Singapore secondary-school students sometimes want part-time work during school holidays to save money, gain experience or explore a future career. Under Full Subject-Based Banding (Full SBB), the student’s academic Posting Group or G1, G2 and G3 subject levels do not determine whether they can legally work. Age, nationality or immigration status, the nature of the job, working hours and the employer’s obligations are more important. Singapore’s Ministry of Manpower allows children aged 13 to under 15 to undertake light duties in non-industrial settings, while young persons aged 15 to under 16 have broader but still regulated options. Work in industrial settings has additional rules and unsuitable hazardous tasks are restricted.

For Punggol families preparing for the November–December 2026 holiday or 2027 school breaks, the sensible first step is not applying to every online job advertisement. Confirm the teenager’s age and status, the real employer and workplace, the tasks, pay and working hours, then check whether it conflicts with school, CCA, health or family responsibilities. Foreign pupils holding ICA Student’s Passes have an additional set of MOM rules: approved government and government-aided secondary-school pupils aged 14 and above may be exempt from a work pass during official school vacation when all requirements are met, but government secondary schools are not generally listed for the same term-time exemption. These rules are not permission for an employer to use a child unsafely or for students to skip school.

• Children aged 13 to under 15: MOM allows light duties in non-industrial settings; industrial work is generally restricted except specified family-member circumstances.
• Young persons aged 15 to under 16: non-industrial work is permitted subject to the law; industrial employment requires employer notification and a medical report within the prescribed 30-day period.
• Work that risks injury, involves servicing moving machinery, exposed live electrical apparatus or underground settings is unsuitable for those under 16.
• Specific additional hours, rest and nighttime rules apply to children and young persons employed as workmen doing manual labour.
• Under those manual-labour rules, children must not exceed six hours per day including school time, and young persons seven hours; break thresholds differ.
• Do not assume that a 16-hour-per-week foreign student rule applies to every school and immigration status; MOM has separate approved-institution lists.
• Government and government-aided secondary schools appear on MOM’s approved foreign Student’s Pass vacation list, but not its ordinary term-time exemption list.
• Working for money does not replace compulsory schooling, the pupil’s academic programme or legitimate school commitments.
• Part-time employees under the Employment Act can have statutory entitlements; actual pay, hours and benefit calculations should be recorded.
• ScamShield warns against fake online jobs that require upfront payment, transferring money or disclosing Singpass credentials.

What parents need first: Verify age, permitted duties, immigration status where relevant, the actual employer and safe hours. Never pay a deposit for a purported job or sacrifice school attendance.

MOM age and job rules at a glance

Contents: age-appropriate part-time and holiday work

• 1. Is part-time work legal for a secondary pupil?
• 2. Posting Group is not an employment permit
• 3. Age thirteen to under fifteen
• 4. What light duties means in practice
• 5. Age fifteen to under sixteen
• 6. Industrial employment needs special checks
• 7. What counts as an industrial setting
• 8. Hazardous work is not acceptable
• 9. Moving machinery and heavy equipment
• 10. Electrical hazards
• 11. Manual-labour daily limits for children
• 12. Manual-labour daily limits for young persons
• 13. Night work restrictions
• 14. Breaks are part of the job
• 15. The school term still matters
• 16. Holiday work is different from term-time work for foreigners
• 17. Foreign Student’s Pass vacation exemption
• 18. Why term-time exemption is not automatic
• 19. Dependant’s Pass holders need separate advice
• 20. Citizenship and residency distinctions
• 21. Working for a family business
• 22. A written contract protects clarity
• 23. Hourly wages and real earnings
• 24. Part-time work and Employment Act benefits
• 25. Public holiday pay
• 26. Sick leave and annual leave
• 27. CPF contributions and school holidays
• 28. A payslip is useful
• 29. Job advertisements should be checked
• 30. ScamShield’s main job-scam warning
• 31. Never pay to obtain wages
• 32. Never lend a bank account to a recruiter
• 33. Singpass and private identity details
• 34. Workplace safety is more than the legal age
• 35. Transport home after a shift
• 36. The cost of exhaustion
• 37. Working during national exam preparation
• 38. A job versus a volunteer opportunity
• 39. A genuine first job can teach skills
• 40. How to handle a difficult supervisor
• 41. If wages are not paid
• 42. A fictional fourteen-year-old shop applicant
• 43. A fictional fifteen-year-old work applicant
• 44. A fictional foreign Student’s Pass holder
• 45. A fictional online job scam
• 46. A first-job checklist for families
• 47. The most important educational outcome

1. Is part-time work legal for a secondary pupil?

It can be, depending on the child’s age, the work involved and any additional requirements. MOM’s child and young-person employment rules are more specific than saying every teenager may take any job.

Parents should check the nature of the work as carefully as the age. A seemingly ordinary role can involve hazardous equipment or an inappropriate late-night shift that changes the answer.

Family action: Read MOM’s current age-and-duties table before considering a contract.

2. Posting Group is not an employment permit

PG1, PG2 and PG3 guide Secondary 1 admissions. G1, G2 and G3 are subject levels. They do not themselves authorise a child to work, qualify them for a job or remove legal protections.

A child taking a demanding course may need more study time, but the law concerning age and work still applies. Academic grouping must not be used to justify unsafe or exploitative employment.

Family action: Evaluate age, immigration status and actual duties, not school labels.

3. Age thirteen to under fifteen

MOM permits children aged 13 to under 15 to perform light duties in non-industrial settings. The same page says industrial work is generally not allowed unless the child is working with family members under the stated exception.

The term ‘light duties’ is important. A job that appears to be a shop assistant role may involve heavy lifting or risky machinery in practice, making its suitability different from its title.

Family action: Ask for the complete task list before agreeing to anything.

4. What light duties means in practice

Light duties should avoid tasks that are unsuitable or hazardous for a younger child. The legal classification depends on the actual work and environment rather than a catchy advertisement.

A parent should not assume that moving heavy stock, operating dangerous equipment or closing a shop alone at night qualifies merely because the employer calls it a ‘simple student job’. The employer must meet the applicable law.

Family action: Request precise daily responsibilities and check safety with the employer.

5. Age fifteen to under sixteen

MOM permits young persons aged 15 to under 16 to work in non-industrial settings and allows certain industrial employment subject to additional employer obligations.

The broader permission does not remove restrictions on hazardous work, relevant working-hour limits for workmen doing manual labour or the need for lawful immigration status. Families should read beyond the first row of the table.

Family action: Confirm whether the work is industrial and what conditions apply.

6. Industrial employment needs special checks

For a young person aged 15 to under 16 working in an industrial setting, MOM says the employer must notify the ministry and submit a medical report within 30 days of employment starting.

This is the employer’s legal responsibility, not a form that a child can simply ignore because they want the job. Construction, manufacturing and transportation settings can carry additional risks.

Family action: Do not accept vague assurances about notification; ask the employer to follow MOM rules.

7. What counts as an industrial setting

MOM gives examples such as construction, transportation and manufacturing. The job’s actual setting and duties matter, and a mixed-use business may require clarification.

A retail role inside a large business is not automatically the same as machine work on a factory floor. Parents should ask for the real worksite and the tasks rather than guessing from the company name.

Family action: If classification is unclear, verify directly with MOM or a qualified adviser.

8. Hazardous work is not acceptable

MOM identifies work that may cause injury, involve moving machinery, expose someone to inadequately insulated live electrical apparatus or take place underground as unsuitable for those below sixteen.

Safety protection matters even when a teenager is eager to prove maturity. A high hourly wage is not a good reason to let a child undertake dangerous tasks without lawful protection and competent supervision.

Family action: Reject unsafe duties and ask the employer to change the role if necessary.

9. Moving machinery and heavy equipment

Machines in industrial, warehouse and food-production environments can create serious risks. A minor should never be asked to service or attend to prohibited moving machinery in contravention of MOM rules.

Parents may not recognise a dangerous task from a generic role title. A demonstration or written task description can help reveal the actual hazard. Workers should not remove guards or bypass safety instructions.

Family action: Ask exactly which equipment the teenager would operate or approach.

10. Electrical hazards

Working near inadequately insulated live electrical equipment is among the unsuitable duties for under-sixteen workers described by MOM. This goes beyond whether the young person has studied electricity in Science.

A good examination score or a hobby in electronics does not qualify a pupil to service live installations. Employers must ensure appropriate work and supervision, and families should refuse unsafe expectations.

Family action: Keep electrical repair and dangerous maintenance outside the child’s job.

11. Manual-labour daily limits for children

MOM says children employed as workmen doing manual labour must not work more than six hours in a day, including school time. They cannot work more than three hours without a thirty-minute break.

These limits apply under the specified workman/manual-labour context rather than serving as a single universal schedule for every kind of student activity. School time is important in the calculation.

Family action: Ask for the real shift and factor in any school attendance.

12. Manual-labour daily limits for young persons

For young persons below sixteen employed as workmen doing manual labour, MOM specifies a maximum of seven hours a day including school time and a break after no more than four hours of work.

A pupil with a long school day cannot assume that a substantial evening shift is safe or legally permissible under these rules. Careful timetable review helps prevent violations.

Family action: Request written hours and compare them with the actual school schedule.

13. Night work restrictions

MOM’s manual-labour rules restrict children and young persons from working between 11 pm and 6 am the next day, and from rest-day work without the Commissioner’s permission.

A parent should not infer that a late retail shift is automatically suitable merely because school is on vacation. Even apart from the legal category, travel and safety can make night work inappropriate for a teenager.

Family action: Check the job’s latest permitted finishing time and safe journey home.

14. Breaks are part of the job

Working for several hours without rest can affect concentration, safety and wellbeing. MOM’s specific manual-labour rules set a thirty-minute break threshold for eligible children and young persons.

An employer who describes breaks as a favour rather than a legal or safe arrangement deserves careful scrutiny. The teenager also needs water, food and suitable rest after the shift.

Family action: Ask for the actual break schedule and whom the pupil can approach if it is ignored.

15. The school term still matters

A secondary pupil’s primary educational responsibility is attending school and keeping up with legitimate lessons and activities. A part-time role should not require the child to skip class or ignore compulsory commitments.

Families sometimes see a holiday job advertised with a flexible start date but discover that training overlaps a school assessment. The teenager should not misrepresent attendance or invent a medical excuse.

Family action: Protect school attendance and check the current academic calendar before signing.

16. Holiday work is different from term-time work for foreigners

MOM’s foreign Student’s Pass exemption page separately lists eligible institutions for vacation work and for work during term. The two lists are not identical.

Government and government-aided secondary schools appear on the eligible holiday-work list, but not on the ordinary term-time exemption list. A foreign secondary pupil should not simply apply a university student’s 16-hour rule to themselves.

Family action: Check the exact approved institution list and employment timing.

17. Foreign Student’s Pass vacation exemption

MOM says a foreign student with an ICA-issued Student’s Pass at an approved institution may work without a separate work pass during school vacation if aged fourteen or above and meeting all stated conditions.

This is a specific exemption, not blanket permission for every person who studies in Singapore or holds a student-looking card. Work can still be subject to child employment restrictions and lawful conditions.

Family action: Verify the pass, age, institution and official vacation dates together.

18. Why term-time exemption is not automatic

MOM’s term-time foreign-student work page provides an approved-institution list and conditions such as the 16-hour weekly limit for eligible students. Ordinary government secondary schools are not on that term-time list.

A parent who reads only the sixteen-hour headline may wrongly conclude the child can work during school term. This can create immigration and employment offences.

Family action: Use the actual current term-time list rather than assuming a general student exemption.

19. Dependant’s Pass holders need separate advice

A foreign pupil on a Dependant’s Pass does not automatically have the same work rights as a qualifying ICA Student’s Pass holder. MOM’s March 2026 parliamentary reply discusses specific course-required work and Letter of Consent conditions.

The family’s actual pass and course situation must be verified; neither the student’s age nor enrolment alone answers the immigration question.

Family action: Ask the relevant MOM and ICA channels before accepting paid work.

20. Citizenship and residency distinctions

Singapore Citizens, Permanent Residents and foreign pass holders can face different administrative requirements for work. Child labour protections are not replaced simply because someone is a citizen.

Families should avoid giving immigration advice based on one classmate’s experience, as the same job may have different legality for pupils with different pass types.

Family action: Check the teenager’s actual legal status rather than assuming every schoolfriend has identical permission.

21. Working for a family business

MOM’s table contains a specific exception regarding industrial work by children aged 13 to under 15 with family members. That should not be read as a blanket exemption from safety or all other employment rules.

Helping with a family shop can be educational, but a dangerous task remains dangerous. Parents should distinguish ordinary appropriate assistance from industrial work requiring legal clarification.

Family action: Do not use the family-business label to justify unsafe machinery or excessive hours.

22. A written contract protects clarity

A written agreement should identify the employer, worksite, duties, rate of pay, hours, payment timing and relevant conditions. A young employee benefits from understanding these details before starting.

A teenager may be embarrassed to ask questions, but vague promises such as ‘we’ll pay depending on performance’ can create disputes. Written clarity supports both sides and helps families recognise unreasonable conditions.

Family action: Ask the employer for accurate terms in a format the pupil can keep.

23. Hourly wages and real earnings

The advertised hourly rate is not the same as money left after transport, meals or any authorised deductions. A family should understand how hours are recorded and when wages are paid.

For example, eight hours across two short shifts at a hypothetical rate produce a gross figure, but the actual payable amount depends on the contract and applicable law. Never quote invented statutory minimum wages for all student jobs.

Family action: Check the rate, hours, pay period and allowable deductions.

24. Part-time work and Employment Act benefits

MOM explains that part-time employees covered by the Employment Act may have paid annual leave, sick leave and public holiday entitlements, with appropriate pro-rating rules.

Students should not assume that a casual or short-term label automatically removes all employment protection. At the same time, specific eligibility and service conditions must be checked for a short holiday appointment.

Family action: Use MOM’s official part-time employment guidance rather than relying on hearsay.

25. Public holiday pay

A part-time employee can have statutory public holiday entitlements under the applicable Employment Act rules, with pro-rating and possible agreed encashment described by MOM.

The correct calculation depends on hours and contract terms. A teenager should not be told that every holiday shift guarantees exactly the same extra payment regardless of employment status.

Family action: Read the actual contract and MOM’s current holiday-pay guidance.

26. Sick leave and annual leave

MOM says eligible part-time employees covered by the Employment Act can receive paid annual and sick leave, subject to the relevant service conditions and calculations.

A short holiday job may have different practical entitlement timing from a long contract, so parents should not promise a fixed number of paid leave days. Genuine illness and safety remain important independent of paid entitlement.

Family action: Confirm legal eligibility and how the employer handles absences.

27. CPF contributions and school holidays

CPF treatment can depend on the employee’s citizenship, age, earnings, employment arrangement and whether work falls within recognised school-holiday exemptions. It should not be guessed from the word ‘student’ alone.

Outdated summaries may omit exceptions or later amendments. Parents should verify the current CPF Board and MOM rules for the child’s situation rather than accept unsupported claims that no CPF ever applies to young workers.

Family action: Ask the employer to explain the lawful payslip treatment.

28. A payslip is useful

An itemised record of hours, wage rate, deductions and payments helps a young worker understand their earnings and spot mistakes. It also gives parents evidence if the employer disputes what was agreed.

A teenager working short shifts may forget the hours after several weeks. Keeping a simple accurate personal timesheet is a useful life skill and is not a substitute for the employer’s legal records.

Family action: Record shift start, end, breaks and any payment received.

29. Job advertisements should be checked

A legitimate employer should be identifiable and able to explain its business, work location, duties and hiring process. Social-media adverts may exaggerate earnings or conceal the actual work.

Parents should be cautious about anonymous recruiters who move the conversation to a personal chat, demand sensitive information or pressure an immediate deposit. No impressive logo alone proves legitimacy.

Family action: Verify the employer independently before sharing private documents.

30. ScamShield’s main job-scam warning

Singapore’s ScamShield warns that fraudulent online jobs often promise easy commission for liking posts, rating hotels or completing tasks, then require the applicant to transfer money or make advance purchases.

A teenager may be tempted by ‘earn S$200 a day from your phone’ promises. Scammers may initially pay a small amount to build trust before asking for larger transfers.

Family action: Reject jobs that require your own money to unlock pay.

31. Never pay to obtain wages

A job that requires deposits, ‘account top-ups’ or fees to release commission is a major warning sign. ScamShield explicitly identifies advance payments as common in job scams.

Legitimate employment should not depend on a minor transferring funds to an unknown account to prove loyalty or unlock a fictional task. Parents should intervene immediately if the child is being pressured.

Family action: Stop communication and verify through recognised authorities.

32. Never lend a bank account to a recruiter

Some scams offer small commissions for transferring funds between accounts. This can expose a young person to serious financial and legal risks.

ScamShield warns against using a personal bank account as part of a fake online job. A pupil should not agree to receive or forward third-party money as a condition of work.

Family action: Never give an unknown recruiter access to a bank account or payment credentials.

33. Singpass and private identity details

Employers may have legitimate administrative requirements, but a job advertisement demanding Singpass credentials, passwords or an unfamiliar QR-code scan is suspicious.

ScamShield specifically warns about requests for Singpass credentials in job scams. Children should know that national digital identity access must not be handed to a stranger.

Family action: Use only verified employer channels and keep passwords private.

34. Workplace safety is more than the legal age

Even a nominally permissible job can be unsafe if the employer provides no supervision, expects heavy lifting or ignores appropriate equipment and procedures.

A parent should consider who supervises the child, what happens during an emergency and whether the workplace is suitable. A teenager’s willingness to earn money does not remove these responsibilities.

Family action: Visit or independently verify the work environment where appropriate.

35. Transport home after a shift

A pupil working in Punggol may be near home, but the end of a shift can still require a dark walk, an inconvenient bus route or an unexpected change in schedule.

The family should arrange a safe return plan and understand the employer’s finishing times. A good hourly rate is less useful if the child repeatedly returns exhausted or without a safe route.

Family action: Test the route and have a clear backup contact.

36. The cost of exhaustion

Schoolwork, CCAs and employment all require time and energy. A job that leaves a teenager sleeping too little may undermine learning and wellbeing despite earning money.

Parents can help the pupil consider sleep, nutrition, friendships and genuine free time. Financial responsibility includes knowing when not to accept extra shifts.

Family action: Set a sustainable weekly limit appropriate to school demands.

37. Working during national exam preparation

A graduating student may want to earn money while also preparing for the Singapore-Cambridge SEC. The examinations have fixed subject and paper requirements that should be prioritised.

A part-time shift cannot be assumed to excuse missing a national paper or required school activity. The family should distinguish holiday work after exams from work during essential preparation or examination periods.

Family action: Check the actual exam timetable before agreeing to shifts.

38. A job versus a volunteer opportunity

Volunteering, school Values in Action, work shadowing and paid employment can all provide useful experience, but they have different purposes and legal arrangements.

An unpaid placement can still involve safety and safeguarding concerns. Families should not assume unpaid means unregulated or suitable for every age. The organiser should explain duties, supervision and what the student is expected to learn.

Family action: Clarify whether the opportunity is employment, authorised school activity or voluntary service.

39. A genuine first job can teach skills

A suitable short-term role may help a teenager practise punctuality, communication, basic budgeting, customer service or responsible teamwork. These are valuable when a student understands what is being learned.

The experience should not be portrayed as proof that academic subjects are unnecessary. Good study and appropriate work exposure can complement one another without exploiting the child.

Family action: Ask the teenager to name one skill gained from ordinary tasks.

40. How to handle a difficult supervisor

Young workers may find workplace feedback unfamiliar or intimidating. They should be encouraged to ask for clarification, recognise unacceptable treatment and contact a trusted adult when necessary.

A manager can give legitimate instructions, but unsafe demands, unpaid promises or harassment require an appropriate response. Parents should avoid telling the child to endure everything because it is their first job.

Family action: Keep a clear record and seek help when workplace conduct is unreasonable.

41. If wages are not paid

A student who is not paid as agreed should preserve the contract, shift records, messages and payslips and seek appropriate information about employment rights.

The family should not automatically threaten or publicly accuse people without facts. MOM and recognised employment dispute channels provide guidance on relevant rights and remedies.

Family action: Compile accurate evidence and use the official complaint or advice route.

42. A fictional fourteen-year-old shop applicant

Imagine fictional pupil Mira, aged fourteen, wanting to help in a local shop during the year-end holiday. Her family checks whether the duties are genuinely light and non-industrial, what supervision exists and whether the hours are suitable.

They decline tasks involving heavy machinery or unsafe work even if the employer says the job is easy. The story is an illustration, not a guarantee that any particular vacancy is permitted.

Family action: Match the exact task and age to MOM’s rules before accepting.

43. A fictional fifteen-year-old work applicant

Imagine fictional pupil Ryan, fifteen, who sees an advertisement for warehouse work. The family discovers that an industrial worksite triggers different legal and safety requirements from an ordinary non-industrial role.

They ask about the real duties, employer obligations and medical report rather than assuming that a school holiday removes all restrictions. No job offer should be accepted solely on a recruiter’s claim of compliance.

Family action: Clarify the classification and employer responsibilities first.

44. A fictional foreign Student’s Pass holder

Imagine fictional student Aisha, fourteen, enrolled at an eligible government secondary school and considering official school-vacation work. Her parents check MOM’s vacation exemption and confirm her Student’s Pass status.

They do not assume the same exemption automatically applies during term time or that a classmate’s work rights match hers. The scenario illustrates lawful verification, not immigration advice or a job guarantee.

Family action: Use the exact approved-institution and pass requirements.

45. A fictional online job scam

Imagine fictional student Ethan receiving a message offering commissions for rating shops. After two small tasks, the recruiter asks him to pay a deposit to unlock a much larger payment.

Ethan tells a trusted adult, stops transferring money and uses official ScamShield guidance. The lesson is that easy earnings and requests for upfront funds are classic warning signs.

Family action: Do not pay money to earn supposedly guaranteed wages.

46. A first-job checklist for families

Before agreeing, verify age, worksite, safe duties, legal status, employer, supervision, hourly pay, working hours, breaks, transport and official work-pass conditions if relevant.

Then compare the schedule with school, CCA, exams and recovery. If any detail is unclear, ask before the teenager starts. A good job is one the child can perform lawfully and safely without sacrificing education.

Family action: Keep a written copy of the arrangement and emergency contact.

47. The most important educational outcome

The purpose of age-appropriate work is not to prove a child can work adult hours or earn a particular amount. It is to gain experience while keeping legal protection, learning and wellbeing intact.

Full SBB students have different academic profiles but all deserve the opportunity to develop responsibility without exploitation. Families can value paid experience while refusing unsafe conditions.

Family action: Choose safety and sustainable learning over impressive advertised wages.

Student first-job safety checklist

• Confirm the student’s actual age and immigration status
• Check job category and real duties
• Verify employer and worksite independently
• Check industrial-work and age restrictions
• Record the actual shift and break schedule
• Verify school vacation or term-time work permissions if relevant
• Know safe transport home and a backup contact
• Agree pay, hours, contract and payslip details
• Never pay deposits or provide bank account access to strangers
• Protect Singpass, passport and other sensitive credentials
• Leave enough time for school, exams, health and rest
• Speak to a trusted adult about unsafe or unpaid work

Frequently asked questions

Can a thirteen-year-old work in Singapore?

MOM permits children aged 13 to under 15 to perform light duties in non-industrial settings, subject to conditions.

Can a fourteen-year-old work in construction?

Industrial work for children under 15 is generally restricted, with a specified family-member exception; hazardous duties remain a concern.

Can a fifteen-year-old work in a factory?

Certain industrial work may be possible, but the employer must satisfy additional notification and medical-report rules.

Are the nighttime and break rules the same for every job?

MOM’s detailed limits described here apply to children and young persons working as workmen doing manual labour.

Is there a simple national student minimum salary?

Do not invent one. Check the actual contract and any sector-specific rules.

Can a foreign Student’s Pass holder work in school holidays?

Only if the student meets MOM’s vacation exemption criteria, including age and an approved institution.

Can government secondary Student’s Pass holders automatically work 16 hours during term?

No. The approved term-time exemption list is different and does not ordinarily list government secondary schools.

Should a teenager pay a recruiter a deposit?

No. ScamShield identifies upfront payment demands as a common job-scam indicator.

Can a school student have statutory part-time benefits?

Employment Act protections can apply, with eligibility and pro-rating rules.

Does a G3 student have more work rights than a G1 student?

No. Subject level is not a legal employment category.

What if the job conflicts with school?

Education and legal attendance obligations should take priority; review the role and schedule.

Where are the official rules?

MOM’s child employment and foreign student pages, plus ScamShield’s current job-scam guidance.

Official MOM and ScamShield guidance

See MOM: Employing young persons and children, MOM: Work pass exemptions for foreign students, MOM: Notification for industrial employment of young persons, MOM: Part-time leave rules, MOM: Part-time public holidays, and ScamShield: Job scams (May 2026). Related eduKatePunggol reading: ECG and MySkillsFuture and 2027 school holiday calendar.

Reviewed 13 November 2026. This guide summarises employment age restrictions, exemptions and safety concerns but does not determine an individual’s legal right to work, pay, benefits or immigration status. Families and employers must verify current MOM and ICA rules and obtain individual advice where necessary. Fictional student scenarios are illustrative.