Contents of this article are applicable to the following users
Tier: N/A
Product: PayrollAny
Platform: Web
Access Level: Owner
This guide will cover the following:
What is Contract of Service?
A contract of service defines the employer-employee relationship, including the terms and conditions of employment. The contract must include key employment terms (KETs) and essential clauses, such as hours of work and job scope.
A contract of service is an agreement in which:
One person agrees to employ another as an employee
The other person agrees to serve the employer as an employee
The agreement can be in writing, verbal, expressed or implied. It can be in the form of a letter of appointment or employment, or an apprenticeship agreement. However, to minimise disputes on the agreed terms and conditions, the contract should be in writing.
Contract of service vs. contract for service
A contract of service is an agreement between an employer and an employee.
In a contract for service, an independent contractor, such as a self-employed person or vendor, is engaged for a fee to carry out an assignment or project.
This table summarises the main differences between the two:
Contract of service | Contract for service |
Has an employer-employee relationship | Has a client-contractor type of relationship |
Employee does business for the employer | Contractor carries out business on their own account |
May be covered by the Employment Act (Find out who is covered) | Not covered by the Employment Act |
Includes terms of employment such as working hours, leave benefits, etc. | Statutory benefits do not apply |
There is, however, no single conclusive test to distinguish a contract of employment from a contract for services.
Some of the factors to be considered in identifying a contract of employment include:
Control
Who decides on the recruitment and dismissal of employees?
Who pays for employees' wages and in what ways?
Who determines the production process, timing and method of production?
Who is responsible for the provision of work?
Ownership of factors of production
Who provides the tools and equipment?
Who provides the working place and materials?
Economic considerations
Is the business carried out on the person's own account or is it for the employer?
Can the person share in profit or be liable to any risk of loss?
How are earnings calculated and profits derived?
To start, you can navigate to the main menu on the top bar click on My Team then you can click on one of the employee names to view the Employee Detail Information page. For each employee, there is an info box to highlight which information you’ll need to add for the employee.
Complete Basic Information
Compared to non-payroll employee’s basic information required to be filled in:
Legal Name
Required to generate proper bank file and payslip(s)
Date of Birth
If you don’t store this information, you can set an arbitrary date like "1994-01-01"
Marital Status
If you don’t store this information, you can set as “Single"
Gender
If you don’t store this information, you can set as “Others"
Race
If you don’t store this information, you can set as “Others"
Religion
If you don’t store this information, you can set as “Others"
Phone Number
Identifier for employee to login into the Mobile App
Other basic information that are optional to fill in but good to have:
Email
Address
Tag employee to Business Entity
After you are done with basic information, next to it on the Work Information card you can tag the employee to the business entity you made previously. Before tagging your employee to the entity, make sure to set up your business entity first.
Set up Identification Information
This part will be a mandatory part of payroll to generate statutory items such as CPF, SHG Contribution, and SDL. However, Contract Workers are not required to have statutory items and you can opt them out in the Statutory & Payment card.
Follow the following steps to fill out the form:
You need to choose the Citizenship type the employee has.
Select Identity Type (Option: NRIC, FIN, or Passport) and fill in the Identity Number based on its type.
If you choose citizenship as a Permanent Resident, you need to fill in Effective Date (required) and Expiry Date (optional). Learn more about Permanent Resident Contribution rates here.
After filling out the required form, click the Save button to finish the process.
Set up Statutory & Payment
The card will look like below before you make any changes. Employee’s SHG category is auto-generated based on employee race, religion, and citizenship information.
Follow the following steps to fill out the form:
Fill in the Payment section based on how you want to pay them. Currently, we have 4 methods for payment: Bank Transfer, Cash, Cheque, and Others.
Only employees with
Bank Transferas their payment method will be shown in the bank file.If filled, Payment Remarks will be displayed in employee’s payslip
If you’re paying your employee with
PayNow, select “Others” and fill in their account details in the Payment Remarks.
For Contract Workers, select “No Contribution” to opt out from the SHG contribution.
Since Contract Workers are not eligible for CPF and SDL, mark the checkbox to exclude employees from SDL and CPF contributions.
Lastly, click on the Save button to finish the process.
Set up Employee’s Wages and Additional Pay Item
Continue the step to setting up the employee’s wages in the Current Wages Setup card and Additional Pay Item which can be filled in if the staff have additional wage besides the default wages (Basic Rate (Wage), OT rate, Weekend rate, Event rate).
The card will look like below before you make any changes.
Learn more on Wages and Additional Pay Item setup here.
Add Other Information
If you have other information about the Contract Worker such as dietary restrictions, allergies, area that they live in, etc, you can add it in Staff Tags.
To add staff tags:
Click on the Staff Tags card at the bottom right
Fill in the Title and Remarks
You can add multiple staff tags by clicking on Add More button
Click Save
Staff tags also help you schedule employees who are the best fit for the shift. At times, an employee with the necessary skills and training such as Vaccination Status or having a food certification is required for a shift. Learn more about Shift Tags here.
FAQs on Employee Profile Setup
Q: What should I do if I get the Timecard Locked alert when I save the Wage Setup?
A: Make sure to set the effective pay period after the lock date. To resolve the issue above, the effective pay period should be 2 Jan 2023 or any day onward.