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A Separation Certificate proves that an employment relationship has officially ended in Singapore. When you leave a job, your employer provides this document to confirm your last day of work, your reason for leaving, and other key details about your employment.

This certificate helps you claim unemployment benefits, apply for new jobs, or handle employment-related matters with government agencies. Under Singapore's Employment Act, employers must issue this certificate within 7 days of an employee's last day, making it an essential part of proper employment closure and workforce documentation.

You need a Separation Certificate when leaving any job in Singapore, especially if you plan to claim unemployment benefits or start a new position. This document becomes crucial during job transitions, workplace disputes, or when applying for certain government assistance programs.

Employers must provide the Separation Certificate within 7 days after employment ends. Keep it handy for visa applications, work permit processing, or proving your employment history to future employers. It's particularly important for foreign workers managing their immigration status and local employees seeking government support during career transitions.

• Standard Employment Separation Certificate: The basic version includes employment dates, job title, and reason for separation - commonly used for regular employees under the Employment Act
• Enhanced Separation Certificate: Contains additional details about salary history, performance records, and specific termination circumstances - useful for senior positions or complex separations
• Foreign Worker Separation Certificate: Includes work permit details and immigration status information - specifically designed for non-Singaporean employees
• Temporary Employment Separation Certificate: Used for contract workers, noting project completion dates and possibility of future re-engagement

• Employers: Must issue Separation Certificates within 7 days of employment ending, ensuring accurate details about employment duration and termination circumstances
• HR Departments: Handle the preparation and record-keeping of certificates, coordinating between management and departing employees
• Employees: Need these certificates for unemployment benefits, new job applications, or visa matters
• Government Agencies: Use these certificates to process unemployment claims, work permits, and employment-related matters
• Immigration Officers: Reference these documents when handling work pass cancellations or processing new employment passes

• Employee Details: Collect full name, NRIC/FIN number, job title, and employment dates
• Termination Information: Document last day of work, reason for separation, and any applicable notice periods
• Salary Records: Include final salary details, outstanding leave balance, and any pending payments
• Work Permit Status: Note immigration status and work pass details for foreign employees
• Company Information: Prepare official company letterhead, authorized signatory details, and company stamp
• Verification Process: Double-check all dates and details against HR records before finalizing

• Company Identification: Full registered name, address, and UEN number on letterhead
• Employee Information: Legal name, NRIC/FIN, position title, and department
• Employment Period: Start date, end date, and last day of actual work
• Separation Details: Clear statement of reason for separation (resignation, termination, or retirement)
• Financial Summary: Final salary period, outstanding leave balance, and notice period details
• Authorization Section: Company representative's name, designation, signature, and official company stamp
• Compliance Statement: Reference to Employment Act compliance and data protection measures

A Separation Certificate differs significantly from a Separation Agreement in both purpose and scope. While both documents relate to employment endings, they serve distinct functions in Singapore's legal framework.

• Legal Nature: A Separation Certificate is a mandatory document confirming employment termination, while a Separation Agreement is a negotiated contract outlining mutual obligations and benefits
• Timing: Certificates must be issued within 7 days of employment ending; Agreements are often negotiated before separation
• Content Scope: Certificates contain basic employment facts and termination details; Agreements cover comprehensive terms including severance, confidentiality, and non-compete clauses
• Legal Requirements: Certificates are required by law for all employment endings; Agreements are optional but recommended for senior positions or complex separations