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Singapore: Termination of employment

Updating authors: Thomas Choo and Bernadette How, Clyde & Co Clasis Singapore
Original author: Ravi Chandran, National University of Singapore

See the legal services provided by the authors of XpertHR International > Singapore, including any discounts/offers for subscribers.


  • Employment contracts can generally be terminated by the employer or employee at any time with notice or payment in lieu of notice. (See General)
  • Except in cases of summary termination, where the employer wishes to dismiss an employee it must give notice or make a payment in lieu of notice. (See Notice periods)
  • An employer or employee can terminate the employment contract without notice (or payment in lieu of notice) if the other party commits a repudiatory or serious breach of the contract. (See Summary dismissal)
  • In general, there are no statutory procedures that an employer must follow before terminating an employee's contract of employment, except in the case of summary dismissal for misconduct. (See Dismissal procedures)
  • An employer can terminate an employee's contract on grounds of redundancy by giving notice or payment in lieu of notice. (See Redundancy rights)
  • Employers must not dismiss employees on the ground of age before they reach retirement age. (See Retirement and re-employment)
  • Employees (other than some categories of employee) who believe that they have been dismissed without just cause or excuse may lodge a claim with the Employment Claims Tribunal. (See Contesting dismissals)