2024 saw the introduction of a series of updates in the employment law landscape in Singapore. This article provides a brief overview of the key developments that occurred over the past year and a brief commentary on the outlook for 2025 as we enter into the new year.

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• 1 January: The Central Provident Fund ordinary wage ceiling was raised. Click here to read more.
• 31 January: The Singapore High Court (“HC”) issued its judgment in the case of Shopee Singapore Pte Ltd v Lim Teck Yong [2024] SGHC 29 in which the Court dismissed Shopee’s application to restrain its former employee, Lim Teck Yong, from commencing employment with a competitor. Click here to read more.
• 29 February: The Ministry of Manpower (“MOM”) indicated that it would be working together with the Tripartite Alliance for Fair and Progressive Employment Practices to develop a set of tripartite guidelines to shape norms and provide employers with further guidance on the inclusion of non-compete provisions in employment contracts. Click here to read more.
• 4 March: The MOM announced that the monthly minimum qualifying salary for new Employment Pass applicants will be raised. Click here to read more.
• 2 April: The HC reiterated in the case of MoneySmart Singapore Pte Ltd v Artem Musienko [2024] SGHC 94 that an employer enforcing a non-compete clause would have to establish that the clause covered a legitimate proprietary interest over and above the...

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