Seven days to cancel, thirty days to arrange

For foreign employees in Singapore, the end of a job starts a clock that is worth understanding before it starts running.

The seven-day rule

The employer must cancel the work pass within 7 days of employment termination.

Failure to cancel within 7 days is an offence under the Employment of Foreign Manpower Act.

The Short-Term Visit Pass

Once the work pass is cancelled, you receive a Short-Term Visit Pass valid for 30 days to make arrangements for departure.

During the STVP period, you cannot work.

If you find a new employer

The new employer submits a new work pass application. You can remain in Singapore on the STVP while the new pass is processed.

The difference by pass type

Employment Pass holders do not need to leave Singapore between jobs.

S Pass and Work Permit holders face more restrictions on changing employers and may need to return to their home country first.

That difference is significant if you are weighing an offer, so establish which pass applies.

Retrenchment benefits are not affected

Foreign employees on EP, S Pass or Work Permit are treated the same way as locals for retrenchment benefit purposes. There is no separate rule that cuts them out.

Your CPF position

CPF contributions apply to Singapore Citizens and Permanent Residents. Foreign employees on work passes are outside the CPF scheme.

What to sort out quickly

1. Confirm the date your pass is cancelled
2. Get your final settlement breakdown in writing
3. Start job applications immediately, since the STVP runs 30 days
4. Understand whether your pass type allows you to remain while transferring

Support after retrenchment

The Taskforce for Responsible Retrenchment reaches out to affected workers following an MRN filing, offering career matching and employment facilitation.

Where to check

MOM for pass and statutory matters.