What young PMEs in Singapore are asking about work, and how NTUC can help

• Young PMEs in Singapore commonly ask about probation rights, job scope changes, unpaid overtime, work-from-home requests and workplace harassment.

• NTUC union members can seek workplace advice, union support, legal assistance and career guidance to better understand their rights and options.

• For non-members, the Ministry of Manpower, Tripartite Alliance for Fair & Progressive Employment Practices and Tripartite Alliance for Dispute Management provide public resources on employment rights, workplace issues and dispute resolution.

Congrats! You landed a new job! Now to show the boss what you’ve got.

While first-jobbers like you may be enjoying the perks of adulting, there are still many things you could learn about the working world, especially if you’re new to it.

Sure, your internship experience may have offered useful exposure to working life. But seriously, a three-month internship may not fully prepare you for the realities of full-time work in Singapore.

But we think you already know that: Many young workers have been turning to online forums to ask honest questions when faced with the realities of full-time work — from probation periods and workplace culture to day-to-day expectations and employee rights.

While there’s nothing wrong with seeking some peer advice, we’ve decided to pose the questions to experienced NTUC PME Consultant Herjeet Singh (pictured below), who has guided more than 200 young PMEs over the last 10 years. He also shares how NTUC, unions and career support services can help.

Question 1: I’m on probation. Can my boss say I cannot take MC or annual leave?

Herjeet: It depends on when you want to take the leave.

Once you hit the three-month mark, your boss cannot stop you from taking paid sick leave if you produce a valid medical certificate (MC) from a registered doctor or company-appointed doctor.

According to the Singapore Employment Act, you are entitled to both paid outpatient sick leave and paid hospitalisation leave if you have worked for at least three months. For example, if your probation period is six months, the amount of leave you’ve earned is prorated from the third to sixth month. You’ll get the full leave days after six months.

As for annual leave, the law says you can apply for annual leave after working for three months — but, do note that it’s subject to approval. And if you’ve served less than a year, annual leave is prorated.

Most times, your boss should approve your leave request. However, he or she has the right to reject it or ask to you to reschedule it due to business exigencies.

How NTUC can help: Still unsure about your leave rights? NTUC members can book a one-to-one consultation with an NTUC officer via NTUC Workplace Advisory Service or get a 20-minute free legal consultation from a volunteer lawyer by contacting lawworks@ntuc.org.sg.

Need more help? NTUC members can also seek assistance from the panel of cost-effective law firms under the NTUC Legal Assistance Panel.

Meanwhile, non-NTUC members can scroll basic FAQs via online resources offered by NTUC, the Ministry of Manpower (MOM) and the Tripartite Alliance for Fair Employment Practices (TAFEP).

Question 2: My job scope is nothing like what was advertised. Can my company just change it?

No, companies cannot drastically alter main duties without your agreement, unless your employment contract contains a flexible clause allowing reasonable reassignment.

Your contract lists the duties you must do, while an initial job advertisement is generally non-binding once a formal contract is signed.

Under Singapore law, assigning you to do significantly different tasks not covered in the contract without consent could constitute a breach of contract.

How NTUC can help: Suspect the extra duties are more than you should be doing? NTUC members can consult NTUC officers through the NTUC Workplace Advisory Service to review the original job scope versus the actual assigned duties. If the contract has been breached, the officer will guide you on the next steps.

Meanwhile, non-NTUC members can seek help at the Tripartite Alliance for Dispute Management (TADM).

Question 3: Is unpaid OT just part of being a newbie?

It depends on what you’re working as and how much you earn.

Under the Employment Act, if you’re a non-workman earning $2,600 or less, you must be given overtime (OT) pay of at least 1.5 times your hourly basic rate, within 14 days after the salary period.

And before you ask, a non-workman is basically an employee whose job requires little manual labour, for example admin assistant, customer service officer, or retail assistant.

If the law says you must be paid for OT, your boss cannot simply give you time off instead. This usually applies to non-workmen earning $2,600 or less a month.

For managers and executives, OT pay is not automatic because you aren’t covered under the law. You’ll need to check your contract or company policy.

How NTUC can help: Worked OT many times, but have yet to receive any payments? NTUC union members can seek personalised advice from an NTUC officer via the NTUC Workplace Advisory Service, while non-members can consult the Tripartite Alliance for Dispute Management (TADM).

Question 4: I was promised a flexible work arrangement (FWA), but now I’m required to be in office almost every day. Can I ask for the FWA?

Yes, you can.

Launched in Singapore in April 2024, the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) sets out the process for employees to formally request for FWAs, and for employers to consider and respond to such requests properly.

However, do note that the guidelines don’t require employers to approve every FWA request.

In any case, if you’re planning to request for a FWA, ensure that your employer follows a proper process, considers your request fairly, responds in writing within two months, and gives a business reason if the request is rejected. Also, do follow your employer’s specific process requirements, whatever they may be.

How NTUC can help: Was your FWA request rejected without a legit reason? NTUC union members can seek mediation help from NTUC officers via the NTUC Workplace Advisory Service, while non-members can refer to standard FWA request templates from TAFEP.

Question 5: My boss keeps scolding or belittling me when I ask questions. Is this normal or is it harassment?

Being corrected, challenged or given constructive feedback is a normal part of working life. However, if your boss repeatedly belittles, humiliates, insults or intimidates you, especially in a way that affects your dignity, confidence or ability to do your job, it may amount to workplace harassment.

If this behaviour is recurring, consider keeping a record of what happened, when it occurred, and whether there were any witnesses. This information may be useful if you decide to raise the matter formally.

In Singapore, you are protected under the Protection from Harassment Act (POHA), which provides legal remedies against harassment and related anti-social behaviour. Workers may have access to various legal support, including protection orders, civil remedies, and criminal sanctions, where appropriate.

The Tripartite Advisory on Managing Workplace Harassment also encourages employers to adopt a zero-tolerance approach towards workplace harassment, implement fair investigation processes, and protect employees from retaliation when they report inappropriate behaviour.

Your employer should also provide you with a clear grievance channel to raise workplace concerns and seek a fair resolution.

How NTUC can help: Think that your boss is harassing you? NTUC members can approach your respective union for help or speak to an officer with the NTUC Workplace Advisory Service. Meanwhile, non-members can report grievances to TAFEP.

Find out more about NTUC’s workplace advisory services to better navigate your early career years.