Singapore Public holidays 2022 Entitlement HR Guide

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Public holidays 2022 Entitlement HR Guide in
Singapore
Anna Beatrice
The post-pandemic scene has filled 2021 with both
anticipation and doubts. Some have successfully
adapted to the major changes, while others are
still struggling to adjust to the newly
implemented solutions. Nevertheless, we still
have a lot of opportunities to look forward to in
2022! With that in mind, we can start to prepare
and plan for the public holidays this coming
2022! Singapore Public Holidays and Long
Weekends 2022 The Ministry of Manpower (MOM) has
revised public holidays in 2022. With the new
inclusion of 10 July 2022 (Sunday) as a public
holiday for Hari Raya Haji, there will now be a
total of 6 long weekends. Six of the 11 public
holidays fall on a Friday, Sunday, or Monday.
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Here's the 2022 holiday calendar to find out more
about the long weekends that you'll have next
year.
For HR managers and employees who weren't able to
take a long vacation this year, 2022 offers more
opportunities to spend more time with family and
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friends. If you thoroughly plan it out, you can
enjoy longer vacations without having to take
extra annual leave.
Everything You Need to Know About Public Holidays
Entitlement and Pay
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• MOM has made some amendments to the Employment
  Act during pre and
• post-pandemic. These changes are made to ensure
  that all employees are fairly and rightfully
  compensated during the holiday periods.
• Who Is Covered by the Employment Act?
• An employee is covered if he/she is working under
  a contract of service with an employer. The
  Employment Act covers local and foreign
  employees.
• An employee can be employed in the following
  terms
• Full-time
• Part-time
• Temporary
• Contract
• If an employee works less than 35 hours a week,
  he/she is a part-time employee covered by the
  Employment of Part-Time Employees Regulations.
• Seafarers, domestic workers, and public officers
  continue to be excluded from the coverage (the
  Employment Act). These categories are covered by
  other Acts and regulations because of the nature
  of their work.
• Who Is Covered under Part IV of the Employment
  Act?
• Workmen (doing manual labour) earn a basic
  monthly salary of not more than

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• Here are some important guidelines you need to
  keep in mind while managing
• your payroll
• Every employee is entitled to 11 paid public
  holidays a year. If an employee is required to
  work on a public holiday, the employer should pay
  the employee an extra day's salary or grant a
  day off in lieu.
• Employees are entitled to their gross rate of pay
  on a public holiday if theyre not absent on a
  working day before or after a holiday.
• Theyre also entitled if theyre on an authorized
  leave (e.g. annual leave, sick leave, unpaid
  leave) on the day before or after a holiday.
• Employees are NOT entitled to holiday pay if the
  holiday falls on their approved unpaid leave.
• If a public holiday falls on an employees rest
  day, the following working day
• will be a paid public holiday. The employee is
  entitled to another day off or one extra day's
  salary in lieu of the public holiday.
• For instance, if an employee is on a 5-day work
  week, Saturday would be considered his/her
  non-working day. For a public holiday that falls
  on a rest day or non-working day, the employee
  should get either a day off or a salary in lieu.
• If an employee is not covered by the Employment
  Act, the terms will be based on the employment
  contract.
• The employer and employee can mutually agree to
  substitute a public holiday for another working
  day.
• An employer has the additional option of granting
  time-off-in-lieu, based on a mutually agreed
  number of hours, for working on a public holiday
  for these group of employees
• Workmen earning more than 4,500 a month
• Non-workmen earning more than 2,600 a month
• All managers and executives
• If theres no mutually agreed number of hours,
  you may follow this guideline

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• For employees who worked 4 hours or less on a
  holiday, grant them time off in lieu of 4 hours
  on a working day.
• For employees who worked more than 4 hours on a
  holiday, grant them a full day off on a working
  day.
• You can also use this public holiday pay
  calculator 3 to check the employees pay for
  working on a public holiday that falls on a
  working day or non-working day.
• NOTE This calculator is only applicable for
  full-time employees covered by the Employment
  Act.
• Streamline Your Public Holiday and Leave
  Management
• With the changes in MOMs Employment Act, HR
  managers will need to streamline their payroll
  processing and leave management.
• With integrated HR solutions such as the
  all-inclusive QuickHR software, you can
  experience automated and optimized payroll and
  leave management in one platform.
• QuickHRs fool-proof leave management system
  comes with a multi-tiered approval system, easy
  tracking of leave status, and detailed reports to
  help manage employees' requests in real-time.
• Employees can apply for leaves and HR managers
  can approve requests anytime and anywhere with
  QuickHRs mobile app.
• QuickHRs versatile payroll system is fully
  integrated with employee data, leave,
  timesheets, salary allocations, and more,
  ensuring that every employee will be paid fairly
  and punctually.
• Our comprehensive payroll module also allows
  automatic calculations and deductions in
  adherence to government regulations. These
  include tailored

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CPF formulations, auto-calculated SDL
contributions, Bank GIRO and CPF submission
features, and MOM itemised payslips. At QuickHR,
we always ensure that our HRMS software is
regularly updated to the latest changes on
public holidays and other regulations. If you
want to know more about QuickHR, you may contact
us or request a free demo with absolutely no
terms and conditions!