Notice periods, bonds and non-competes in a first contract

Notice periods

Candidates reported short notice during probation, from a few days to a month, rising afterwards. A junior contract with three months of notice after probation drew concern, because a long notice period makes you slower to hire for your next employer.

Two things soften a long notice period. New employers sometimes pay to buy part of it out, usually with a repayment clause if you leave them within a year. And employers often agree to release people early.

What Singapore's rules say about notice

Singapore's Ministry of Manpower states that the notice period must be the same length for the employer and the employee, and that notice has to be given in writing. If the contract sets no notice period, the default depends on how long you have worked there: one day for under 26 weeks, one week for 26 weeks to under two years, two weeks for two to under five years, and four weeks after that.

Either side can pay salary in place of serving the notice, and both can agree in writing to waive it. Other countries set this differently, so look up your own.

Bonds

A bond ties you to an employer or sponsor for a fixed time, with a payment if you leave early. In our data they came in three forms: graduate programmes at technology-services firms, with reported terms from 18 months to five years; scholarships; and government tuition grants for international students.

The break cost matters more than the length. Candidates described one three-year programme where leaving early could cost more than a year of salary. Before you sign, get the formula in writing and work out the figure for leaving at 12 months and at 24 months.

Probation

Probation of three to six months is standard. What is not standard, according to replies, is a large pay cut during probation: a candidate offered 40% less for the first months was told this is unheard of in technology roles. A contract that is withheld until you accept by email was also flagged as a warning sign.

Repayment clauses

• Sign-on bonus. Usually repayable in full or in part if you leave within a set period.
• Notice buyout. The same, commonly for one year.
• Training costs. Some programmes charge for courses if you leave early.
• Withdrawal penalty. A few candidates saw clauses charging a month of salary for withdrawing after signing but before starting. Replies called this uncommon.

Non-compete clauses

Candidates found non-competes in ordinary junior contracts and worried about them. The common view was that such clauses are routine wording and are hard to enforce against junior staff unless the period is short, the scope is narrow and the employer pays you during it. That is a view from candidates and practitioners, not legal advice, and the rules differ by country.

Checklist before signing

• Notice during and after probation, and whether it is the same for both sides
• Any bond. length, break cost and how the cost reduces over time
• What you repay if you leave in year one
• What happens if you withdraw before the start date
• The non-compete. how long, which employers, which countries
• Whether the role is permanent or fixed-term