新加坡人力部長點名：虛抬職銜規避加班費、違規加班已屬違法，將加強查處與監管
2025年2月5日，新加坡人力部長陳詩龍在國會書面答覆中明確指出，僱主若通過“虛抬職銜”“誤導性分類”等手段規避支付加班費，屬於違法行為，政府將持續加強稽查與執法，以保障勞動者的基本權益。這番表態回應了阿裕尼集選區議員嚴燕松提出的質詢，直指部分僱主的不當操作，並提出政府的應對策略。
虛抬職銜規避加班費，被查實即違法 過去三年，新加坡勞資政糾紛調解聯盟（TADM）每年平均接獲約45起投訴，內容指控僱主“通過人為拔高職位頭銜”讓員工表面上看似為管理階層，實則仍從事基層事務，以此規避支付加班費。陳詩龍指出，其中約30%的案件被查證屬實，僱主被責令作出補償。
人力部明確表示，雇員是否應獲加班費，不能僅以“職稱”作為判斷依據，而必須根據實際工作內容進行評估，尤其是是否擁有業務決策權或獨立職責。若僅靠更換名片頭銜，卻未改變實質工作內容，屬於誤導性分類，已構成違法。
超時工作、未休假，也屬違反僱傭法 除規避加班費外，部分僱主也被發現安排員工超時工作、不提供法定休息日，甚至在合約中強制約定“不支付加班費”條款。這些做法皆違反新加坡《僱傭法令》，觸犯者將面臨處罰。
現行法律規定：
年查5000起，違規僱主將送“僱傭診所” 為打擊此類違法行為，人力部每年通過“Workright 職場權益計劃”執行約5000次突擊稽查，同時開展廣泛宣導，提升僱主法律意識。
被發現違規但情節較輕的僱主，將被轉介至“僱傭診所”，接受相關法律與人事管理培訓，並限期改正。若屬惡意違規、屢教不改或系統性造假，則會遭受罰款甚至檢控。
對“過勞風險”暫無專項研究，但已立法防範 對於議員關心的“違規加班是否造成員工過勞”問題，陳部長表示目前尚未開展專項研究。但他指出，《工作場所安全與衛生法》已要求僱主評估員工工作風險，併合理安排輪班制度，避免員工長期疲勞作業。
人力部也持續通過立法保障員工身心健康，如規定合理工時、足夠休息日等，確保員工在追求經濟效益的同時，勞動權益不被犧牲。
官員強調：員工應知法維權，僱主不能碰紅線 陳詩龍在答覆中強調，新加坡的僱傭制度以“公平與保護”為核心，僱主應依法辦事，員工亦應清楚自身權益，若遭遇不當對待，應勇於投訴舉報。“我們不會容忍任何形式的勞動剝削行為，尤其是以法律漏洞為藉口逃避責任的做法。僱主一旦觸碰紅線，將承擔相應法律後果。”
以下是英文質詢內容：
Mr Gerald Giam Yean Songasked the Minister for Manpower (a) in the past three years, how many cases of inflated job titles to avoid paying overtime have been investigated and what proportion of such cases are substantiated; (b) what are the safeguards to prevent such practices and whether targeted audits are planned; (c) whether the Ministry has conducted studies to assess the impact of non-compliance with overtime regulations on burnout among workers; and (d) what enforcement measures are being considered to combat this issue.
Dr Tan See Leng: The prevalence of misclassification to avoid paying overtime pay remains low. In the past three years, the Tripartite Alliance for Dispute Management (TADM) received an average of 45 claims per year from employees who felt they were misclassified and denied of overtime. This can include cases where the employee felt that their job titles were being inflated. TADM found about 30% of these claims to be valid and employers were advised to make due compensation. In handling such cases, the employee's job title is not a relevant factor. Rather, each case is assessed individually based on the specific scope of the job, such as the level of decision-making powers in managing a business function.
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{nextpage}To safeguard against the non-payment of overtime pay and other breaches of employment laws, the Ministry of Manpower (MOM) regularly conducts Workright outreach campaigns and around 5,000 Workright inspections yearly to check on employers' compliance with the Employment Act. Employers found to have lapses will be referred to Employment Act clinics for training and rectification. If the lapses identified are more severe or systemic, we will take a strong stance and more serious enforcement actions, such as fines and prosecution, will be taken.
On the issue of overtime leading to burnout, MOM has so far not conducted studies to assess how non-compliance with overtime regulations impacts burnout. Nonetheless, we have put in place various legislative safeguards to protect the well-being of workers and ensure that they have sufficient rest. For example, employers must provide one rest day per week and are restricted from contractually binding employees to work more than eight hours in one day or more than 44 hours in one week. Under the Workplace Safety and Health Act, employers are also required to conduct proper risk assessment of work activities and manage their employees' workload and work shift so as to manage fatigue.
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