Employment Act (Chapter 91): Primary legislation governing employment terms and conditions in Singapore, including salary payments, deductions, and requirements for maintaining employee remuneration records.
Central Provident Fund (CPF) Act: Regulates mandatory social security savings system, requiring CPF contributions on commission payments with specific rates for both employer and employee portions.
Income Tax Act: Governs taxation of commission payments as part of employment income, including employer obligations for tax reporting and withholding.
Employment Claims Act 2016: Provides framework for resolving employment-related disputes, including commission-related claims, through designated tribunals.
MOM Guidelines: Ministry of Manpower guidelines on salary and commission payments, including requirements for clear documentation of commission structures and payment practices.
Commission Calculation Methods: Legal requirement to clearly define and document how commissions are calculated, including all variables and formulas used.
Payment Terms: Specification of commission payment frequency, timing, and conditions that must comply with Employment Act requirements.
Performance Metrics: Clear definition of targets and metrics that trigger commission payments, ensuring measurable and transparent criteria.
Commission Eligibility: Specific conditions under which employees qualify for commission payments, including any probation or minimum performance requirements.
Notice Period Treatment: Rules regarding commission treatment during notice period and employment termination, ensuring compliance with Employment Act.
Clawback Provisions: Terms for commission recovery if applicable, ensuring compliance with legal restrictions on salary deductions under Employment Act.
Record Keeping Requirements: Mandatory maintenance of detailed commission payment records as required by Employment Act and MOM guidelines.
