When carrying out a retrenchment exercise, the selection of employees for retrenchment should be conducted fairly, based on objective criteria such as the ability of the employee to contribute to the company’s future business needs. Employers should not discriminate against any particular group on grounds of age, race, gender, religion, marital status and family responsibility, or disability. For instance, older, re-employed as well as pregnant employees should not be unfairly targeted. Although the selection of employees to be retrenched should be based on objective criteria with primary considerations given to employee merit and preserving skills to ensure business sustainability, employers should also take a long-term view of their manpower needs, including the need to maintain a strong Singaporean core. Retrenchments should generally not result in a reduced proportion of local employees. This can be achieved by retaining proportionately more locals during a retrenchment exercise.
In addition, employers should give longer notice to the affected employees where possible and conduct the retrenchment exercise in adherence to the Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment. In carrying out the retrenchment, employers should continue to show respect to the affected employees and ensure that they are treated in a dignified manner, e.g. there is no need to have security escorting retrenched employees out of the workplace on the presumption that they will sabotage the business.