Clear Employment Contracts, Stronger Partnerships.
Yuen Law’s employment contract lawyers in Singapore draft, review and enforce the employment contract itself, governing the duties, remuneration and termination terms that bind employer and employee from day one. We generally act for employers, from multinational corporations to small and medium enterprises, led by Managing Director Samuel Yuen and Senior Director Kevin Chua. Whether you are issuing your first contract or structuring terms for a senior hire, we make sure it complies with Singapore employment law and protects your position.
Clients choose Yuen Law as their employment law firm for direct, commercially grounded advice, delivered with the discretion that leadership-level negotiations demand.
Market Recognition
Yuen Law is recognised by Chambers and Partners, The Legal 500, IFLR1000, Benchmark Litigation Asia-Pacific and asialaw, with current standing across mergers and acquisitions, startups and emerging companies, and fintech and financial services regulatory work. That footprint carries directly into our employment contract practice. We draft founder and principal-level contracts for startups raising capital, structure employment contracts for financial services and fintech hires operating under regulatory obligations, prepare contracts for family office principals and investment staff, and document secondment arrangements for clients deploying talent across borders. It is a comprehensive suite of employment contract work, built on the same institutional standard as the rest of the firm.
Services
Drafting and Structuring Employment Contracts
We draft tailored employment contracts for multinational corporations and small and medium enterprises alike, reflecting current business practices and complying with the Employment Act 1968 and the Tripartite Guidelines on Fair Employment Practices. As an employer, you are required to issue key employment terms in writing to every employee, and we help you meet that obligation, embedding enforceable confidentiality and non-competition clauses into the contract from the outset.
Employment Contracts for C-Suites, Senior Management and Executives
Senior and executive hires carry more risk than standard employment contracts, heavier restrictive covenants, bespoke termination and garden leave provisions, and equity-linked compensation. We draft and negotiate these contracts to reflect the seniority of the role, incorporating employee share option and employee share award scheme (ESOP and ESAS) terms directly into the contract so equity entitlements are properly documented from the point of hire.
Reviewing and Updating Existing Contracts
As your business grows, your employment contracts should keep pace. We review and update existing contracts to reflect legal and operational changes, reducing the risk of unenforceable clauses and unintended obligations.
Frequently Asked Questions
What is a contract of service?
A contract of service is an employment contract between an employer and an employee, governed by the Employment Act 1968 (Cap. 91) of Singapore.
What is the difference between an employment contract and a contract for service?
An employment contract, or contract of service, establishes an employer-employee relationship governed by the Employment Act 1968. A contract for service instead engages an independent contractor, whose engagement falls outside the Act’s application.
What should be included in an employment contract?
A contract of service should set out the key employment terms prescribed under Section 95A of the Employment Act 1968, including job title, main duties, salary, working hours, leave entitlements, probation period and notice of termination. We advise employers on the statutory requirements in Singapore.
Does the Employment Act cover everyone in Singapore?
Since 1 April 2019, the Employment Act 1968 has applied to virtually all employees under a contract of service, following the removal of the $4,500 monthly salary cap that previously excluded higher-earning managers and executives. Seafarers, domestic workers, statutory board employees and civil servants remain outside its application.
Does an employment contract need to be in writing?
Section 95A of the Employment Act 1968 requires employers to furnish employees with the key employment terms in writing within 14 days of the commencement of employment.
Can an employment contract be terminated?
Either party may terminate an employment contract in accordance with its notice provisions, or by payment in lieu of notice. We advise employers on the valid grounds for termination and the correct process to follow, including for senior and executive employees.
What happens if an employee breaches the employment contract?
The available remedies include injunctive relief and a claim for damages, depending on the nature of the breach. Our Dispute Resolution Practice advises employers on enforcing employment contracts, including restrictive covenants such as non-competition and non-solicitation clauses.
Are restraint of trade clauses enforceable in Singapore?
Restrictive covenants, including non-competition and non-solicitation clauses, are prima facie void in Singapore as a restraint of trade. They become enforceable only where the employer can establish that the covenant protects a legitimate proprietary interest, such as trade secrets or client relationships, and that the restriction is reasonable in scope, geography, duration and the public interest.
Do employers need to make CPF contributions under an employment contract?
Employers must make Central Provident Fund contributions in respect of every employee who is a Singapore Citizen or Permanent Resident, in addition to the salary stated in the contract, at rates that vary according to age and residency status.
Questions? Get in Touch with
Our Employment Lawyers
Bespoke solutions for drafting and reviewing employment contracts that protect your business and your people.
