I Resigned, but My Employer Asked Me to Leave Early

Short answer

If you have already resigned and started serving the required notice, but your employer tells you to leave before it ends, MOM says the employer should pay salary in lieu for the remaining notice period. This is the employer-shortens-notice scenario, not the employee-leaves-early scenario. Ask for the revised last day, remaining notice, and salary basis in writing. Use the dedicated salary-in-lieu calculator and select the employer-ending-employment scenario. It only shows an amount when the worksheet has enough confirmed inputs; otherwise it remains Needs confirmation or Not calculated.

Review salary in lieu

Independent planning worksheet. Not a government calculator or legal advice.

Official rule

MOM states that when an employer asks an employee who is already serving notice to leave earlier or immediately, the employer should pay salary in lieu for the rest of the notice period. MOM also states that the final salary should be paid on the last day of work or within 3 working days after it.

Key points

Choose the employer waives or shortens notice scenario.
Keep the original notice end date and the employer-directed last day as separate facts.
A money result still needs a confirmed salary basis and payable part of the remaining notice.
Misconduct or a written mutual waiver can change the analysis and needs separate review.

Worked example

Employer ends a serving-notice period early

An employee resigns with one month of notice and starts serving it. The employer later directs the employee to stop work before the notice end date. The scenario is employer shortens notice; the remaining period and salary basis must be confirmed before relying on a payment-in-lieu amount.

What changes the answer

• Whether the employer directed the early departure or both parties agreed to waive notice.
• Whether the termination is being treated as misconduct.
• The confirmed remaining notice period and payroll salary basis.

What to confirm with HR

• What is my revised last day of work and employment end date?
• How much of the original notice period remains unserved?
• Which salary basis will payroll use for salary in lieu?
• When will final salary and any notice payment be paid?

Calculator

Singapore salary-in-lieu calculator

Open the dedicated salary-in-lieu calculator, then choose the employer-ending-employment scenario.

Open related calculator

Official Source Cards

These sources informed the page cautions and calculator assumptions. Always open the official guidance before relying on a final pay decision.

Verifiedgovernment guide

I resigned, but my employer asked me to leave earlier

Singapore Ministry of Manpower

Used for the specific case where an employer directs an employee who is already serving notice to leave earlier or immediately.

Last checked: 2026-09-09
Used for: employer shortens notice, salary in lieu for remaining notice, final salary timing

Open official source

Verifiedgovernment guide

Termination with notice

Singapore Ministry of Manpower

Used for Singapore notice assumptions and cautions about salary in lieu, waiver, and leave during notice.

Last checked: 2026-09-09
Used for: notice period, salary in lieu of notice, notice waiver, annual leave during notice

Open official source

Last reviewed: 2026-09-09

FAQ

Is this the same as choosing to leave early myself?

No. This page covers an employer-directed early departure after you started serving notice. If you choose not to serve the full notice, use the employee-leaves-without-full-notice scenario instead.

Will NoticePayCheck always calculate an amount?

No. If the remaining notice or salary basis is not confirmed, the worksheet should remain Needs confirmation, Manual review, or Not calculated rather than guess.

Salary in lieu of notice Singapore Singapore notice period calculator

General estimates only. This calculator provides a general estimate based on public information and the details you enter. It is not legal advice and does not replace your employment contract, award, enterprise agreement, collective agreement, company policy, HR advice, or official government guidance. Rules can change and special circumstances may apply. Always verify your final pay with your employer, HR, a qualified advisor, or the relevant government authority.

Need the jurisdiction overview? Review the Singapore guide.