Singapore

KETs are not optional even for senior or well-paid hires. The 14-day window starts on day one of employment, not day one of the contract being signed.

Written Key Employment Terms (KETs) are required within 14 days for staff working over 14 days. Cover salary, hours, leave, and notice.

Because probation is contractual, you can extend it — but only if the original contract gave you the right to do so. Retro-fitting an extension is not enforceable.

Typically 3–6 months. Not statutorily defined — must be in the contract. Notice during probation is whatever the contract states (commonly 1 week).

MOM's Tripartite Advisory on Managing Excess Manpower is treated by ECT as a near-binding standard. Underpaying retrenchment benefits is a reputational and tribunal risk.

Either party may end employment per contract notice. Severance is not statutory but commonly 2 weeks to 1 month per year for retrenchment.

• Misconduct dismissal allowed after due inquiry
• Retrenchment benefits expected if company has 5+ employees and worker has 2+ years service
• Mandatory retrenchment notification to MOM for companies with 10+ staff

If your business activity falls under a PWM sector, the wage floor is mandatory and rises annually. Audit your job descriptions against the PWM definitions.

No general minimum wage. Sectoral Progressive Wage Models apply to cleaning, security, landscape, retail, food services, waste, lift, and administrators.

Government co-funds maternity for the third child onwards and beyond eight weeks for the first two. Your payroll provider should be claiming this back.

7 days annual leave at year 1, rising to 14 days at year 8. 14 days paid sick leave (60 if hospitalised). 16 weeks paid maternity for Singaporean child. 4 weeks paternity.

Flexible work request guidelines became mandatory in 2026. Platform Workers Bill passed in May 2026 with phased CPF rollout for delivery riders and ride-hail drivers.