A probationary period in Singapore is a trial stretch, usually three to six months, that lets your employer assess your fit before confirming you. Here is the part most guides bury: the Employment Act does not recognise probation as a separate legal status. From your first day you are a full employee. CPF lands in your account at the same rate as a confirmed colleague, your salary must be paid on time, and you cannot be dismissed for a discriminatory reason. What actually changes during probation is timing, a shorter contractual notice period, and a handful of benefits like paid sick leave and paid annual leave that you only unlock after three months of service. This guide walks through the 2026 numbers so you know exactly where you stand.
Probation is not required by Singapore law. No statute forces an employer to put you on one, and no statute caps how long it runs. It exists purely because employers want a window to evaluate performance, attendance and culture fit before they commit, and because you get the same window to decide whether the job suits you.
Most Singapore employers run a three-month probation for junior and mid-level roles, stretching to six months for senior or specialised positions. Anything beyond six months, including extensions, is unusual and worth questioning. The key point is that the length, the notice period during probation, and the conditions for confirmation must all be written down in your contract or Key Employment Terms (KETs).
Because the Employment Act draws no line between a probationer and a confirmed employee, the rights that matter most to your wallet apply from your first shift. CPF is the clearest example. Your employer must contribute from the start, not after you pass probation.
For an employee aged 55 and below in 2026, the total CPF rate is 37 percent of wages, split 17 percent employer and 20 percent employee, on monthly wages up to the Ordinary Wage ceiling of S$8,000 (raised from S$7,400 on 1 January 2026). If you want to see how that splits across your accounts, run the numbers through our CPF contribution calculator or read the CPF glossary entry.
Beyond CPF, a probationer is entitled to paid public holidays, on-time salary, the right to bring a salary dispute to the Employment Claims Tribunal, and protection from unfair or discriminatory dismissal. Probation is a notice question, not a rights question.
| Item | During probation | After confirmation |
|---|---|---|
| CPF contributions | Yes, full rate from day 1 | Yes, full rate |
| Public holiday pay | Yes | Yes |
| On-time salary (within 7 days of period end) | Yes | Yes |
| Paid sick / hospitalisation leave | Only after 3 months' service | Yes |
| Paid annual leave | Only after 3 months' service (pro-rated) | Yes |
| Notice period | Usually shorter (1 day to 2 weeks) | Per contract or statutory tiers |
| Protection from unfair dismissal | Yes | Yes |
Here is the genuine difference probation makes. Paid sick leave, paid hospitalisation leave and paid annual leave only kick in once you have worked at least three months with the same employer. Resign at week six and you walk away with none of these accrued. This is the one area where probation timing has real financial bite.
The Ministry of Manpower sets the paid sick leave entitlement on a sliding scale by months of service. Note that the 60 days of hospitalisation leave already includes the 14 days of outpatient sick leave, they are not added on top.
| Months of service | Paid outpatient sick leave | Paid hospitalisation leave |
|---|---|---|
| 3 months | 5 days | 15 days |
| 4 months | 8 days | 30 days |
| 5 months | 11 days | 45 days |
| 6 months or more | 14 days | 60 days |
Paid annual leave follows the same three-month gate. Once you cross it, leave accrues from your start date and is pro-rated for the first year. A common point of confusion: many employers let you take annual leave only after confirmation as a matter of company policy, but your statutory entitlement still builds up while you are on probation as long as you have served three months.
The notice period is where probation behaves differently, and it cuts both ways. Most contracts set a shorter notice during probation, commonly one week, sometimes anywhere from one day to two weeks. After confirmation the notice usually lengthens.
If your contract is silent on notice, the Employment Act fills the gap based on your total length of service. Since a probationer almost always has under 26 weeks of service, the statutory default is just one day. Always read what your contract says, because a written notice period overrides the statutory tiers.
Whichever route applies, you can either serve the notice or pay salary in lieu of notice. A useful detail for your take-home: CPF is not payable on salary paid in lieu of notice, but it is payable on salary earned while you actually serve the notice. Our salary in lieu of notice guide breaks down how that payment is calculated.
| Length of service | Notice period |
|---|---|
| Less than 26 weeks | 1 day |
| 26 weeks to under 2 years | 1 week |
| 2 years to under 5 years | 2 weeks |
| 5 years or more | 4 weeks |
Confirmation is the moment your employer formally accepts you past probation, usually by letter or email. Some companies confirm automatically if no one raises an issue by the end date; others require an active sign-off. Read your contract so you know which applies, because if your probation lapses without comment, your post-probation notice period generally takes over by default.
An employer can extend probation if you both agree, typically by another one to three months when performance is borderline. An extension cannot be open-ended, and it should come with a clear reason and a fresh end date. If your contract did not mention extension at all, the employer needs your consent to add one.
Termination during probation is more straightforward for the employer than for a confirmed employee, but it is not unlimited. You still cannot be dismissed for a discriminatory reason such as age, race, religion, gender or disability, and you are still owed the contractual or statutory notice (or salary in lieu). If you believe a probation dismissal was for a wrongful reason, you can file with TADM and the Employment Claims Tribunal.
The real financial risk of probation is the three-month leave gap combined with a short notice period: if a new role does not work out early, you may leave with no accrued paid leave and only a week's pay between jobs. That is a strong case for keeping an emergency buffer before you switch employers.
A common rule of thumb is to hold three to six months of essential expenses in cash before a job move, more if you are the sole earner. You can size that target with our savings goal calculator, then check whether your overall position can absorb a gap using the financial health check. Treat probation as a planning trigger, not a reason to panic.
Yes. CPF contributions are mandatory from your first day, at the same rate as a confirmed employee. For workers aged 55 and below in 2026 that is 37 percent of wages in total, with the employer paying 17 percent and you paying 20 percent, on wages up to the S$8,000 Ordinary Wage ceiling.
It depends on your contract. Most employers set a shorter notice during probation, often one week, ranging from one day to two weeks. If the contract says nothing, the Employment Act default applies, which is one day for anyone with less than 26 weeks of service.
Only after you have worked at least three months with the same employer. Before that you have no statutory paid sick, hospitalisation or annual leave. Once you cross three months, sick leave starts at 5 outpatient days and rises to 14 days at six months of service.
Yes, but only with your agreement, usually by one to three months when performance is borderline. An extension should state a clear reason and a fixed new end date. It cannot run indefinitely, and if your contract never mentioned extensions, the employer needs your consent to add one.
This is general financial information for Singapore, not personal financial advice. Figures change — verify current rates against the official sources above before acting. See our full disclaimer.