What Happens at the Termination of Employment?
After working for your employer for a certain period of time, either party may wish to terminate the contract of employment for various reasons. In such a situation, it is important to look at your employment contract, which will likely contain important provisions on the termination of employment.
The Employment Act and Who It Covers
In the event that the contract does not fully provide for the situation, the Employment Act (EA) gives additional protection if you are covered by it. You can read our other article to find out if you are covered under the EA.
Termination of Employment with Notice
Under the EA, either party to the contract of service may give notice of his intention to terminate the contract. This notice must be given within a certain period of time, as stated in your employment contract. However, if such a term is absent from the contract, the EA provides for the following notice periods:
|Duration of employment||Notice period|
|Less than 26 weeks||1 day|
|Between 26 weeks and 2 years||1 week|
|Between 2 and 5 years||2 weeks|
|More than 5 years||4 weeks|
Termination of Employment Without Notice, or Before Expiry of the Notice Period
Alternatively, the EA also provides for termination of employment without notice, or before the expiry of the notice period, by paying the other party a pro-rated amount based on the gross rate of pay the employee would have earned during the notice period.
For example, if you are paid a monthly salary of $2,400 and choose to leave the company in 1 weeks’ time rather than the contractually-stipulated period of 1 month, you will have to pay your employer $1,800 to terminate the contract.
Conversely, your employer will have to pay you that amount if he wishes to terminate your employment before the expiry of the notice period. (This assumes 20 work days in a month and a gross pay rate of $75 a day.)
Your employment may also be terminated without notice if your employer fails to pay your salary within 7 days of the due date of your salary, or if you are absent from work for more than 2 days without first informing or obtaining leave from your employer, or without reasonable excuse.
If you have misconducted yourself at work, your employer is also entitled to terminate your service without notice. However, your employer will have to conduct a due inquiry before doing so.
Your employer may choose to dismiss you from service with or without notice. This can occur, for example, in the event of employee misconduct. However, if you feel that you have been unfairly dismissed, you may file a claim for mediation with the Tripartite Alliance for Dispute Management. Read more in our article on what to do if you’ve been unfairly dismissed in Singapore.
Should you choose to terminate your employment, your employer is barred by the EA from, without reasonable excuse, preventing you from leaving. It is a criminal offence to do so, where your employer, if convicted, may be fined up to $5,000 and/or jailed for up to 6 months.
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First, congratulate yourself for being such an MVP that your employer can’t bear to see you go. But no: Singapore employers are NOT ALLOWED to reject the resignation of employees covered under the #EmploymentAct without any reasonable excuse. – When resigning, remember that you are required to submit written notice of your resignation to your employer. You’ll also need to serve out your notice period before you can go. If you don’t want to, you’ll have to pay compensation in lieu of notice. – If you’re serving notice, your employer will pay you all outstanding salary payments on your last day of work. If you aren’t, you will be paid within 7 days of your last day of work. – One last fun fact: employers who refuse to let their employees resign can be jailed up to 6 months and/or fined up to $5,000. The court may order part (or the whole of) this fine to be paid to the employee. #justsaying #SingaporeLegalAdvice
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