��������Ƶ

An Employment Contract is a legal agreement between an employer and employee that sets out the key terms of their working relationship. Under Singapore's Employment Act, this document spells out essential details like salary, working hours, leave entitlements, and job responsibilities.

The contract protects both parties by clearly stating their rights and obligations. While verbal agreements can be legally binding in Singapore, written contracts help prevent disputes and ensure compliance with local labor laws. Smart employers use these contracts to outline confidentiality rules, non-compete clauses, and performance expectations - making them crucial tools for managing modern workplace relationships.

Use an Employment Contract before any new hire starts work in your Singapore organization. This document is essential when bringing on full-time employees, part-time staff, or fixed-term workers - especially for positions involving sensitive information or specialized skills.

A written contract becomes particularly important when dealing with unique compensation structures, performance bonuses, or roles with specific obligations like non-compete agreements. Companies expanding their workforce, changing employment terms, or promoting staff to leadership positions need clear contracts to protect intellectual property, define reporting relationships, and ensure alignment with the Employment Act's requirements.

• Employment Contract: Standard comprehensive agreement for full-time permanent employees, covering all basic terms and conditions
• Work Contract Agreement: Detailed version often used for senior positions, including additional clauses for benefits and responsibilities
• Job Agreement: Simplified format typically used for part-time or temporary positions
• Employee Contract Agreement: Enhanced version with specific performance metrics and bonus structures
• Employee Work Contract: Specialized version for project-based work or fixed-term employment

• Employers: Companies, organizations, and business owners who draft and issue contracts to protect their interests and outline employment terms
• Employees: Workers who review, negotiate, and sign contracts before starting their roles, from entry-level staff to executives
• HR Managers: Key personnel who prepare, customize, and manage Employment Contracts across the organization
• Legal Counsel: Internal or external lawyers who review and ensure contracts comply with Singapore's Employment Act
• Department Heads: Managers who provide input on role-specific requirements and performance metrics for their team members' contracts

• Basic Details: Gather employee's full name, NRIC/FIN, job title, start date, and reporting structure
• Compensation Package: Document salary, bonus structure, benefits, and payment schedule details
• Job Scope: List key responsibilities, performance metrics, and working hours
• Company Policies: Include leave entitlements, probation period, and notice requirements
• Special Terms: Note any non-compete clauses, confidentiality requirements, or unique arrangements
• Legal Requirements: Our platform ensures your Employment Contract meets all Singapore Employment Act standards automatically

• Party Details: Full legal names and addresses of employer and employee, including registration/identification numbers
• Job Specifics: Position title, duties, reporting structure, work location, and hours
• Compensation Terms: Salary, payment schedule, overtime rates, bonuses, and benefits structure
• Duration Clauses: Start date, probation period, contract term (if fixed), and notice requirements
• Statutory Rights: Leave entitlements, public holidays, and other benefits under Employment Act
• Protection Clauses: Confidentiality, intellectual property rights, and non-compete provisions
• Termination Terms: Grounds for dismissal, notice periods, and post-employment obligations

An Employment Contract differs significantly from an Employment Offer Letter, though they're often confused in Singapore's business environment. While both documents relate to hiring, they serve distinct purposes and carry different legal weights.

• Timing and Purpose: An offer letter comes first as a preliminary document outlining basic terms, while an Employment Contract provides the complete, legally binding agreement
• Legal Scope: Employment Contracts contain comprehensive terms, conditions, and obligations enforceable under Singapore law; offer letters are preliminary expressions of intent
• Content Detail: Contracts include detailed clauses about confidentiality, intellectual property, termination procedures, and dispute resolution; offer letters typically only cover basic salary and position details
• Binding Nature: Employment Contracts create mutual legal obligations once signed; offer letters mainly serve as formal invitations to negotiate final terms