Notice Period in Singapore: Statutory Minimums, Counting Days and Salary in Lieu

Short answer: The notice period in Singapore is whatever the employment contract states, and it must be the same length for employer and employee. If the contract is silent, the Employment Act sets a minimum of 1 day, 1 week, 2 weeks or 4 weeks, depending on length of service. Either side can pay salary in lieu instead of serving notice.

This article is general information only and is not legal, tax or immigration advice. For matters needing legal advice, we work with a panel of experienced Singapore law firms.

What is the notice period in Singapore when the contract is silent?

Where the contract has no notice clause, section 10(3) of the Employment Act 1968 sets a floor based on how long the person has worked for the employer. The same table applies whether the employee resigns or the employer terminates.

Length of service	Minimum notice
Less than 26 weeks	1 day
26 weeks to less than 2 years	1 week
2 years to less than 5 years	2 weeks
5 years or more	4 weeks

Source: Employment Act 1968, section 10(3), on Singapore Statutes Online, and the Ministry of Manpower (MOM) page on termination with notice, both checked on 8 November 2026.

These are minimums for a contract that says nothing. They are not a ceiling, and most written contracts specify a longer period such as one month or three months. For the same reason, a contract cannot give an employee less than the Act provides: section 8 makes any term that is less favourable than the Act’s prescribed conditions illegal and void to that extent.

The Act’s definition of “employee” excludes seafarers and domestic workers, so check the position with MOM if you employ a helper.

Who decides the notice period when the contract does specify one?

The contract decides, as long as the length is the same for employer and employee. Section 10(2) says the length of notice must be the same for both sides and is determined by the terms of the contract, failing which the section 10(3) table applies.

MOM also confirms that a contract may express notice in days, weeks or months. To avoid disputes, a contract that uses days should say whether they are calendar days (which include public holidays and non-working days) or working days.

MOM also notes that a contract may require extra compensation from an employee for leaving early, but such terms are not covered by the Employment Act and are a matter of contract. Take legal advice before relying on or resisting such a clause.

How do you count the notice period?

The day on which notice is given counts as the first day of the notice period, and public holidays, rest days and non-working days all count. Section 10(5) of the Act and MOM’s guidance both say so.

MOM publishes worked examples for one month’s notice, which show how the end date is found. The table below reproduces them, then adds an illustration for notice given in weeks.

Notice length	Notice given on	Last day of work	Why
1 day	Same day	Same day	The day notice is given is included (MOM example)
1 month	15 July 2025	14 August 2025	Weekends and public holidays count (MOM example)
1 month	29 January 2025	28 February 2025	MOM example
1 month	30 January, 31 January or 1 February 2025	28 February 2025	February has only 28 days (MOM example)
2 weeks	10 November 2026	23 November 2026	Our illustration: 14 days including 10 November; the Act defines a week as 7 days

Source: MOM, termination with notice, last updated 22 April 2026, and Employment Act 1968, sections 2 and 10, checked on 8 November 2026.

To count your own notice, follow these steps.

1. Check the contract for the length of notice and whether it is in days, weeks or months.
2. If the contract is silent, work out length of service and read the minimum from the section 10(3) table.
3. Count the day notice is given as day one.
4. Include weekends, public holidays and rest days in the count.
5. For a monthly period, follow MOM’s examples: the last day is normally the day before the matching date in the next month, or the last day of a shorter month.
6. Put the agreed last day in writing, for example by email reply from the other party.

What is salary in lieu of notice and how is it worked out?

Salary in lieu of notice is money paid instead of serving the notice period. Under section 11(1), either party may end the contract immediately, or before notice that has already been given runs out, by paying the other party the gross rate of pay that would have accrued over the notice period.

Gross rate of pay is defined in section 2 as the total amount to which the employee is entitled under the contract, including allowances, but excluding overtime, bonuses, annual wage supplements, productivity incentive payments, expense reimbursements and travelling, food or housing allowances. For a monthly-rated employee whose notice period is shorter than a month, the amount for any one day is the gross rate of pay for one day’s work (section 11(1)).

Both sides have the same right: an employee can pay the employer to leave at once, and an employer can pay the employee. The party who breaks the contract by leaving, or dismissing, without proper notice is liable for the same sum, subject to anything to the contrary in the contract (section 16).

Notice can also be waived. Section 10(4) lets either party waive its right to notice, and MOM says a waiver should be by mutual consent and in writing. A waiver is different from salary in lieu: a waiver is agreed by both sides, whereas salary in lieu is a payment made under section 11.

Salary in lieu is separate from dismissal for misconduct. Section 14 allows an employer to dismiss without notice after due inquiry for misconduct, and section 11(2) allows either party to terminate without notice where the other has wilfully breached a condition of the contract. See also our article on a foreign employee who disputes their notice period.

Can I take annual leave, sick leave or unpaid leave during notice?

Yes, but each type of leave affects the notice period differently. The table below summarises MOM’s position.

Situation	Effect on notice and pay
Approved annual leave during notice	You are paid for the full notice period and your last day does not move.
Annual leave used to offset notice (with the employer’s agreement)	Your last day is brought forward and you are paid only up to that day. Leave used to offset the remaining notice is not paid out.
Paid or unpaid sick leave (employees covered by the Employment Act)	Counts as part of the notice period. The employer cannot extend notice or claim short notice.
Unpaid leave	The employer may extend notice, but only with your agreement. Granting unpaid leave is at the employer’s discretion.
Reservist training	Not counted as part of notice. Notice is extended by the length of the training.

Source: MOM, termination with notice, last updated 22 April 2026, and MOM FAQ on sick leave during notice, last updated 27 April 2026, checked on 8 November 2026.

Agree in writing whether leave is being taken during notice or offset against it.

On unused leave, MOM says that unless the termination is for misconduct, the employer must pay for unused annual leave at the gross rate of pay based on the last drawn salary. For misconduct dismissals, unused leave is forfeited. Our guide to statutory annual leave explains the entitlement itself.

Starting a new job during notice is a separate question. MOM says you remain an employee of your current employer while serving notice, so check your contract and ask your employer whether you may start with the new employer before notice ends.

Is CPF payable on notice pay?

CPF is payable on salary earned during the notice period, but not on salary in lieu of notice. MOM states that employer and employee must make CPF contributions for salary earned while still an employee, and that no CPF is required on salary in lieu.

The income tax treatment of a payment in lieu of notice is not covered here, because we could not open the relevant Inland Revenue Authority of Singapore (IRAS) page in preparing this article. Check the current position with IRAS or a tax adviser before you treat a payment as taxable or non-taxable. For a different type of termination payment, see our article on whether retrenchment benefits are taxable.

What happens to a foreign employee’s work pass at the end of notice?

A foreign employee’s work pass needs to be dealt with when employment ends. Pass cancellation rules and timelines are set by MOM and are not part of the Employment Act notice provisions, so confirm the current steps on the MOM website before the last day.

Points to plan around:

• Agree the last day of employment in writing so the cancellation date is clear.
• Decide who will submit the cancellation and when, and check what MOM currently requires.
• If the employer does not act, see our action record for an employer who refuses to cancel a work pass.

For senior hires who are told to stay away from the office during notice, our article on garden leave for Employment Pass holders covers salary, pass validity and notice mechanics.

How do you resign or terminate with notice properly?

Put it in writing, state the notice length and last day, and keep an acknowledgement. Section 10(5) requires written notice, and MOM says the employer is not required to give a reason, and an employee is not required to give one when resigning.

1. Read the contract’s notice and leave clauses.
2. Write a short letter or email stating the date notice is given and the intended last day.
3. Ask the other party to acknowledge it by signing or replying.
4. If either side wants a shorter period, agree a waiver or salary in lieu in writing.
5. Settle final salary, unused leave and CPF, and keep copies of everything.

If an employee changes their mind after resigning, see our guide on managing resignation retractions legally. For senior staff, our article on the Employment Act for managers and executives explains which protections apply.

Frequently asked questions

Can my employer make my notice period longer than mine?

No. The Act requires the length of notice to be the same for employer and employee (section 10(2)). If a contract gives different periods, raise it with your employer or MOM.

Does the day I hand in my resignation count?

Yes. The day on which notice is given is included in the notice period (section 10(5)), so a 1-day notice ends on the same day.

Do weekends and public holidays count towards notice?

Yes. MOM says notice includes public holidays, rest days and non-working days, unless the contract states working days.

Can I pay salary in lieu instead of working my notice?

Yes. Under section 11(1), either party may terminate without notice by paying the other the gross salary that would have accrued during the notice period.

If I fall sick during notice, does my last day move?

No. MOM says sick leave and hospitalisation leave taken during notice do not change the last day, and the employer cannot extend notice unless both sides agree.

Is notice pay subject to CPF?

Salary earned while serving notice is subject to CPF. MOM says CPF is not required on salary in lieu of notice.

Sources used: Employment Act 1968, Part 2 (sections 8 to 19), Singapore Statutes Online; MOM, termination with notice; MOM, termination without notice.

Need help with pass, PR or citizenship applications when an employee leaves or joins? Contact Little Big Employment Agency. Email [email protected] or Call/SMS/WhatsApp +65 8501 7133.

Last reviewed: 8 November 2026. The Editorial Team, Little Big Employment Agency.