JOB CREATION AND EMPLOYMENT
The Group adheres to the guidelines on job creation and employment in the countries we operate in. In Singapore, the Group follows the Tripartite Guidelines on Managing Excess Manpower issued by the Ministry of Manpower (MOM) and its tripartite partners, Singapore National Employers Federation and the National Trades Union Congress. We support and share a similar philosophy as the Tripartite Guidelines, which strongly encourages companies to manage excess manpower and consider reorganisation as a last resort. The Guidelines also suggest providing company retraining programmes for workers, redeployment of workers to alternative areas of work, implementing shorter work weeks, temporary layoffs, flexible work arrangements and managing wage costs through a flexible wage system.
At the Company and CBM Pte Ltd, there have been no major reorganisations which resulted in the loss of jobs in the past five years. In 2025, a minor retrenchment exercise was carried out following the divestment of one of the Company’s assets in Singapore. Two employees employed at the divested site were affected. The Company prioritised job preservation by actively exploring internal deployment opportunities for the affected employees, but while internal opportunities were identified, these roles involved changes in work arrangements or scopes that were not suitable for the affected employees. In accordance with the Tripartite Advisory, the Company proceeded to offer retrenchment benefits aligned with approved payout frameworks and prevailing industry norms. To support the affected employees in their career transition, we facilitated access to Workforce Singapore’s complimentary career matching and employment advisory services ensuring they received assistance in their outplacement efforts.
In the event of termination or voluntary employee resignation, minimum notice periods are required to be fulfilled, depending on the employee’s job grade:
| Company | Notice Period |
| CDL Corporate Office | A minimum notice period of one to three months needs to be fulfilled, depending on the employee’s job grade. Due to operational requirements, middle and senior management are required to provide a notice period of two and three months respectively. |
| M&C | Majority of employees in Singapore and the UK have notice periods between one and three months, depending on the employee’s job grade. For M&C Hotels New Zealand Limited (MCK), middle and senior management are required to provide a notice period of one and three months, respectively. For our United States’ (US) employees, notice periods are typically two weeks. |
| CBM Pte Ltd | For field and office employees (below executive level), a minimum notice period of one week to one month needs to be fulfilled. For office employees (executive level and above), a minimum notice period of two months needs to be fulfilled. |
Our Employees
As of 31 December 2025, CDL Group hired a total of 9,546 employees for our operations across CDL Group.
