Part-Time Employment Contract (Singapore)
PART-TIME EMPLOYMENT CONTRACT
Employer: [Employer Name] (UEN: [Employer UEN]), of [Employer Address] ("Employer");
Employee: [Employee Name] (NRIC/FIN: [Employee NRIC]), of [Employee Address] ("Employee").
Start Date: [Start Date]
1. APPOINTMENT
1.1 The Employer employs the Employee as [Job Title] on a part-time basis commencing [Start Date].
1.2 This is a part-time employment contract under the Employment Act (Cap. 91) Part II. The Employee works fewer than 35 hours per week.
1.3 Work schedule: [Work Schedule], totalling [Weekly Hours] hours per week at [Work Location].
2. PAY AND BENEFITS
2.1 Hourly rate: [Hourly Rate], payable [Payment Frequency] in arrears.
2.2 CPF contributions: [CPF]. Where applicable, CPF contributions are deducted from the Employee's salary and the Employer's contribution is paid to the CPF Board in accordance with the Central Provident Fund Act (Cap. 36).
2.3 Annual leave: [Annual Leave], pro-rated based on contracted weekly hours relative to a full-time 44-hour week under the Employment Act.
2.4 Sick leave, public holidays, and other statutory entitlements are pro-rated in proportion to contracted hours under the Employment (Part-Time Employees) Regulations.
2.5 The Employer shall provide itemised payslips on each payment date in accordance with section 96A of the Employment Act.
3. EMPLOYEE OBLIGATIONS
3.1 The Employee shall: (a) devote their contracted hours to the Employer's business; (b) comply with the Employer's policies and procedures; (c) maintain confidentiality of the Employer's business information.
4. TERMINATION
4.1 Either party may terminate this contract by giving [Notice Period] notice in accordance with the Employment Act (Cap. 91) section 10.
4.2 On termination, the Employer shall pay all outstanding salary and pro-rated leave encashment within 3 working days.
5. GENERAL
5.1 This contract is governed by the Employment Act (Cap. 91) and the laws of Singapore.
5.2 This contract constitutes the entire agreement between the parties in relation to this part-time employment.
Employer (Authorised Signatory)
________________
Signature
Employee
________________
Signature
What Is a Part-Time Employment Contract (Singapore)?
A Part-Time Employment Contract in Singapore sets out the duties, pay, hours, leave, and termination terms agreed between employer and employee.
Singapore's regulatory framework for part-time employment sits within the broader Employment Act 1968 (Cap. 91), which — since the amendments effective 1 April 2019 — covers all employees in Singapore except seafarers, domestic workers, and public officers. The Ministry of Manpower (MOM) administers the Employment Act and has published Frequently Asked Questions and advisory guidelines on part-time employment that employers must consult when drafting part-time contracts. The Employment (Key Employment Terms) Regulations 2016 require employers to provide written Key Employment Terms (KETs) to all employees — including part-time employees — within 14 days of the employment start date for contracts of at least 14 days' duration.
Part-time employees who are not managers or executives and earn a basic monthly salary at or below S$2,600 (the threshold current from 1 September 2022) are covered by Part IV of the Employment Act, which governs rest days, hours of work, and overtime. For part-time employees under Part IV, overtime is payable at 1.5 times the basic hourly rate for work exceeding the normal daily hours stated in the contract, up to a maximum of 72 overtime hours per month. Part-time employees earning above the Part IV threshold or who are managers or executives are not covered by Part IV but remain covered by the main Employment Act provisions on salary, notice, and leave.
The Central Provident Fund Act (Cap. 36) applies equally to part-time employees who are Singapore citizens or permanent residents. Employers must make CPF contributions at the prescribed rates on the part-time employee's actual wages — there is no pro-ration of CPF contribution rates for part-time work. CPF contributions are payable for any month in which the employee earns more than S$50, regardless of the number of hours worked. The CPF Board has published guidance confirming that part-time employees earning above S$50 per month are fully covered by the CPF contribution framework.
Part-time employment is increasingly prevalent in Singapore's labour market, with the Ministry of Manpower's annual Labour Force Survey reporting that part-time employees constitute approximately 11% of the resident employed workforce. The National Trades Union Congress (NTUC), the Singapore National Employers Federation (SNEF), and MOM have jointly issued Tripartite Guidelines on the Employment of Part-Time Employees, recommending fair treatment and proportionate benefits for part-time workers.
The Skills Development Levy (SDL) payable by employers to SkillsFuture Singapore applies to part-time employees at the same rate as full-time employees — 0.25% of the employee's monthly remuneration, subject to a minimum of S$2 and maximum of S$11.25 per employee per month. Employers cannot exempt part-time employees from SDL contributions. The Workplace Safety and Health Act 2006 (Cap. 354A) also applies equally to part-time employees, and employers must maintain safe working conditions and report workplace injuries under the Work Injury Compensation Act 2019 regardless of whether the employee works full-time or part-time hours.
When Do You Need a Part-Time Employment Contract (Singapore)?
A Part-Time Employment Contract is needed whenever a Singapore employer engages an employee to work fewer than 35 hours per week and requires documented terms compliant with the Employment Act 1968 (Cap. 91), the Employment (Part-Time Employees) Regulations 1996, and the Employment (Key Employment Terms) Regulations 2016.
Retail and food & beverage (F&B) businesses hiring part-time staff need a Part-Time Employment Contract for employees working scheduled shifts that total fewer than 35 hours per week. Singapore's retail and F&B sectors are among the largest employers of part-time workers, and MOM enforcement officers conducting workplace inspections routinely check for written employment contracts and KETs compliance. An Employment Offer Letter alone does not satisfy the KETs obligation — a full employment contract covering all mandatory terms is required.
Employers hiring students on internship or vacation employment need a Part-Time Employment Contract where the student works fewer than 35 hours per week and receives wages. Students employed on a contract of service (as opposed to a contract for service or an educational placement) are covered by the Employment Act, and the Part-Time Regulations apply if the weekly hours are below 35. MOM's guidelines distinguish between industrial attachment (not covered by the Employment Act) and vacation employment (fully covered), and employers should classify the engagement correctly.
Employers offering reduced working hours to employees returning from maternity or childcare leave need a Part-Time Employment Contract to document the revised hours and pro-rated entitlements. The Tripartite Guidelines on Flexible Work Arrangements, endorsed by MOM, NTUC, and SNEF, recommend that employers seriously consider requests for reduced working hours from employees with caregiving responsibilities. A formal contract variation or a new Part-Time Employment Contract documents the changed terms and protects both parties.
Employers hiring semi-retired workers under the Retirement and Re-employment Act (Cap. 274A) on a part-time basis need a Part-Time Employment Contract for employees who choose to work reduced hours after reaching the statutory retirement age of 63 (increased to 63 on 1 July 2022). The Retirement and Re-employment Act requires employers to offer re-employment to eligible employees up to age 68, and offering part-time re-employment is one of the permitted arrangements. A related Employment Contract or Fixed-Term Employment Contract may be appropriate depending on the engagement structure.
What to Include in Your Part-Time Employment Contract (Singapore)
A Singapore Part-Time Employment Contract compliant with the Employment Act 1968 (Cap. 91), the Employment (Part-Time Employees) Regulations 1996, the Employment (Key Employment Terms) Regulations 2016, and the CPF Act (Cap. 36) must include the following mandatory and recommended elements. The forms-legal.com Part-Time Employment Contract template covers all KETs-mandated fields plus additional protective provisions specific to part-time employment in Singapore.
Party identification requires the employer's full registered name and Unique Entity Number (UEN) as registered with ACRA, the employer's registered address, and the employee's full name, NRIC number (for Singapore citizens and permanent residents) or FIN number and work pass type (for foreign employees). For employers with multiple business locations, the principal place of work must be specified.
Job title and duties must state the employee's job title, a description of main duties and responsibilities, and the principal place of work. Part-time employees performing work at multiple locations (common in retail chains, cleaning services, and healthcare support) should have each work location listed.
Working hours must specify the days and hours of work per week, the maximum weekly hours (which must be fewer than 35 to qualify as part-time under the Part-Time Regulations), and the shift pattern if applicable. The contract should state whether the working hours are fixed (e.g., Monday to Wednesday, 9am to 5pm) or variable (requiring the employer to provide a work schedule in advance). For Part IV employees, daily and weekly hour limits and overtime thresholds must be clear.
Remuneration must specify the basic hourly or monthly rate in SGD, the payment frequency (typically monthly, but bi-weekly payment is common for part-time roles), and the overtime rate (1.5x the basic hourly rate for Part IV employees). The Part-Time Regulations calculate the basic hourly rate as: monthly basic salary divided by (52 weeks × agreed weekly hours ÷ 12 months). Any fixed allowances and deductions must also be stated.
Pro-rated leave entitlements must be calculated under Regulation 4 of the Part-Time Regulations. Annual leave is calculated as: (contracted hours per week ÷ full-time equivalent hours) × full-time annual leave entitlement. Paid sick leave (Regulation 5) follows the same pro-ration formula, with 5-14 days outpatient sick leave and up to 60 days hospitalisation leave pro-rated based on the ratio of part-time to full-time hours. Public holiday entitlement (Regulation 6) is pro-rated: a part-time employee working 3 days per week is entitled to holiday pay for public holidays that fall on their working days, and pro-rated pay for public holidays falling on non-working days.
CPF contributions clause must confirm that the employer will contribute CPF at the rates prescribed by the CPF Board for the employee's age and residency status, calculated on actual monthly wages. Part-time employees earning more than S$50 per month are fully covered by the CPF Act regardless of hours worked.
Notice period and termination provisions must comply with the Employment Act minimums: 1 day's notice for employment under 26 weeks, 1 week for 26 weeks to 2 years, 2 weeks for 2-5 years, and 4 weeks for 5 years or more. The contract should state whether salary in lieu of notice may be paid. Termination for misconduct must follow the inquiry procedure under Section 14 of the Employment Act. A related Employment Offer Letter may precede the Part-Time Employment Contract, and a Termination Letter documents the end of the employment relationship.
Confidentiality and intellectual property provisions should address the part-time employee's obligations to protect the employer's trade secrets and proprietary information and assign intellectual property created during employment to the employer under Section 49 of the Patents Act (Cap. 221) and the Copyright Act 2021.
Cite this page
Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Part-Time Employment Contract (Singapore) (Singapore) [Legal document template]. Forms Legal. https://forms-legal.com/singapore/employment/contracts/part-time-employment-contract-singapore
"Part-Time Employment Contract (Singapore) (Singapore)." Forms Legal, 2026, https://forms-legal.com/singapore/employment/contracts/part-time-employment-contract-singapore.
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author = {{Forms Legal}},
title = {Part-Time Employment Contract (Singapore) (Singapore)},
year = {2026},
howpublished = {\url{https://forms-legal.com/singapore/employment/contracts/part-time-employment-contract-singapore}},
note = {Free legal document template. Based on Employment Act 1968 (Cap. 91)}
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Frequently Asked Questions
Under the Employment (Part-Time Employees) Regulations 1996 — subsidiary legislation made under Section 139 of the Employment Act 1968 (Cap. 91) — a part-time employee is defined as an employee who is required under their contract of service to work less than 35 hours a week. This 35-hour threshold is the sole criterion: the number of days worked per week, the distribution of hours across days, and whether the employee works fixed or variable shifts are irrelevant to the classification.
The Part-Time Regulations apply to all employees covered by the Employment Act who meet the 35-hour threshold. Since 1 April 2019, the Employment Act covers virtually all employees in Singapore — including managers and executives at all salary levels — except seafarers, domestic workers, and public officers. A part-time manager earning S$8,000 per month is covered by the Part-Time Regulations just as a part-time retail assistant earning S$1,200 per month.
Employees who are contracted to work 35 hours or more per week are classified as full-time employees, even if they occasionally work fewer hours in a particular week due to business conditions or personal circumstances. The classification depends on the contracted hours, not the actual hours worked in any given week. Employers must confirm the employment contract clearly states the agreed weekly hours to avoid classification disputes with the Ministry of Manpower.
Annual leave for part-time employees in Singapore is calculated on a pro-rated basis under Regulation 4 of the Employment (Part-Time Employees) Regulations 1996. The formula is: part-time annual leave entitlement = (contracted weekly hours ÷ full-time equivalent weekly hours) × full-time annual leave entitlement under the Employment Act.
Under Section 43 of the Employment Act 1968 (Cap. 91), full-time employees who have completed at least three months of service are entitled to a minimum of 7 days of paid annual leave for the first year of service, increasing by 1 day for each additional year of service up to a maximum of 14 days. The full-time equivalent weekly hours for the pro-ration calculation are typically 44 hours per week (the maximum ordinary working hours under Section 38 of the Employment Act for Part IV employees).
For example, a part-time employee contracted to work 20 hours per week in their first year of service would receive: (20 ÷ 44) × 7 days = 3.18 days, rounded to the nearest half day = 3 days of paid annual leave. Each day of annual leave is paid at the employee's basic hourly rate multiplied by the employee's contracted daily hours.
Employers offering more generous annual leave than the statutory minimum must pro-rate the enhanced entitlement using the same formula. The Ministry of Manpower recommends that employers clearly state both the pro-rated annual leave entitlement and the calculation formula in the employment contract to avoid disputes.
Yes, part-time employees who are Singapore citizens or permanent residents are fully entitled to CPF contributions under the Central Provident Fund Act (Cap. 36), with no pro-ration or reduction of CPF contribution rates based on part-time status. CPF contributions are payable on the employee's actual monthly wages, provided the employee earns more than S$50 in the calendar month.
The employer contribution rate for employees below 55 years of age is 17% of the employee's ordinary wages (up to the ordinary wage ceiling of S$6,800 per month as of 2024), and the employee contribution rate is 20%. For older employees, graduated lower rates apply. These are the same rates as for full-time employees — the CPF Act does not distinguish between full-time and part-time employment.
The CPF Board has confirmed that employers must make CPF contributions for part-time employees regardless of the number of hours worked per week or month. The only exception is employees earning S$50 or less per month, for whom CPF contributions are not mandatory (though the employer may make voluntary contributions).
Part-time employees in Singapore may be entitled to overtime pay, depending on their salary level and whether they are classified as managers or executives.
Under Part IV of the Employment Act 1968 (Cap. 91), employees who are not managers or executives and earn a basic monthly salary of S$2,600 or below are entitled to overtime pay at 1.5 times the basic hourly rate for any hours worked beyond the normal daily hours specified in their employment contract. The maximum permissible overtime is 72 hours per month.
For part-time employees covered by the Employment (Part-Time Employees) Regulations 1996, overtime is calculated based on the normal daily working hours stated in the contract. If a part-time employee is contracted to work 5 hours per day and works 7 hours, the 2 additional hours are overtime payable at 1.5 times the basic hourly rate. Hours worked beyond 8 hours in a day are also overtime under the Employment Act for Part IV employees.
Part-time employees who are managers or executives, or who earn above the S$2,600 Part IV threshold, are not entitled to statutory overtime pay. Their overtime arrangements are governed solely by the terms of their employment contract. The Ministry of Manpower encourages employers to specify overtime arrangements clearly in the employment contract for all part-time employees, regardless of whether Part IV applies.
Part-time employees in Singapore are covered by the Work Injury Compensation Act 2019 (WICA), which replaced the former Workmen's Compensation Act. WICA applies to all employees — full-time and part-time — who suffer injuries arising out of and in the course of employment, regardless of salary level, nationality, or the number of hours worked per week.
Under WICA, an injured part-time employee is entitled to claim: medical leave wages (calculated based on the employee's average monthly earnings over the 12 months preceding the injury, or the actual period of employment if less than 12 months); medical expenses (up to the statutory cap, currently S$45,000 for non-work-accident injuries and no cap for injuries arising from work accidents); and lump sum compensation for permanent incapacity or death (up to S$97,000 for permanent total incapacity and S$231,000 for death, as of the current prescribed amounts).
Employers are required under Section 23 of WICA to maintain work injury compensation insurance for all employees earning S$2,600 or less per month (including part-time employees), and for all manual employees regardless of salary. Failure to maintain the required insurance is a criminal offence under Section 28 of WICA, carrying a fine of up to S$10,000 or imprisonment of up to 12 months or both.
Yes, part-time employees in Singapore are entitled to paid public holidays, but the entitlement is pro-rated under Regulation 6 of the Employment (Part-Time Employees) Regulations 1996. Singapore has 11 gazetted public holidays per year under the Holidays Act (Cap. 126): New Year's Day, Chinese New Year (2 days), Good Friday, Labour Day, Hari Raya Puasa, Vesak Day, Hari Raya Haji, National Day, Deepavali, and Christmas Day.
For part-time employees who work on fixed days each week, the pro-ration is simple: the employee receives full holiday pay for public holidays that fall on their scheduled working days, and no pay for public holidays falling on their non-working days. For example, a part-time employee who works Mondays, Wednesdays, and Fridays receives full holiday pay for National Day if it falls on a Monday, but no holiday pay if it falls on a Tuesday.
For part-time employees who work variable days (rotating shifts or flexible schedules), the pro-rated entitlement is calculated as: (contracted weekly hours ÷ full-time equivalent weekly hours) × 11 public holidays. This gives a decimal number of paid public holidays, rounded to the nearest half day. The employee receives payment for the pro-rated number of holidays regardless of whether the actual public holidays fall on working or non-working days.
This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer
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