FAQs on second job arrangements

Your employees can find support at:

• WSG’s Careers Connect and NTUC’s Employment and Employability Institute Career Centres for employment facilitation services such as job matching and career coaching.
• Visit MyCareersFuture to search for available job opportunities or find out more about WSG’s programmes and career advisory and matching services.
• Call WSG’s hotline at 6883 5885.

No.

The first employer is only required to provide sick leave and medical benefits for days when the employee is scheduled to work for them.

The second employer is responsible for workplace injury compensation as the employee was injured during the course of employment for the second employer.

Yes.

However, both employers would only be required to provide a pro-rated day of paid sick leave, assuming that the employee has worked for more than 3 months for both employers.

If you don’t intend to continue employing your foreign employees, you can transfer them to other companies that are facing manpower shortages.

For Work Permit holders, to help companies manage their manpower needs in view of the current COVID-19 situation, you can use the temporary scheme to allow companies in all sectors to hire existing work permit holders (who are in Singapore) within their respective sectors or from other sectors.

This temporary scheme will be available until 28 February 2021. Hiring firms are required to meet prevailing criteria under their respective sectors.

For S Pass and EP holders, hiring companies can submit the work pass applications using EP Online. You should use the EP / S Pass Self-Assessment Tool to check on the foreign employee’s eligibility before you apply.

No, foreign employees are not permitted to work as freelancers.

No.

However, you should communicate the intentions of retrenchment to your employees early, and pay all wages due including payment in lieu of notice and retrenchment benefit by the last day of work.

No, unless the employment contract prohibits moonlighting or there is a conflict of interest.

Employers should be considerate and supportive towards employees’ circumstances during this period. Employers are encouraged to waive contractual prohibitions against taking on a second job and help employees resolve conflicts of interest where possible given that they initiated the reduced work hours and reduced salaries to save costs.

You should discuss with your employees on the training commitments that may fall on days that he/she is not working for you, and work out a mutually agreeable arrangement.

Employers should be flexible and supportive when employees take on a second job to supplement their income.