Employment & Team generatorSingapore
Employment Agreement / Offer Letter (Singapore)
A full-time employment contract under Singapore's Employment Act 1968, with mandatory Key Employment Terms, CPF contributions, statutory leave, notice, and post-employment protections drafted for enforceability under Singapore law.
What is an Employment Agreement / Offer Letter?
An Employment Agreement / Offer Letter (Singapore) is a full-time employment contract under Singapore's Employment Act 1968, with mandatory Key Employment Terms, CPF contributions, statutory leave, notice, and post-employment protections drafted for enforceability under Singapore law.
Any Singapore employer hiring a local employee. It covers salary, CPF, working hours, leave, confidentiality, IP, and restraint clauses in a single Employment Act-compliant document.
Employment Agreement / Offer Letter template, current for 2026
Reflects the Employment Act 1968 (all employees now covered, with Part IV protections for lower-wage/workmen), mandatory Key Employment Terms (KETs), CPF contribution obligations, and Singapore's reasonableness test for restraint of trade.
How HDAi does this differently
Unlike a static form, HDAi runs a guided interview and assembles your Employment Agreement / Offer Letter live as you answer. When you want it finished, a licensed Hart David Carson attorney reviews it before you sign and coordinates sign-off by locally admitted counsel where the governing law requires it. The interview and the first draft are automated. The judgment belongs to an attorney.
What you’ll be asked
A short interview in plain language that asks only what this document needs.
- Employer / Company details The engaging company. Its full legal name, UEN and registered address must appear in the Key Employment Terms Singapore law requires.
- Employee details The individual being hired. Full name and address identify the party and are a mandatory Key Employment Term.
- Date of this agreement / offer letter The date the offer is made or the contract is dated. Anchors the offer-acceptance timeline.
- Job title / position The employee's title is a mandatory Key Employment Term and frames the duties clause.
- Reports to (title) Reporting line clarifies supervision and the chain of authority.
- Main duties and responsibilities A summary of main duties is a mandatory Key Employment Term. Keep it representative, not exhaustive.
- Primary place of work The work location is a Key Employment Term and sets the baseline for any mobility clause.
- Employment type Full-time permanent vs fixed-term changes how notice, renewal and end-date terms apply.
- Fixed-term end date For a fixed-term contract, the duration or end date is a mandatory Key Employment Term.
- Early termination of the fixed term Choose how the fixed term may end before its end date: terminable on notice (the Termination clause applies), pay the balance of the term if the Company ends it early without cause, or no early termination except for cause.
- Early-termination notice period (fixed term) The notice each Party must give to end the fixed term early. Common is one to three months. Must be equal for both Parties.
- Start date of employment The commencement date is a mandatory Key Employment Term and starts the probation clock.
- Probation period (months) Probation length must be stated as a Key Employment Term. 3 to 6 months is typical in Singapore. Leave blank for no probation.
- Notice during probation (days) Shorter notice usually applies during probation. State it explicitly to avoid ambiguity.
- Basic monthly salary (SGD) Basic rate of pay is a mandatory Key Employment Term and the base for CPF, overtime and leave.
- Salary payment frequency The salary period is a Key Employment Term. The Employment Act requires payment at least monthly, within 7 days of period end.
- Salary payment date The date wages are paid must be stated. Singapore law requires payment within 7 days after the salary period ends.
- Fixed allowances (if any) Fixed monthly allowances are a Key Employment Term. List each with its amount, or leave blank if none.
- Is there a variable bonus / AWS? Discretionary bonus and Annual Wage Supplement terms are Key Employment Terms; discretion should be clearly reserved.
- Working days per week Working days and hours are Key Employment Terms and set the baseline for overtime and rest days.
- Daily working hours Standard hours anchor overtime entitlement (capped at 44 hours per week for covered employees).
- Is the employee eligible for overtime pay? Under the Employment Act, overtime pay applies to workmen earning up to S$4,500 and other employees up to S$2,600 basic monthly. Confirm coverage.
- Annual (vacation) leave (days per year) Paid annual leave is a Key Employment Term. Statutory minimum is 7 days in year one, rising to 14; many employers offer more.
- Outpatient sick leave (days per year) Paid sick leave is a Key Employment Term. Statutory maximum for eligible employees is 14 outpatient days (60 total with hospitalisation).
- Hospitalisation leave (days per year) Paid hospitalisation leave is a Key Employment Term. Statutory entitlement is up to 60 days inclusive of outpatient sick leave.
- Other leave (maternity, paternity, childcare, etc.) Note any additional statutory or company leave. Government-Paid leave under the Child Development Co-Savings Act applies where eligibility is met.
- Notice period after confirmation Termination notice is a mandatory Key Employment Term. Must be equal for both parties; common is 1 to 3 months.
- Are CPF contributions payable? CPF is mandatory for Singapore Citizens and PRs. Foreign employees on work passes are not on CPF (a levy applies to the employer instead).
- Does the employee need a work pass? For foreign hires, employment is conditional on a valid Employment Pass, S Pass or Work Permit being obtained and maintained.
- Include confidentiality obligations? Protects trade secrets and confidential information during and after employment. Standard for most roles.
- Include IP assignment to the employer? Assigns work-product IP to the company. Important for technical, creative and product roles.
- Post-employment restrictive covenants Singapore courts enforce restraints only where they protect a legitimate interest and are reasonable in scope, duration and geography. Select those to include.
- Non-competition duration (months) Non-compete period after employment ends. Keep it modest (typically 3 to 12 months, and shorter than the non-solicit) to improve enforceability.
- Client non-solicit and non-dealing duration (months) Duration of the client non-solicitation and (if selected) non-dealing covenants after employment ends. Typically 6 to 12 months.
- Staff non-solicit duration (months) Duration of the non-solicitation-of-employees covenant after employment ends. Typically 6 to 12 months.
- Add a non-dealing covenant (clients)? A non-dealing covenant bars dealing with protected clients even where the client approaches the employee. Only offer where a legitimate client-connection interest exists.
- Geographic scope of non-competition The territory the non-compete covers. Narrow, business-justified scope is more likely to be upheld.
- Training bond / relocation clawback (if any) Describe any bonded training, professional qualification, relocation or similar benefit, the bonded sum, and the bond period, or leave blank for none. Repayment is pro-rated over the bond period.
- Name of the Code of Conduct / ethics policy The title of the company code of conduct or ethics policy incorporated by reference. Leave blank to refer to it generically.
- Data Protection Officer contact Contact point for data protection queries under the PDPA (email or role). Leave blank to refer to the DPO generically.
- May personal data be transferred overseas? Confirms whether the employer transfers personal data outside Singapore (for example to affiliates, payroll or IT providers). The overseas-transfer wording is included by default.
- Dispute resolution mechanism Choose SIAC arbitration or the exclusive jurisdiction of the Singapore courts. Either way, statutory employment claims that must go to the TADM or ECT are carved out.
- Other benefits (insurance, medical, etc.) List any medical, insurance, or other benefits. Optional, but improves clarity for the employee.
- Employer signatory name The person signing on behalf of the company.
- Employer signatory title Their role or authority to bind the company.
Frequently asked
About the Employment Agreement / Offer Letter and how HDAi works.
What is an Employment Agreement / Offer Letter (Singapore)? +
An Employment Agreement / Offer Letter (Singapore) is a full-time employment contract under Singapore's Employment Act 1968, with mandatory Key Employment Terms, CPF contributions, statutory leave, notice, and post-employment protections drafted for enforceability under Singapore law. Any Singapore employer hiring a local employee can use it, and it covers salary, CPF, working hours, leave, confidentiality, IP, and restraint clauses in a single Employment Act-compliant document.
Is HDAi's Employment Agreement / Offer Letter (Singapore) legally binding? +
The Employment Agreement / Offer Letter (Singapore) HDAi generates is a professionally drafted document that becomes binding once it is completed, reviewed, and properly signed. Every HDAi draft can be routed to a Hart David Carson attorney, who reviews the commercial terms from a US-law perspective after a planning call and, because this document is governed by foreign law, coordinates with locally admitted counsel (quoted separately) before you sign.
Do I need a lawyer to use this Employment Agreement / Offer Letter (Singapore)? +
You can generate and download the Employment Agreement / Offer Letter (Singapore) in minutes, free of charge. A licensed Hart David Carson attorney can then review it and tailor it to your facts before you sign, which is the part no template can do.
What makes this Employment Agreement / Offer Letter (Singapore) current for 2026? +
Reflects the Employment Act 1968 (all employees now covered, with Part IV protections for lower-wage/workmen), mandatory Key Employment Terms (KETs), CPF contribution obligations, and Singapore's reasonableness test for restraint of trade.
How long does the Employment Agreement / Offer Letter (Singapore) take? +
Estimated time about 23 min (45 questions), depending on how much you already know. The document assembles as you answer. Export it as PDF or Word, or send it to a Hart David Carson attorney for review.
Does this Employment Agreement / Offer Letter (Singapore) work in Singapore? +
Yes. This version is drafted for Singapore law and terminology. It is not a relabeled U.S. form. A licensed attorney coordinates with locally admitted counsel where required.
Other jurisdictions
The same document, drafted for another jurisdiction’s law.
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