Reviewed 11 November 2026. A polytechnic graduate receives a first full-time job offer. The job title sounds right and the salary seems reasonable, but what should the graduate check before starting? What does probation mean? When should the employer provide written employment terms? How do CPF, payslips, leave and notice periods work? This guide helps new diploma holders understand the employment relationship and prepare for the first months at work.
Quick answer: Before accepting, understand the job scope, pay, working hours, start date, probation, leave and notice period. Under MOM’s current rules, employees covered by the Employment Act and employed for at least 14 days must receive written Key Employment Terms (KETs) within 14 days after starting work. KETs include job duties, working arrangements, salary, leave, medical benefits, probation and notice period. Confirmation after probation depends on the contract and is not itself covered by the Employment Act. Singapore Citizens and PRs working under a contract of service are generally eligible for CPF contributions subject to applicable rules, and employees covered by the Act must receive itemised payslips. A graduate should keep records and ask questions early rather than rely on verbal assumptions.
Before accepting the first job: understand the work, not only the title
A diploma graduate may apply for a role that sounds familiar but involves different responsibilities from the internship or classroom project. Ask what a normal week looks like, who the reporting manager is, what training is provided, which software or equipment is used, and how performance is assessed.
| Item | What to clarify |
|---|---|
| Job scope | Main duties, expected deliverables, authority and boundaries of the role |
| Salary | Basic salary, fixed allowances, variable incentives and pay period |
| Working arrangements | Daily hours, weekly days, shift pattern, work location and rest day |
| Start date | First working day, onboarding schedule and any pre-employment conditions |
| Probation | Duration, assessment criteria and notice period during probation |
| Leave and benefits | Annual leave, sick leave, medical benefits and insurance |
| Training | Induction, supervision, equipment access and development expectations |
| Bond or repayment terms | Any training bond, sign-on incentive clawback, service obligation or repayment clause |
Do not assume that a job advertised as “graduate trainee” is necessarily a formal government-funded training programme. Confirm who employs the graduate, whether the role is full-time, which training is included and whether any repayment condition applies if the graduate resigns early.
Where a contract contains a bond or repayment clause, read the exact amount, period, events that trigger repayment and how the sum is calculated. Ask for clarification before accepting. Do not rely on “HR said it is standard” as a substitute for understanding what the clause means.
What is a contract of service, and when should written Key Employment Terms be provided?
MOM defines a contract of service as the agreement that creates the employer–employee relationship. It may be written, verbal, expressed or implied, but written terms help prevent disputes. A letter of appointment, employment contract or relevant company handbook can contain the required information.
For employees covered by the Employment Act who are employed for a continuous period of at least 14 days, employers must issue written KETs within 14 days after the start of employment. The 14 days refers to the length of the employment contract, not the number of shifts worked. The terms can be provided in soft or hard copy. An employer may place common terms such as leave policy or medical benefits in an employee handbook or company intranet, but the employee should know where to find them.
MOM’s current KET list includes, where applicable:
- Employer and employee names, job title, main duties and responsibilities.
- Start date and duration for a fixed-term contract.
- Daily working hours, working days and rest day.
- Salary period, basic salary, fixed allowances and fixed deductions.
- Overtime payment period and rate where relevant.
- Other salary-related components, such as bonuses and incentives.
- Leave types and medical benefits.
- Probation period and notice period.
A graduate should compare these terms with the offer letter and any verbal promise made during the interview. If a promised allowance or remote-work arrangement is missing, ask whether it is documented elsewhere and how it operates. The aim is to understand the complete agreement, not to assume every benefit discussed casually has become contractual.
What does probation mean, and is there a guaranteed confirmation date?
Probation is a period in which the employer and employee assess whether the role and working relationship are suitable. It can include goals for punctuality, work quality, communication, safe practice, teamwork and learning progress. The period and notice arrangements should be stated in the applicable employment terms.
MOM says confirmation of an employee depends on the terms in the contract and is not covered by the Employment Act. Therefore, do not assume every graduate has a legally fixed three-month probation period, or that employment automatically ends or becomes permanent at the end of the period without reference to the contract.
Ask your manager how performance will be reviewed. What are the expected outcomes by week four, week eight and the end of probation? How will feedback be given? Is there a formal review meeting? If a target is unclear, request examples of acceptable work. A probation period should not be a mystery where the employee only discovers expectations after receiving a poor review.
For a new graduate, a useful first-month objective may be learning the organisation’s systems, safety rules and reporting process. By the second month, the employee might complete defined tasks with less support. By the third month, they may be expected to handle a routine workflow reliably and explain when escalation is needed. These are illustrative milestones; each employer and role will differ.
Probation does not mean that the employee has no rights. Employment Act coverage, salary obligations and other protections depend on the actual employment relationship and relevant rules. A probation clause should not be treated as permission to withhold earned salary or ignore applicable law.
Salary, pay dates and itemised payslips
Before starting, know the salary period and expected pay date. A monthly salary paid after the end of the month is not the same as an allowance paid only after an assessment or a bonus paid after a performance cycle. Keep the figures separate when planning monthly expenses.
MOM requires employers covered by the Employment Act to issue itemised payslips. They should be provided together with salary payment, or within three working days after payment if they cannot be given at the same time. Payslips should set out relevant details such as employer and employee names, payment date, basic salary, salary period, allowances, other payments, deductions, overtime hours and overtime pay where applicable.
For a graduate on a monthly salary, compare the basic salary and allowances with the offer. For a graduate paid by the hour, check the hourly basic rate and the number of hours recorded. If there is a deduction for unpaid leave, absence or an advance, confirm that the amount and reason are clear.
Keep payslips and bank statements. If payment does not arrive as agreed, first ask payroll or HR for the payment date and explanation. If a discrepancy remains, record the amount, period, hours worked and the employer’s response. Prompt clarification is usually easier than trying to reconstruct months of shifts later.
CPF contributions for Singapore Citizen and PR graduates
CPF contributions are generally payable for Singapore Citizens and PRs employed in Singapore under a contract of service, subject to the applicable wage and exemption rules. This applies to employees who are full-time, part-time, temporary or casual. The contribution rate depends on age, citizenship/PR status and wage band; do not assume that a new graduate’s take-home pay equals gross salary.
Some students and specific employment arrangements may qualify for an exemption. A graduate should check their exact status, especially if moving directly from student status into employment or if a job is structured as an internship, attachment or self-employed service contract.
CPF is different from a deduction invented by the employer. The employee’s share may be deducted from wages under the prevailing rules, while the employer must pay the employer’s share. Check the CPF account record and payslip. If contributions appear missing or incorrect, ask the employer and seek guidance from CPF Board.
A person who is self-employed under a contract for service is not in the same employee relationship. The label used by the employer is not conclusive; the real working arrangement and control matter. A graduate should understand whether they are an employee, freelancer or independent contractor before comparing pay and benefits.
Annual leave, sick leave, working hours and rest days
The type and amount of leave depend on the applicable employment rules and contract. MOM states that employees covered by the Employment Act are entitled to statutory annual leave after the required service period, with entitlements increasing based on service length. Paid sick leave and hospitalisation leave also depend on the qualifying conditions and length of service.
For part-time employees, annual and sick leave are calculated proportionately based on hours worked. For full-time employees, use the actual contract and the current MOM guidance. Do not assume that a probationary employee automatically loses every statutory benefit; check the applicable eligibility rules and the employment terms.
The Employment Act’s Part IV rules on hours of work, overtime and rest days apply only to covered employees. Managers and executives are not covered by Part IV, although other Employment Act provisions may still apply. For employees who are covered, MOM publishes the relevant daily and weekly limits, overtime provisions and one-rest-day-per-week requirements.
Ask how to request leave, who approves it, how far in advance it should be requested and what happens during peak operating periods. For medical leave, follow the company’s notification process and retain any required medical certificate. Do not wait until a shift starts to report a foreseeable absence.
The first 90 days: a practical graduate transition plan
Days 1–30: learn the system and work safely
Understand the organisation’s purpose, customer or stakeholder needs, team structure, communication channels and safety requirements. Learn the systems you are authorised to access and the data-handling rules. Ask which tasks must be checked by a supervisor before being released to customers or used in operations.
Make a private learning log with the task, method, feedback and what you will improve. Do not copy confidential company documents into a personal portfolio or public AI service. A new employee should know what may be shared and what must remain inside the organisation.
Days 31–60: complete routine work with growing independence
Take responsibility for a manageable set of tasks. Confirm priorities when requests conflict. Ask for feedback on accuracy, communication, timing and documentation. When you make a mistake, report it quickly and explain what you have done to correct it. Hiding a small error can create a larger operational problem.
Days 61–90: review performance and next skills
Prepare examples of tasks completed, problems solved, feedback acted upon and skills still to develop. Ask your manager what good performance looks like for the next quarter. If probation is approaching its review date, clarify the decision process and any remaining gaps.
This plan is a learning framework, not a legal standard or guarantee of confirmation. Different jobs require different training periods and levels of supervision.
How to ask for help when a new job is not going as expected
Some challenges are normal adjustment issues: unfamiliar software, difficulty understanding a procedure, uncertainty about workplace communication or a steep technical learning curve. Ask for the correct procedure, an example of completed work and an agreed deadline for improvement.
Other situations are more serious: unsafe instructions, harassment, wage discrepancies, unexpected contract changes, withheld salary or pressure to perform work beyond the employee’s training. Keep a factual record and use the appropriate internal or external support channel. A graduate should not ignore safety or serious misconduct simply to appear cooperative.
Where a workplace problem involves contractual or statutory rights, consult the official MOM guidance or an appropriate employment advice service. Salary-related and employment disputes may be referred to the relevant Tripartite Alliance for Dispute Management process. Do not sign a new repayment agreement or admission without understanding its meaning.
Common first-job mistakes
- Accepting an offer based only on the job title without understanding the actual duties.
- Failing to check probation, notice period, variable pay and any bond or training repayment clause.
- Assuming all discussions with HR automatically form part of the written employment terms.
- Not checking payslips, salary dates or CPF records.
- Believing probation means there are no employee rights.
- Taking on unsafe duties without asking for training or supervision.
- Posting confidential workplace data or client material in a personal portfolio or online tool.
- Waiting too long to clarify performance expectations or report a serious issue.
A first-job checklist to keep
- Save the offer letter and complete employment agreement.
- Confirm the job title, duties, reporting manager and start date.
- Read the KETs for salary, hours, leave, medical benefits, probation and notice.
- Clarify bonus, commission, allowances, overtime and any bond or clawback clause.
- Understand how to record attendance, apply for leave and report medical absence.
- Check whether CPF applies and review the first contributions when due.
- Compare each payslip with the agreed salary and actual payments.
- Ask for clear probation goals and feedback dates.
- Learn workplace safety, cybersecurity and confidentiality rules.
- Keep a learning log and review progress with the manager.
Frequently asked questions
Must an employer give me written Key Employment Terms?
Employers must issue written KETs to employees covered by the Employment Act who are employed under a contract of service for 14 days or more. The KETs must be provided within 14 days after employment starts.
What should be included in KETs?
They include job title and duties, start date, working arrangements, salary, allowances and deductions, leave, medical benefits, probation and notice period, where applicable.
Is probation a legal requirement?
Probation is determined by the employment contract. MOM states that confirmation of an employee depends on the contract and is not covered by the Employment Act.
Can an employer dismiss me during probation without notice?
Do not assume so. Check the notice clause and applicable law. The employment terms determine the required notice or payment in lieu, subject to the governing rules.
Do fresh polytechnic graduates receive CPF?
Singapore Citizens and PRs employed in Singapore under a contract of service generally qualify for CPF contributions, subject to the applicable wage rules and exemptions. Contribution rates depend on age and status.
When should I receive an itemised payslip?
Employers covered by the Employment Act should provide it with salary payment or within three working days after payment if they cannot provide it at the same time.
Does every employee receive overtime pay?
Overtime entitlements depend on coverage under Part IV of the Employment Act and the relevant rules. Managers and executives are not covered by Part IV. Check your status and contract.
Should I accept a training bond for my first job?
Read the exact duration, repayment amount, triggering conditions and exceptions. Ask for written clarification before signing. A bond can have material financial consequences if you resign or the employer terminates your role.
Continue reading on eduKateSG
For comparing employment offers, see How Polytechnic Graduates Compare First Job Offers. For salary and employment survey context, read Polytechnic Graduate Salary and Employment Outcomes. For career coaching and graduate job-search support, see Polytechnic Career Services 2027.
Official sources
- MOM: Contract of Service and written employment terms.
- MOM: Key Employment Terms and required details.
- MOM: Employee confirmation and probation.
- MOM: Itemised payslip requirements.
- MOM: Working hours, overtime and rest days.
- CPF Board: employee CPF eligibility and contribution information.
Editorial note: Employment information was reviewed 11 November 2026. Individual rights depend on the employee’s actual contract, coverage and circumstances. This guide is educational and does not replace legal or employment advice.