Company: OTSA
Filing Date: 2025-01-28
Form Type: DRS
Source: 0001213900-25-007614
Chunk: 187

Company: OTSAW Ltd
Filing Date: 2025-01-28
Form: DRS
Chunk 187
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 provision of statutory maternity, paternity, childcare and adoption leave benefits (subject to the fulfilment of certain eligibility criteria) under the Child Development Co -SavingsAct 2001 of Singapore, (iii) statutory protections against dismissal on the grounds of age, and statutory requirements to offer re -employmentto an employee who attains the prescribed minimum requirement age, under the Retirement and Re -employmentAct 1993 of Singapore, and (iv) statutory requirements relating to work injury compensation, and workplace safety, health and welfare, under the Work Injury Compensation Act 2019 of Singapore and the Workplace Safety and Health Act 2006 of Singapore, respectively. In relation to the contributions made by an employer to the Central Provident Fund, the specific contribution rate varies depending on whether the employee is a Singapore citizen or permanent resident in the private or public sector and the age group and wage band of the employee. Generally, for employees who are Singapore citizens in the private sector or non -pensionableemployees in the public sector, 55 years old or below and that earn more than S$750 (approximately US$545) a month, the employer’s contribution rate is 17% of the employee’s wages. Foreign Employees The availability and the employment of skilled and unskilled foreign workers are affected by the government’s policies and regulations on the immigration and employment of foreign workers in Singapore. The policies and regulations are set out in, inter alia, the Employment of Foreign Manpower Act 1990 of Singapore (“EFMA”) and the relevant Government Gazettes. Under the EFMA, no person shall employ a foreign employee and no foreign employee shall be in the employment of an employer unless the foreign employee has a valid work pass. In relation to the employment of foreign professionals, employers must ensure that such persons apply for an “Employment Pass”. In relation to the employment of semi -skilledor unskilled foreign workers, employers must ensure that such persons apply for a “Work Permit”. In relation to the employment of foreign mid -levelskilled workers, employers must ensure that such persons apply for “S Pass”. The Employment of Foreign Manpower (Work Passes) Regulations 2012 of Singapore (“EFMR”) requires employers of work permit holders, inter alia, to (i) subsidize medical expenses of foreign workers (unless agreed otherwise), (ii) provide safe working conditions, (iii) provide acceptable accommodation consistent with any law or governmental regulations, and (iv) provide and maintain medial insurance for inpatient care and