Get your Employment Agreement in full compliance with Singapore law

An employment agreement (also known as a contract of service) defines the employer-employee relationship, including the terms and conditions of employment. In Singapore, the agreement must include essential clauses, such as working hours, job scope, salary, leave, benefits and other terms and conditions of employment.

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Get an Employment Agreement prepared by an experienced Singapore lawyer in just 3 days for only S$399

The document will:

  1. Regulate the relationships with your employees;
  2. Ensure full compliance of your contracts of service with Singapore law.

Kenneth Pereire

Corporate and Commercial Lawyer,
Managing partner of KGP Legal LLC,
Advocate & Solicitor of the Supreme Court of Singapore since 2011.

How it Works

Start Now Price: $399

Your Employment Agreement will be created by an experienced lawyer in Singapore who makes no compromises on their quality of work. Your document will be created in compliance with all legal requirements and will be up to the best standards of the legal practice in Singapore.

You benefit from our efficiency! We have heavily invested time and effort in collaboration with experienced lawyers in Singapore to design a process that allows this legal document to be created much faster and easier. By avoiding in-person meetings, phone calls, and emails unless necessary, the lawyer saves a huge amount of time. This significantly lowers the cost of their services and the savings are passed on to you.

Yes, you may. If you want counsel on the agreement or on any other matter regarding the employment law, we will connect you directly with the lawyer who created your document.

The Singapore Employment Act is the main legislation that governs the relationship between an employer and an employee. It sets certain minimum standards for all employment agreements. These agreements cannot contain any terms less favorable than the minimum standards. An employment agreement must be signed always before the employee begins working.

Every employee who is working under a contract of service is covered by the Employment Act. This applies to local and foreign employees and to full-time, part-time, and temporary employees. There are only three exceptions:

  • Seafarers
  • Domestic workers
  • Statutory board employees or civil servants

Part IV of the Employment Act provides for rest days, hours of work, and other conditions of employment. This section only applies to the following categories:

  • A workman (doing manual labour) earning a basic monthly salary of not more than $4,500.
  • An employee who is not a workman, but who is covered by the Employment Act and earns a monthly basic salary of not more than S$2,600.

All employers must issue key employment terms (KETs) in writing to employees covered by the Employment Act who are employed for more than 14 days.

The Ministry of Manpower has provided templates for KETs. These terms must be agreed upon by the employer and the employee in the contract of service. They are as follows:

  • Full names of employer and employee
  • Job title, responsibilities, and main duties of employee
  • Commencement date and duration of employment (if employee is on a fixed-term contract)
  • Working arrangements (working hours and days, and rest days)
  • Salary period (e.g. hourly, weekly or monthly) and basic salary (including basic pay rate for hourly, daily or piece-rated workers)
  • Fixed allowance and deductions
  • Overtime payment period (should it vary from the salary period) and overtime pay rate
  • Remunerations (bonuses, incentives)
  • Type of leave (annual leave, sick leave including outpatient and hospitalization, maternity/paternity leave and childcare leave)
  • Other medical benefits (e.g. insurance or dental)
  • Probation and notice period
  • Work location (Optional)

There are additional terms of the employer-employee relationship that are not mandated by the Employment Act but are also important for most businesses. These include:

  • terms for non-disclosure;
  • terms for non-competition;
  • employee code of conduct

For your protection, you should consider adding these terms to the agreement.

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