Whether you are an employee or employer in Singapore, understanding your employment rights in Singapore under the Employment Act (EA) is essential. This guide provides a clear overview of your legal rights and obligations regarding termination, salary, employee benefits, leave entitlements, and dispute resolution in 2025.

Who is Covered Under the Employment Act?

The EA provides basic terms and conditions for work, for most employees in Singapore. An employee is someone working under a contract of service with an employer. However, the EA typically does not cover:

• Seafarers
• Domestic workers
• Statutory board employees or civil servants

Terminating an Employment Contract in Singapore

Terminating with notice 

Either the employee or employer can choose to terminate the contract at any time by providing notice. The notice period must be the same for both parties and stated in the employment contract. If unspecified, the minimum notice period is as follows. 

If you have worked:

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

Terminating Without Notice

Contracts can be ended without waiting out the notice period if the other party has been notified. However, notice-in-lieu has to be paid to the other party for the remaining notice period.

Contracts can also end immediately without notice if:

• One party breaches the contract
• The employee is absent for over 2 days without valid reason or informing the employer
• Salary is not paid within 7 days of being due

Immediate Dismissal for Misconduct 

An employer may dismiss an employee without notice for misconduct (after due inquiry).

Instead of dismissal, they may also:

• Demote the employee
• Suspend the employee (without pay) for up to 1 week

*However, employees dismissed unfairly can file a claim for reinstatement or compensation.

Salary and Payment Guidelines Under the Employment Act

Salary Payment Periods:

Employers can set salary periods (e.g. monthly), but they must not exceed 1 month from the last salary payment.

Time of Salary Payment:

• Salary must be paid within 7 days after the end of the salary period.
• Overtime (OT) pay must be paid within 14 days.

On termination, all salary due must be paid on the last day of employment or within 3 days after employment ends.

Deductions: 

Employers cannot make deductions unless allowed by the EA.

Who Gets Extra Protection?

Under Part 4 of the EA, extra protections apply to:

• Workmen earning up to  SGD $4,500/month
• Non-workmen earning up to SGD $2,600/month

These protections include rest days, hours of work, overtime pay, retrenchment and retirement benefits.

Employee Benefits and Leave Entitlements in Singapore (As of 2025)

Statutory Leave:

Employees are entitled to statutory leave such as:

• Maternity & Paternity Leave
• Childcare Leave (including extended childcare leave)
• Sick leave
• National Service leave

Non-Statutory Leave 

Some companies offer discretionary leave such as:

• Birthday leave
• Study/exam leave
• Bereavement leave
• Mental health day
• Sabbatical leave

Government-Paid Parental Benefits: 

• Maternity Leave: Up to 16 weeks
• Paternity Leave: 2 weeks
• Adoption Leave: 12 weeks

Shared Parental Leave: Up to 4 weeks of shared leave with spouse

As an employer in Singapore, it is important to be aware of the statutory leave entitlements that are required, by law, to be given to eligible employees. Non-statutory leaves are given at the company’s discretion.

For employees, it is also essential to understand the statutory leaves you are entitled to. If you wish to be eligible for non-statutory leaves, do remember to review your employment contracts.

Flexible Work Arrangements (FWAs) in Singapore 

Employees can now formally request FWAs under Tripartite Guidelines, including:

• Compressed work schedules
• Flexi-hours or flexi-shifts
• Custom workdays and creative scheduling

Employers must review and respond to these requests fairly.

Need Help or Facing Employment Issues? 

Who to reach out to:

• Ministry of Manpower (MOM): Employment Act (EA) violations, Work Injury Compensation Act (WICA)
• Tripartite Alliance for Dispute Management (TADM): Advisory, mediation, dispute resolution (e.g. salary issues, wrongful dismissal)
• Employment Claims Tribunal (ECT): If TADM mediation was unsuccessful, ECT resolves matters regarding salary and wrongful dismissal
• Tripartite Mediation Framework (TMF) (NTUC Union): Salary and retrenchment payments/ benefits, employment benefits, breach of contract by employers, wrongful dismissal 
• Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP): Workplace discrimination and/or harassment 

Civil Courts: Work injury compensation, workplace harassment

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