Aniday (formerly Recruitery)’s Post

Transforming Singapore's Employment Landscape: 5 Key Updates You Need to Know In the constantly evolving global landscape, Singapore, with its vibrant economy and innovative policies, remains at the forefront. Connect Energy presents 5 Key Updates in Singapore's Employment Law, empowering workers, fostering balance, and ensuring fairness in the workplace. ▪ Increased CPF Ordinary Wage Ceiling: Effective from 01 September 2023 and 01 January 2024, witness the elevation of CPF Ordinary Wage ceiling. Enhanced Paternity Leave Entitlements: Experience improved paternity leave entitlements, supporting working fathers and encouraging shared parental responsibilities. ▪ MOM's Compass Scoring Framework: Navigate through MOM's Compass Scoring Framework, impacting new EP applications and renewals, ensuring a fair and streamlined process. ▪ Workplace Fairness Legislation Act: Embrace the Workplace Fairness Legislation Act, promoting a culture of fairness and harmony in workplaces across Singapore. ▪ Progressive Wage Credit Scheme Top-Up: Witness a significant S$2.4 billion top-up to the Progressive Wage Credit Scheme, empowering low-wage workers and fostering a more inclusive workforce. Stay ahead of the curve with the latest in employment news and industry updates with Connect Energy. Connect with our team for a confidential discussion and explore your options further: 🔗 https://lnkd.in/grdzE7Dy Global Offices: Singapore | Malaysia | Indonesia | Thailand | Brunei | Saudi Arabia | UAE | Qatar | USA #ConnectEnergy #ConnectEnergyServices #ConnectEnergyGlobal #IndustryUpdates #RecruitmentSolutions #SingaporeEmployment #WorkforceSolutions #FutureOfWork #WorkforceManagement

Evolution of labour (work): As we celebrate Labour Day in Singapore, it is opportune time to see how we look at work. Coming from migrant parents, they fed me food and the value of HARD WORK from young. My first lawyer job at one of the top law firms in Singapore lived by the same principle. 12 hour days was the mimimum expectation from the lawyers. We went to work on weekends too. There was no clash in values for me - thanks to my parents. But now that has changed with the younger workforce who see the value of life as being equally important as work. And with flexible work arrangements, the whole hard work perspective is changing. In some professions such as law, it is clearly not a 9 to 5 job. The work is super intense. Unlike most law firms, our Firm practices a hybrid work model since the pandemic - most of us work from home twice a week; others with young kids do thrice a week. I will offer a glimpse of my own changing work patterns. I find I work fairly well in the morning and very well from late afternoon to evenings. So, I take a longer breaks in the afternoons. Flexibility at work has become important. But it does not change the value of work. After lawyering for 26 years, i will admit that my own perspective towards work has changed. I question the glorifying of long hours at work. I look at what I have lost - my time, not being able to focus on other pursuits and time with family. I wonder whether the current expectations of work from lawyers is feasible in the future generations. We still have not found solutions to stop lawyers from leaving the profession. The way I see a change happening is a national change in the way we work. The Government is not going to change what has worked so well for Singapore over 59 years. For the young workforce, it is no longer about high salaries or other benefits. It is about their work values and whether legal work can align with their dreams. For me, it is finding the right rhythm of work in my daily life. I accept every day is different and it depends on my changing thoughts and feelings which impacts my work. State of mind does change the way we view and do our work. A change in life circumstances affects our our values. I watch with interest how we deal with work in the years to come. Happy Labour Day. Photo is me clearing urgent work today.

Have you tried hiring retirees who are above 60 years old? I have, for some part-time work and support which I needed. And they’re great to work with especially those who are healthy with a positive mindset. And guess what? With their previous work experiences, they can outperform the younger ones too. I believe that this is something to be discussed by the HR industry and many countries as we are heading towards and ageing economy. By 2030, 1 out of 6 will be above 60 years old. I’m glad that Singapore is making early steps to address this problem. What about your company and country where you’re located at? 🙂 #conversationsthatmatter #conversationsforchange #hr #hrhiring #hrexperts #sustainability #sustainabledevelopmentgoals #sustainabilityleadership #sustainablebusiness

I just completed final exam for Industrial and Labour Law yesterday, and it was quite hard paper despite the hand pain after non-stop writing with the duration of 2pm-5pm. Despite the hand pain, I have to admit, it was quite a hard paper but fascinating course as well! ✊🏻🚀 Every questions was a lesson for me to analyzing legal issues, applying Employment Act 1955 by prove the issues with previous cases in Malaysia. Oh! my favourite issues obviously regarding the managerial prerogative, constructive dismissal, and misconduct since I was solely focus through these three cases during revision 👀 Overall, this course has prepared me well for the real world. #industriallabourandlaw #employmentact1955

A toxic work environment is like a place where people are mean, unfair, or unkind to each other. It can make going to work really stressful and unhappy. In Malaysia, the **Employment Act 1955** helps protect workers from such bad situations. It sets rules for how employers should treat their employees, like making sure they get fair pay, work reasonable hours, and have a safe place to work. If someone is treated badly at work, they can report it, and the law can help fix the problem. Under the **Employment Act 1955** in Malaysia, employees have several important rights Here are some key ones: 1. **Fair Wages**: You have the right to receive a fair salary for your work. 2. **Working Hours**: You should work a reasonable number of hours each day and week. 3. **Leave Entitlements**: You're entitled to paid leave, including annual leave, sick leave, and maternity leave. 4. **Safe Working Conditions**: Your workplace should be safe and healthy. 5. **Protection Against Unfair Treatment**: You have the right to be treated fairly and without discrimination This includes protection against wrongful termination and harassment. These rights help ensure that you have a fair and safe working environment. So, if you're in a toxic work environment, it's important to know your rights and talk to someone who can help, like a manager or a labor office. They can help make your workplace better and safer for everyone.

Dear Connections, Latest updates on Malaysia's Employment Act as of today! Let's share insights for improved HR understanding. Together, let's elevate our knowledge. #Share and #repost for better reach! #hr #hrcommunity #Malaysia #law #employmentlaw Read on to see the different updates: Yes, the most updated version of MEA is the Employment (Amendment) Act 2022. This amendment introduced several significant changes to the original Employment Act 1955, including: 1. Reduced working hours: Maximum weekly working hours were reduced from 48 to 45 hours, excluding meal breaks. 2. Flexible working arrangements: Employers are encouraged to consider requests for flexible work arrangements from employees, with clear guidelines for decision-making and communication (but not mandatory) 3. Increased parental leave: Maternity leave was extended from 60 to 98 days, and paternity leave is now available for 7 days for eligible fathers. 4. Protection for pregnant mothers: Employers are prohibited from terminating the employment of pregnant women on grounds related to their pregnancy. 5. Expanded coverage: The Act now covers more employees, regardless of their wages or salary level. 6. Modernization of provisions: Updates were made to address contemporary issues like gig work and sexual harassment. The Ministry of Human Resources website also provides information on the amendments, along with helpful FAQs and guides: https://lnkd.in/gRAM6Q2X Private resources: Many HR consultancy firms and legal websites offer summaries and analyses of the amendments, with practical insights for employers and employees. GP Outsourcing Asia Sdn Bhd will be happy to assist you on this as well 😊

On this Labour Day, 🎉 we salute the contributions of workers everywhere. For Singapore Accountants, Labour Day is a reminder of the power of teamwork and dedication. 😊 Proud to celebrate with our incredible team! 🌟 #labourday #mayday #SGAccountants #RedefiningFinance #Finance #Accounting

Understanding the rights and responsibilities of employers towards migrant workers is crucial, especially in cross-border situations. While employers in Singapore have certain obligations under local labour laws, the complexities increase when injuries occur outside of Singapore. It's essential to explore the legal frameworks governing such scenarios, including the potential for employers to be held accountable for medical expenses incurred by migrant workers in neighbouring countries like Malaysia. This raises important questions about worker protection, employer liability, and the need for clear policies to ensure the welfare of all workers, regardless of their location. Let’s advocate for fair treatment and support systems that prioritize the health and safety of migrant workers! #MigrantWorkers #WorkerRights #EmployeeSafety Enhance your HR Competencies with HRSINGAPORE's HR Certification, HRLAW Seminars, HR Training courses, and HR Consultancy Services. Visit www.hrsingapore.org

Understanding the rights and responsibilities of employers towards migrant workers is crucial, especially in cross-border situations. While employers in Singapore have certain obligations under local labour laws, the complexities increase when injuries occur outside of Singapore. It's essential to explore the legal frameworks governing such scenarios, including the potential for employers to be held accountable for medical expenses incurred by migrant workers in neighbouring countries like Malaysia. This raises important questions about worker protection, employer liability, and the need for clear policies to ensure the welfare of all workers, regardless of their location. Let’s advocate for fair treatment and support systems that prioritize the health and safety of migrant workers! #MigrantWorkers #WorkerRights #EmployeeSafety Enhance your HR Competencies with HRSINGAPORE's HR Certification, HRLAW Seminars, HR Training courses, and HR Consultancy Services. Visit www.hrsingapore.org