Future Jobs will be contractual with MUTUAL 3 months termination/ resignation notice period. Nowadays, I think all standard jobs will be on contract, ~3 mths termination notice. Who terminates first is the one to pay up but if contractual notice is given, then no compensation either side. I say this because like Haier group (China) https://www.nytimes.com/2016/01/16/business/dealbook/haier-ge-appliances.html (saw CNA documentary) that even BOUGHT OVER GENERAL ELECTRIC APPLIANCES (USA) company, they practise a 'work unit' performance system ... Each work unit manager is responsible for his own work unit performance. Thus it will likely be the work unit manager decision to hire or fire the employee and company HR is likely to take back seat (bo chup approach) unless the situation is very egregious (e.g. bad sexual harassment, drugs, corruption, theft, ill-treatment etc with risk of public boycott / scandal involved), otherwise, the manager will have the liberty to hire/fire to achieve the most optimal worker configuration (he may hire proportionally different races if his department works 24/7 so that religious festivals / public holidays do not disrupt his operations). Ditto civil service, I think iron rice bowl will be no more because like in Malaysia /Philippines, Indonesia, USA, when a new guy/party enters parliament, many senior civil servants will be replaced and thus a new law will be passed to allow termination of contract with 6 months notice (unless it is dismissal for misconduct which is troublesome to prove)(would work both ways: no compensation if 6 months notice for contract termination is given) or 6mths minus notice period if the employee is to be kicked out due to different political affiliation. Ditto private companies and MNC, many of whom are undergoing M&A, restructuring etc due to today's competitive business environment. Only rich companies will hire CEO with 2yrs termination agreement and also restraining agreement not to allow working for competitor would be less popular /common. All employees (and civil servants) also have to either forgo 13th mth salary or have a fraction of salary as SECURITY DEPOSIT with bank/ mutually agreeable 3rd party trust like NTUC etc so that say in case of senior civil servant being terminated because of new political party in gahmen, the new leadership will decide: if sack due to wrong doing, crime/corruption, then the deposit can be confiscated to compensate for wrong doing and costs involved to get new hire for immediate replacement. If just retrenched ASAP because belong to opposition political party, then deposit returned and new gahmen must pay 6mths salary in lieu of failure to give 6 mths termination notice (ex-civil servant will get 1yr worth salary (half as security deposit refunded), half as salary in lieu of failure to give 6mths termination notice). If new gahmen decides to work with existing civil servant but maybe replace because found to be useless stooge/crony of last government, really useless bimbo/ lapdog civil servant, then give 6mths notice and @ end of 6 mths, no extra compensation but he can retrieve his security deposit of 6mths salary worth because no obvious wrong doing committed in civil service.