Workforce Singapore has launched the SGUnited Jobs Virtual Career Fair (VCF) on MyCareersFuture.sg on 27 March 2020. The VCF is focused on short-term temporary jobs that are immediately available.
We also encourage employers who have immediate manpower needs to post their job vacancies on MyCareersFuture.sg.
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 do not 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 firms manage their manpower needs in view of the current COVID-19 situation, MOM has introduced a temporary scheme to allow firms in all sectors to hire existing work permit holders (who are in Singapore) within their respective sectors or from other sectors.
- For transfers of workers earlier than 40 days before work permit expiry (including inter-sectoral transfers), firms can approach SBF at manpowerconnect@sbf.org.sg or visit SBF’s website for more information.
- For transfers of workers from 40 days before work permit expiry (including inter-sectoral transfers), firms can submit their request online.
This temporary scheme will be in place till 31 August 2020. Hiring firms are required to meet prevailing criteria under their respective sectors.
For S Pass and Employment Pass holders, hiring companies can submit the work pass applications directly to MOM using EP Online. Please remember to use the Self-Assessment Tool (SAT) to check on the foreign employee’s eligibility before you submit the application.
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.