Job seekers should assess an employment contract not only by the salary level, but also by the notice period for resignation, overtime conditions, probation period and restrictions after employment ends. This was reported by Channel NewsAsia, citing employment and labour law specialists in Singapore.
According to Sean Tong, head of the Asia-Pacific division at recruitment consultancy Frazer Jones, the notice period should correspond to the level of the position and the scope of responsibility. As a guideline, he cited around one month for entry-level and junior positions, two to three months for mid-level specialists, and from three to six months for senior executives and top managers.
In addition to the notice period, experts advise checking provisions on working hours, overtime pay, the probation period, contract termination, bonuses and benefits. Attention should also be paid to garden leave terms — a period when an employee formally remains on staff and receives a salary but does not work for part or all of the notice period.
Clauses prohibiting work for competitors, restrictions on approaching former clients or colleagues with business or job offers, as well as confidentiality obligations, may be important. Ben Chester Cheong, a law lecturer at the Singapore University of Social Sciences, urged caution regarding terms that give an employer an unrestricted right to reduce pay or change an employee's role, as well as obligations to...
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