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Not A Good Fit Termination Letter for Singapore

Not A Good Fit Termination Letter Template for Singapore

A formal termination letter used in Singapore to end employment relationships where performance or cultural fit issues exist, but without cause for misconduct. The document complies with Singapore's Employment Act and MOM guidelines, ensuring proper notice periods and final payment calculations while maintaining professional standards and protecting both employer and employee rights. The letter includes specific termination details, final working day, and payment information while adhering to local employment regulations.

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Not A Good Fit Termination Letter

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What is a Not A Good Fit Termination Letter?

The Not A Good Fit Termination Letter is a crucial document used in Singapore when ending employment relationships due to misalignment in skills, performance, or cultural fit, rather than misconduct. It must comply with Singapore's Employment Act and MOM guidelines, ensuring fair treatment and proper documentation. This document is particularly important as it helps protect employers from wrongful dismissal claims while providing clear communication to employees about their termination. The letter should include specific details about the termination date, notice period, final payments, and any post-employment obligations, all while maintaining professional tone and legal compliance.

What sections should be included in a Not A Good Fit Termination Letter?

1. Date and Addressee Details: Formal letter heading with complete details of recipient including name, position, and address

2. Termination Statement: Clear and professional statement indicating the termination of employment due to not being a good fit

3. Last Working Day: Specific mention of the final work date and notice period details

4. Final Payment Details: Information about final salary, pro-rated bonuses, unused leave encashment and other payments

5. Company Property: Instructions regarding the return of company property and access cards

What sections are optional to include in a Not A Good Fit Termination Letter?

1. Transition Plans: Details of handover procedures and knowledge transfer requirements, if applicable

2. Reference Provision: Statement about providing references or confirmation of employment, if company policy allows

3. Non-Compete Reminder: Reminder of any existing non-compete or confidentiality obligations, if specified in original contract

4. Outplacement Support: Information about any career transition support offered by the company, if available

What schedules should be included in a Not A Good Fit Termination Letter?

1. Final Payment Calculation Schedule: Detailed breakdown of all final payment components including salary, leave encashment, and other benefits

2. Benefits Termination Schedule: Timeline and details for the termination of various employment benefits

3. Company Property Checklist: Comprehensive list of company property to be returned before the final working day

4. Employee Clearance Form: Form detailing all clearance requirements from different departments

Authors

Alex Denne

Head of Growth (Open Source Law) @ Ƶ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

Singapore

Publisher

Ƶ

Document Type

Termination Letter

Cost

Free to use
Relevant legal definitions
















Clauses



















Industries

Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore, covering notice periods, salary payments, leave benefits, and termination procedures.

Employment Claims Act 2016: Legislation governing employment dispute resolution, including wrongful dismissal claims and salary-related disputes, with focus on proper documentation requirements.

Tripartite Guidelines on Fair Employment Practices: Guidelines ensuring fair employment practices, including objective criteria for termination, non-discrimination, and fair treatment principles.

MOM Guidelines on Wrongful Dismissal: Ministry of Manpower guidelines outlining proper justification for termination, documentation requirements, and fair process procedures.

Personal Data Protection Act (PDPA): Legislation governing the handling and protection of personal data, including employee information during and after employment.

Industrial Relations Act: Legislation governing industrial relations, particularly relevant for employees covered by collective agreements and union-related considerations.

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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