MOM Working Hours Compliance Checker
Check compliance with Singapore Ministry of Manpower (MOM) working hours regulations for employees covered under Part 4 of the Employment Act
About MOM Working Hours Compliance
This compliance checker helps employers and employees in Singapore verify adherence to working hours regulations under Part 4 of the Employment Act, as enforced by the Ministry of Manpower (MOM).
The Employment Act sets clear limits on working hours, overtime, break times, and rest days to protect employee welfare. Understanding these regulations is crucial for both employers (to avoid penalties) and employees (to know their rights).
Important: Part 4 of the Employment Act covers non-managers and non-executives. Managers and executives have terms according to their employment contracts.
This tool uses the latest MOM guidelines as of 2024. For definitive legal advice, consult MOM directly or seek legal counsel.
How to Use This Checker
- Select Work Arrangement: Choose from common arrangements (5 days or less, more than 5 days) or special arrangements (alternate week, 12-hour shifts).
- Enter Working Hours: Input your daily hours, weekly hours, and any overtime hours accumulated this month.
- Break Information: Enter how many consecutive hours you work without a break and the duration of meal breaks.
- Rest Day Tracking: Indicate how many days have passed since your last rest day.
- Check Compliance: Click the button to see a comprehensive compliance report with specific recommendations.
Tip: Run this check weekly to proactively identify potential compliance issues before they become violations.
Key Terms & Regulations
Normal Hours of Work
5 days or less per week: Up to 9 hours per day or 44 hours per week
More than 5 days per week: Up to 8 hours per day or 44 hours per week
Alternate week: Up to 48 hours per week, capped at 88 hours in any continuous 2-week period
12-hour shifts: Average of 44 hours over any continuous 3-week period
Maximum Working Hours
No employee shall work more than 12 hours per day except in exceptional circumstances requiring MOM approval.
Overtime Limit
Maximum 72 hours of overtime per month. Exceeding this requires an exemption from MOM.
Overtime rate: At least 1.5 times the hourly basic rate of pay
Break Times
Cannot work more than 6 consecutive hours without a break.
For continuous work of 6-8 hours, meal breaks must be at least 45 minutes.
Rest Day
1 rest day per week (midnight to midnight) is mandatory.
For shift workers, this can be a continuous 30-hour period.
Maximum interval between rest days: 12 days.
Who Is Covered
Part 4 of the Employment Act covers:
- Non-workmen earning up to $2,600 per month
- Workmen earning up to $4,500 per month (manual labor or supervised manual work)
Not covered: Managers, executives, and those earning above the salary caps.
Common Use Cases
- Retail Workers: Verify compliance with working hours during peak seasons when extended hours are common
- F&B Service Staff: Track overtime hours and ensure adequate rest days between busy periods
- Security Guards: Validate 12-hour shift compliance and 3-week averaging requirements
- Factory Workers: Monitor consecutive working hours and break time compliance
- Small Business Employers: Proactively check compliance before MOM audits to avoid penalties
- HR Departments: Regular compliance audits for shift schedules and overtime management
- Employees: Understand your rights and identify when employer practices may violate the Employment Act
- Union Representatives: Assist members in documenting potential violations
Real-World Examples
Example 1: Office Worker (5-day week)
Scenario: Works 9 hours/day, 5 days/week = 45 hours/week, 80 hours overtime this month
Result: Daily hours OK (under 12), but weekly hours exceed 44-hour limit, and overtime exceeds 72-hour monthly cap
Action: Reduce weekly hours to 44 or less, and apply for overtime exemption for the excess hours
Example 2: Security Guard (12-hour shifts)
Scenario: Works 12 hours/day, 7 consecutive days, then 7 days off
Result: Valid under 3-week averaging (84 hours/week ÷ 2 weeks = 42 hours average), but needs written consent for 12-hour shifts
Action: Ensure written consent obtained and rest day requirements met
Example 3: Restaurant Server (6-day week)
Scenario: Works 8 hours/day for 10 consecutive days without rest day
Result: Daily and weekly hours OK, but rest day requirement violated (max 12 days between rest days approaching)
Action: Schedule rest day immediately to maintain compliance
Important Notes & Limitations
Accuracy: This tool provides guidance based on MOM regulations as of 2024. Always verify with official MOM resources or legal counsel for definitive compliance.
Coverage: Regulations apply only to those covered under Part 4 of the Employment Act. Use MOM's self-assessment tool to check your coverage.
Exemptions: Some industries and situations may qualify for exemptions. Check with MOM for specific exemption criteria.
Penalties: Non-compliance can result in fines up to $5,000 and/or imprisonment up to 6 months for employers.
Employee Rights: If you believe your employer is violating working hours regulations, contact MOM at 6438 5122 or visit a MOM Service Centre.
Data Privacy: All calculations are performed in your browser. No data is transmitted to servers.
Frequently Asked Questions
What is the maximum number of hours I can work per day in Singapore?
The maximum is 12 hours per day under the Employment Act. Working beyond 12 hours requires an overtime exemption from MOM, granted only in exceptional circumstances such as accidents, essential services, urgent machinery repairs, or unforeseeable interruptions. Employers can apply for exemption to work up to 14 hours per day.
How many overtime hours can I work in a month?
The maximum is 72 hours of overtime per month. Work on rest days or public holidays is not counted in this limit, except for hours worked beyond your usual daily working hours on those days. Employers must apply for an exemption from MOM if they require more than 72 overtime hours per month.
Am I entitled to overtime pay in Singapore?
You are entitled to overtime pay if you are: (1) a non-workman earning a monthly basic salary of $2,600 or less, or (2) a workman earning a monthly basic salary of $4,500 or less. Overtime must be paid at least 1.5 times your hourly basic rate, within 14 days after the salary period ends.
How often must I receive a rest day?
1 rest day per week is mandatory. A rest day is a continuous period from midnight to midnight. For shift workers, this can be a 30-hour continuous period. The maximum interval between two rest days is 12 days. Employers cannot compel you to work on rest days except in exceptional circumstances.
What are the break time requirements under MOM regulations?
You cannot work more than 6 consecutive hours without a break. If work requires continuous activity for up to 8 hours, meal breaks must be provided and must be at least 45 minutes long. Employers are not required to pay for rest and meal break periods.
Does Part 4 of the Employment Act apply to managers and executives?
No, Part 4 does not cover managers and executives. Their working hours and conditions are governed by their employment contracts. Part 4 covers non-workmen earning up to $2,600 per month and workmen (manual labor) earning up to $4,500 per month.
What are normal working hours for a 5-day work week?
For a 5-day work week or less, normal hours are up to 9 hours per day or 44 hours per week. For more than 5 days per week, normal hours are up to 8 hours per day or 44 hours per week. Any work beyond these limits is considered overtime.
Can my employer make me work 12-hour shifts?
Yes, but with conditions. For shifts up to 12 hours per day, working hours must average 44 hours over any continuous 3-week period. If you're not a shift worker but agree to 12-hour days, you must: (1) give written consent, (2) have the relevant Employment Act sections explained to you, and (3) be informed of your daily hours, weekly working days, and rest days.
What happens if my employer violates working hours regulations?
Employers who violate Employment Act regulations can face fines up to $5,000 and/or imprisonment up to 6 months. Employees should first raise concerns with their employer. If issues persist, contact MOM at 6438 5122 or visit a MOM Service Centre to file a complaint.
How do I calculate my hourly rate for overtime pay?
For monthly-rated employees: (12 × Monthly basic salary) ÷ (52 × 44). For daily-rated employees: Daily basic pay ÷ Working hours per day. For piece-rated employees: Total weekly basic pay ÷ Total hours worked in the week. Overtime pay is your hourly rate × 1.5 × overtime hours worked.
What is an alternate week schedule and how are hours calculated?
An alternate week schedule allows varying weekly hours as long as you work less than 44 hours every alternate week. You can work up to 48 hours in one week, but the total must not exceed 88 hours in any continuous 2-week period. This provides flexibility while maintaining the 44-hour weekly average.
Can I check if I'm covered under Part 4 of the Employment Act?
Yes, use MOM's official self-assessment tool at go.gov.sg/mom-part-4-self-assessment-tool. Generally, Part 4 covers non-workmen earning up to $2,600/month and workmen earning up to $4,500/month. It excludes managers, executives, domestic workers, seafarers, and statutory board employees.