S’pore ranks 17th globally in OnlyFans spending per 10,000 adults - Mothership.SG - News from Singapore, Asia and around the world https://mothership.sg/2026/09/singapore-onlyfans-spending-2026/   Full Report: Singapore OnlyFans Spending 2026   Source: Mothership.SG, Rafael See Toh — 9 September 2026 Data source: OnlyFans Wrapped 2026 report / analysis by OnlyFinder       📊 Global Rankings — Singapore   Metric Global Rank Figure  Spending per 10,000 adults #17 US$36,955 (~S$46,714)  Total estimated spending #35 US$18.8 million (~S$23.8 million)    Year-on-Year Change   - Total spending: +12.44% — up from US$16.7M (2025) to US$18.8M (2026) - Per 10,000 adults: +12.43% — up from US$32,868 (2025) to US$36,955 (2026)       🌏 Asia-Pacific Regional Rankings   Total Spending — APAC   Rank Country Estimated Spending  #1 Australia US$120.2M (~S$151.9M)  #5 Japan US$22.4M (~S$28.3M)  #6 Singapore US$18.8M (~S$23.8M)    Spending per 10,000 Adults — APAC   Rank Country Per 10,000 Adults  #1 Australia US$56,383 (~S$71,255)  #2 New Zealand US$45,191 (~S$57,112)  #3 Singapore US$36,955 (~S$46,714)        🌐 Global Overview   - United States — #1 globally: US$4.8 billion (~S$6.07B) total spending - OnlyFans global revenue (2026): ~US$7.8B (~S$9.9B) - Creator earnings: ~US$6.8B (~S$8.6B) kept by creators       📝 Methodology Note   The "per 10,000 adults" metric normalises spending across countries with vastly different population sizes — so smaller countries can rank highly even with a lower total spend. For example: two countries may spend the same total amount, but the one with fewer people will have a higher per-capita figure.       Full article: https://mothership.sg/2026/09/singapore-onlyfans-spending-2026/

💼 一些员工可能认为，只要达到绩效改进计划（Performance Improvement Plan）中列明的关键绩效指标，雇主就不能够解雇他。但受访律师指出，这是不正确的。   https://8w.news/4yvHzac   Here is a summary of the details from the 8world report regarding Performance Improvement Plans (PIPs) and employment termination: Key Takeaway   Meeting the Key Performance Indicators (KPIs) set out in a Performance Improvement Plan (PIP) does not automatically protect an employee from termination. Key Legal Insights from Interviewed Lawyers    * Termination Without Reason is Permissible      * According to Clarence Foo (徐维进), Managing Director at Foo & Quek LLC (符林徐律师行), as long as the terms of the employment contract are fulfilled, an employer can legally terminate an employee without providing any reason.    * Compliance with Notice Requirements      * Typical termination clauses in employment contracts primarily specify the notice period or salary in lieu of notice (collectively referred to as notice requirements).      * If the employer fulfills these notice requirements, the employment relationship is considered legally ended. Employers have no legal obligation to give explicit reasons for the dismissal.    * Implied Term of Mutual Trust and Confidence in PIPs      * When an employer chooses to place an employee on a PIP, an implied duty of mutual trust and confidence exists between the employer and the employee.      * Citing a High Court case precedent, if an employer breaches this implied obligation during the PIP process (e.g., executing the PIP in bad faith), the employee may have legal grounds for recourse.      * However, even in cases where the employee prevailed in court regarding a breach during a PIP, the resulting financial compensation awarded was minimal (e.g., in one High Court case, the employee only received $1,000 in damages).