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Free tools › Redundancy pay by country

Redundancy pay:
New Zealand vs Singapore

Statutory redundancy pay in New Zealand and Singapore, side by side, with the primary source for every figure.

How does redundancy pay compare between New Zealand and Singapore?

New Zealand: None by statute. Redundancy compensation exists only if the employment agreement provides it. Singapore: Not statutory. The tripartite norm is 2 weeks to a month of salary per year of service for employees with 2+ years, but it is advisory.

New Zealand vs Singapore, side by side

New ZealandSingapore
The ruleNone by statute. Redundancy compensation exists only if the employment agreement provides it.Not statutory. The tripartite norm is 2 weeks to a month of salary per year of service for employees with 2+ years, but it is advisory.
At 1 yearNo statutory scaleNo statutory scale
At 5 yearsNo statutory scaleNo statutory scale
At 10 yearsNo statutory scaleNo statutory scale
Key numbersStatutory redundancy pay: None; What is required: Genuine reason, consultation, notice per the agreementStatutory entitlement: None (advisory norm); Prevailing norm: 2 weeks to 1 month of salary per year of service; Usual eligibility: 2 years' service

New Zealand

New Zealand mandates process, not payment: a genuine business reason, good-faith consultation, redeployment considered, and contractual notice. If the agreement has no redundancy clause, no compensation is owed. A flawed process can still ground an unjustified dismissal claim even though no redundancy payment applies.

  • Statutory redundancy payNone
  • What is requiredGenuine reason, consultation, notice per the agreement
  • Final pay must still include unused annual holidays and other accrued entitlements.

Source: Employment New Zealand (Employment Relations Act 2000). Checked July 2026.

Singapore

Retrenchment benefit in Singapore depends on the contract or collective agreement; where neither provides for it, the amount is negotiated. MOM's guidance puts the prevailing norm at 2 weeks to one month per year of service, with 2 years' service the usual eligibility line and shorter-serving staff handled ex gratia. Employers with 10 or more employees must notify MOM of every retrenchment within 5 working days.

  • Statutory entitlementNone (advisory norm)
  • Prevailing norm2 weeks to 1 month of salary per year of service
  • Usual eligibility2 years' service
  • MOM notificationMandatory for employers with 10+ staff
  • Never present the norm range as a legal minimum; it is not one.
  • The old 'only notify if 5+ retrenched' rule is outdated; since Nov 2021 every retrenchment at a 10+ employee firm is notifiable.

Source: Ministry of Manpower (Tripartite advisory; notification regime since Nov 2021). Checked July 2026.

Sources

Every figure on this page comes from the government source for its market.

MarketSourceRule / effectiveVerified
New ZealandEmployment New ZealandEmployment Relations Act 2000Checked July 2026
SingaporeMinistry of ManpowerTripartite advisory; notification regime since Nov 2021Checked July 2026

Next step

Calculator

True cost of an employee (New Zealand)

Put a full loaded-cost number on the New Zealand side. Free, every rate sourced.

Run the New Zealand number →Calculator

True cost of an employee (Singapore)

The same loaded-cost maths for Singapore, on local rates.

Run the Singapore number →Compare markets

Redundancy pay by country

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The rules you can look up.
The people you cannot.

Compono is a talent intelligence platform: an applicant tracking system and an employee engagement platform built on the same people data.

Comparing entitlements is the easy half of hiring across markets. The hard half is whether the person you hire in Sydney, Singapore or Seattle will actually work out, and that risk looks the same in every jurisdiction. Compono matches candidates on how they work as well as what the CV claims, so the hires behind these numbers hold up wherever you make them.

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Common questions

What is the rule on redundancy pay in New Zealand?

None by statute. Redundancy compensation exists only if the employment agreement provides it. New Zealand mandates process, not payment: a genuine business reason, good-faith consultation, redeployment considered, and contractual notice.

What is the rule on redundancy pay in Singapore?

Not statutory. The tripartite norm is 2 weeks to a month of salary per year of service for employees with 2+ years, but it is advisory. Retrenchment benefit in Singapore depends on the contract or collective agreement; where neither provides for it, the amount is negotiated.

Where can I check the source figures?

The sources section below links the New Zealand and Singapore government pages every figure on this page was verified against in July 2026.

This page is general information, not legal advice. We check figures annually and update them on a best-efforts basis, but employment rules change and we cannot promise everything here is current or complete. Before you act on it, confirm the detail with Employment New Zealand, the Ministry of Manpower or your own adviser. Last reviewed July 2026.