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Employment Termination Certificate Template for Singapore

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Key Requirements PROMPT example:

Employment Termination Certificate

"I need an Employment Termination Certificate for a senior software engineer who is resigning voluntarily, with their last day being March 15, 2025, and we need to include a positive performance statement as they're leaving on good terms."

Document background
The Employment Termination Certificate is a crucial document in Singapore's employment ecosystem, required under local employment regulations. This certificate serves as official documentation of employment cessation, typically issued upon resignation, dismissal, or mutual agreement to terminate. It includes essential information such as employment duration, position held, and confirmation of final settlements. The document is particularly important for employees seeking new employment, applying for work passes, or requiring proof of previous employment. Under Singapore law, employers are obligated to provide accurate information in the Employment Termination Certificate, ensuring compliance with the Employment Act and relevant MOM guidelines.
Suggested Sections

1. Employee Information: Basic details including full name, NRIC/FIN/Passport number, position, department

2. Employment Period: Statement of employment duration including start and end dates

3. Termination Details: Confirmation of employment termination including effective date and nature of termination

4. Final Settlement Statement: Confirmation that all employment dues have been settled including salary, leave, and benefits

5. Company Authorization: Official endorsement section including authorized signatory details and company stamp

Optional Sections

1. Reason for Termination: Optional section stating the reason for termination, included only if mutually agreed or legally required

2. Performance Statement: Optional statement regarding employee's conduct and performance during employment period, included upon request

3. Re-employment Eligibility: Optional statement regarding eligibility for future employment with the company

4. Non-Compete Reminder: Optional reminder of any post-employment obligations or restrictions

Suggested Schedules

1. Final Payment Summary: Detailed breakdown of final payments including salary, leave encashment, and any other benefits or deductions

2. CPF Contribution Statement: Summary of final Central Provident Fund contributions

3. Handover Checklist: Itemized list of company property returned and responsibilities transferred

4. Clearance Form: Documentation of departmental clearances and pending matters resolution

Authors

Alex Denne

Head of Growth (Open Source Law) @ ¶¶Òõ¶ÌÊÓÆµ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Relevant legal definitions




















Clauses



















Industries

Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore, including termination procedures, notice periods, and basic employment terms

Employment Claims Act 2016: Legislation governing resolution of employment disputes and salary-related claims in Singapore

MOM Guidelines: Ministry of Manpower's regulatory guidelines for employment termination and documentation requirements

Employment of Foreign Manpower Act: Legislation governing employment of foreign workers, including specific termination requirements for work pass holders

Notice Period Requirements: Statutory and contractual notice periods under Section 10 of Employment Act, including calculation of notice period and payment in lieu options

Termination Payments: Requirements for final payments including salary in lieu of notice, pro-rated annual leave, outstanding salary, and applicable bonuses

CPF Act: Central Provident Fund requirements for final contributions and reporting obligations upon termination

Workplace Safety and Health Act: Requirements related to workplace safety records and certifications if relevant to the terminated employment

Personal Data Protection Act 2012: Guidelines for handling and protecting employee personal data during and after termination process

Industrial Relations Act: Additional requirements if the terminated employee is a union member, including potential union consultation requirements

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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