Singapore is one of Asia’s most business-friendly hiring destinations, offering access to highly skilled talent in technology, finance, SaaS, logistics, and regional headquarters roles. Its reputation for regulatory clarity often leads global employers to assume employment processes especially probation are simple and low-risk. In reality, the probation period in Singapore is legally sensitive and frequently misunderstood.

While Singapore does not formally define probation under statute, the Employment Act, Ministry of Manpower (MOM) guidelines, and court interpretations collectively shape how probation must be managed. Probation does not suspend employee rights, nor does it allow unrestricted termination. Poorly handled probation terminations can lead to wrongful dismissal claims, MOM disputes, reputational damage, and rehiring risk.

This 2026 guide explains how the probation period works in Singapore, employee rights during probation, termination rules, performance management expectations, and how using an Employer of Record (EOR) in Singapore enables global companies to hire compliantly without setting up a local entity.

What Is a Probation Period Under Singapore Employment Law?

In Singapore, a probation period is not explicitly defined under the Employment Act. Instead, probation exists as a contractual arrangement, governed by employment contracts, statutory minimum protections, and MOM guidelines. Employers often treat probation as a trial phase, but legally, employees are considered fully employed from day one.

This makes probation a performance assessment phase, not a period of reduced legal obligation. For global companies hiring in Singapore, understanding this distinction is essential to avoid compliance gaps.

Legal Nature of Probation in Singapore

Under Singapore employment law:

• Probation must be clearly stated in the employment contract

• Employees on probation are covered under the Employment Act

• Statutory benefits apply during probation

• Termination must still be lawful, reasonable, and documented

Probation does not override employee protections or eliminate termination risk.

Is Probation Mandatory Under Singapore Labour Laws?

Probation is not mandatory in Singapore. Employers may choose to:

• Include a probation period, or

• Hire employees as confirmed staff from day one

However:

• If probation terms are unclear, standard notice provisions apply

• Courts and MOM interpret ambiguities in favor of employees

• Poorly drafted probation clauses often weaken employer defenses

For international employers, unclear probation terms are a common compliance pitfall.

Typical Probation Period Duration in Singapore

Although the Employment Act does not prescribe probation length, market practice in Singapore is relatively standardized. Employers are expected to use probation periods that are reasonable and proportionate to the role.

Standard Probation Length Across Singapore

Most employers in Singapore use:

• 3 months – Most common across roles and industries

• 6 months – Senior, managerial, or specialized roles

Probation periods longer than six months are uncommon and may raise concerns if challenged.

Salary and Benefits During Probation

Under Singapore law:

• Employees must receive their agreed salary during probation

• Minimum statutory benefits apply

• CPF contributions are mandatory for eligible employees

• Any variation in benefits must be contractually stated

Unilateral reductions or unclear benefit treatment during probation often trigger disputes.

Employee Rights During the Probation Period in Singapore

A frequent misconception is that probationary employees have fewer rights. In Singapore, this is incorrect. Employee protections apply from the first day of employment, regardless of probation status.

Statutory Rights That Apply During Probation

Employees on probation are entitled to:

• Timely payment of salary

• CPF contributions (where applicable)

• Paid public holidays

• Annual leave accrual (as per contract)

• Sick leave (subject to eligibility)

• Protection against wrongful dismissal

Probation does not delay or limit these rights.

Probation and Wrongful Dismissal Protections

Singapore recognizes wrongful dismissal if:

• Termination lacks just cause

• Due process is not followed

• The dismissal is discriminatory or retaliatory

MOM has increased scrutiny on termination practices, including during probation.

Termination During the Probation Period in Singapore

Termination during probation is permitted but must be handled carefully. Employers must follow contractual terms and statutory expectations.

Can Employers Terminate During Probation in Singapore?

Yes, employers may terminate probationary employees if:

• Termination complies with contract terms

• Required notice or salary in lieu is provided

• The reason for termination is lawful

However, arbitrary or poorly documented terminations increase legal risk.

Notice Requirements During Probation

Notice periods during probation depend on:

• Employment contract terms, or

• Employment Act minimums if the contract is silent

Typical practice includes shorter notice periods during probation, but these must be clearly stated.

Common Employer Mistakes That Lead to Disputes

Frequent mistakes include:

• No written probation clause

• Immediate termination without explanation

• Inconsistent treatment of employees

• Poor performance documentation

Such mistakes often result in MOM mediation or wrongful dismissal claims.

Managing Performance During the Probation Period in Singapore

Effective probation management reduces both legal and operational risk. Employers are expected to actively assess performance rather than wait until the end of probation.

Using Probation as a Performance Management Framework

Best-practice employers in Singapore:

• Define role expectations clearly at onboarding

• Set measurable performance goals

• Conduct mid-probation reviews

• Provide written feedback

Structured performance management strengthens employer credibility.

Confirming or Ending Employment After Probation

At the end of probation:

• Employment should be confirmed formally, or

• Termination should occur with notice and justification

Failing to act may imply confirmation of employment under standard terms.

Probation Risks for Global Companies Hiring in Singapore

While Singapore is employer-friendly compared to some Asian jurisdictions, global companies still face meaningful compliance risks.

Why International Employers Struggle With Singapore Probation Rules

Common challenges include:

• Assuming probation allows easy termination

• Overlooking MOM’s dispute resolution framework

• Lack of local HR knowledge

• Applying non-Singapore employment practices

Even in Singapore, process and documentation matter.

How Employer of Record (EOR) Models Reduce Probation Risk in Singapore

An Employer of Record model allows global companies to hire employees in Singapore while transferring employment compliance responsibilities to a local expert.

Using an EOR in Singapore enables companies to:

• Hire without setting up a local entity

• Use compliant employment contracts

• Structure lawful probation clauses

• Manage performance documentation

• Execute compliant terminations

EOR services significantly reduce compliance and reputational risk.

How Asanify Helps Manage Probation Periods in Singapore

Asanify provides end-to-end Employer of Record services in Singapore, supporting global companies across hiring, probation, and ongoing compliance.

With Asanify, companies can:

• Hire in Singapore without entity incorporation

• Use legally vetted, Singapore-compliant contracts

• Define enforceable probation terms

• Track performance and documentation

• Manage lawful probation terminations

• Stay aligned with MOM and Employment Act requirements

Asanify enables confident, compliant hiring in Singapore.

Key Takeaways for Employers Hiring in Singapore

Probation in Singapore is not a legal grey area but a regulated employment phase governed by contract and statutory protections. Employee rights apply from day one, and termination during probation must still follow lawful processes. Clear documentation and fair evaluation are essential. Partnering with an EOR like Asanify helps global companies hire in Singapore safely and compliantly.

Frequently Asked Questions

What is the probation period in Singapore under employment law?
It is a contractual evaluation period governed by the Employment Act and MOM guidelines.

How long is a probation period in Singapore?
Most employers use three months; six months is common for senior roles.

Can an employee be terminated during probation in Singapore?
Yes, provided notice is given and the termination is lawful and documented.

Do probationary employees have full rights in Singapore?
Yes. Statutory protections apply from the first day of employment.

Is probation mandatory in Singapore?
No. Probation is optional and must be clearly stated if used.

Are CPF contributions required during probation?
Yes, for eligible employees, CPF contributions apply during probation.

How does an Employer of Record manage probation in Singapore?
An EOR ensures compliant contracts, performance tracking, and lawful termination processes.

Why should global companies use EOR services in Singapore?
To avoid entity setup, reduce compliance risk, and ensure alignment with Singapore employment law.

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.