Compare

Employment Contracts in Singapore

1. Minimum requirements

The standard type of employment contract in Singapore is an “open-ended” contract terminable on notice (subject to the protection which the law provides on unfair dismissal). A contract of employment need not be in writing and may be partly written and partly oral.

An employment contract should as a minimum include the following:

  1. Commencement of employment;
  2. Appointment (job title and job scope);
  3. Hours of work;
  4. Probation period, if any;
  5. Remuneration;
  6. Employee benefits (e.g. sick leave, annual leave, maternity leave);
  7. Termination of contract (notice period); and
  8. Code of conduct (e.g. punctuality, no fighting at work).

2. Fixed/Unlimited time contracts

Workers may be contracted to work for a fixed period only or to perform a particular task with the contract terminating at the end of such period or on the completion of the task.

There is no requirement for fixed term contracts to specify the reason why it is a fixed term.

3. Notice period

The general principle is that the party who intends to terminate the employment contract must give notice to the other party in writing.

The notice period to be given depends on what is agreed in the written contract. If there is no written contract, the notice period to be given depends on what the parties have agreed upon verbally.

In the case of EA Employees, in the event that there has been no previous agreement by the parties, the following shall apply:

Length of Service Notice Period
Less than 26 weeks 1 day
26 weeks to less than 2 years 1 week
2 years to less than 5 years 2 weeks
5 years and above 4 weeks
For more information, please contact L&E Global.
This information was contributed by Clasis LLC in association with Clyde & Co.
This entry was posted in Employment Contracts on .