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Recommendation For Termination Of Employee for Singapore

Recommendation For Termination Of Employee Template for Singapore

This document is a formal recommendation for employee termination under Singapore employment law. It provides a structured format for managers to present justified grounds for termination, including performance history, documented incidents, and previous corrective actions. The document ensures compliance with Singapore's Employment Act and Tripartite Guidelines on Fair Employment Practices, while providing a clear audit trail for the termination decision-making process.

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What is a Recommendation For Termination Of Employee?

A Recommendation For Termination Of Employee is a crucial document in Singapore's employment framework that initiates the formal process of employment termination. This document is typically used when a manager or supervisor has determined that an employee's continued employment is no longer viable due to performance issues, misconduct, or other valid grounds. It must comply with Singapore's Employment Act and related guidelines, providing comprehensive documentation of the reasons for termination, including performance history, previous warnings, and improvement attempts. The recommendation serves as both a decision-making tool for senior management and a legal record demonstrating fair employment practices.

What sections should be included in a Recommendation For Termination Of Employee?

1. Employee Information: Full name, position, department, and employment duration

2. Grounds for Termination: Clear statement of reasons supporting the termination recommendation

3. Performance History: Summary of relevant performance issues or incidents

4. Previous Actions Taken: Documentation of prior warnings, improvement plans, or disciplinary actions

5. Recommendation: Specific termination recommendation and proposed timeline

What sections are optional to include in a Recommendation For Termination Of Employee?

1. Financial Impact: Analysis of termination costs, used when significant financial implications exist

2. Succession Plan: Proposal for role coverage, used for key positions

3. Union Considerations: Required if employee is union member

What schedules should be included in a Recommendation For Termination Of Employee?

1. Performance Reviews: Copies of relevant performance evaluations

2. Incident Reports: Documentation of specific incidents leading to recommendation

3. Warning Letters: Copies of previous formal warnings

4. Performance Improvement Plans: Records of improvement plans and outcomes

5. HR Investigation Reports: If termination is based on investigation findings

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 terms and conditions in Singapore, including notice periods, salary matters, and wrongful dismissal provisions

Employment Claims Act 2016: Legislation governing dispute resolution procedures and claims processes for wrongful dismissal cases

Tripartite Guidelines on Fair Employment Practices: Guidelines ensuring fair, merit-based, and non-discriminatory employment practices, including responsible retrenchment procedures

Tripartite Guidelines on Wrongful Dismissal: Guidelines defining wrongful dismissal, valid reasons for termination, and requirements for procedural fairness

Personal Data Protection Act 2012: Legislation governing the handling of employee's personal information and data protection obligations during termination process

Industrial Relations Act: Legislation covering union-related matters and collective agreement requirements in termination cases involving unionized employees

Ministry of Manpower (MOM) Guidelines: Official guidelines on termination procedures, notice periods, and severance payments requirements in Singapore

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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