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Termination Letter Without Cause for Singapore

Termination Letter Without Cause Template for Singapore

A formal document issued under Singapore employment law to terminate an employee's contract of employment without cause or misconduct. The letter complies with Singapore's Employment Act requirements, including statutory notice periods and final payment obligations. It outlines the termination date, notice period arrangements, final payment details, and administrative requirements such as company property return and work handover procedures.

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Termination Letter Without Cause

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What is a Termination Letter Without Cause?

A Termination Letter Without Cause is used when an employer wishes to end an employment relationship for business reasons rather than performance or misconduct issues. Under Singapore law, this document must comply with the Employment Act and MOM guidelines, ensuring proper notice periods and payment obligations are met. The letter typically includes termination date, notice period details, final payment calculations, and administrative requirements. It's particularly important to draft this document carefully to maintain professional relationships and minimize legal risks, while ensuring compliance with Singapore's employment regulations.

What sections should be included in a Termination Letter Without Cause?

1. Letter Header: Company letterhead, date, and addressee details including employee name, address and reference number

2. Notice of Termination: Clear statement of employment termination and effective date with reference to employment contract

3. Notice Period: Specification of notice period or payment in lieu of notice, including last working day

4. Final Payment Details: Information about final salary, leave encashment, CPF contributions and other statutory entitlements

5. Handover Instructions: Requirements for handover of work responsibilities and ongoing projects

6. Company Property Return: Instructions for returning company assets, equipment, documents and other property

What sections are optional to include in a Termination Letter Without Cause?

1. Reference Letter Offer: Optional offer to provide employment reference letter, typically included when maintaining good relations

2. Non-Compete Reminder: Reminder of existing non-compete and confidentiality obligations, included if present in employment contract

3. Outplacement Support: Details of any career transition support or outplacement services offered by the company

4. Benefits Continuation: Information about any benefits that continue post-employment, such as insurance coverage periods

What schedules should be included in a Termination Letter Without Cause?

1. Final Settlement Calculation: Detailed breakdown of final payment including salary, pro-rated bonuses, leave encashment, and other benefits

2. Handover Checklist: Comprehensive list of items, projects and responsibilities to be handed over before last working day

3. Company Property Checklist: Detailed inventory of company assets, equipment, and documents to be returned

4. Employee Acknowledgment Form: Form for employee to acknowledge receipt and acceptance of termination terms

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 entitlements, and statutory requirements for termination

MOM Guidelines: Ministry of Manpower guidelines including Fair Employment Practices and Tripartite Guidelines on Managing Excess Manpower and Fair Employment Practices

Employment Claims Act 2016: Legislation governing the handling of employment disputes and salary-related claims in Singapore

Central Provident Fund Act: Legislation governing mandatory social security savings system, including CPF contributions and final payment requirements upon employment termination

Personal Data Protection Act 2012: Legislation governing the collection, use, disclosure and care of personal data, including requirements for handling employee data and retention policies

Notice Period Requirements: Statutory minimum notice periods based on length of service as per Employment Act

Payment in Lieu of Notice: Provisions for making payment instead of serving notice period

Annual Leave Encashment: Calculation and payment of pro-rated unused annual leave upon termination

Outstanding Salary Payments: Settlement of any remaining salary, bonuses, or other monetary compensations

Confidentiality Obligations: Ongoing obligations regarding company confidential information post-termination

Company Property Return: Requirements for returning company assets, equipment, and documents

Benefits Settlement: Final settlement of employee benefits including medical claims, expense reimbursements

Handover Requirements: Process and requirements for handover of work responsibilities and ongoing projects

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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