks). A full-time employee in the same role works 40 hours per week, which adds up to 2,080 hours per year.
Assume both the part-time and full-time employees have the same length of service. The full-time employee is entitled to 11 public holidays per year, and each of her workdays consists of 8 hours.
The calculation would be as follows: (1,040/2,080) * 11 * 8 = 44 hours
Employee D would therefore be entitled to 44 hours of public holiday pay per year.
Bonuses and other variable payments are not required unless they are written into the employment contract.
Even though they are not mandatory, employee bonuses are a great way to say thanks to your staff for their hard work. Read more about the most common types of bonuses in our “Bonus Guide for Employers in Singapore”!
Part-time employees are covered by the Employment Act and are therefore entitled to annual leave as long as they have completed at least 3 months of service. The amount of annual leave they get will be based on how many hours they work compared to a full-time employee of the same job.
Check out our guide on “Annual leave in Singapore - What every employer must know” to learn more.
Likewise as annual leave entitlement, part-time employees are also entitled to paid sick leave as long as they have worked for at least 3 months. They should also fulfil the following requirements:
It is also mandatory for employers to provide reimbursement for medical consultation fees when an employee takes a sick leave.
Check out our guide on “Sick & hospitalisation leave in Singapore - What every employer must know” to get the latest updates on sick and hospitalisation leave regulations.
While Excel or Google Sheets can be used to manage your part-time employees’ pay or leave days, there are some drawbacks to doing so:
If you're looking for a way to manage your part-time employees with ease, Payboy HR software may be just what you need. With our fully compliant, customisable, and integrated system, you can easily manage your part-timers every time, everywhere, without any hassle. Our Leave Management module lets you manage leaves digitally, syncs seamlessly with Shift Scheduling to keep track of your part-time employees’ availability, and automatically calculates their encashed or unpaid leave in the Payroll Processing module!
As a PSG-approved HRMS, Payboy provides a robust system to help you manage your HR tasks so that you can focus on your business and people!
With our wide range of modules, you can customise a solution to meet the specific needs of your business:
Payroll Processing | Leave Management | Claims Management | Applicant Tracking
Time Attendance | Shift Scheduling | Appraisal System | Inventory ManagementProject Costing | Training Management | Benefits