7 Moves to Make Before Retrenchment Hits — From Lawyers and WSG Experts

TL;DR

Retrenchment can happen to anyone — even strong performers. Head Employment lawyer Amarjit Kaur and Brandon Lee from Workforce Singapore (WSG) explain that preparation should begin before any signs appear. Keep your contracts, benefits and achievements documented, understand your rights, and build a network and skill base that makes you re-employable fast. Preparation protects leverage, not paranoia.

Retrenchment in Singapore Is Not About Performance

Retrenchment has become part of the modern career cycle. According to MOM data, about 1.4 out of every 1,000 employed residents were retrenched in 2023 — and that includes high performers. Organisational restructuring, automation and global market shifts often drive such decisions, not individual output.

“It’s not about performance; it’s about repositioning the company for new opportunities,” notes Brandon Lee, Assistant Chief Executive of Workforce Singapore (WSG).

That means retrenchment can hit even the most competent professionals. The only defence is foresight.

Spot the Red Flags Early

Employment lawyer Amarjit Kaur stresses that retrenchment seldom arrives without signs. Key red flags include:

None of these guarantee retrenchment, but ignoring them removes your ability to act early.

Legal Steps: Protect Your Leverage Before You’re Let Go

When the HR call arrives, the power imbalance can be severe. Amarjit recommends three immediate rules:

1. Ask for time — never sign a retrenchment or separation agreement on the spot.
   Most companies expect negotiation; request at least a few days to review.

2. Seek professional advice — employment lawyers can identify unclaimed entitlements such as notice pay, unused leave, or stock options.

3. Negotiate respectfully — frame discussions around mutual benefit, not confrontation.
   Example: “I’m happy to complete this project for a smoother transition if we can extend medical coverage till year-end.”

Common Items Worth Negotiating

1. Extension of medical insurance until new coverage begins
2. Retention of company laptop or phone for job search use
3. Waiver or shortening of non-compete clauses
4. Vesting of near-mature stock options (“ask even if it’s rare,” says Amarjit)
5. Positive reference or agreed HR wording for future employers

These small wins cost companies little but protect the employee’s transition.

Your Retrenchment-Ready Checklist

Every professional — not just those at risk — should maintain the following records off company systems:

Important: Do not forward work emails or client data to personal accounts. Screenshot non-confidential commendations (e.g., praise from colleagues) but avoid breaching data policy — misconduct can nullify compensation.

Financial Preparation: Build a Six-Month Cushion

As Brandon Lee cautions, “Looking for work is work — and it’s hard work.”
A retrenchment fund should cover at least six months of essential expenses, including:

• Mortgage or rent

• Insurance premiums

• Utilities and family expenses

• Existing loan repayments

Use tools like MAS MoneySense’s budget calculator to size your emergency fund. Consider shifting savings into more liquid instruments (e.g. high-yield savings or SSBs) while keeping CPF untouched for long-term needs.

Career Defence: Network, Upskill, and Stay Visible

Both experts agree that employability depends less on seniority and more on skill relevance and visibility.

1. Build and Maintain a Network

Amarjit calls it “strategic friendships”. Cultivate allies across departments and industries before you need them. People are more willing to help colleagues they know and like.

2. Skill-Stack for Future Resilience

Echoing Warren Buffett’s idea of “skill stacking,” Amarjit advises diversifying your expertise — not just learning more in your current field. Combine complementary skills (e.g. finance + AI, marketing + data analytics) to make yourself harder to replace.

3. Benchmark Your Market Value

Regularly review job listings and salary data from sites like MyCareersFuture and Glassdoor. Knowing your market worth keeps you ready to negotiate — and aware of shifting trends.

When Retrenchment Happens: Emotional and Professional Recovery

Retrenchment often triggers identity loss, especially for mid-career professionals. Both guests recommend allowing space for emotion, but staying action-oriented:

“Deal with your emotions — but channel your energy into productive steps,” says Amarjit. “Ask for help, apply for jobs, talk to your network.”

WSG’s career centres and MyCareersFuture portal offer complimentary services including:

• Personalised career coaching
• Training grants under the SGUnited and SkillsFuture initiatives
• Job matching and career fairs

These government resources can significantly shorten re-employment time.

FAQs

1. How long do I have to respond to a retrenchment offer?
Ask for at least 3–5 working days. Legally, you’re not required to sign immediately.

2. Can I still claim stock options if I’m retrenched?
Usually not unless vested, but you can request partial vesting as a goodwill gesture.

3. What if I’m pressured to resign instead of being retrenched?
That may qualify as constructive dismissal. Seek legal counsel before agreeing.

4. How soon should I look for a new job?
Start networking before retrenchment. Those who begin early re-enter employment 3–6 months faster on average.

5. Where can I get help?
Visit Workforce Singapore’s Career Connect or the Employment Claims Tribunals (ECT) for disputes.

Second-Order Implications for Singaporeans

• White-collar retrenchments are rising in tech and finance; even growth sectors may restructure for efficiency.
• Employability resilience is a new form of financial planning — as vital as insurance or CPF savings.
• Networking and visibility will matter more than tenure; the “lifetime job” is gone, but lifelong employability is achievable.