Employees are often shocked to learn their employment ended on a Sunday—even though they never worked weekends. Welcome to Singapore's employment notice periods.
Singapore's system is refreshingly simple—and precisely because of that simplicity, it's harsher than people expect. Unlike jurisdictions like the UK (where "working notice" conventions create flexibility) or New Zealand (where the Interpretation Act excludes certain days), Singapore uses pure calendar days. Give notice on Monday? Count every single day—weekends, public holidays, everything—until you hit the required period.
This guide explains the three things that catch people out, and what makes Singapore different.
For the statutory detail and MOM citations, see the Employment Act working day rules. For a worked example, the Employment Notice Period scenario walks through a full calculation.
The Three Things That Catch People Out
1. The Day You Give Notice Counts as Day 1
In many jurisdictions, the day you give notice is excluded from the count (the "notice day doesn't count" principle). Not in Singapore.
MOM guidance is clear: The day on which notice is given counts as Day 1 of the notice period.
Example:
- Employee gives 2 weeks' notice on Monday, 15 September 2025
- Day 1 = 15 September (the day notice is given)
- 14 calendar days = 15 Sep to 28 Sep (inclusive)
- Last day of employment: Sunday, 28 September 2025
If the employee works Monday-Friday and doesn't work Sundays, the practical last working day would be Friday, 26 September, but the employment technically ends on Sunday, 28 September.
Key insight: Your last employment day may differ from your last working day—a distinction that matters for final pay, benefits, and contract terms.
Why this matters: In the UK or NZ, the notice day is often excluded, giving employees an extra day. Singapore doesn't—what you see is what you get.
2. Weekends and Public Holidays Count
This is where Singapore diverges sharply from court deadlines or conveyancing timelines.
Employment Act notice periods use calendar days: Weekends, public holidays, and rest days all count toward your notice period.
Example:
- Employee gives 1 week's notice on Monday, 6 January 2026
- 7 calendar days = 6 Jan to 12 Jan (inclusive of weekend 11-12 Jan)
- Last day of employment: Sunday, 12 January 2026
In Singapore, there's no concept of "working notice days". If your contract says two weeks, that means fourteen calendar days—even if Christmas, Chinese New Year, or a long weekend falls in the middle.
This differs from Singapore court deadlines (which exclude weekends for periods ≤6 days), conveyancing timelines (which exclude weekends and public holidays), and UK employment practice (where "working notice" often means excluding weekends).
If you remember one thing: Unlike almost every other deadline type in Singapore, employment notice periods include every single day—weekends, holidays, everything.
3. Statutory Minimums Are Based on Service Length (and Apply to Everyone)
The Employment Act sets minimum notice periods based on how long you've worked:
| Length of Service | Minimum Notice Period |
|---|---|
| Less than 26 weeks | 1 day |
| 26 weeks to less than 2 years | 1 week |
| 2 years to less than 5 years | 2 weeks |
| 5 years or more | 4 weeks |
These are minimums. Contracts can require longer notice (e.g., 1 month, 3 months for senior roles), but cannot require less than the statutory minimum.
Who this applies to: Part IV of the Employment Act (which governs notice periods) applies to all employees regardless of salary, with limited exceptions (seamen, domestic workers, statutory board employees, public officers).
What's unusual: In Australia, notice periods often vary by age and service under the Fair Work Act. In Singapore, it's purely service-based—simpler, but less flexible.
Payment in Lieu: The Quick Exit Option
Either party can bypass the notice period by paying salary in lieu of notice instead of working through it. The standard method is a gross daily rate × notice days calculation, with CPF and tax implications that depend on the payment structure. For the technical formula and CPF guidance, see the Employment Act working day rules.
Common Mistakes (and How the Calculator Helps)
Mistake #1: Excluding the Day Notice Is Given
Many people assume the notice period starts the day after notice is given. It doesn't—the notice day counts as Day 1.
Solution: Use our calculator with "Include Start Date" enabled to ensure the notice day is counted correctly.
Mistake #2: Excluding Weekends or Public Holidays
Some people apply court deadline logic (exclude weekends) or conveyancing logic (exclude weekends and public holidays) to employment notice periods. That's wrong.
Solution: Use our calculator in "Calendar Days" mode—it will automatically include all weekends and public holidays in the count.
Mistake #3: Using the Wrong Statutory Minimum
Contracts can't specify less than the statutory minimum. If an employee has worked 3 years and the contract says "1 week's notice," the statutory minimum (2 weeks) applies instead.
Solution: Check the employee's length of service carefully against the statutory table. Our use case examples walk through common scenarios.
Singapore Day-Counting Matrix
| Context | Saturdays | Sundays | Public Holidays |
|---|---|---|---|
| Employment Act | Included | Included | Included |
| LSC 2020 (Conveyancing) | Excluded | Excluded | Excluded |
| SOPA | Included | Included | Excluded |
| ROC 2021 (≤6 days) | Excluded | Excluded | Excluded |
| ROC 2021 (≥7 days) | Included | Included | Included (roll-forward applies) |
Employment notice periods are unique in that they're one of the few legal contexts where all days count, regardless of weekends or public holidays.
Using the Calculator
Our Singapore Working Day Calculator can help you calculate employment notice periods accurately.
See a worked example: Check out the Employment Notice Period scenario on our Use Cases page for a step-by-step example of calculating a 2-week notice period.
How to calculate notice periods:
- Select "Deadline" mode
- Enter the date notice was given (this counts as Day 1)
- Enter the notice period in days (e.g., 14 days for 2 weeks, 28 days for 4 weeks)
- Select "Calendar Days" (to include weekends and public holidays)
- Enable "Include Start Date" (since the notice day counts as Day 1)
- Result: The calculator shows the last day of employment
The calculator automatically includes all weekends and public holidays, consistent with MOM guidance.
Key Takeaways
The day notice is given counts as Day 1—it's not excluded like in some other jurisdictions
Calendar days are used—weekends and public holidays are included (unlike court or conveyancing deadlines)
Statutory minimums range from 1 day to 4 weeks based on length of service, and apply to all employees
Payment in lieu = gross daily rate × notice days (taxable, CPF generally payable)
Contracts can require longer notice than statutory minimums, but not shorter
Use the calculator to avoid the common mistake of excluding the notice day or weekends
Official Sources
This guide is based on the official Employment Act and MOM guidance:
- Ministry of Manpower - Termination with Notice
- Employment Act 1968 - Singapore Statutes Online
- MOM - Notice Period FAQ
Last updated: 4 January 2026. This guide is for informational purposes and does not constitute legal advice. For specific employment disputes, consult MOM or seek legal counsel.