Before accepting any part time job in Singapore, it’s essential to understand legal definitions, protections, and obligations—for both you (the worker) and your employer.

According to the Ministry of Manpower (MOM), a part-time employee is someone under contract of service and works less than 35 hours per week. Employees under such contracts are covered by the Employment Act (unless exempted for specific sectors). ([Ministry of Manpower Singapore][7])

The contract for part time work must clearly state several things: the hourly basic rate of pay; the hourly gross rate (including allowances); number of working hours per day/week; number of working days per week/month. These details protect both parties. ([DollarsAndSense.sg][8])

Overtime rules: If you work beyond your normal daily work hours as stated in your contract, that extra work may count as overtime and may need overtime pay depending on how many hours, and whether it exceeds full-time norms. The rate is typically 1.5× basic hourly rate when surpassing certain thresholds. ([DollarsAndSense.sg][8])

CPF contributions (Central Provident Fund): Employers are required to contribute CPF for part-timers if certain income thresholds are met (for example, if earning above a minimal amount per month). Even part time, casual, temporary, or contract employees may need CPF contributions depending on how much they earn. ([DollarsAndSense.sg][8])

Ensure your job does not violate visa/student pass restrictions (if applicable). Also, always get a proper contract or agreement in writing—job scope, duration, payment schedule and hours should be clearly described. This avoids misunderstandings or wrongful practices.