LTH419Legal Aspect of Payroll Administration and its Practical Applications


Payroll administration is not to be taken lightly. If a Payroll Administrator does not pay in accordance to the legislation such as the Employment Act (EA), Child Development Co-Savings Act (CDCA) and Central Provident Fund Act (CPFA), Employment (Part-Time employees) Regulations, then there is an infringement of the legislation. This practical workshop aims to provide participants with valuable insights into best practices relating to salary and payroll administration.


Course Fee SGD 480
Course Duration 1 Day
Course Timing 9:00am - 5:00pm
Course Venue 190 Clemenceau Avenue
SDF Approved Yes
Skills Future Credit Yes
Upcoming Courses

Payroll administration is not to be taken lightly. If a Payroll Administrator does not pay in accordance to the legislation such as the Employment Act (EA), Child Development Co-Savings Act (CDCA) and Central Provident Fund Act (CPFA), Employment (Part-Time employees) Regulations, then there is an infringement of the legislation. Should an employee complain about the proper authorities such as the Ministry of Manpower and the Central Provident Fund Board, then the employer shall be liable for infringement of the legislation.

Notwithstanding the above, what if the Payroll Administrator were to overpay the employees? It is unlikely; there is an infringement of the statutory laws above. If the Payroll Administrator is not aware of one’s mistake, the overpayment errors made could continue for years, and even though employees may be aware of the overpayment, they may choose to keep quiet. On the other hand, if there is underpayment, then on the same basis, employees may be unaware, and this may continue for years. For underpayment, it is not just to employees when they are paid wrongly. Also, it will not reflect well on the employer, and worst still it may undermine the financial result of the employer.

This one day workshop would ensure that administrators understand the obligations of statutory employees under the legislation as for common law employees, the obligations under the employment contract. More often than not, if payroll administrators or compensation and benefits specialist adopt the same mode of administering the payroll for statutory and common law employees, then it is likely they may over pay or under pay. Also, in administering the leave benefits, if the same approach were to be adopted, then the same issue may arise.

This practical workshop aims to provide participants with valuable insights into best practices relating to salary and payroll administration.

Learning Objectives:

  1. Understand the various statutory obligations on payroll administration.
  2. Differentiate between the different types of Statutory Law employees i.e. non-executive and PMEs.
  3. Establish a payroll administration network to support the organisation needs to enhance productivity and in compliance with the legislation.
  4. Comprehend payroll calculation formula/methods.
  5. Know the difference between statutory and contractual obligations.
  6. Understand the difference between entitlement and privilege.
  7. Comprehend what types of leave benefits that should be encashed.
  8. Know the differences between consolidated and unconsolidated wage structure.
  9. Know the differences between allowances and reimbursements.
  10. Know the various statutory leave schemes under the Employment Act and the Child-Development Co-Savings Act.
  11. Know the differences between ordinary wage and additional wage under the Central Provident Fund Act.
  12. Understand how to calculate payroll and related payment.
  13. Know the part-time regulations under the Employment Act.

A competent Payroll Administrator / Compensation Specialist must have the skills and knowledge in the following:

  1. Introduction and the nature of employment law on payroll administration • Scope and influence of employment law in administering payroll • Linkage of compensation to payroll administration • Components of payroll administration

  2. Understanding the Salary Structure • salary structure and total salary • consolidated salary versus non-consolidated salary • definition of basic salary • definition of gross salary • definition of salary • definition of wages • definition of income • definition of remuneration • definition of allowances • definition of reimbursement • definition of advance salary • definition of withholding salary

  3. What constitutes salary • Minimum salary • Basic salary • Gross salary • Overtime payment • Bonus payments • AWS • Reimbursement • Productivity incentive payment • Travelling, food or housing allowances

  4. The Legislation on Payroll Matters • scope of the Employment Act in relation to payroll administration. • scope of the Child Development Co-Savings Act about payroll administration • scope of the Central Provident Fund Act about payroll administration • scope of the Employment (Part-time Employees) Regulations about payroll administration

  5. Legal Compliance and Practices • definition of salary • definition of rate of pay • working hours • shift duties • rest days and public holidays • public holidays for PMEs (flexibility for employers) • computation of overtime pay • calculation of overtime payment for non-workmen • salary period and time of payment • payment on dismissal and resignation • authorised deductions • notice period • annual leave entitlement • maternity benefits • child-care benefits

  6. Calculation of payroll related income and statutory payments • Takes no-pay leave • On reservist training • Starts employment after the first day of the month • Ceases employment before the end of the month. • Payroll statutory contribution • Central provident fund (ordinary wage and additional wage) • Skill development levy • Foreign workers levy

  7. Payroll Statutory Reporting • Auto inclusion scheme of the IRAS • Form IR8A • Form IR8B • Form IR8S • Tax clearance of foreign employee who ceases to: o work for the employer in Singapore o on overseas positing o leaves Singapore for any period exceeding three months o duration for keeping records

  8. Tripartite guidelines to itemised payslips preparation • Guide to itemised payslips preparation • Category of employees where employers are bound to give payslips

Human Resource practitioners, Industrial Relations practitioners, lawyers, in-house legal counsels, line managers and executives and any other persons interested to acquire a good understanding of the Employment Act.

Lecture and case study.

Arthur Khong

Arthur Khong

Arthur Khong is a highly sought after trainer for workshops in Singapore employment laws and industrial relations. Arthur has been an active workshop leader since 2007.

Arthur first embarked on his career in human resource management with Western Digital in 1993. To-date, he has held several senior Human Resource positions including: General Manager, Human Resources - Keppel Energy Pte Ltd Group Regional Vice President - Yeo Hiap Seng Ltd Director of Human Resource - Far East Organization, Hotel Group Director of Human Resource - Goodwood Park Hotel. Aurtur Khong left his last job with Keppel Energy in June 2013 to start the HR Law Academy where he conduct training and provide consultancy in Singapore employment laws and industrial relations legislation and practices.

In his 22 years’ career span in human resource management, Arthur has held regional human resource responsibilities for overseas subsidiaries in Malaysia, Hong Kong, China, Brazil and the USA. He is also experienced in industrial relations management as all the companies that he has worked for are unionised companies, some even with multiple unions. Prior to embarking on his human resource management career, Arthur was with the Singapore Police Force as a Senior Police Officer.

Arthur is an Adjunct Faculty with the Singapore University of Social Sciences (formerly known as SIM University). He started his lecture stint at SIM University in 2009. He lectures on the following modules:- Employment Laws and Legal Issues; Employment and Industrial Relations; and Human Resource Management.

Arthur is the author of the ‘Human Resource Practitioners’ Guide to Employment Laws (Fourth edition, 2017’, ‘Human Resource Practioners Guide to Industrial Relations (1st edition, 2015)’, and Human Resource Practitioners Guide in Drafting Employment Contract, and HR Policies and Procedures (1st edition, 2017). These guidebooks seek to outline the employment laws and industrial relations in Singapore in simple language to give HR Practitioners a better understanding of the rights and obligations of both the employer and the employee.

Arthur possesses the following academic qualifications:

  • Master of Management (HR Management) from Macquarie University
  • Graduate Diploma in Personnel Management from the Singapore Institute of Management
  • Bachelor of Arts (Economics) from the University of Manitoba
  • Bachelor of Laws (Honors) from the University of London
  • Diploma in Training and Development from Singapore Institute of Management
  • Graduate Certificate in International Arbitration from National University of Singapore.

Current Professional Affiliations:

  • Executive Council Member of Singapore Human Resource Institute
  • Non-Practitioner Member of the Law Society of Singapore Fellow Member of Singapore Institute of Arbitrators

Past Professional Affiliations:

  • Member of Industrial Relations Panel of Singapore National Employers Federation (SNEF)
  • Chairman of Industrial (Other Areas) Group of SNEF

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