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Work Liability Waiver Form Template for Singapore

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Key Requirements PROMPT example:

Work Liability Waiver Form

"I need a Work Liability Waiver Form for our construction company in Singapore, covering high-rise building maintenance workers who will be working above 20 meters, starting from March 2025. The form needs to specifically address fall protection equipment usage and emergency evacuation procedures."

Document background
The Work Liability Waiver Form is essential in Singapore workplaces where employees engage in activities with inherent risks. This document balances the employer's need to manage liability with workers' rights under Singapore law. While it cannot override statutory protections, it helps clarify understanding of risks and responsibilities. The form typically includes risk acknowledgments, safety protocols, and emergency procedures, making it particularly important in high-risk industries or specialized work environments. It must be drafted in compliance with Singapore's workplace safety regulations and employment laws.
Suggested Sections

1. Identification of Parties: Details of the employer and employee/worker

2. Purpose of Waiver: Clear statement of the activities covered and context of the waiver

3. Scope of Waiver: Specific risks and liabilities being waived, with reference to relevant Singapore legislation

4. Acknowledgment of Rights: Statement that signer understands their rights and the implications of the waiver

5. Execution: Signature blocks and date of execution

Optional Sections

1. Medical Declaration: Optional section for activities requiring specific physical capabilities or health conditions

2. Emergency Contact Information: Optional section for when work involves higher risk activities

3. Special Equipment Declaration: Optional section when specific equipment or safety gear is required for the work

4. Training Acknowledgment: Optional section when specific training or certifications are required for the work

Suggested Schedules

1. Schedule A - Risk Assessment: Detailed list of identified risks and hazards specific to the work activities

2. Schedule B - Safety Procedures: Relevant safety procedures and protocols that must be followed

3. Schedule C - Emergency Procedures: Emergency response procedures and contact information

Authors

Alex Denne

Head of Growth (Open Source Law) @ ºÚÁÏÊÓÆµ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Relevant legal definitions




















Clauses




















Industries

Workplace Safety and Health Act (WSHA): Primary legislation governing workplace safety. Key considerations: basic safety requirements cannot be waived, mandatory incident reporting requirements, and statutory obligations for workplace safety must be maintained.

Work Injury Compensation Act (WICA): Governs workplace injury compensation. Important aspects: employees' right to compensation cannot be contracted out, statutory compensation framework must be respected, and WICA provisions are mandatory.

Employment Act: Establishes basic employment terms and conditions. Includes: basic employee rights that cannot be waived, fundamental contractual obligations, and minimum statutory protections.

Common Law Principles: Legal principles including reasonableness of exclusion clauses, application of Unfair Contract Terms Act, and principles of unconscionability in contract formation.

Personal Data Protection Act (PDPA): Regulates personal data handling. Covers: consent requirements, data protection obligations, and proper handling of personal information in employment context.

Waiver Drafting Requirements: Essential elements for valid waivers: must be clear and unambiguous, written in plain language, specific about risks being waived, compliant with statutory requirements, and signed voluntarily with informed consent.

Legal Limitations: Key restrictions: cannot waive liability for death or personal injury caused by negligence, cannot exclude mandatory statutory protections, must be reasonable and clearly communicated, must not be unconscionable or against public policy.

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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