Probation Period in Singapore: Length, Notice, Leave and Confirming a Foreign Hire

Short answer: A probation period in Singapore is a trial stretch set by your employment contract, not by a fixed statutory length. Notice follows the contract or, if it is silent, the Employment Act table by length of service. Paid leave rights start at 3 months of service, even during probation.

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 a probation period in Singapore?

A probation period is an initial stretch of employment in which the employer assesses whether the new hire is suitable before confirming them in the role. It is created by the employment contract, and the Employment Act does not use probation as a separate legal status for most of the rights that matter.

MOM’s list of key employment terms (KETs) includes the probation period as item 16 and the notice period as item 17. KETs must include these items, so a well-run hire states the probation length, what happens at the end, and the notice that applies during it. The Employment Act covers local and foreign employees on full-time, part-time, temporary and contract terms. The exceptions are seafarers, domestic workers and public officers (statutory board employees and civil servants), per MOM’s coverage page.

In practice, probation does three jobs. It tells the employee how long they are being assessed, it signals when a review will happen, and it records the notice each side must give. It does not suspend statutory minimums. An employer cannot use “still on probation” to refuse rights that the law ties to length of service.

What is the maximum probation period in Singapore?

We did not find a statutory maximum probation length on the MOM pages we reviewed, so the length is whatever the contract says. Do not assume a cap from a friend, a template or a search snippet. If a precise figure matters to your case, check with MOM.

That does not mean any length is sensible. A very long probation can make the arrangement look like a way of avoiding commitments, and a probation that is extended repeatedly can cause disputes about what was agreed. Sensible practice is to fix the length in the contract, say whether it can be extended, say who decides, and put any extension in writing before the original period ends. Our checklist for employees whose probation has been extended covers the questions to ask: probation extended: what an employee should ask for in writing.

What notice period applies during probation?

If your contract states a notice period, that period applies to both sides, including during probation. If the contract is silent, the Employment Act default depends on length of service, starting at 1 day for under 26 weeks.

MOM says the notice period stated in the contract must be the same for the employer and the employee. Where no notice period is stated, MOM gives this table (as at 10 November 2026):

Length of service	Notice period if the contract is silent
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

Some contracts give a shorter notice period during probation and a longer one after confirmation. That is a contract choice, and it must be written down and equal for both sides. For counting rules, the day notice is given counts as the first day, and public holidays, rest days and non-working days are included. We cover counting, salary in lieu and leave during notice in detail in notice period in Singapore: statutory minimums and salary in lieu.

Can an employer end probation early or without notice?

Either side can end the contract without waiting for notice to run by paying salary in lieu of notice, which is the salary that would have been earned during the notice period. Employment can also end without notice where the terms have been breached.

MOM’s guidance is that termination in writing is required, and an employer is not required to give a reason for terminating. Notice can also be waived by mutual consent, which should be done in writing. CPF contributions are due on salary earned during the notice period, but not on salary in lieu of notice (per MOM).

Two cautions apply. First, “no reason required” does not remove other legal protections. MOM’s page on amendments to the Employment Act refers to statutory protection against wrongful dismissal for covered employees, and wrongful dismissal claims go through TADM mediation and then the Employment Claims Tribunal. Second, a termination the employee suspects is linked to a protected situation, such as sick leave taken properly, deserves legal advice before you act.

If you are an employee who has resigned, the same rule works in reverse: you must serve the notice in your contract or pay salary in lieu, unless your employer agrees to waive it.

Do you get annual leave and sick leave during probation?

Yes, once you have worked 3 months. Annual leave is pro-rated by completed months of service, and MOM says this applies even if you are still on probation. Sick leave rights are likewise not tied to probation.

For annual leave, MOM states that you are entitled to paid leave after at least 3 months of service, and you can only apply for it after that point. The first year of service carries 7 days, rising by one day each year to 14 days from the eighth year. Pro-rating uses (completed months of service divided by 12) multiplied by the annual entitlement, rounded down if the fraction is under half a day and up to one day if it is half or more. For example, 4 completed months on a 7 day entitlement gives 2.33 days, which rounds down to 2 days.

For sick leave, MOM says entitlement is not tied to probation. You qualify if you are covered by the Employment Act and have served at least 3 months, and you must inform or try to inform your employer within 48 hours of the absence. Entitlement is pro-rated for new hires under 6 months:

Completed months of service	Paid outpatient sick leave	Paid hospitalisation leave
3	5 days	15 days
4	8 days	30 days
5	11 days	45 days
6 and after	14 days	60 days

The 60 days of hospitalisation leave include the 14 days of outpatient leave. MOM also encourages employers to be flexible and consider paid sick leave for staff with under 3 months of service. For the full annual leave rules, including unused leave, see our statutory annual leave guide.

When employment ends other than for misconduct, MOM says unused annual leave must be paid at the gross rate of pay based on the last drawn salary. Leave is forfeited if the employee is terminated for misconduct.

How do you confirm a foreign hire after probation?

Confirmation is a contract and HR step: the employer reviews performance and confirms the employee in writing. For a foreign hire on a work pass, confirmation does not replace the work pass position, which stays between the employer, MOM and ICA.

The Employment Act does not set out a confirmation procedure on the pages we reviewed, so the process is yours to define. A clean sequence looks like this:

1. Check the contract: probation length, whether it can be extended, notice during and after probation, and any change in salary or benefits on confirmation.
2. Hold the review before the probation end date, and record the assessment against the duties in the job description.
3. Decide in writing: confirm, extend with a stated new end date and reason, or end employment with notice or salary in lieu.
4. Issue a confirmation or extension letter that both sides sign or acknowledge. Do not rely on a verbal “you are fine”.
5. For a pass holder, check that the employment terms still match what MOM approved, for example salary and job title. Check with MOM before you change terms for a pass holder.
6. If employment will end, plan the pass cancellation steps in parallel with the notice, and confirm the requirements with MOM and ICA.

If a foreign employee is being let go during probation, the pass timing and notice questions are set out in retrenching a foreign employee during probation: pass cancellation timing and notice rules. For contract terms that tie to a work pass, see employment contract clauses and work pass requirements.

What should a probation clause include?

A good probation clause states the length, the review date, whether extension is possible, the notice during probation, and what changes on confirmation. Each of these should appear in the written terms, because MOM lists the probation period and notice period among the KETs.

Clause item	Why it matters
Probation length and start date	Avoids disputes about when probation ends
Extension right and conditions	Shows whether extension needs the employee’s agreement and written notice
Notice during probation	Must be equal for employer and employee
Leave and sick leave	Statutory entitlements start at 3 months of service whether or not probation has ended
Changes on confirmation	Salary, benefits or notice period that change after probation
Review process	Who reviews, when, and how the outcome is communicated

Our guide to key employment terms and itemised payslips explains the other KET items. If you are drafting contracts for a new entity and need incorporation or payroll set-up, Raffles Corporate Services can help with the company side.

Frequently asked questions

Is there a legal maximum probation period in Singapore?

We did not find a statutory maximum on the MOM pages reviewed on 10 November 2026. The probation length is set by the contract. Check with MOM if a specific length matters to your case.

Can I resign during probation?

Yes. You must serve the notice in your contract or pay salary in lieu of notice, unless your employer agrees to waive it. If the contract has no notice period and you have served under 26 weeks, the Employment Act default is 1 day.

Can my employer terminate me during probation without giving a reason?

MOM says an employer is not required to give a reason for termination, but notice or salary in lieu is still required and the notice must be in writing. Wrongful dismissal protection still applies to covered employees, so seek advice if you believe the dismissal was improper.

Do I get annual leave if I am still on probation after 3 months?

Yes. MOM says pro-rated annual leave applies based on completed months of service, even if you are still on probation.

Is paid sick leave available during probation?

Yes, after 3 months of service, if you are covered by the Employment Act. Entitlement is pro-rated for the first 6 months, starting at 5 days of outpatient leave and 15 days of hospitalisation leave at 3 months.

What happens to a work pass if probation ends in non-confirmation?

The employer and employee must follow the pass cancellation process. The exact steps and timing are for MOM and ICA to confirm, so check with them before you act.

Need help with hiring a foreign employee or managing a work pass through probation? Contact Little Big Employment Agency for pass, PR and citizenship applications. Email [email protected] or Call/SMS/WhatsApp +65 8501 7133.

Sources: MOM, termination with notice; MOM, annual leave eligibility and entitlement; MOM, sick leave eligibility and entitlement.

Last reviewed: 10 November 2026. The Editorial Team, Little Big Employment Agency.