New Zealand
New Zealand law sets no minimum notice period. Whatever the employment agreement says applies, and where it says nothing, notice must be fair and reasonable for the role, judged on things like length of service and how long a replacement takes to find. Employment New Zealand's own guidance points to 2 to 4 weeks as the common range.
- Statutory minimumNone
- Common practice2 to 4 weeks (guidance, not law)
- 90-day trialsNotice must be given within the trial period
- A dismissal under a valid 90-day trial generally cannot be challenged as unjustified.
- From 21 Feb 2026, employees on new agreements earning NZ$200,000 or more cannot raise an unjustified dismissal grievance, though contractual notice still applies.
Source: Employment New Zealand (Employment Relations Act 2000). Checked July 2026.
Singapore
Singapore's Employment Act scale is a fallback, not a floor. If the contract sets notice, that applies (it must be equal for employer and employee). If it does not, the statutory bands run from 1 day under 26 weeks' service to 4 weeks at 5 years or more. Either side can pay salary in lieu.
- Default range1 day to 4 weeks by tenure
- Contractual noticeOverrides the default; must be equal both ways
- Payment in lieuPermitted
| Length of service | Entitlement |
|---|
| Less than 26 weeks | 1 day |
| 26 weeks to under 2 years | 1 week |
| 2 to under 5 years | 2 weeks |
| 5 years or more | 4 weeks |
- Because the scale is only a fallback, a contract can lawfully set shorter notice than the default bands.
Source: Ministry of Manpower (Employment Act ss.10-11). Checked July 2026.
Sources
Every figure on this page comes from the government source for its market.
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