Singapore: Recruitment and selection

Updating authors: Thomas Choo and Bernadette How, Clyde & Co Clasis Singapore
Original author: Ravi Chandran, National University of Singapore

See the legal services provided by the authors of International > Singapore, including any discounts/offers for subscribers.

Summary

• There is no general discrimination legislation and no statutory obligation on private-sector employers not to discriminate on any grounds in recruitment and selection. (See Discrimination)
• There are no statutory requirements in relation to advertising job vacancies except where employers wish to employ certain foreign workers. (See Advertising vacancies)
• There are no statutory requirements in relation to the selection of job applicants for employment (except some non-discrimination provisions that apply only to the public sector). (See Selection)
• A job offer made by an employer and an acceptance by the applicant can be made orally or in writing. (See Job offers)
• There are various rules regarding work carried out by children and young people. (See Young people and children)
• Subject to a few exceptions, any employer wishing to employ someone who is not a citizen or permanent resident of Singapore has to apply for a "work pass" that permits the person to work in Singapore. (See Foreign workers)
• Employers must keep a record, in respect of employees covered by the Employment Act, that includes the employee's name and address and other details regarding pay. (See Record-keeping)