What is an employment contract?
An employment contract is a written agreement between a Singapore business and an employee that sets out the job role, pay, hours, and the rules both sides must follow, consistent with the Employment Act.
Employment & HR
Employment Contract
Generate a professional employment contract that reflects the Employment Act and CPF obligations, tailored for Singapore employers.
- Write a full-time employment contract
Generate a full-time employment contract compliant with the Employment Act for hiring [Employee] as a [Job Position] at [Company Name] (UEN [UEN Number]).
- Write a part-time employment contract
Generate a part-time employment contract for hiring [Employee] as a [Job Position] at [Company Name] (UEN [UEN Number]), consistent with the Employment Act and applicable MOM guidelines for part-time work.
- Write a contractor agreement
Create a contractor agreement between [Client] and [Contractor Name] for providing [Description of Services], drafted to reflect the distinction between an employee and a self-employed contractor under Singapore law.
Employment Contract Generator (Singapore)
An employment contract for Singapore is the written agreement that confirms a new hire's role, pay, hours, and entitlements in line with the Employment Act and Ministry of Manpower (MOM) requirements. This free Singapore employment contract generator produces full-time, part-time, and self-employed contractor agreements that reflect Employment Act minimums such as rest days, annual and sick leave, notice periods, and CPF contribution obligations for Citizens and Permanent Residents. It is designed for Singapore SMEs, startups, and HR teams that need Employment Act-compliant key employment terms (KETs) quickly, without engaging outside counsel for every hire. The generator clearly distinguishes employees, who receive CPF and Employment Act protections, from self-employed contractors who invoice for services. Use it to onboard staff compliantly, set clear terms from day one, and reduce the risk of MOM disputes.
Frequently asked questions
Do I need a written employment contract in Singapore?
Yes. Employers are generally required to issue key employment terms (KETs) in writing, and a full contract helps prevent misunderstandings about duties, pay, and notice periods.
What does the Employment Act cover?
It sets minimum standards for hours of work, rest days, public holidays, annual and sick leave, and notice of termination for employees covered by the Act.
What is CPF and does it apply to my employees?
The Central Provident Fund (CPF) is Singapore's mandatory social security savings scheme. Employers must make CPF contributions for Singapore Citizens and Permanent Resident employees, in addition to the employee's own contribution.
What is the difference between an employee and a self-employed contractor in Singapore?
Employees work under the employer's direction and are covered by the Employment Act and CPF. Contractors run their own business, invoice for services, and are responsible for their own tax and CPF (or Medisave) contributions where applicable.
What is a probation period in Singapore?
A probation period is a trial phase, commonly 3 to 6 months, during which either party may end the employment with a shorter notice period as set out in the contract.
What should a termination clause include for a Singapore employment contract?
It should state the notice period required (or payment in lieu), any grounds for summary dismissal, and how retrenchment benefits are handled if applicable.