The employee must provide written notice of resignation. The day the notice is given counts toward the notice period.

As agreed in the employment contract. If not stated, Singapore’s Employment Act requires: less than 26 weeks of employment: 1 day, 26 weeks to less than 2 years: 1 week, 2 to less than 5 years: 2 weeks, more than 5 years: 4 weeks

Not applicable under Singapore’s Employment Act.

• Prorated salary for days worked until the termination date.
• Payment for accrued but unused annual leave.
• Payment of bonuses, commissions, or expenses due under the contract.
• Repatriation flight where the employer is sponsoring the employee’s work permit.

Termination for cause in Singapore applies when either party willfully breaches a condition of the contract of service.

This includes situations where:

• The employer fails to pay the salary according to the contract.
• The employee is absent for more than two consecutive days without approved leave, has no reasonable excuse, or does not inform (or attempt to inform) the employer of the reason.
• The employee commits misconduct that is inconsistent with the terms of employment, following a due inquiry.
• The employee or the employee’s dependent faces immediate danger from violence or disease.

Written notice.

Termination takes effect immediately and does not require a notice period.

Not applicable.

• Prorated salary for days worked up to the termination date.
• Payment for accrued but unused annual leave.
• Payment of bonuses, commissions, or expenses that are due under the employment contract.
• Repatriation flight if the employer sponsors the employee’s work permit

The employer must issue a written notice of termination. The day the notice is given counts toward the notice period

As stated in the employment contract. If the contract does not specify a notice period, the Employment Act requires:

• Less than 26 weeks of employment: 1 day's notice
• 26 weeks to less than 2 years: 1 week
• 2 to less than 5 years: 2 weeks
• More than 5 years: 4 weeks' notice

Not applicable.

• Prorated salary for days worked up to the termination date.
• Payment for unused annual leave.
• Bonus, commission, or expense payments due under the contract.
• Repatriation flight if the employer sponsors the employee’s work permit.

MTA is a voluntary agreement signed by both parties (employer and employee) to terminate an employment contract by mutual consent.

The agreed terms of the mutual termination must be documented in writing, through a mutual termination agreement (MTA) signed by both parties.

Not required when both parties agree to end the contract. They may choose a termination date that takes effect immediately or in the future.

Not applicable.

• Repatriation Flight: Where the employee is sponsored by the client, one-way flight to employee’s home country or agreed destination
• Prorated Salary and Leave: Included in MTA:
  • Final salary up to termination date
  • Accrued but unused leave pay
  • Prorated bonus/commission/expenses (if applicable and agreed)
• Ex-Gratia Payment (if any): Not legally required but may be included to facilitate an amicable separation. It should be clearly stated in the agreement.

A fixed‑term contract ends automatically upon reaching its specified term or date. Neither party needs to give notice unless the contract explicitly states otherwise.

Singapore’s law does not require severance pay upon the normal expiration of a fixed‑term contract. The ending is considered part of the agreed employment terms.

If the employee has provided at least 3 months of continuous service under term contracts (with no more than 1‑month gap between renewals), then they are entitled to statutory leave benefits such as annual, medical, paternity, adoption, and childcare leave.

The employer is not legally required to provide a reason for termination if proper notice is given, unless dismissal is due to misconduct, in which case due process must be followed.

• The employer must provide written notice per the contract or compensation in lieu if terminating early.
• If the contract doesn’t specify a notice period, the Employment Act’s defaults apply.
• Employers may dismiss without notice only for grave misconduct, but must conduct a proper inquiry and document proceedings. Failure to follow due process can lead to claims of wrongful dismissal.

A written termination letter is required to formalize the end of employment, even if it’s through early termination.

Final Payment Deadline: 7 days from termination date. Employers must notify the Comptroller of Income Tax of the termination, and they cannot make final payments until the Comptroller grants permission.