When Melanie (not her real name) was told she was being promoted, her initial excitement was dulled by one clause in her new contract: a six-month notice period.
She said that she was "extremely concerned" at first but did not dare negotiate the terms, since others who were promoted had accepted them.
Feeling she had little choice, the early childhood educator in her late 20s signed the contract and thought little more about the clause – until she decided to resign earlier this year.
Now serving her notice, Melanie asked not to be publicly identified.
With such a long notice period, she felt that it would be difficult to secure another job, since prospective employers might not be willing to wait months for her to start work.
"I had thought about resigning for over a year ... but now, I have to serve half a year before I can leave," she said. "I just need to tahan (endure) these six months."
Serving out a notice period can also become difficult when workplace dynamics change after a resignation.
While serving her two-month notice at a creative agency in 2022, Natasha (not her real name) found it hard to work with her boss, who wouldn’t even look her in the eye. She did not want to be identified to avoid trouble with her former employer.
"Even during meetings, she'd talk to my manager and get her to relay messages to me instead of addressing me directly," the 32-year-old media professional recalled. "Her resentment after my resignation left a bitter aftertaste."
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