A Singaporean Employee Faces Dilemma

In Singapore, a worker has found himself in a predicament after his boss required him to give three months’ notice before resigning, despite his employment contract stipulating just one month. This situation has sparked a heated discussion on the r/askSingapore Reddit forum.

The employee recently landed a new job offer with a staggering 60% increase in salary, prompting him to plan his resignation for January. However, during a recent meeting with his boss, he was taken aback when he was asked to extend his notice period to three months. His manager cited persistent difficulties in finding a replacement as a reason for the extended request.

“I’m leaving because the pay is below market rate, and I’ve been managing the entire department on my own. After three years here, I haven’t received any promotions,” he explained. Seeking advice from the online community, he expressed uncertainty about whether to adhere to his contract and resign with the two-month difference or comply with his boss's demands, fearing potential damage to their relationship.

The responses from Reddit users varied widely. Many emphasized the importance of adhering to the written contract, reminding him that contracts are legally binding documents. One user pointed out, “Always follow the black and white; they cannot legally stop you.” This user suggested that his boss might simply be mistaken about the notice period and recommended a straightforward conversation to clarify the situation.

Others took a more pragmatic approach, advising the worker to consider extending his notice period for the sake of goodwill, especially since his boss had cited real challenges in securing a replacement. “You’re young, and burning bridges might not be worth it. It could be beneficial to offer to stay for three months, but you should also assertively negotiate your workload moving forward,” one user suggested.

The ongoing conversation highlights an important question: Can employers legally impose longer notice periods than what is stated in contracts? According to Singapore's Ministry of Manpower (MoM), any extension must be mutually agreed upon by both parties. If no agreement is reached, the employee is only obligated to serve the notice period specified in their contract.

In the end, the worker faces a decision that could have lasting implications on his career. Balancing his rights under the contract with professional relationships will be crucial as he navigates this significant career transition. Is sticking to the terms of his contract the best move, or should he consider the broader picture and extend his notice period? The answers are rarely straightforward, and navigating workplace relationships requires careful thought and strategy.

This incident serves as a reminder for all employees to fully understand their contracts and the potential ramifications of their decisions. How would you handle this situation?