Singaporean Questions 44-Hour Work Week Compared to Japan's 40-Hour Standard

Singapore, Singapore Jul 25, 2026 ALN: Japan is famous for its intense work culture, so one Singaporean was surprised to discover that its legal work week is actually shorter than Singapore’s. After working there, he couldn’t help but wonder: why is Singapore still sticking with a 44-hour work week?

Sharing his experience online, the man said that while Japan has a reputation for long hours and overtime, its labour laws generally cap full-time employees at eight hours a day and 40 hours a week. This legal framework contrasts markedly with Singapore’s, where the standard work week is 44 hours, raising questions about the rationale behind such policies.

Moreover, he shared that during his work assignment in Japan, any overtime beyond 40 hours had to be properly justified and approved. This stipulation is part of a broader cultural and legal framework in Japan that aims to promote work-life balance, despite the country's notorious reputation for long working hours in practice. “It seems Singapore is worse. When seconded to work in Japan, if I crossed 40 hours by too much, I had to send a request for approval to my boss stating why I OT. They also paid me prorated OT hours. When I came back to Singapore, no pay for my OT,” he remarked, highlighting a significant difference in employee treatment and compensation for overtime work.

He added that countries such as South Korea, China, and Taiwan also have a 40-hour work week under their labour laws. This observation points to a regional trend where many Asian countries are aligning towards a more standardized workweek, contrasting with Singapore’s longer hours. The implications of such a discrepancy are profound, as they can affect employee well-being, productivity, and overall job satisfaction.

Beyond working hours, he also claimed that companies in Japan generally offered better employee benefits, although he did not go into detail about what those benefits were. Employee benefits can encompass a range of offerings, including health insurance, paid leave, and retirement plans, which can significantly affect an employee's quality of life. The perception that Japanese companies provide better benefits may contribute to the allure of working there, even amidst a culture known for demanding work conditions.

“I know in actual practice these countries work more than that, but why is Singapore at 44 and not 40, like the Asian standard in terms of law?” he asked, prompting a broader conversation about labor regulations in Singapore. This question underscores a critical issue in labor policy—whether regulations adequately reflect the needs and realities of workers in a rapidly changing economic landscape.

“SG work ‘laws’ don’t even apply to everyone”

The post soon drew plenty of responses, with many sharing their thoughts on working hours in Singapore and abroad. This online discourse reflects a growing concern among workers regarding the implications of current labor laws in Singapore.

One commenter said they were surprised to learn that Japan’s official work week is shorter than Singapore’s. “Wow, didn’t know about that. In western countries, the standard office hours are 9-5, but ours is 9-6. Some companies even do 8.30-6 or 9-6.30. I do think it’s horrible.” This sentiment resonates with many who feel that the longer work hours in Singapore contribute to a challenging work-life balance.

Another shared, “Aussie is 38. Anyway, SG work ‘laws’ don’t even apply to everyone. Doctors and nurses are doing way more than 44h/week regularly without getting overtime pay lol.” This comment highlights a significant issue regarding the applicability of labor laws across different sectors. In Singapore, certain professions, particularly in healthcare, often require employees to work beyond the legal limits without appropriate compensation, raising ethical concerns about worker treatment and rights.

A third commenter compared Singapore with New Zealand. “In Singapore, sadly the culture also frowns upon employees offering to start work earlier. Back in New Zealand, it is the norm there to start work at 7 am and end work at 4 pm so that we can go to the beach to chill afterwards.” This cultural comparison brings to light how societal attitudes towards work can differ dramatically across countries, influencing employee behavior and expectations.

A fourth shared, “It really depends. Switzerland has 42h and while we usually work more between 9-10h per day, the employer is more flexible when you take off time to use up the accrued overtime. Rest of Europe has 38-40h week I think, cultural shift towards 4-day work week motivates employees to be more productive and enjoy the extra day off work – but for a cultural shift like this someone needs to start campaigning for it in politics.” This perspective suggests that there is a growing movement towards more flexible work arrangements in various parts of the world, which could serve as a model for Singapore if a similar cultural shift occurs.

As per the Ministry of Manpower (MOM), employees covered under the Employment Act who work five days a week or fewer can be required to work up to nine hours a day or 44 hours a week. This legal framework has been in place for some time, and while it provides a baseline for working hours, it has also faced scrutiny for not adequately protecting workers, particularly in a modern economy that increasingly values flexibility and work-life balance.

Those who work more than five days a week can be required to work up to eight hours a day, with the weekly limit remaining at 44 hours. This structure raises questions about the adequacy of current labor laws in addressing the needs of a diverse workforce that includes those in non-traditional work arrangements.

Regarding overtime compensation, an employee is eligible to claim this if they are a non-workman with a basic monthly salary of $2,600 or less, or a workman earning a basic monthly salary of $4,500 or less. This stipulation can create disparities in how different sectors and income levels experience labor laws, potentially leaving many workers without the protections they need.

The conversation surrounding work hours and labor laws in Singapore is indicative of a larger trend where employees are increasingly advocating for better working conditions and more equitable treatment. As the global workforce evolves, it remains to be seen how Singapore will respond to these pressures and whether it will align its labor policies with the growing international standards that prioritize employee well-being and work-life balance.