The employment law team at Farallon Law has extensive experience with providing legal expertise to companies and individuals regarding employment law matters in Singapore. If you’re looking for comprehensive customised legal representation, contact our firm about your employment law matter today.
The Employment Act of Singapore (Chapter 91) forms the cornerstone of employment regulations here, setting out the fundamental rights and obligations for both employers and employees. It establishes the terms and conditions for employees covered under the Act, although the relationship between the employer and employee is largely governed by the contract of employment agreed between them. While contracting parties are generally free to contract as they choose, the terms of the employment contract must not be less favourable than what is prescribed in the Employment Act.
Notable increases in employee entitlements in recent years include enhanced maternity, paternity, adoption, and shared parental leave, aimed at attracting foreign talent and retaining the local workforce.
Based in Singapore, Farallon Law understands the local employment laws and regulations thoroughly, ensuring you get the representation you deserve. Our lawyers are recognised for their tactical approach, steadfast commitment, and their ability to deliver results in complex employment-related disputes. Whether you’re an employee seeking justice or an employer needing assistance with compliance, our Singapore-based employment lawyers provide tailored legal solutions to protect your rights and interests in the workplace.
Secure your workplace rights with our experienced employment lawyers in Singapore. Specialising in all facets of employment law, our legal team offers comprehensive services covering contract review, dispute resolution, wrongful termination, and workplace discrimination, among others.
Navigating Singapore’s evolving employment landscape is challenging for both corporates and individuals. Our team of Employment Lawyers acts for both corporates and C-suite executives and has extensive commercial experience in advising on the full spectrum of employment law related matters.
We recognise the need to balance between legal complexities and practical solutions. Our employment team is committed to providing quality, commercially wise counsel in a wide range of issues including the drafting of corporate employment policies, employee compensation and benefits such as Employee Share Option Schemes (ESOS) and Employee Stock Ownership Plans (ESOP), management of restructuring, mergers and acquisitions and redundancy situations, data privacy, and corporate governance.
Our C-suite clients trust us in representing them in employment disputes such as wrongful dismissal and termination. We also support them in non-contentious matters such as negotiating their contracts and advising them on their rights and obligations relating to restrictive covenants including non-compete/non-solicitation and restraint of trade clauses.
We know that employment law is never confined to itself. Our firm will be able to advise you on your rights and what steps to take in your exact situation.
Speak to a qualified employment lawyer in Singapore regarding your matter today.
As the leading law firm in Singapore, we represent the following:
Singapore (2002) | England and Wales (2006) | New York (2009) | Hong Kong (2009)
Nicolas is an Arbitrator at the Hong Kong International Arbitration Centre (HKIAC), Thailand Arbitration Centre (THAC) and Singapore International Arbitration Centre (SIAC). In the mediation arena, he is a Specialist Mediator at the Singapore International Mediation Centre (SIMC), an Accredited Mediator at the Singapore International Mediation Institute (SIMI), an Accredited Mediator at the Singapore Mediation Centre (SMC) and a Mediation Advocate at the International Mediation Institute (IMI) in Netherlands.
Nicolas received his pupillage training from Davinder Singh SC in 2001. He commenced practice in 2002 in the Litigation and Dispute Resolution team of Drew & Napier and has since practiced at international law firms Allen & Overy (Singapore office), Sidley Austin (Hong Kong office) and Baker McKenzie (Singapore and Indonesia offices).
His main areas of practice are civil litigation, arbitration, mediation, employment law, criminal law, defamation, mergers and acquisitions and corporate and compliance.
He also has experience as in-house counsel in supply chain management, employee disputes, subcontractor issues and compliance work arising from serving at US MNC Flex where he was responsible for contractual, compliance and litigation matters at all Singapore, Indonesian and Malaysian sites.
Throughout his career, he has advised on multi-jurisdictional disputes and corporate transactions involving clients and adverse parties from Australia, Bahrain, Bali, Bangladesh, Beijing, Bermuda, British Virgin Islands, Canada, Cayman Islands, China, Czech Republic, Dubai, Finland, France, Germany, Ghana, Guangzhou, Hong Kong SAR, India, Indonesia, Israel, Italy, Jakarta, Japan, Kuwait, Laos, Las Vegas, Lebanon, London, Luxembourg, Malaysia, Myanmar, Netherlands, New Zealand, Papua New Guinea, Philippines, Puerto Rico, Russia, Saudi Arabia, Scotland, Shanghai, Shenzhen, Silicon Valley, Singapore, Sri Lanka, South Africa, South Korea, Surabaya, Taiwan ROC, Thailand, Timor Leste, Tokyo, United Arab Emirates, United Kingdom, USA and Vietnam.
The Employment Act is Singapore’s main labour law, covering local and foreign employees under a contract of service. However, it excludes seafarers, domestic workers, statutory board employees, and civil servants.
The FCF mandates that employers consider Singaporeans fairly for job opportunities. Companies must advertise job vacancies on the MyCareersFuture portal for at least 14 days before considering foreign candidates for Employment Passes.
Termination must adhere to the terms specified in the employment contract and comply with the Employment Act’s provisions on notice periods and justifiable reasons to avoid claims of unfair dismissal.
Under the PDPA, employers must obtain consent before collecting, using, or disclosing personal data, ensure data accuracy, protect data from unauthorised access, and allow employees to access their data upon request.
Yes, companies should provide early notice, consider alternative employment options, offer fair retrenchment benefits, and notify the Ministry of Manpower if the retrenchment involves a significant number of employees.
Non-compete clauses must be reasonable in scope, duration, and geographical area to be enforceable. They should protect legitimate business interests without unduly restricting an employee’s future employment opportunities.
Reach out to us, and our team of labour lawyers will try our best to assist you in any way we can.
Farallon Law Corporation
21 Collyer Quay #01-01
Singapore 049320
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