Non Fixed Term Employment Contract Template for Singapore

A Non Fixed Term Employment Contract creates a permanent employment relationship in Singapore without specifying an end date. This type of agreement is governed by Singapore's Employment Act and provides both employer and employee with ongoing obligations and rights that continue until the contract is terminated according to statutory requirements.

When do you need this document?

You need this contract when hiring permanent staff members who will work on an ongoing basis without a predetermined employment end date. It's essential for establishing clear terms with full-time employees, senior management positions, or specialist roles where long-term employment stability benefits both parties. Unlike fixed-term contracts, this agreement provides job security while allowing for performance management and business flexibility through proper termination procedures.

Key legal considerations

Your contract must include mandatory provisions covering remuneration structure, working hours compliance with Part IV of the Employment Act, and comprehensive leave entitlements including annual leave, medical leave, and maternity/paternity benefits. Termination clauses require careful drafting to ensure notice periods comply with statutory minimums while protecting legitimate business interests. The agreement should address confidentiality obligations, intellectual property ownership, and post-employment restrictions that are reasonable and enforceable under Singapore law. Central Provident Fund contribution requirements must be clearly stated, and personal data handling procedures should align with the Personal Data Protection Act 2012.

Legal requirements in Singapore

Singapore's Employment Act mandates specific minimum standards that your contract cannot override, including maximum working hours of 44 hours per week for non-exempt employees, overtime payment rates, and minimum rest day provisions. Salary protection requirements under the Employment Claims Act 2016 mean you must specify payment terms clearly and ensure timely salary payments. The Workplace Safety and Health Act requires employers to maintain safe working conditions and may influence contract terms regarding workplace duties and responsibilities. For employees earning above statutory thresholds, additional flexibility exists in contractual arrangements, but core protections remain. Your contract must also comply with CPF contribution rates and collection procedures, with employer and employee contribution percentages clearly stated according to current legislation.