Zhong Yue Pte. Ltd. (UEN 202323760D), trading as Giggle / Giggle Jobs · 271 Joo Chiat Place, Singapore 427952 Version 1.0 · Effective year: 2026 · Owner: Founder & CEO · Review: annually 

1. Purpose and scope 

Giggle operates a technology platform that connects hospitality workers with client venues in Singapore. Workers engaged through the platform are independent contractors under a contract for service. This Policy sets out the labour and human rights standards we uphold in how we recruit, engage, pay and support those workers, and what we expect of the clients at whose premises they perform services. 

It applies to all Giggle personnel, all workers engaged through the platform, and all client engagements. It is read together with our Worker Terms & Conditions (Singapore) and Privacy Policy (Singapore), which contain the binding contractual provisions giving effect to the commitments below. 

2. Our commitments 

We are committed to respecting internationally recognised human rights, including those in the International Bill of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work, and to complying with Singapore law, including the Employment Act 1968, the Employment (Children and Young Persons) Regulations, the Prevention of Human Trafficking Act 2014, the Workplace Safety and Health Act 2006 and the Protection from Harassment Act 2014. 

3. No recruitment fees 

• No worker pays any recruitment, placement, platform, administrative or training fee to Giggle at any stage. Registration and onboarding are free of charge, and our revenue derives solely from client billing. 
• We do not use external recruiters, labour brokers or sub-recruitment agencies. All recruitment is direct, through our own platform. 
• No worker is required to lodge a deposit, bond or security of any kind. 

4. Prohibition of forced labour 

We prohibit, and will not participate in or knowingly benefit from, any form of forced or compulsory labour, including bonded labour, debt bondage, indentured labour, forced prison labour, slavery, servitude, compelled involuntary overtime and human trafficking. Specifically: 

• Voluntary engagement. Work is opt-in shift by shift. Workers may accept or decline any shift and may cease using the platform at any time, without penalty and without notice. 
• No document retention. We never take, hold or retain any worker’s passport, NRIC, FIN or other identity document. Verification images are deleted or irreversibly redacted once the check is complete. 
• No debt. No worker incurs any debt to Giggle as a condition of engagement. 
• No coercion. Threats, intimidation, physical or psychological coercion, and the withholding of earned fees to compel work, are prohibited without exception. 
• Freedom of movement. We do not provide, control or condition worker accommodation or transport, and place no restriction on a worker’s freedom of movement. 

5. Prohibition of child labour 

• The minimum age for sign-up and engagement through the platform is 16, above the ILO minimum age standard and consistent with the Employment Act and the Employment (Children and Young Persons) Regulations. Age and identity are verified against official identification at onboarding. 
• Workers under 18 are offered only engagements permitted for their age under applicable law. They are not offered hazardous work, engagements involving the service or handling of liquor, or work during hours restricted for young persons. 
• Should we ever become aware that a person below the minimum age has been engaged, we will remove them from further engagements immediately and act in the child’s best interests, prioritising a remediation and education pathway over summary termination, and will notify the affected client. 

6. Fair pay and working conditions 

• The fee for each engagement is stated in the shift listing and agreed by the worker before the engagement is accepted. Fees are identical for all workers performing the same role. 
• Fees are paid in Singapore Dollars by transfer to the worker’s own account, on verified completion of the engagement, in accordance with the stated payment cycle. Payment is never made in vouchers, coupons or promissory notes. • Earned fees are never withheld or reduced as a punishment or disciplinary sanction. Only adjustments expressly agreed in the Worker Terms & Conditions and permitted by law are applied, and only where the amount is liquidated and either admitted or determined under the dispute procedure. 
• Workers control their own availability and have no minimum commitment. Additional hours arise only by the worker’s agreement and are paid at the agreed rates.
• Workers must take reasonable care for their own safety, and may stop work and leave a venue where they reasonably believe there is an imminent and serious risk to health or safety, or where they are being harassed or assaulted, without any cancellation charge. 

7. Equality, non-discrimination and anti-harassment 

• We do not discriminate on the basis of race, nationality, ethnicity, religion, sex, gender identity, sexual orientation, age, marital or family status, disability, or any other protected or irrelevant characteristic, in recruitment, shift allocation, fees or termination. We are guided by the TAFEP Tripartite Guidelines on Fair Employment Practices. 
• Equal pay for work of equal value is given effect by setting fees per role rather than per person. • Shift allocation is determined by objective platform criteria: availability, role qualification and reliability record. Automated ranking is subject to a right of human review. 
• Harassment, bullying, threats, abuse and retaliation are prohibited, whether by or against workers, client personnel or guests, and are a material breach of the Worker Terms & Conditions. Ratings that are abusive, discriminatory or evidently retaliatory are removed. 

8. Grievance mechanism and non-retaliation 

Any worker may raise a concern free of charge — whether it relates to Giggle or to the organisation where they are placed — through the in-app complaint channel, our operations line, or directly to management. Complaints are acknowledged, investigated, tracked to resolution and answered with reasons, with a right of written appeal and recourse to mediation. Workers remain free at all times to report to the Ministry of Manpower, TADM, the Police or any other authority, to participate in legal proceedings, and to discuss their pay and working conditions. No worker will be penalised, deprioritised or removed from the platform for raising a concern in good faith. Retaliation is itself a breach of this Policy. 

9. Client expectations and monitoring 

• Clients are required to provide a safe workplace, to comply with applicable labour and safety law, and to maintain public liability insurance. 
• Where a client’s practices are inconsistent with this Policy, we will raise the matter with the client and, where it is not resolved, may suspend placements at that venue. 
• We will cooperate with client audits, including unannounced audits and interviews of workers placed on their premises, in line with our contractual commitments and applicable data protection law. 

10. Governance, review and reporting 

• The Founder & CEO is accountable for this Policy. It is acknowledged by workers at onboarding and is available on request. 
• This Policy is reviewed at least annually, and following any material incident or change in law. • Suspected breaches may be reported at any time to [email protected]. Confirmed breaches are remediated, with the outcome recorded and communicated to the affected worker and, where relevant, the client.