Termination Letter Due To Poor Performance for Singapore

Termination Letter Due To Poor Performance Template for Singapore

A formal document issued under Singapore employment law that officially terminates an employee's employment due to documented performance issues. This document must comply with Singapore's Employment Act and Ministry of Manpower guidelines, including fair dismissal practices and proper notice periods. It outlines the termination details, reason for termination, notice period, and final payment arrangements while maintaining compliance with local employment regulations.

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What is a Termination Letter Due To Poor Performance?

A Termination Letter Due To Poor Performance is a crucial document used when an employer needs to end an employment relationship due to documented performance issues. Under Singapore law, such termination must follow proper procedures including prior performance improvement attempts, documented feedback, and appropriate notice periods. The letter serves as official documentation of the termination, specifying the effective date, reason for termination, notice period or payment in lieu, and final payment details. It must comply with Singapore's Employment Act, MOM guidelines, and TAFEP fair employment practices to avoid potential wrongful dismissal claims.

What sections should be included in a Termination Letter Due To Poor Performance?

1. Employee Details: Full name, position, employee ID, department of the employee being terminated

2. Effective Date: Clear statement of when employment will terminate, including last day of work

3. Reason for Termination: Brief but specific explanation of performance issues leading to termination

4. Notice Period: Specification of notice period or payment in lieu of notice details

5. Final Payment Details: Information about final salary, unused leave, and other entitlements to be paid

What sections are optional to include in a Termination Letter Due To Poor Performance?

1. Transition Period Details: Used when handover of duties is required, specifying handover responsibilities and timeline

2. References: Include if company policy allows providing references and terms under which they will be provided

3. Non-Compete Reminder: Include if employee is bound by non-compete agreements to remind of ongoing obligations

What schedules should be included in a Termination Letter Due To Poor Performance?

1. Performance Review Summary: Documentation of past performance issues, warnings issued, and improvement attempts

2. Final Payment Calculation: Detailed breakdown of final payment including salary, leave entitlements, and other benefits

3. Company Property Checklist: List of company property to be returned before final clearance

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

Singapore

Publisher

Genie AI

Document Type

Termination Letter

Cost

Free to use
Industries

Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore, covering notice periods, salary obligations, and employee protections

MOM Guidelines: Ministry of Manpower guidelines covering fair employment practices and managing excess manpower, including Tripartite Guidelines

TAFEP Guidelines: Tripartite Alliance guidelines on progressive discipline, performance management, and fair dismissal practices

Documentation Requirements: Required documentation including Performance Improvement Plans (PIPs), performance reviews, warning letters, and counselling records

Notice Period Requirements: Statutory and contractual requirements for notice periods and payment in lieu of notice options

Fair Process Requirements: Evidence of poor performance, documented feedback, improvement opportunities, and due process procedures

Wrongful Dismissal Provisions: Compliance requirements to avoid wrongful dismissal claims and proper termination procedures

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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