Singapore's workforce is experiencing a meaningful transition towards enhanced flexibility in work arrangements. This guide delves into the flexible working hours environment in Singapore, addressing common inquiries while providing a detailed understanding of employee rights, employer responsibilities, and government initiatives.

What are Flexible Working Arrangements and Common Arrangements in Singapore?

Flexible working hours, also referred to as flexitime or flexible work arrangements (FWAs), allow employees to have greater control over their schedules and work conditions, aiming to elevate work-life balance and enhance productivity.

Am I Legally Entitled to Flexible Work Arrangements in Singapore?

With the implementation of the Tripartite Guidelines on Flexible Work Arrangements starting December 1, 2024, employees in Singapore are not automatically entitled to flexible work arrangements. Nonetheless, employees who have successfully completed their probationary period are entitled to request such arrangements. Employers, while not required to approve these requests, must maintain a formal protocol for evaluation.

Find more detailed information about flexible working arrangements on MOM official website.

Process for Requesting a Flexible Working Arrangement (FWA)

1. Submitting a Formal FWA Request

Employees seeking a Flexible Working Arrangement (FWA) should formally submit a request to their employer. This request must be documented and clearly outline the proposed adjustments to working hours, location, or workload, along with the rationale for the request.

2. Employer Response Within Two Months

Once the request is received, the employer should acknowledge it and provide a decision within a reasonable timeframe, typically no later than two months. This period allows for discussions between both parties and ensures the request is processed efficiently.

3. Assessment Based on Business Requirements

Employers must carefully review the request in relation to business operations, considering factors such as team collaboration, service levels, and overall productivity. A well-balanced decision should align both employee flexibility and organisational priorities.

4. Exploring Alternative Solutions (If Request Is Declined)

If the request cannot be accommodated, employers are encouraged to engage in open discussions to explore alternative options. This may involve considering modified arrangements that better suit both the employee’s needs and the company’s operational goals.

Common Types of Flexible Working Arrangements:

• Working from Home (Remote Working): Operating from a site other than the traditional workplace.
• Flexitime: Opting for start and finish times within fixed core hours.
• Part-time Work: Engaging in work for less than the conventional full-time hours.
• Compressed Hours: Completing full-time hours over fewer days (e.g., 4 days per week).
• Annualized Hours: Performing a defined number of hours annually with a flexible schedule.
• Staggered Hours (Shift Work): Variations in start, finish, and break times relative to colleagues.
• Hybrid Working: A blend of remote and on-site work.
• Job Sharing: Two or more individuals jointly occupying a full-time role.
• Phased Retirement: A gradual reduction of hours leading to full retirement.

Pros and Cons of Flexible Working Arrangements

This working type offers notable benefits while presenting challenges for both employers and employees.

Pros for Employers:

• Enhanced recruitment and retention
• Boosted productivity
• Diminished operational expenses
• Prolonged service hours

Pros for Employees:

• Improved work-life balance
• Heightened job satisfaction
• Lowered personal expenses
• Minimized burnout

Cons for Employers:

• Challenges in management and communication
• Difficulties in maintaining workload and deadlines
• Reduction in shared culture and oversight
• Industry-specific constraints

Cons for Employees:

• Obstacles in communication and collaboration
• Risk of work-life intrusion
• Chance of reduced productivity
• Skills gap and training requirements

Part-Time Employees and Flexible Working Arrangements

Part-time employees possess the same right as full-time employees to request flexible working arrangements, provided they have completed their probationary tenure.

COVID-19's Impact on Flexible Working Policies

The COVID-19 pandemic notably expedited the adoption of FWAs in Singapore, culminating in the establishment of the Tripartite Guidelines, which formalized the request process and fostered a culture of trust and equity.

Government Support and Incentives

While the Singapore government provides guidance and compliance support for implementing Flexible Work Arrangements (FWAs), there are currently no specific financial incentives. However, the Enterprise Development Grant (EDG) in Singapore can potentially support projects related to Flexible Work Arrangements (FWAs), as it aims to help businesses upgrade, innovate, and grow by funding initiatives that improve operational efficiency, including process redesigns which could encompass implementing FWA.

Can My Employer Reject My Request?

Yes, employers can deny requests, but only based on reasonable business justifications (e.g., increased costs, effect on productivity). They must provide a written explanation and explore alternatives. Employees who believe that the rejection was unjust can raise their concerns with TAFEP or MOM.

Impact on Employment Benefits and CPF Contributions

While Flexible Work Arrangements (FWAs) in Singapore typically don't impact employment benefits or Central Provident Fund (CPF) contributions, exceptions exist when the arrangement involves changes in workload or pay, such as part-time work or job sharing. In such cases, benefits and CPF contributions might be adjusted accordingly. In such scenarios, benefits and contributions would be proportionately adjusted.

Which Industries Are More Likely to Offer Flexible Working Arrangements?

No specific industries are mandated to offer FWAs, but those already adapted to remote work (e.g., technology, finance), experiencing labor shortages, or prioritizing work-life balance (e.g., healthcare, education) are more inclined to extend FWAs.

Bridging the Technology Gap with HR Software

While flexible working arrangements (FWA) offer many benefits, implementing them successfully requires more than just policy changes—it demands the right technology. Many companies struggle with managing remote teams, tracking attendance, approving leave, or ensuring seamless shift scheduling without manual errors or delays.

This is where HR software becomes essential.
HR and payroll software will bridge the technology gap in FWA implementation by providing a unified digital platform that supports both employers and employees. Tools like Gutsy HRM Software help companies streamline key HR functions such as:

• Attendance check-in for remote or hybrid teams

• Payslip downloads for easy and secure payroll access

• Leave applications and approvals without paperwork delays

• Shift scheduling for distributed teams with clear visibility

By adopting the right HR software, businesses can ensure that flexible working is not just possible—but productive and sustainable. It removes administrative bottlenecks and gives employees the autonomy they need, while offering HR teams full visibility and control.

Conclusion

Flexible working hours are gaining traction in Singapore. Comprehending employee rights, employer responsibilities, and the support provided by the government is pivotal for navigating this progressive work setting. The Tripartite Guidelines offer a solid framework to ensure FWAs are applied fairly and transparently—creating a win-win situation for both businesses and their teams. With the right tools and approach, flexible work can drive productivity, retention, and long-term growth.

Termination letter requires careful adherence to the country's employment laws and regulations. This guide provides a comprehensive overview of writing a legally compliant and professional termination letter, covering various scenarios and addressing common questions.

Writing a Legally Compliant Termination Letter in Singapore

To ensure compliance with Singapore's Employment Act, your termination letter must include several key elements:

Compliance with the Employment Act

The Employment Act governs many employment terminations but includes specific exemptions and does not apply uniformly to all employee categories. For those not covered, including managers, executives, seamen, domestic workers, and government staff must be outlined in individual employment contracts.

Reasons for Termination

Clearly state the reason for termination (e.g., poor performance, misconduct, redundancy). Be specific and factual to avoid disputes. Documentation supporting these reasons is vital.

Notice Period for Termination

The notice period depends on the employee's length of service:

• Less than 26 weeks: 1 day
• 26 weeks to less than 2 years: 1 week
• 2 years to less than 5 years: 2 weeks
• 5 years or more: 4 weeks

If immediate termination is necessary (summary dismissal), clearly state this and detail the payment in lieu of notice. Explore all you need to know about termination with notice on the MOM official website for termination with notice.

Final Date of Employment

Specify the employee's final working day.

Compensation and Benefits

Detail all compensation and benefits, including:

• Final salary payment
• Payment for unused leave
• Severance pay (if applicable)
• Continuation of healthcare benefits (if any)

Return of Company Property

Request the return of all company property (laptops, swipe cards, etc.) by a specified date.

Non-Disclosure and Other Agreements

Remind the employee of any ongoing agreements (non-disclosure, non-compete, etc.).

Sample Termination Letter Template

Additional Considerations

Maintain a professional and respectful tone. Consult legal counsel to ensure compliance. Keep records of the termination process.

Mandatory Components of a Termination Letter

Several components are mandatory for a legally sound termination letter in Singapore:

• Reason for Termination: Clearly stated reason(s).
• Notice Period: As per the Employment Act or the employment contract.
• Final Date of Employment: Clearly defined last working day.
• Final Salary Payments and Benefits: Detailed information on all payments and benefits.
• Other Relevant Information: Details on annual leave, unused leave entitlements, and post-termination obligations.
• Written Format: The letter must be in writing and formally addressed.

Termination Without Notice in Singapore

Summary dismissal (termination without notice) is permissible only under specific circumstances, such as gross misconduct (theft, dishonesty, violence). Hence, a thorough investigation must precede such a dismissal. Even in these cases, written notification is crucial.

Failure to follow due process can lead to wrongful dismissal claims.

Legal Implications of Wrongful Termination

Wrongful termination encompasses dismissals without just cause or excuse. This includes discrimination, victimization, or providing false reasons for dismissal. Employees can seek mediation and, if necessary, recourse through the Employment Claims Tribunal.

Addressing Termination Benefits and Final Payments

The termination letter should clearly outline all termination benefits (severance pay, unused leave) and final payment details (last paycheck date, payment in lieu of notice).

Termination During Probation

Probationary periods have shorter notice periods (1 day or 1 week, depending on length of service). While the reasons for termination should be clearly stated, the process must still comply with the Employment Act and avoid wrongful dismissal claims.

Sensitive Information and Confidentiality Clauses

The letter should clearly reiterate confidentiality obligations and require the return or destruction of confidential information. Any breach of confidentiality can lead to legal action.

Termination with and Without Cause

Termination without cause requires the stipulated notice period or payment in lieu. Termination with cause (summary dismissal) allows for immediate termination due to serious misconduct, after a proper investigation. Wrongful dismissal claims can arise if the termination is deemed unfair or unjustified.

Stating the Reason for Termination

While not always legally mandatory, stating the reason for termination is strongly recommended, particularly in cases of misconduct or poor performance, to avoid disputes and provide clarity.

Conclusion

Crafting a termination letter in Singapore requires careful consideration of legal requirements and best practices. Following these guidelines will help ensure a legally sound and professional termination process, minimizing the risk of disputes and maintaining a respectful approach.

In Singapore, understanding the difference between gross monthly salary and net monthly salary is crucial for both employees and employers. This article clarifies the meaning of gross monthly salary, how it's calculated, and the factors influencing the gap between gross and net income.

What is Gross Monthly Salary?

Gross monthly salary, also known as gross pay or gross income, represents the total amount of money an employee earns before any deductions. This includes:

• Basic salary
• Allowances (housing, transport, etc.)
• Bonuses
• Overtime pay
• Commissions
• Other forms of compensation

It's the total compensation figure before taxes, CPF contributions, or other deductions are applied.

How is Gross Monthly Salary Calculated?

Calculating gross monthly salary involves several steps:

1. Basic Wages and Salaries

This is the fixed amount earned for work. For monthly employees, it's their monthly salary; for hourly employees, it's the hourly rate multiplied by the monthly hours worked.

2. Adding Allowances and Other Incomes

Various allowances and other forms of compensation are added to the basic wage. This includes housing, transport allowances, commissions, incentives, and reimbursements.

3. Including Bonuses and Overtime Pay

Bonuses are added to the annual salary and then divided by 12 for a monthly average. Overtime pay is calculated by multiplying the hourly basic rate by 1.5 and then by the number of overtime hours.

4. Calculation Formula

The formula for gross monthly income is:

Gross Monthly Income = (Annual Salary + Annual Bonuses + Annual Allowances + Annual Overtime Pay) / 12

5. Annual vs. Monthly Calculation

Regular components (basic salary, allowances) are straightforward. Non-regular components (bonuses, overtime) are usually annualized and then divided by 12 for a monthly average.

6. Documentation and Variability

Gross monthly income can vary due to public holidays and working days. Documentation like payslips or tax returns might be needed for certain applications (e.g., HDB housing).

Deductions from Gross Monthly Salary

Several deductions reduce gross salary to arrive at net salary:

• CPF Contributions: Both employer and employee contribute to the Central Provident Fund. Rates vary by age. For employees aged 55 and below, the employer contributes 17% and the employee contributes 20% of their monthly salary (up to a ceiling).
• Income Tax: Tax rates depend on taxable income.
• Other Authorized Deductions: These include deductions for absences, damage to company property, cost of meals/accommodation (if agreed upon), loan repayments, and contributions to approved schemes.
• Skills Development Fund (SDF): The levy payable for each employee is at 0.25% of monthly total wages. The minimum payable is $2 for an employee earning less than $800 a month and the maximum is $11.25 for an employee earning more than $4,500 a month.
• Other Deductions: Contributions to Self-Help Groups or other deductions as specified in the employment contract.

Note: Total deductions are usually capped at 50% of the total salary (excluding specific exceptions).

Bonuses, Overtime, and Allowances

Bonuses and overtime pay are part of the annual gross salary but are not typically included in the monthly gross salary calculation. While, allowances and benefits are integral components of the gross monthly salary.

Impact of CPF and Income Tax

CPF contributions directly reduce net salary by the employee's contribution amount. Income tax, calculated based on chargeable income (gross income minus allowable deductions), further reduces the net salary. The progressive tax system means higher earners pay higher rates.

Salary Review Frequency

Salary reviews are generally annual or biannual but can be more frequent based on performance, market conditions, and company policies. Moreover, industry, experience level, and the company's performance also influence the frequency.

Conclusion

Understanding gross monthly salary in Singapore requires awareness of its components, the calculation process, and the various deductions that lead to the net salary. This knowledge is essential for effective financial planning and informed decision-making.

Singapore boasts a vibrant calendar of public holidays, offering its citizens and residents time for rest and celebration. However, the intricacies of public holidays falling on weekends or requiring work can be confusing. This guide clarifies the rules and regulations surrounding public holidays in lieu in Singapore.

What is a Public Holiday in Lieu?

A "public holiday in lieu" (also known as "leave-in-lieu of a public holiday") is a compensatory day off or extra pay given to employees when a public holiday falls on a non-working day (like a weekend) or when they are required to work on a public holiday. This ensures that employees receive the benefits intended by the public holiday, regardless of the day it falls on. Employees covered under Part IV of the Employment Act are entitled to 11 paid public holidays. If a public holiday falls on a non-working day, they are entitled to another day off or extra pay.

Entitlement and Working on Public Holidays

• If an employee works on a public holiday in Singapore, they are generally entitled to an extra day's pay, but the specifics depend on several factors. If the holiday falls on a working day, the employee earns an extra day's salary at the basic rate plus their gross salary for the day, including overtime if applicable. If it falls on a non-working day, they either receive an extra day’s salary at the gross rate or a day off in lieu. If the holiday is on a rest day, they get payment for work done, overtime pay if applicable, and the next working day becomes a paid holiday. For those not covered under Part IV of the Employment Act, compensation can be time off in lieu by mutual agreement.
  Alternatively, a day off in lieu can be granted by mutual agreement.
• For employees not covered under Part IV of the Employment Act, the terms of their employment contract dictate their entitlements, though employers often offer time-off in lieu by mutual agreement.
• Part-time employees' leave-in-lieu is pro-rated based on their working hours.

Public Holidays Falling on Weekends

The rules differ slightly depending on whether the public holiday falls on a Saturday or Sunday.

If the Public Holiday Falls on a Saturday:

• Employees on a 5-day work week typically receive an extra day's pay or an off-in-lieu on the following Monday.
• Employers and employees can mutually agree on a different day for the off-in-lieu.

General Rule for Weekend Public Holidays:

• The next working day is declared a paid public holiday only if the public holiday falls on a rest day or non-working day for the employee. So, if a public holiday falls on a Saturday, Monday is often the replacement off day.
• While the government might declare the following Monday a school holiday. If a public holiday falls on a Saturday, this doesn't automatically apply to all employees.

Calculating Public Holiday in Lieu Payment

The calculation depends on whether you're covered under Part IV of the Employment Act.

For Employees Covered Under Part IV:

• The employee receives their gross rate of pay for the day worked on the public holiday plus an additional day’s salary at the basic rate, which does not equate to receiving twice the gross rate of pay.
• Example: With a monthly gross pay of S$3,000 (assuming a 26-day work month), your daily pay is approximately S$115.38. Working on a public holiday would earn you S$230.76 (S$115.38 + S$115.38).

For Employees Not Covered Under Part IV:

• Time off in lieu can be granted instead of additional pay, based on mutual agreement.
• For time off in lieu, the employer can grant either 4 hours of time off for working 4 hours or less, or a full day off for working more than 4 hours on the holiday.

Flexibility and Scheduling Your Replacement Holiday

While the next working day is often the default, there's flexibility in scheduling your replacement holiday.

• Your employer can schedule your replacement holiday on a different date, provided there's a mutual agreement.
• Companies often have internal policies regarding the validity period of replacement leave (e.g., within 3 months or before annual leave).
• Always provide ample notice when requesting a replacement holiday.

Part-Time Employees and Public Holidays in Lieu

Part-time employees also have entitlements to public holidays.

• If a public holiday falls on a working day, part-time employees receive pro-rated public holiday pay (1/5th of their gross rate for the preceding month).
• If the public holiday falls on a non-working day, they may receive pro-rated pay, or a day off in lieu, based on their hours worked and a mutual agreement.
• Encashing public holidays may be an option, as per mutual agreement and clearly stated in the employment contract.

Public Holidays Falling on Rest Days

If a public holiday falls on your rest day, the following working day is declared a paid public holiday.

Choosing Your Replacement Holiday

The ability to choose when to take your replacement holiday depends on mutual agreement with your employer and company policies. Some companies may allow flexibility, while others might have stricter guidelines on timing and validity.

Working on a Public Holiday in Lieu

Working on a public holiday in lieu will generally result in either extra pay or an additional day off, again, based on the specific agreement with your employer.

Public Holiday in Lieu and Annual Leave

If a public holiday falls during your annual leave, you don't get an additional day off in lieu; the public holiday is considered part of your annual leave.

Conclusion

Managing public holidays in lieu in Singapore requires a clear understanding of employment regulations, company policies, and mutual agreements between employers and employees. Whether you're an employer ensuring compliance or an employee understanding your entitlements, staying informed is key to avoiding misunderstandings and payroll discrepancies. Always refer to your employment contract and company policies for specific details regarding public holiday compensation.

For businesses, efficiently tracking public holidays, leave entitlements, and payroll can be challenging. Implementing HR software can streamline these processes, ensuring accuracy and compliance while reducing administrative workload. Take the hassle out of managing public holidays and empower your HR team with GutsyHQ's HR software today!

Probation period is a common practice in Singaporean employment, offering a trial period for both employers and employees. While not mandated by the Employment Act, it's a crucial phase in establishing a working relationship. This article clarifies common questions and concerns regarding probationary periods in Singapore.

How Long is the Probationary Period, and What are My Rights?

The duration of a probationary period typically ranges from 3 to 6 months. However, it can be shorter (1-3 months) or longer (up to a year), especially for senior roles. Despite being on probation, employees retain significant rights:

Employee Rights During Probation

• Overtime Pay: You're entitled to overtime pay if you work beyond the contracted hours (generally not exceeding 8 hours daily or 44 hours weekly).
• Annual and Sick Leave: Annual and sick leave entitlements typically commence after 3 months of continuous service. After this period, you are entitled to pro-rated annual leave and a minimum of 5 days of sick leave and 15 days of hospitalization leave.
• Notice Period: The notice period is usually shorter than for confirmed employees and is defined in your employment contract. You can leave by serving the notice or paying compensation. Similarly, employers must provide the stipulated notice or pay in lieu.
• Protection Against Wrongful Dismissal: You're protected against unfair dismissal, including dismissal based on discriminatory reasons (race, gender, religion, etc.). Termination must be justified by valid reasons like poor performance or misconduct.
• Itemised Payslips: You are entitled to receive itemised payslips, as per the Employment Act.
• Extension of Probation: Any extension requires mutual agreement, documented in writing, with clear reasons communicated.

Why Do Employers Implement Probationary Periods?

Probationary periods serve several purposes for employers:

• Evaluation of Suitability: It allows employers to assess your fit for the role and the organization.
• Simplified Termination: During probation, termination requires a shorter notice period, often just one day for employment under 26 weeks.
• Cost and Time Efficiency: It allows employers to make quicker decisions, minimizing costs associated with longer notice periods or complex termination procedures.

For employees, the probation period offers:

• Assessment of Job Fit: It lets you evaluate the job and work environment.
• Legal Rights: You retain fundamental employment rights.
• Flexibility: You can leave by serving the notice period or paying compensation.

Can My Probationary Period Be Extended?

Yes, but only with your mutual agreement. Reasonable grounds for extension might include:

• Not meeting performance targets
• Need for further assessment
• Absences due to unforeseen circumstances

The extension must be clearly documented, specifying the duration, reasons, and expectations. Generally, an extension beyond six months is unusual and requires strong justification.

Medical Benefits and Annual Leave During Probation

Generally, you're entitled to the same basic medical benefits as confirmed employees. Annual leave entitlements usually start after 3 months of continuous service; before that, it's at your employer's discretion.

Notice Period During Probation

The notice period is typically shorter than for confirmed employees and is defined in your employment contract. If not specified, the Employment Act's default notice periods apply: one day for employment under 26 weeks, one week for 26 weeks to less than 2 years.

Negotiating the Length of Your Probationary Period

While not standard practice, you can attempt to negotiate the probation period's length before accepting a job offer. However, the employer retains the final decision-making power.

Salary and Benefits During Probation vs. Permanent Employment

Salary during probation might be slightly lower than for confirmed employees, potentially increasing upon successful completion. Benefits and entitlements, like annual and sick leave, usually align with those of permanent employees after 3 months of service. Additional benefits like group health insurance might only be available after probation.

Failing to Meet Expectations During Probation

Failure to meet expectations can lead to termination with the stipulated notice period or an extension of the probationary period, with clear communication and documented reasons. Performance feedback is typically provided before any final decision.

Can I Be Dismissed Without Reason During Probation?

No. While employers have more flexibility during probation, dismissal requires valid reasons and adherence to the notice period stipulated in your contract or the Employment Act. Dismissal cannot be based on discriminatory grounds.

Applicability of Employment Laws During Probation

All mandatory employment laws in Singapore apply during probation, including protections against wrongful or discriminatory dismissal, overtime pay entitlements, leave entitlements (after 3 months), and CPF contributions. Notice periods must also comply with contract terms and the Employment Act.

Conclusion

The probationary period in Singapore is a crucial evaluation phase for both employers and employees. Understanding your rights and the employer's obligations is vital for a smooth and productive experience. Always refer to your employment contract for specific terms and conditions and consult the Ministry of Manpower's website for further information on employment laws.

Retrenchment, unfortunately, is a reality in Singapore's dynamic economic landscape. Understanding your rights, entitlements, and available support is crucial if you face this situation. This comprehensive guide answers frequently asked questions about retrenchment in Singapore, providing clarity and direction during a challenging time.

Understanding Retrenchment in Singapore

What is Retrenchment Under Singapore Law?

Under Singapore law, retrenchment is the termination of employment due to redundancy or business reorganization. It's the dismissal of employees whose services are no longer needed for economic or business reasons, such as cost-cutting, restructuring, mergers, acquisitions, or business sales. While not explicitly defined in the Employment Act (Cap 91), its meaning is understood through common law and advisory guidelines. Crucially, retrenchment differs from dismissal for cause; the business continues, but some employees are deemed surplus.

Key Points:

• Employers with over 10 employees must notify the Ministry of Manpower (MOM) within five working days of informing affected employees.ⓘ
  This requirement applies specifically to retrenchment cases as per the Employment (Retrenchment Reporting) Notification 2019, which mandates that employers notify the Ministry of Manpower (MOM) within five working days of issuing a retrenchment notice. This is not a universal obligation for all types of notifications to MOM.
  
• Retrenchment benefits aren't legally mandated, but guidelines and contracts often stipulate them.
• Employment contracts or collective agreements determine the amount of benefits, otherwise, negotiation is necessary.
• Responsible retrenchment practices emphasize fairness, non-discrimination, adequate notice, and support for affected employees.

Your Legal Rights and Entitlements

Minimum Notice Period

Singapore's Employment Act mandates minimum notice periods depending on your length of service:

• Less than 26 weeks: 1 day
• 26 weeks to less than 2 years: 1 week
• 2 years to less than 5 years: 2 weeks
• 5 years or more: 4 weeks

Your employment contract may specify a longer period. Pay in lieu of notice is typically provided if notice isn't given.

Retrenchment Benefits

While not legally mandated, retrenchment benefits are common practice. The typical range is 2 weeks to 1 month's salary per year of service. Factors influencing the amount include:

• Eligibility: Generally, employees with at least two years of continuous service are eligible. Those with less than two years may receive an ex-gratia payment.
• Unionised Companies: Collective agreements often specify benefits (typically one month's salary per year of service).
• Negotiation: If not specified in contracts or agreements, the amount is negotiable.
• Tax Treatment: Retrenchment benefits are generally not taxable, but components like payments in lieu of notice are taxable.ⓘ
  While retrenchment benefits provided for the loss of employment are generally not taxable as they are considered capital receipts, certain components of the retrenchment package, such as payments in lieu of notice, ex-gratia payments, and gratuity for past services, are taxable. This is because they are viewed as compensation for services rendered rather than for the loss of employment.
  

Additional Support

Employers are encouraged to provide outplacement support, including job search assistance and training.

Government Assistance and Support Schemes

SkillsFuture Jobseeker Support Scheme

This scheme provides temporary financial support to retrenched lower- and middle-income workers (previously earning S$5,000 or less monthly). Key features:

• Up to S$6,000 over six months, with tiered payouts.
• Active job search required.
• Can be combined with other assistance programs.
• Launched in April 2025 for citizens and Q1 2026 for permanent residents.

Other Support

The government offers various training and reskilling programs through MOM and WSG, job matching services, and career coaching to enhance employability.

Immediate Actions After Receiving a Retrenchment Notice

Receiving a retrenchment notice is stressful. Here's what to do:

1. Understand the notice and reasons: Carefully review the letter for clarity.
2. Review your contract and entitlements: Check for specified benefits and severance pay.
3. Verify employer's MOM notification: Ensure your employer has notified MOM (mandatory for employers with 10 or more employees).
4. Seek support and assistance: Contact WSG and e2i for job search and training assistance.
5. Communicate with HR and union representatives: Seek guidance and support.
6. Prepare for your transition: Update your resume and prepare for job interviews.
7. Consider legal action (if necessary): Consult a lawyer if you believe your retrenchment was wrongful.

Fairness and Dispute Resolution

Fair Retrenchment Practices

Fair retrenchment aligns with the Tripartite Advisory on Managing Excess Manpower. Key considerations:

• Compliance with employment contracts and legislation.
• Proper notification and communication.
• MOM reporting.
• Fair employment practices (objective selection criteria, etc.).
• Appropriate retrenchment benefits.

Dispute Resolution

If you believe your retrenchment was unfair, you can:

• Consult with a lawyer.
• File a claim with the Employment Claims Tribunals (ECT).
• Seek mediation through the Tripartite Alliance for Dispute Management (TADM).

Appealing a Retrenchment Decision

While you can't directly appeal a retrenchment decision itself, you can dispute the terms, particularly concerning benefits. This involves:

1. Attempting resolution with your employer.
2. Seeking TADM assistance for mediation.
3. Filing a claim with the ECT.
4. Potentially appealing an ECT decision to the High Court (within 7 days).

CPF Contributions on Retrenchment Benefits

Employers are not required to pay CPF contributions on retrenchment benefits. However, CPF contributions are required for components like salary in lieu of notice or accrued leave payments.

Conclusion

Retrenchment can be a difficult experience, but understanding your rights and the support available in Singapore is essential. This guide provides a comprehensive overview to help you navigate this challenging situation effectively. Remember to proactively seek assistance from relevant agencies and legal professionals if needed.