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Industry Insights

Can you legally reject resignations in Singapore?

Posted on 4/03/2021 by Paula Formantes

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An employer in Singapore was recently barred from offering government-subsided traineeships and attachments after an employment dispute involving a former trainee went viral. ‘Michael’ had accepted a 12-month traineeship program with the employer under the SGUnited initiative, which was introduced to support companies’ manpower issues amidst the pandemic.

It was reported that two months into the program, the employee found a permanent position elsewhere and informed his employer that he’d have to quit his job. However, the company rejected the ‘resignation’ as they were concerned about filling the vacancy. There were plenty of back-and-fourths, with the employee claiming that the employer used dirty tactics to keep him on the job.

The employee reported the case to the authorities and eventually posted his story on social media. The internet was soon debating about whether it’s legal for the employer to reject his resignation, especially since he was just a trainee. The Ministry of Manpower (MOM) said the Singapore Business Federation (SBF) had been assisting with mediating the issue since December and concluded that the employer’s actions were in “direct contradiction of the spirit of traineeship”. They clarified that even though trainees are not covered under the Employment Act, they have a right to leave a program if they provide sufficient notice as stated in the training agreement.

Are employers in Singapore legally allowed to reject resignations? What reasons can employers use to negotiate resignations?

Employers cannot reject the resignation of an employee. Employees are entitled to resign from their employment through the provision of written notice, in accordance with their employment contract.

Regardless of whether it is mentioned in the employee’s employment contract, employees covered by the Employment Act are also entitled to pay the employer in lieu of part or all of the notice period.

If the employment contract does not provide for a notice period, Section 10(3) of the Employment Act (Cap. 91) provides for a minimum notice period depending on the number of years of service.

The employer and the employee can extend the employment beyond the end of the notice period if that is what they agree. An employer might ask an employee to stay on for longer due to the company’s commitments, such as finishing a project the employee has been involved in, to provide cover for the leave of another employee or similar.

The reasons for the extension are ultimately matters for negotiation between the employer and the employee, but the end date can only be extended if the employee agrees. It is an offense for employers to disallow employees to leave their job without prior agreement and an employer should not use threats of punishment or the provision of a poor reference (especially if the employee has been a good performer) as a way to get the employee to stay with the company.

Alternatively, if the employer is keen to have the employee rescind their resignation and stay with the company, they should speak to the employee about the reasons for leaving and try and resolve any issues.

How can employers avoid legal trouble when handling employee resignations?

Firstly, employers should be aware of their employee’s right to resign, such as the applicable notice period, through written notice, payment in lieu of notice or the minimum notice period prescribed by the Employment Act.

Secondly, they should acknowledge the employee’s resignation – for example by email or signing the resignation letter if the employee requests – and discuss with the employee the arrangements for their exit. This would include matters such as:

  • The employee’s last day of work, including any agreement between the parties to lengthen or shorten the notice period.
  • The employee’s leave arrangements, if any, during the notice period.
  • Whether the employee will be placed on garden leave or if the employer has a contractual right to do so.
  • Handover of duties and return of company property.
  • Any other matter that needs to be finalized, such as reimbursements, tax clearance, etc.

Once agreed, it is good practice to confirm these matters in writing to the employee. The employer should also ensure that it pays the employee his or her final salary on time. Under the Act, an employer in Singapore must pay an employee’s final salary subject to tax clearance for foreign employees:

  • On the last day of employment, if the employee has resigned and served out the notice period; or
  • Within seven days of the last day of employment if the employee has resigned without notice and does not serve out the notice period.

For more information on job vacancies, please contact +65 6334 4328 or email at enquiry@primehr.com.sg

Reference: https://www.hcamag.com/asia/specialisation/employment-law/can-you-legally-reject-resignations-in-singapore/245596?utm_source=GA&utm_medium=20210204&utm_campaign=HRDAW-Newsletter-20210205&utm_content=5DC6ADF4-95CA-4825-8845-7EEE3E34930A&tu=5DC6ADF4-95CA-4825-8845-7EEE3E34930A