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Legally Compliant Termination Letter in Singapore

Legally Compliant Termination Letter in Singapore

A comprehensive guide to writing legally compliant termination letters in Singapore, covering notice periods, mandatory components, benefits, and best practices for different termination scenarios.
Two employees discussing over termination letter
Written By
Siyu Chen
HR Editor at Gutsy

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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

Company Letterhead
Date: [Date]
Employee's Name: [Employee's Name]
Employee's Address: [Employee's Address]
Subject: Termination of Employment
Dear [Employee's Name],We regret to inform you that your employment with [Company Name] will be terminated, effective [Date]. This decision has been made due to [reason for termination].

As per your employment contract, you will receive [notice period/pay in lieu of notice]. Your final working day will be [Date].

You will receive your final salary, including any outstanding leave pay, on [Date]. Additionally, you may be entitled to [severance pay or other benefits as applicable].

Please arrange to return any company property in your possession by your last working day. This includes [list specific items].

We appreciate your contributions to the company and wish you all the best in your future endeavors.

Sincerely,
[Your Name]
[Your Position]
[Company Name]

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.

Disclaimer: This article was made with the help of AI and should not be used as a reference for legal matters. Please always double-check with official sources to ensure accuracy.

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