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Termination Without Cause Letter Template for Singapore

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Key Requirements PROMPT example:

Termination Without Cause Letter

"I need a Termination Without Cause Letter for an IT manager in Singapore who has been with the company for 5 years, with the termination effective March 15, 2025, including a 2-month notice period and pro-rated bonus calculations."

What is a Termination Without Cause Letter?

The Termination Without Cause Letter is essential when an employer in Singapore needs to end employment for business reasons such as restructuring, downsizing, or organizational changes, rather than due to employee misconduct or performance issues. It must comply with Singapore's Employment Act and MOM guidelines, ensuring proper notice periods are given and all statutory obligations are met. This document typically includes termination date, notice period details, final payment calculations, and transition arrangements. The letter serves as official documentation of the termination process and helps protect both employer and employee interests.

What sections should be included in a Termination Without Cause Letter?

1. Date and Address Block: Formal letter heading with date and employee's details

2. Notice of Termination: Clear statement of termination and effective date

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

4. Final Payment Details: Breakdown of final payment including salary, unused leave, and other entitlements

5. Last Day Arrangements: Details of last working day and handover requirements

What sections are optional to include in a Termination Without Cause Letter?

1. References: Offer to provide references when company policy allows providing references

2. Non-Compete Reminder: Reminder of existing non-compete obligations when employment contract contains such clauses

3. Outplacement Support: Details of any career transition support when company offers outplacement services

What schedules should be included in a Termination Without Cause Letter?

1. Final Payment Calculation: Detailed breakdown of final payment components

2. Handover Checklist: List of items and responsibilities to be handed over

3. Benefits Summary: Summary of benefits continuation or termination

Authors

Alex Denne

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

Relevant legal definitions




















Clauses




















Industries

Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore, covering basic terms and conditions, notice period requirements, salary and leave-related payments upon termination, and core provisions protecting all employees

Employment Claims Act 2016: Legislation governing dispute resolution procedures and handling of salary-related claims in employment termination cases

MOM Guidelines: Ministry of Manpower guidelines including Tripartite Guidelines on Fair Employment Practices and Managing Excess Manpower, providing framework for fair employment practices

Central Provident Fund Act: Legislation governing mandatory social security savings system, including CPF contribution obligations and final payment requirements during employment termination

Industrial Relations Act: Legislation governing industrial relations including collective agreements and union-related considerations in employment termination

Notice Period Requirements: mandatory notice period requirements as specified in employment contract or Employment Act that must be adhered to in termination without cause

Final Payment Components: Required final payments including unused annual leave, pro-rated bonuses, salary in lieu of notice, and other contractual obligations

Company Property Return: Requirements for the return of company property and assets upon termination of employment

Confidentiality Obligations: Post-employment confidentiality requirements and handling of sensitive information after termination

Handover Requirements: Procedures and requirements for proper handover of work responsibilities and ongoing projects

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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