CDD reglementés: Non

Motifs autorisés de recours au CDD: aucune limitation

Remarks

Sec. 9 (1) EA.

Nombre maximum de CDD successifs: aucune limitation

Remarks

No statutory limitation in the legislation reviewed.

Durée cumulée maximum de CDD successifs: aucune limitation

Remarks

No statutory limitation in the legislation reviewed.

Durée maximale de la période d'essai (en mois):

Remarks

The EA does not refer to any probation period.
However, it is common practice for employees to serve a 6 month-probationary period.
See: http://www.guidemesingapore.com/employment/c288-employment-act-contract-and-benefits.htm

Obligation d'informer le travailleur des raisons du licenciement Non

Remarks

The EA does not require the employer to provide the reasons for termination with notice: Sec. 10 (1) EA provides that either party may at any time give to the other party notice of his intention to terminate the contract.

In addition, the EA does not expressly stipulate any obligation to provide the reasons when dismissing without notice (on the grounds of misconduct: sec. 14 EA), for continuous absence from work (sec. 13 (2)), or willful breach of a condition of the contract (sec. 11 (2) EA).

Motifs autorisés (licenciement justifié): aucun

Remarks

- No valid grounds are listed for termination with notice.
According to sec. 10 (1) EA, either party to a contract of employment may at any time give to the other party notice of his/her intention to terminate the contract of employment.
This does not result in a total freedom to terminate the contract: it must be understood in light of the existence of prohibited grounds.

For summary dismissal, specific grounds are listed:
See sec. 13 (2) EA (summary dismissal for unjustified absence from work) and sec. 14 EA (summary dismissal for misconduct).
Sec. 14 (2) EA provides that dismissal on the grounds of misconduct shall be based on a just cause or excuse.

Economic reasons: not listed as such as a valid ground for dismissal. They are mentioned in two provisions related to benefits arising from "dismissal on the grounds of redundancy or by reason of any reorganization of the employer's profession, business, trade or work": see sec. 45 EA (payment of retrenchment benefit) and 84A EA (maternity and right to benefit in case of dismissal for economic reasons).

Motifs prohibés: grossesse, congé de matérnité, âge, affiliation et activités syndicales

Remarks

* Age: sec. 4 (2) of Retirement Age Act 1993 (No. 14 of 1993) as amended by Act No. 49 of 1998 stipulates that "no employer shall dismiss on the ground of age any employee who is below 60 years of age or the prescribed retirement age".
* Pregnancy and maternity leave: sec. 81, 84 and 84 EA.
* Trade union activities: sec. 82 of the Industrial Relations Act (chap. 136) of 1960 as subsequently amended.

Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité

Remarks

See sec. 81, 84 and 84A EA.

Forme de la notification du licenciement au travailleur: écrite

Remarks

Sec. 10 (5) EA.

Délai de préavis:

Remarks

Notice periods are governed by the terms of the contract (sec. 10 (2) EA), and it is only in the absence of such a stipulation that the statutory notice periods apply.
Sec. 10 (3) EA establishes statutory minimum notice periods as follows:
- one day for less than 26 weeks¿ service;
- one week for 26 weeks to less than two years¿ service;
- two weeks for two to less than five years¿ service;
- four weeks for five or more years¿ service.

ancienneté ≥ 6 mois:

  • Tous: 0.25 mois.

ancienneté ≥ 9 mois:

  • Tous: 0.25 mois.

ancienneté ≥ 2 ans:

  • Tous: 0.5 mois.

ancienneté ≥ 4 ans:

  • Tous: 0.5 mois.

ancienneté ≥ 5 ans:

  • Tous: 1 mois.

ancienneté ≥ 10 ans:

  • Tous: 1 mois.

ancienneté ≥ 20 ans:

  • Tous: 1 mois.

Indemnité compensatrice de préavis: Oui

Remarks

Sec. 11 (1) EA.

Notification à l'administration publique: Non

Notification aux représentants des travailleurs: Non

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Accord des représentants des travailleurs: Non

Définition du licenciement collectif (nombre d'employés concernés): No statutory definition.

Consultation préalable des syndicats (représentants des travailleurs): Non

Notification à l'administration publique: Non

Notification aux représentants des travailleurs: Non

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Notes / Remarques

Notes

There is no statutory procedure for collective and individual dismissals on economic grounds.
However the Singapore's Ministry of Manpower (MOM), the Singapore National Employers Federation (SNEF), and the National Trades Union Congress (NTUC) have jointly issued a Tripartite Guidelines on Managing Excess Manpower in 2008, updated in 2009.
Under the Tripartite Guidelines On Managing Excess Manpower, the employer is encouraged, in case of retrenchment, to consult with the trade union if the company is unionised. In addition, the employer should notify the Labour Relations Department and the Manpower Deployment Department of the Ministry of Manpower to help the affected workers find alternative employment expeditiously (link provided below under "scope of additional information").

Indemnité de licenciement:

Remarks

No provision on severance pay in the Employment Act.

ancienneté ≥ 6 mois: 0 mois

ancienneté ≥ 9 mois: 0 mois

ancienneté ≥ 1 an: 0 mois

ancienneté ≥ 4 ans: 0 mois

ancienneté ≥ 5 ans: 0 mois

ancienneté ≥ 10 ans: 0 mois

ancienneté ≥ 20 ans: 0 mois

Indemnité de licenciement pour motif économique:

ancienneté ≥ 6 mois: 0 mois

ancienneté ≥ 9 mois: 0 mois

ancienneté ≥ 1 an: 0 mois

ancienneté ≥ 2 ans: 0 mois

ancienneté ≥ 4 ans: 0 mois

ancienneté ≥ 5 ans: 0 mois

ancienneté ≥ 10 ans: 0 mois

ancienneté ≥ 20 ans: 0 mois

Notes / Remarques

Notes

1) Dismissal not based on economic reasons: no statutory severance pay.
2) Economic dismissal: no statutory redundancy payment for employees with less than two years of service (art. 45 EA).

According to the 2017 Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment:
- Para.17: Employees with 2 years’ service or more are eligible for retrenchment benefits. Those with less than 2 years’ service could be granted an ex-gratia payment.
- Para. 18: The quantum of retrenchment benefit depends on what is provided for in the collective agreement or contract of service. If there is no provision, the quantum is to be negotiated between the employees (via their union in the case of a unionised company) and the employer concerned.
- Para. 19: The prevailing norm is to pay a retrenchment benefit varying between 2 weeks to 1 month salary per year of service, depending on the financial position of the company and taking into consideration the industry norm. However, in unionised companies where the quantum of retrenchment benefit is stipulated in the collective agreement, the norm is one month’s salary for each year of service.
- Para. 20: If the retrenchment exercise follows shortly after a wage cut, the salary prior to the wage cut should be used to compute the retrenchment benefit, so that cuts are not implemented just to reduce retrenchment payments.

Compensation pour licenciement injustifié - montant librement déterminé par la cour: Oui

Remarks

Sec. 14 (4) EA: If the Minister of Manpower considers the dismissal to be unfair, he may:
1) order reinstatement and payment of wages the employee would have earned had he or she not been dismissed, or in lieu if reinstatement
2) direct the employer to pay such amount of compensation as freely determined by the Minister.

Possibilité de réintégration dans l'emploi: Oui

Remarks

Sec. 14 (4) a) EA: If after consideration of the Labour Commissioner's inquiry, the Minister of Labour is satisfied that the employee has been dismissed (on the grounds of misconduct) without "just cause or excuse", he may order reinstatement.

Conciliation préalable obligatoire: Non

Remarks

No statutory provision in the legislation reviewed.

Courts ou tribunaux compétents: autorité administative

Remarks

An employee who considers that he or she has been summarily dismissed on the grounds of misconduct without just cause or excuse may, within one month of the dismissal and in writing, seek reinstatement (and/or compensation) from the Minister of Manpower (sec. 14 (2) EA. The decision of the Minister is final and cannot be challenged in any court (sec. 14(5), EA).


Règlement des litiges individuels par arbitrage: Non

Notes / Remarques

Notes

Claims of unfair dismissal (without just cause) dealt with in this section are only available to the employee in the event of a summary dismissal dismissal (for misconduct).

In the event of any termination of the contract by the employer, the employee has the right to sue in the civil courts for breach of contract at common law.