RBN Chambers knowledge hub
Direct answers to common legal questions, followed by the context you need to understand what comes next.
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Employment Issue
No, under Singapore's Employment Act, employees who have worked for less than 2 years are generally not legally entitled to retrenchment benefits.
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Retrenchment benefits are not fixed by law in Singapore, but the Ministry of Manpower's advisory norm is between 2 weeks and 1 month of salary for every year of service, with 1 month per year being standard in unionised companies.
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Yes, an employer can place you on a Performance Improvement Plan, or PIP, and terminate you if you genuinely fail to meet clearly communicated, reasonable targets after a fair opportunity to improve.
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A non-compete clause is only enforceable after you resign if it protects a legitimate proprietary interest of your employer, such as confidential information or client relationships, and the restriction is reasonable in duration, geographical scope, and the activities it covers.
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Your employer can only stop you from joining a competitor if your contract contains a valid, reasonable non-compete clause protecting a legitimate business interest.
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If you breach an enforceable non-compete clause, your former employer can apply to the court for an injunction to stop you from continuing to work for the competitor or running the competing business, and can also claim damages for any loss caused by the breach.
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Yes, employers generally have more flexibility to terminate employees during probation, usually with a shorter notice period as specified in the employment contract, since probation is meant to assess suitability for the role.
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Your Employment Pass is cancelled once your employment ends, since it is tied to your specific employer, and you will generally receive a Short-Term Visit Pass to remain in Singapore temporarily while you arrange your next steps or departure.
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After a work pass is cancelled, the Ministry of Manpower typically issues a Short-Term Visit Pass giving you a limited window, commonly around 90 days, to either secure a new work pass or make arrangements to leave Singapore, though the exact duration can vary by pass type and circumstances.
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No. In most cases, employers cannot deduct money from your salary without your consent unless the deduction is authorised under Singapore's Employment Act, such as for CPF contributions or unpaid leave.
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You are entitled to statutory overtime pay only if you fall under Part IV of the Employment Act, which covers workmen earning up to S$4,500 a month and non-workmen earning up to S$2,600 a month. Managers and executives are excluded regardless of salary.
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No. You should not be penalised for making a genuine complaint to the Ministry of Manpower (MOM). If an employer dismisses or retaliates against you for reporting workplace issues, it may amount to wrongful dismissal or unlawful retaliation under Singapore employment laws, depending on the circumstances.
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