AI Generated Singaporean Employment Agreement - 2026 Updated
Employment Contract
1. Parties to the Agreement
Identifies the employer and the employee, their legal names, registered addresses and, where relevant, their company registration or NRIC numbers.
2. Definitions and Interpretation
Provides precise meanings for key terms used in the contract and sets rules for how the agreement should be read, including headings, singular/plural usage and gender references.
3. Commencement and Duration of Employment
States the employment start date, whether the appointment is permanent, fixed-term or project-based, and any expected end date or renewal provisions.
4. Job Title, Role and Duties
Sets out the employee’s designation, reporting line, core responsibilities and the employer’s right to reasonably vary duties.
5. Place of Work and Mobility
Specifies the primary work location, arrangements for remote or hybrid work and the employer’s right to require transfers or travel within or outside Singapore.
6. Probation Period
Indicates the length of probation, conditions for confirmation, and notice periods during probation.
7. Working Hours and Work Schedule
Details standard daily and weekly hours, shift patterns, meal breaks, flexi-work options and recording of hours worked.
8. Rest Days and Public Holidays
Sets out weekly rest days, compensation for work on rest days, and entitlement to gazetted public holidays.
9. Basic Salary
States the monthly or hourly basic wage, currency, salary band, and any review dates.
10. Overtime Pay, Incentives and Bonuses
Covers eligibility, calculation and payment schedule for overtime, shift allowances, commission, variable bonuses or profit-sharing.
11. Payroll Date and Method of Payment
Specifies the salary payment frequency, usual payday, mode of payment (GIRO, cheque, cash) and payslip issuance.
12. Deductions from Wages
Lists permissible deductions (e.g., no-pay leave, benefits excess, recovery of advances) in accordance with the Employment Act.
13. Statutory Contributions
Sets out contributions to CPF, Skills Development Levy (SDL), Foreign Worker Levy, and any other compulsory payments and reporting obligations.
14. Business Expenses and Reimbursements
Describes claimable business expenses, approval procedures, submission deadlines and supporting documentation required.
15. Performance Review and Appraisal
Outlines the performance management cycle, appraisal criteria, potential salary or bonus impact and improvement plans.
16. Training and Professional Development
Addresses employer-sponsored courses, bonding periods, repayment of course fees and mandatory certifications.
17. Benefits Eligibility and Administration
Summarises fringe benefits such as staff discounts, wellness programmes and how benefits are administered or changed.
18. Annual Leave Entitlement
States the number of days, accrual method, carry-forward rules, encashment and leave approval process.
19. Sick Leave and Hospitalisation Leave
Specifies paid outpatient sick leave and paid hospitalisation leave limits, medical certificate requirements and pro-ration for new hires.
20. Maternity, Paternity, Adoption and Childcare Leave
Details statutory and company-specific leave entitlements related to childbirth, adoption and childcare, including eligibility criteria.
21. Other Leave
Covers compassionate, marriage, exam, reservist, sabbatical and unpaid leave options and their approval procedures.
22. Medical and Dental Benefits
Explains outpatient medical subsidy, panel clinics, inpatient cover, dental limits and claim submission timelines.
23. Insurance Coverage
Provides information on group hospitalisation and surgical insurance, work injury compensation insurance and any life or disability cover.
24. Company Property and Resources
Addresses allocation, proper use, maintenance and return of company laptops, phones, access cards, vehicles and documents.
25. Confidentiality and Non-Disclosure
Imposes obligations to protect trade secrets and sensitive information during and after employment.
26. Personal Data Protection
Requires compliance with the Personal Data Protection Act 2012 (PDPA) and sets rules for handling personal data.
27. Intellectual Property Rights
Assigns ownership of inventions, works and other intellectual property created in the course of employment to the employer.
28. Conflict of Interest
Prohibits activities that conflict with the employee’s duties and sets disclosure requirements for potential conflicts.
29. Code of Conduct and Disciplinary Procedures
References the company’s code of conduct and explains disciplinary actions, warnings and investigation processes.
30. Workplace Health and Safety
Requires compliance with the Workplace Safety and Health Act and internal safety policies, and outlines employee obligations.
31. Compliance with Laws and Policies
Mandates adherence to the Employment Act, company handbook, anti-bribery policy, whistle-blowing policy and any future policies.
32. Termination by Notice
States the notice periods for employer and employee, form of notice and pro-ration of accrued benefits.
33. Termination Without Notice (Summary Dismissal)
Lists grounds for instant dismissal or resignation without notice, in line with statutory requirements.
34. Garden Leave
Allows the employer to require the employee to stay away from work during the notice period while remaining on full pay.
35. Retrenchment and Redundancy
Sets out selection criteria, retrenchment benefits and consultation obligations if roles are made redundant.
36. Return of Property and Set-Off
Requires the employee to return company assets and authorises set-off of outstanding sums owed to the employer.
37. Post-Employment Restrictive Covenants
Imposes non-competition, non-solicitation, non-poaching and non-dealing obligations for a specified period and territory.
38. Severability
Provides that unenforceable provisions will be modified or severed without affecting the remainder of the agreement.
39. Variation and Amendment
Specifies how the agreement may be varied, typically requiring written consent of both parties.
40. Entire Agreement
Confirms that the written contract supersedes all prior representations, negotiations or understandings.
41. Waiver
Clarifies that failure to enforce any term does not constitute a waiver of the right to enforce it later.
42. Force Majeure
Excuses non-performance due to events beyond the parties’ reasonable control, such as natural disasters or government actions.
43. Assignment and Delegation
States whether the employer may assign the contract or delegate duties and whether the employee may do so (usually prohibited).
44. Third Party Rights
Excludes or limits rights of third parties under the Contracts (Rights of Third Parties) Act (Cap. 53B).
45. Governing Law
Specifies that Singapore law governs the agreement.
46. Dispute Resolution
Sets out the process for resolving disputes, such as mediation at TADM, arbitration or court proceedings, and jurisdiction.
47. Notices
Details how formal notices must be given, accepted service addresses, and deemed receipt times.
48. Counterparts and Electronic Signatures
Allows the agreement to be executed in multiple counterparts and by electronic signature, each constituting an original.
49. Survival of Clauses
Identifies provisions that continue to apply after termination, such as confidentiality and IP rights.
50. Collective Agreements
States that any applicable collective agreement terms will prevail or be incorporated as required by law.
51. Schedules
Refers to any attached schedules or appendices (e.g., job description, bonus plan) that form part of the contract.
52. Signatures
Provides signature blocks for authorised representatives of the employer and the employee, with dates and witness details if required.
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Your Employment Contract will be formatted to professional standards, including headings, clause numbers and structured layout. No further editing is required.
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Compliance with Singaporean Law
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SingaporeCompliance Legislation
Your AI Generated Employment Contract will be checked for compliance against the following legislation and regulations:
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The principal legislation governing employment contracts, working conditions, termination, and employee rights for most employees in Singapore.
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Regulates industrial relations, trade unions, and collective bargaining agreements that may impact individual employment contracts.
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Specifies exclusions from the Employment Act, affecting the applicability of standard employment contract rules to certain employees.
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Governs employment contracts for foreign workers, including work pass requirements and conditions.
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Regulates the collection, use, and disclosure of personal data in employment contracts, such as employee information handling.
What is a Employment Contract?
An employment agreement, also known as an employment contract, is a legally binding document outlining the formal relationship between an employer and an employee within a business in Singapore. It sets forth the terms and conditions of the employment, including job responsibilities, salary, work hours, and additional benefits. Such contracts ensure both parties have a clear understanding of their rights and obligations, complying with the Employment Act and other relevant Singaporean labor laws. Our AI-driven tool simplifies the creation of these critical documents, ensuring they are both comprehensive and compliant with local legal standards.
Employment Contract FAQs
An employment contract in Singapore is a legally binding agreement between an employer and an employee that outlines the terms and conditions of employment, including job role, salary, working hours, benefits, and termination clauses. It ensures compliance with Singapore's Employment Act and protects both parties' rights.
Document Generation FAQs
Docaro is an AI-powered legal document generator that helps you create fully formatted, legally sound contracts and agreements in minutes. Just answer a few guided questions and download your document instantly.
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