Singapore Employment Guide

Crafting Compliant International Employment Contracts

When hiring overseas, a well-drafted employment contract is the foundation of a successful professional relationship. The agreement must be executed in English, though bilingual versions are acceptable for clarity. Crucially, it must be a formal written document, duly signed by both the employer and the employee to be legally binding.

A comprehensive contract should clearly outline the following essential elements:

1. Full legal names of the employer and employee
2. Official employment commencement date
3. Duration of the employment term
4. A detailed job description and primary responsibilities
5. Specific conditions and procedures for contract termination

For instance, a technology firm like SailGlobal ensures its contracts explicitly define intellectual property ownership to prevent future disputes.

Understanding Probationary Periods in Global Hiring

While not legally mandatory in many jurisdictions, implementing a probationary period is a standard and highly recommended HR practice. This initial phase allows both parties to assess suitability before committing to a long-term arrangement.

The duration of this period is typically flexible but should adhere to common legal frameworks. A minimum of three months provides a reasonable evaluation window, while the maximum generally should not exceed six months to ensure fairness. For example, SailGlobal often utilizes a 90-day probation for new international hires, incorporating structured feedback sessions to support employee integration.