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When an employee disappears from work without explanation, you need a legally compliant way to terminate their employment while protecting your business interests. A Termination Letter For Absent Without Information provides the formal documentation required under Singapore law to end an employment relationship due to unauthorised absence.

When do you need this document?

You'll need this letter when an employee has been absent for two or more consecutive working days without providing notice or valid reasons. This situation commonly occurs when employees abandon their positions due to personal issues, find new employment without resigning properly, or simply stop attending work without explanation. The letter becomes essential when your attempts to contact the employee through phone calls, emails, or registered mail have been unsuccessful. Singapore's Employment Act requires proper documentation of these communication attempts before proceeding with termination. You'll also need this document if the employee's absence is affecting business operations or if their position needs to be filled urgently.

Key legal considerations

Under Singapore's Employment Act, you must demonstrate that the employee's absence constitutes misconduct or abandonment of duties before terminating their contract. Section 14 allows termination without notice in cases of wilful disobedience or misconduct, but you must have clear evidence of unauthorised absence. The letter must include specific dates of absence, documented proof of your attempts to contact the employee, and reference to relevant company policies regarding attendance. You're required to calculate and offer final payments including outstanding salary, accrued annual leave, and any other entitlements up to the last day of attendance. The document should also address the return of company property and confidential information. Failure to follow proper procedures could result in wrongful dismissal claims or compensation requirements.

Legal requirements in Singapore

Singapore's Employment Act and MOM guidelines mandate specific procedures for absence-related terminations. You must document at least two consecutive working days of unauthorised absence before issuing the letter. TAFEP guidelines require evidence of reasonable attempts to contact the employee through multiple channels before proceeding with termination. The letter must comply with Section 11 of the Employment Act regarding notice periods, though immediate termination may be justified in cases of job abandonment. Your termination letter must include clear calculation of final payments, including pro-rated salary and unused annual leave entitlements. Ministry of Manpower reporting requirements may apply if the employee holds a work pass, requiring notification through the appropriate MOM portals. The document should reference specific Employment Act sections and company policy clauses to ensure legal compliance and reduce dispute risks.