common law vs Employment Act (Act) - Singapore?

Question

i had signed a letter of employment with my former employer, which states that I will be placed on 3 mths probation, entitled to 2 weeks annual leave, and must give 2 weeks notice when resigning. From common law principles, i understand that when 3 mths is reached, the contract is deemed to be completed, and a new one must be offered. and so as at end of the 3rd mth no notice is necessary since the contract is already completed? Am i right one this point? However the Act states that notice must be given. so which law takes precedence? Also, it states that pro-rated leave is entitled for service of more than 3 mths, which that cheapskate refused to give me. Who can i turn to to get my money back? also, this happened 3 mths ago. do i still have legal entitlement?

Answer 1

Take up your case with the Ministry of Manpower. They are the final authority in resolving labor disputes in Singapore and will give the advise you need.


I'm not sure what your situation is but I agree continued employment is implied unless notice is given. As to the Prorated leave, I think you may lose that.

Good Luck