End Of Contract Notice Template for Singapore

An End of Contract Notice is a formal document that confirms when your fixed-term employment contract reaches its natural conclusion in Singapore. Unlike termination notices, this document addresses the planned end of employment relationships that were always intended to be temporary or project-based. You need this notice to ensure compliance with Singapore's employment laws and to protect both your business and your employees during the transition process.

When do you need this document?

You should prepare an End of Contract Notice whenever a fixed-term employment contract is approaching its predetermined end date. This includes situations where temporary employees complete their assigned projects, seasonal workers finish their contracted periods, or when probationary contracts conclude without extension. The notice is also essential when expatriate work permits expire and cannot be renewed, or when specific contract terms stipulate a definitive end date. You must provide this notice even if both parties have been aware of the contract's end date from the beginning, as it serves as formal documentation of the employment relationship's conclusion.

Key legal considerations

Your End of Contract Notice must clearly specify the contract's end date and confirm whether any notice period applies or has been satisfied. You need to detail all final payments including outstanding salary, unused annual leave entitlements, and any contractual bonuses or allowances. The document should list all company property that must be returned, from laptops and access cards to uniforms and confidential documents. You must also address any post-employment obligations such as confidentiality clauses, non-compete agreements, or intellectual property restrictions that continue beyond the employment period. Include information about final Central Provident Fund contributions and ensure all calculations comply with Ministry of Manpower guidelines.

Legal requirements in Singapore

Under Singapore's Employment Act (Chapter 91), you must provide clear documentation when employment contracts end, even for fixed-term arrangements. The Employment Claims Act 2016 requires that you settle all outstanding payments promptly and provide transparent calculations for any deductions or entitlements. Your notice must comply with Central Provident Fund Act requirements for final CPF contributions and include proper documentation for MOM reporting purposes. If your workplace has collective agreements under the Industrial Relations Act, ensure your notice aligns with any additional union-negotiated terms. The Ministry of Manpower requires that you maintain proper records of contract conclusions, making this formal notice essential for regulatory compliance and potential future audits.