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A Compensation Agreement spells out how and when someone will be paid for their work or services in Singapore. It covers key details like salary, bonuses, benefits, and any special incentives, creating a clear record that protects both employer and employee under the Employment Act.

These agreements become especially important for executive roles, consulting arrangements, and situations involving commission-based pay. They typically include payment schedules, performance metrics, confidentiality terms, and specific conditions that must be met before compensation is released. Good agreements help prevent disputes by clearly stating everyone's obligations upfront.

Consider using a Compensation Agreement when bringing on high-level executives, sales professionals working on commission, or independent contractors in Singapore. These agreements become essential for roles involving complex pay structures, performance bonuses, or equity compensation packages that go beyond basic salary arrangements covered by standard employment contracts.

They're particularly valuable when setting up profit-sharing schemes, implementing long-term incentive plans, or establishing payment terms for consultancy work. The agreement helps prevent misunderstandings about payment timing, performance metrics, and bonus calculations—especially important under MAS guidelines for financial sector professionals and senior management compensation.

• Executive Compensation Agreement: Detailed packages for C-suite leaders, covering base salary, stock options, and performance incentives
• Commission Pay Agreement: For sales roles, outlining commission rates, targets, and payment schedules
• Employee Bonus Agreement: Specifies performance-based bonuses and annual incentive structures
• Severance Pay Non Compete Agreement: Combines exit compensation with post-employment restrictions
• Compensation Confidentiality Agreement: Protects sensitive pay information while outlining compensation terms

• Companies and Organizations: Draft and implement Compensation Agreements to formalize pay structures and protect their interests
• HR Directors: Oversee the creation and management of these agreements, ensuring compliance with MOM guidelines
• Legal Counsel: Review and refine agreement terms, especially for senior executive packages or complex incentive structures
• Executives and Senior Managers: Primary recipients of detailed compensation packages, often negotiating terms through their representatives
• Sales Professionals: Enter into commission-based agreements that specify performance targets and payment terms
• External Consultants: Provide expertise in structuring competitive compensation packages that align with market standards

• Identify Compensation Components: List all payment types including base salary, bonuses, commissions, benefits, and equity arrangements
• Performance Metrics: Define clear, measurable targets that trigger variable compensation or bonuses
• Payment Schedule: Determine frequency and timing of payments, including any vesting periods
• Compliance Check: Review MOM guidelines and Employment Act requirements for your industry sector
• Documentation: Gather relevant company policies, job descriptions, and any existing agreements
• Draft Agreement: Use our platform to generate a legally-sound document that includes all required elements
• Internal Review: Have HR and finance teams verify payment terms and calculations

• Party Details: Full legal names, addresses, and roles of employer and employee/contractor
• Compensation Structure: Clear breakdown of base pay, bonuses, benefits, and any variable components
• Payment Terms: Specific payment dates, methods, and conditions for compensation delivery
• Performance Metrics: Measurable targets and KPIs linked to variable compensation
• Confidentiality Provisions: Terms protecting sensitive compensation information
• Duration and Review: Agreement length and conditions for compensation adjustments
• Termination Clauses: Conditions affecting final payments and post-employment obligations
• Governing Law: Singapore law application and jurisdiction statements

A Compensation Agreement differs significantly from an Advisory Agreement in several key aspects, though both are important employment-related documents in Singapore. While Compensation Agreements focus specifically on payment terms and incentive structures, Advisory Agreements cover a broader scope of professional services and relationships.

• Primary Focus: Compensation Agreements detail payment structures, bonuses, and benefits, while Advisory Agreements outline consulting duties, deliverables, and service terms
• Duration: Compensation Agreements typically run longer-term with regular payment schedules; Advisory Agreements often cover specific projects or limited engagement periods
• Legal Framework: Compensation Agreements fall under Singapore's Employment Act guidelines; Advisory Agreements operate more under contract law principles
• Relationship Type: Compensation Agreements usually indicate an employer-employee relationship; Advisory Agreements suggest an independent contractor arrangement