On 3 March 2026, Manpower Minister Dr Tan See Leng announced that, as part of its broader review of the Employment Act (EA), the Ministry of Manpower (MOM) will consider suggestions to make advance retrenchment notifications mandatory. The proposed change marks a significant departure from Singapore's current approach, which only requires notification after affected employees have already been informed of their retrenchment.
Under the existing framework, employers with at least 10 employees must notify MOM within five working days of informing an employee that they are being made redundant.
Beyond this, there is no statutory obligation to consult employees before a decision is made, no mandatory minimum notice period specific to redundancy, and no prescribed minimum severance entitlement. In practice, employers are guided by the Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment (Retrenchment Guidelines), which recommends severance payments of between two to four weeks' salary per year of service.
The proposals being considered by the MOM would introduce a requirement for employers to notify the MOM before the redundancies take effect.
By giving employees, unions and government agencies earlier visibility of impending job losses, employees would be provided with a meaningful window to engage with job placement services, commence retraining, and manage the financial and personal impact of redundancy before the end...
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