Work Regulations: What’s Different Between Indonesia & Singapore

Understanding the differences in work regulations between Indonesia and Singapore is essential for businesses and employees operating across these two vibrant economies.

Each country has its own set of rules governing employment practices, which can significantly impact day-to-day operations and employee experiences.

Here’s a simplified look at the key differences in work regulations between Indonesia and Singapore.

Indonesia

In Indonesia, employment contracts can be either fixed-term or indefinite.

Fixed-term contracts are often used for temporary positions or specific projects.

Indefinite contracts offer more job security and are generally preferred for long-term employment. It’s crucial that contracts clearly outline job roles, salary, and employment duration.

Singapore

Singapore also uses fixed-term and indefinite contracts.

However, indefinite contracts are more common and typically preferred for ongoing roles. Employment contracts in Singapore must be clear about job responsibilities, salary, and other employment terms to avoid misunderstandings.

Indonesia

The standard workweek in Indonesia is 40 hours, usually divided into 8-hour days over 5 days. Overtime work is allowed but must be compensated at higher rates, with strict rules on the maximum number of overtime hours.

Singapore

In Singapore, the standard workweek is capped at 44 hours, with 8 to 9-hour days spread across 5 or 6 days. Overtime is also regulated, requiring additional pay beyond normal wages. Clear guidelines ensure fair compensation for extra hours worked.

Indonesia

Employees in Indonesia are entitled to 12 days of annual leave per year. There are also provisions for sick leave, maternity leave, and public holidays. Employers must adhere to these entitlements to ensure fair treatment.

Singapore

In Singapore, employees start with 7 days of annual leave, increasing with tenure. Sick leave and maternity leave are also provided, along with several public holidays each year. Employees are generally entitled to paid leave on these holidays.

Indonesia

Termination in Indonesia requires adherence to specific procedures, including providing written notice and, in some cases, severance pay. The amount of severance depends on the length of employment and contract terms.

Singapore

In Singapore, termination must follow the notice period specified in the employment contract. While severance pay is not legally required unless specified in the contract, employees dismissed without proper cause may seek legal redress.

Indonesia

Health and safety in Indonesia are regulated by national laws, which mandate employers to provide a safe working environment. This includes regular health checks and safety training to prevent workplace accidents and health issues.

Singapore

Singapore has rigorous health and safety standards managed by the Workplace Safety and Health Council. Employers must ensure a safe working environment, conduct risk assessments, and provide safety training. Regular inspections ensure compliance with these regulations.

By recognizing these differences, employers and employees can ensure compliance and foster positive working relationships. Whether operating locally or across borders, being informed about these regulations is key to effective and smooth employment management.

How do working hours and overtime regulations differ in Indonesia and Singapore?

In Indonesia, the standard workweek is 40 hours, with overtime subject to higher pay and limits. In Singapore, the workweek is capped at 44 hours, with overtime also requiring additional pay. Both countries have specific rules to ensure fair compensation for extra hours worked.

How is overtime handled in both countries?

Overtime in both countries must be paid at a higher rate. In Indonesia, there are limits on how many overtime hours can be worked, while Singapore has guidelines to ensure fair pay for extra hours.

What are the leave entitlements in Indonesia and Singapore?

In Indonesia, employees get 12 days of annual leave, plus sick leave, maternity leave, and public holidays. In Singapore, employees start with 7 days of annual leave, which increases with tenure, along with sick leave, maternity leave, and public holidays.

Find and hire the best Indonesian talent effortlessly with Epicareer for Employers starting today.

Learn more:

• Leave Application Guide for Singapore Employers Hiring Indonesian Employees
• Comparing Tax Rules: Singapore vs. Indonesia
• Employment Law Distinctions: Singapore and Indonesia
• Work Permits in Indonesia: A Guide for Singaporean Employers
• Comparing Supplementary Benefits: Singapore vs. Indonesia

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