Substantive requirements for dismissals (justified and prohibited grounds) - Singapore - 2019
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Obligation to provide reasons to the employee
- The Employment Act (Cap. 91) [EA] of 8 June 1968, as consolidated in April 2016.
Date: 01 Apr 2016; view website » (view in NATLEX »)
- Trade Unions Act (Cap. 333). (view in NATLEX »)
- Industrial Relations Act (Cap. 136) (view in NATLEX »)
Valid grounds (justified dismissal)
: pregnancy; maternity leave; age; trade union membership and activities
Workers enjoying special protection
: pregnant women and/or women on maternity leave
Notes / Remarks
Under the Employment Act, either party to a contract of employment may at any time give to the other party notice of his/her intention to terminate the contract of employment (sec. 10 (1), EA).
In addition, summary dismissal (without notice) by the employer is possible when:
- the employee willfully breaches a condition of the employment contract (sec. 11 (2), EA);
- the employee is continuously absent from work, without leave or reasonable excuse, for more than two days (sec. 13 (2), EA); or
- the employee is found, after due inquiry, to be guilty of misconduct (sec. 14, EA).