Navigating the complexities of employment in Singapore requires a thorough understanding of employment contracts. This article addresses common questions and concerns regarding employment contracts in Singapore, providing a comprehensive guide for both employers and employees.

What is an Employment Contract in Singapore?

An employment contract, or employment agreement, is a legally binding document that outlines the terms and conditions governing the employer-employee relationship in Singapore. It clarifies expectations, ensures mutual understanding, and protects the rights and interests of both parties. The contract is governed by the Employment Act, which sets minimum standards for employment terms, including salary, overtime, leave, and benefits. It's crucial to distinguish between a Contract of Service (employee-employer relationship, typically covered by the Employment Act) and a Contract for Service (independent contractor, often not covered by the Act).

Essential Components of an Employment Contract:

• Basic Information: Names of employer and employee, job title, and commencement date.
• Job Scope and Responsibilities: A detailed description of the job's duties.
• Remuneration Details: Basic salary, bonuses, overtime pay, salary period, and payment method.
• Working Hours, Rest Days, and Overtime: Standard working hours, rest days, and overtime policies.
• Employee Benefits: Details on leave entitlements (annual, sick, maternity, childcare), medical benefits, and other perks.
• Probation Period: Duration and terms of any probationary period.
• Termination and Notice Period: Conditions and notice periods for terminating the contract.

While not legally required to be fully written, a written contract is strongly recommended to avoid ambiguities. Employers are legally obligated to provide Key Employment Terms (KETs) in writing within 14 days of employment commencement.

Creating a Legally Valid Employment Contract in Singapore

To ensure a legally sound contract, adhere to these guidelines:

Key Employment Terms (KETs):

Employers must provide KETs in writing to employees covered by the Employment Act and employed for 14 days or more (starting April 1st, 2016). These include:

• Full name of employer and employee
• Job title, main duties, and responsibilities
• Start date of employment
• Duration of employment (if fixed-term)
• Working arrangements (daily hours, working days, rest days)
• Salary period
• Basic salary and rate of pay
• Fixed allowances and deductions
• Overtime payment period and rate
• Other salary components (bonuses, incentives)
• Types of leave
• Other medical benefits
• Probation period
• Notice period
• Place of work (optional but recommended)

Minimum Requirements and Protections:

The contract cannot offer terms less favorable than those in the Employment Act. Any such terms are void.

Structure and Documentation:

While a partially oral contract is possible, a comprehensive written contract is highly recommended to prevent misunderstandings. It should cover the start of employment, job scope, working hours, probation, compensation, benefits, termination, and a code of conduct.

Specific Provisions:

• Working Hours and Rest Days: Comply with Part IV of the Employment Act.
• Leave Entitlements: Include provisions for paid annual leave, sick leave, maternity leave, etc., as mandated by the Act.
• Termination: Outline termination conditions for both employer and employee.

Additional Considerations:

• Work Permits: For foreign workers, specify permit validity and renewal.
• Repatriation: Include clauses regarding repatriation for foreign workers.
• Statutory Obligations: Ensure compliance with CPF contributions and payroll record-keeping.

Legal Review:

Seek legal review to ensure compliance with Singaporean law.

Different Types of Employment Contracts in Singapore

• Permanent Contracts: Long-term employment with no fixed end date.
• Fixed-Term Contracts: Employment for a specific period.
• Contractual Employment: Short-term engagements for specific projects or skills.
• Part-Time Employment: Employment for less than 35 hours per week.

Regardless of type, all contracts must comply with the Employment Act.

Modifying or Terminating an Employment Contract

Modifying a Contract:

Requires mutual agreement between employer and employee. Unilateral changes are invalid.

Terminating a Contract:

Can be initiated by either party, typically in writing. The notice period is specified in the contract or determined by length of service. Termination without notice is possible for gross misconduct, but requires due process. Breach of contract by either party may also lead to termination. Formal termination letters are mandatory. Upon termination, employees are entitled to outstanding wages, bonuses, and other benefits. Foreign employees require additional considerations regarding work permits.

Dispute Resolution:

For wrongful dismissal claims, file with the Tripartite Alliance for Dispute Management (TADM) within one month of termination.

Legal Consequences of Not Having a Written Employment Contract

While not fully mandatory, failure to provide KETs in writing is a breach of the Employment Act, leading to potential fines and imprisonment for employers.

Employment Contracts for Foreign Workers

Contracts for foreign workers require additional considerations, including work permit details, repatriation clauses, and compliance with the Employment of Foreign Manpower Act (EFMA).

Common Mistakes to Avoid When Drafting an Employment Contract

• Using uncustomized templates.
• Lack of clear key terms.
• Missing essential elements.
• Non-compliance with statutory requirements.
• Improper use of probationary periods.
• Unilateral contract changes.
• Lack of consideration.
• Automatic renewal of fixed-term contracts without careful consideration.
• Failure to update the contract.
• Lack of dispute resolution clauses.

Record Keeping Requirements

Retain employment contracts and related documents for at least 6 years from termination, potentially up to 7 years if legal action is possible. Active employee records should be kept throughout employment, and terminated employee records for at least one year, but ideally up to 7 years.

Are Verbal Employment Contracts Legally Binding in Singapore?

Yes, but highly discouraged. While legally binding if they meet contractual criteria, proving their existence can be difficult. The Employment Act mandates written KETs.

This information is for general guidance only and does not constitute legal advice. Consult with a legal professional for specific advice regarding your situation.