Contract drafting
Permanent, fixed-term, part-time, and probation clauses that set out key employment terms in plain language.
Employment law Singapore
HR compliance, simplified.
One poorly drafted contract can trigger a costly MOM dispute. Lee & Lim Advisory helps you put the right terms, procedures, and workplace policies in place before a problem reaches your door.
Employment contracts, employee handbooks, termination procedures, and contractor agreements shaped for Singapore requirements.
Strengthen Your HR Contracts
Singapore-based legal advice
Act before the paperwork fails
Why Singapore employment compliance can't wait
Small gaps become expensive when a dismissal, MOM audit, or workplace complaint exposes them. Key employment terms must be clear, overtime calculations must be defensible, and termination records must match the process used.
Good HR documentation gives managers a clear route to follow.
Missing terms
Unclear duties, pay, leave, or notice provisions create avoidable disputes.
Pay errors
Overtime and final salary calculations need a documented basis under MOM rules.
Poor exits
A rushed termination can bring TAFEP attention and a wrongful dismissal claim.
Practical legal support
Employment legal services
Clear documents help your managers act consistently. Each service is built around the way your business hires, manages, and exits staff.
Employee handbook
A usable handbook covering conduct, leave, grievances, reporting lines, and the standards staff need to follow.
Termination and retrenchment
Advice on notice, pay in lieu, documentation, retrenchment benefits, and a fair process under tripartite guidance.
Contractor agreements
Agreements that address IP ownership, confidentiality, non-solicitation, and the employee-versus-contractor distinction.
Workplace policies
Policies for data protection, harassment reporting, flexible work, investigations, and remote work arrangements.
Dispute representation
Support for ECT mediation, wrongful dismissal claims, and the evidence needed to explain your decisions.
A workable rollout
HR contract rollout approach
The work starts with your current documents, not a generic template. Your team sees what changes and why.
1
Audit existing agreements
We review contracts, handbook provisions, and live HR processes for gaps against the Employment Act and current guidance.
2
Tailor your templates
Clauses are shaped around your roles, working patterns, pay structure, and approval habits.
3
Review with management
Decision-makers receive a focused briefing on risk, consistency, and the choices that need sign-off.
4
Implement and brief staff
We help put the documents into use, with practical guidance for managers and an orderly staff briefing.
Case study
Avoided a S$200k wrongful dismissal claim
Challenge
A company had retrenched staff without records that explained the decision or process.
Action
We aligned the process with tripartite guidelines, rebuilt the documentation, and negotiated a settlement.
Outcome
The claim was withdrawn. HR practices were overhauled for future compliance.
Straight answers
Employment law FAQs
What must an employment contract include under the Employment Act?
Key employment terms generally cover the role, duties, working arrangements, salary, leave, probation, notice period, and other required particulars. We check the full document against your employee's circumstances.
How much notice period is legally required?
The contract should state the notice period. If it does not, the applicable statutory period may depend on the employee's length of service. We review the clause and the proposed exit before notice is issued.
Can I terminate an employee during probation?
Probation does not remove the need for a fair and properly documented process. The contract, reason for termination, notice, and any applicable protections should be checked first.
What's the difference between an employee and an independent contractor?
The label alone does not decide the relationship. The actual degree of control, integration, financial risk, and working arrangement matter. A contractor agreement should reflect the relationship in practice.
Do I need a policy for remote work?
A written policy helps set expectations for hours, equipment, data security, supervision, expenses, and workplace safety. It also gives managers a consistent basis for decisions.
How do I handle a workplace harassment complaint?
Preserve the complaint and relevant records, acknowledge it promptly, and use a fair investigation process with appropriate confidentiality. We can help set the procedure and advise on next steps.
Get your HR documentation right
Request an HR audit from Lee & Lim Advisory. We will identify the documents and processes that need attention, then set out a practical order for the work.
Request an HR Audit