Under TAMEM, employers should only proceed with retrenchment as a last resort after considering other possibilities such as:

• Redesigning the job scope
• Adjusting work arrangements
  For e.g. Shorter work week with pay reduction or redeployment to other roles without wage cuts during a period of economic downturn

If you are served with notice of retrenchment and/or a separation/settlement agreement, you should:

1. Read the documents carefully.
2. Verify all entitlements and benefits stated in the letter and seek clarifications as needed.
3. Verify if all contractual obligations have been fulfilled and paid out
4. Put up a request for retrenchment benefit if it is not given to you (subject to company’s agreement*). Refer to the appropriate channels that you may reach out to for advice and assistance, listed in the red box below.
5. Check your pay slip.
6. Not sign any document stating that the payment is a full and final settlement if you do not agree with the terms. Note that once you do sign it, you will be bound by the stated terms.
7. Ask whether you will be given outplacement support. You may also refer to the list of resources available here.
8. Check whether you are bound by a non-compete clause and, if necessary, ask whether the company will agree to waive it.
9. Contact your union, NTUC or TADM, if further assistance is required.

*More details on retrenchment benefits can be found here.