The three categories
In a typical Singapore F&B outlet today, you might have:
- Full-timers: salaried, fixed weekly hours, often Singapore Citizen or PR, sometimes foreign on EP or S Pass.
- Part-timers: hourly-paid, regular but reduced hours (typically 20-32 hours per week).
- Casual / gig workers: ad-hoc, no continuing weekly commitment, used to flex up during peak.
Each is a different legal and operational beast. Lumping them together in a single Excel sheet is the first step in getting their pay, leave and compliance wrong.
Different contracts
The biggest distinction is the contract of service. Employees of any kind (full-time, part-time, casual on an employment contract) have a contract of service. Gig platform workers and true independent contractors do not — they have a contract for service.
The Employment Act applies to contracts of service. The Platform Workers Act 2024 applies to a specific category of platform-mediated workers (delivery, ride-hail). True contractors fall under general civil law.
Important: Calling a worker "casual" or "part-time" in their contract does not change the substance. If you direct their work, set their shifts, supervise them and pay them directly — they are an employee. The Employment Act applies regardless of the label.
Side-by-side
| Aspect | Full-timer | Part-timer | Gig / casual |
|---|---|---|---|
| Employment Act | Applies | Applies (Part IV based on wage) | Applies if engaged as employee; PWA if platform worker |
| CPF (SC/PR) | Yes | Yes if >S$50/month | Yes if employee & SC/PR; via platform if platform worker |
| Annual leave | 7-14 days minimum | Pro-rated | Pro-rated if employee; none if true contractor |
| Medical leave | 14 outpatient / 60 hospitalisation | Pro-rated by service | Same if employee |
| OT entitlement (Part IV) | If basic ≤ S$2,600 (non-workman) | If under threshold | If under threshold & covered |
| Pay frequency | Monthly | Monthly or weekly | Per shift or via platform |
Practical management challenges
One roster, three contract types
Your roster needs to know: for each worker, what is their contract type, hourly rate, weekly contracted hours (or none, for ad-hoc), and applicable rules. Without that captured per worker, you cannot calculate pay correctly.
Different pay frequencies
Full-timers usually paid monthly. Part-timers might be weekly. Gig workers per shift via a platform. If you run these in three separate systems, you have three reconciliations every month.
CPF treatment per worker
A SC full-timer under 55 gets 17% employer + 20% employee CPF. A foreign part-timer on S Pass gets FWL instead. A platform delivery rider's CPF sits with the platform. Manual lookup for every worker every payroll cycle is where errors happen.
Visibility for managers
A floor manager needs to see all three categories on the same roster screen. The lines between them blur in operations — when someone is sick, the cover might come from any of the three pools.
One platform for all three worker types
FlexiWork manages full-timers, part-timers and gig staff in one roster, with the right CPF and pay logic per worker. Including a Gig Platform (waitlist) for sourcing ad-hoc cover.
Start free — 14 daysRecruitment channels by category
The recruitment channels for each category are typically different:
- Full-timers: MyCareersFuture, JobStreet, FastJobs, referrals.
- Part-timers: FastJobs, Telegram channels, university job boards (for student part-timers), referrals.
- Gig workers: gig staffing platforms (GoPlay, Workclass, etc), agency cover, internal casual pool.
The strategic shift many SG operators are making: build an internal pool of regular casuals you know, lean on agencies less, use gig platforms for genuine peak only.
The Platform Workers Act 2024 implications
Since 1 January 2025, platform workers under the PWA (delivery, ride-hail) have CPF and Work Injury Compensation entitlements. The compliance is on the platform operator, not on the businesses they serve.
What this means practically:
- If you hire a delivery rider through a delivery platform: the platform handles CPF and WIC for that worker. Your only relationship is with the platform.
- If you hire a casual server through a gig staffing platform: depending on the platform's model (you contract with the platform vs. with the worker direct), the picture is different. Check the platform's terms carefully.
- If you take on a regular casual under direct contract: they are your employee, the Employment Act applies, CPF applies if SC/PR. They are not a platform worker for PWA purposes.
For the detail on the PWA, see our dedicated guide.
Fairness across categories
One of the soft challenges of mixed workforces is fairness perceptions. Full-timers often see casuals as "just casuals". Casuals sometimes feel they get the worst shifts. Part-timers can feel squeezed at both ends.
Operators that handle this well:
- Apply the same standards (punctuality, presentation, service) to all categories
- Use the same recognition (employee of the month, etc) across categories
- Distribute desirable shifts (PH, weekends with good tips) fairly
- Have a clear progression path: good casuals can become part-timers; good part-timers can move into full-time