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No. Under the Employment Act, employees have the right to resign at any time, by serving notice or by compensating the employer with salary in lieu.
It is an offence for employers to disallow employees to leave their job.
While you can take sick leave or hospitalisation leave during the notice period, this will not change your last day of employment. You are still considered an employee until the end of your notice period. Your employer is also not allowed to extend your notice period.
The notice period gives you and your employer time to plan for a handover of duties. As a responsible employee, you should work with your employer to ensure a smooth transition.
If your employer has been late in paying your salary, you can lodge a claim or seek advice.
Yes, but the employer has to pay their employee salary in-lieu of notice (‘notice pay’), which is the salary that the employee would have earned during the required notice period.
The employer must pay the employee his final salary on the last day of work or within 3 working days from the date of employment termination.
However, if the employment termination is due to misconduct, the employer can terminate the employee’s employment without notice. The employer does not have to pay salary in-lieu of notice.
The Tripartite Alliance for Dispute Management (TADM) handles salary related claims and disputes on employment termination. Visit TADM's website and tap on “ASK TADM” chatbot advisory service for assistance.
No.
Your employer determines the rest day, which can be a Sunday or any other day of the week.
Employers should determine the rest days in advance and inform you before the start of each month.
Yes, public holidays are paid provided that the employee does not absent oneself from work on the working day immediately before or after a holiday without the employer’s consent or without reasonable excuse.
Working on a public holiday is subject to the terms of the employment contract or mutual agreement between employer and employee.
We encourage employers to recognise employees’ personal commitments, especially during public holidays.
Employees who are required to work on a public holiday must be paid an extra day’s salary at the basic rate of pay.
Find out more about public holiday entitlements.
Every employee who has at least 3 months of service is entitled to up to 60 days of paid sick leave, which includes hospitalisation leave.
For new employees who do not have enough paid sick leave entitlement to cover the period of absence, you are encouraged to allow them to take advanced paid sick leave.
If their contract is terminated before 3 months of service, you may deduct their unearned sick leave benefit from their salary.
You should exercise compassion and flexibility in supporting the needs of your employees.
Your employer cannot withhold your final salary if you have served your notice period.
The notice period gives both parties time to plan for a smooth transition, including handover arrangements. As a responsible employee, you should also play your part by completing your duties before leaving employment.
As your employer is now asking you to leave earlier / immediately even though you were already serving notice, your employer should pay you salary in-lieu of notice (‘notice pay’) for the rest of the notice period.
You should receive your final salary on your last day of work or within 3 working days from the date of employment termination.
The Tripartite Alliance for Dispute Management (TADM) handles salary related claims and disputes on employment termination. If your employer did not pay you, you can visit TADM's website and tap on “ASK TADM” chatbot advisory service for assistance.
If the terms and conditions of an employment contract (or collective agreement) need to be changed, both you and your employees (and the unions, where applicable) should negotiate and try to reach an acceptable agreement, taking into consideration business needs and your employee’s concerns.
If you can’t reach an agreement with your employees:
To prevent misunderstandings or disputes, a written agreement with the new terms and conditions clearly stated, whether temporary or permanent, should be signed, where possible (e.g. electronic signature).
If your job advertisement is still valid, you can still use it for submitting an EP or S Pass application even if the job title is no longer found in the Self-Assessment Tool (SAT).
Generally, the place of work is decided by the employer based on the requirements and needs of the business. Hence, the place of work can be changed.
However, if both parties have previously agreed on a particular place of work, then any change in location should be discussed and agreed to by the employee.
If no agreement can be reached, either party can serve notice and end the employment relationship.
The employment contract defines the employer-employee relationship, including the terms and conditions of employment. Employers cannot make changes without the employee’s consent.
If the terms and conditions of an employment contract need to be changed, both employers and employees should negotiate and try to reach an acceptable agreement, taking into consideration business needs and the employee’s concerns.
A new contract with the new terms and conditions clearly stated should then be signed. This helps to prevent misunderstandings or disputes.
If no agreement can be reached, either party can serve notice and end the employment relationship.
Yes. The Employment Act spells out the minimum terms and conditions of employment in Singapore. It does not make any distinction between a temporary employee, contract employee, daily-rated employee or employee on tenured employment.
Employees working less than 35 hours a week are covered under regulations for part-time employees.