Singapore Fact-File Part 6:
Individual Business Employment Issues

6.4 Singapore Employee Dismissal Rules

The termination and dismissal of employees

Under the terms of the Employment Act, the party that wishes to terminate the Contract of Service (NB that there is a distinction between the Contract of Service which exists between employer and employee, and Contracts for Services, which are used by independent contractors undertaking a certain job or project with an organisation, and which do not imply an employer/employee relationship, and are therefore not covered by the Employment Act) should usually give notice in writing.

The notice period will generally have been agreed in the aforementioned contract of service; if it has not, there is a sliding scale, from one day (if the employee has been in their position for less than 26 weeks) up to four weeks (if they have been employed for more than 5 years).

The contract can be terminated by the employer without notice, if salary equivalent to the notice period is paid.
Other circumstances in which employment can be terminated without notice include where the employee has been absent from work for 2 consecutive days without approval, or adequate reason, and where there has been misconduct, defined as breach of discipline, or actions inconsistent with the explicit or implied terms of the contract. In cases of misconduct, an inquiry into the alleged behaviour must take place.

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