The short answer
Most salary and wrongful dismissal disputes in Singapore must first go through mediation at the Tripartite Alliance for Dispute Management (TADM). Only if mediation fails, and a claim referral certificate is issued, can the claim be filed in the Employment Claims Tribunals (ECT), which can hear claims of up to S$20,000, or S$30,000 where a union assists under the Tripartite Mediation Framework. Deadlines are strict and unforgiving: a wrongful dismissal claim must be lodged within one month of the last day of employment.
What claims can go to TADM and the ECT?
- Salary-related claims: unpaid salary, overtime, unauthorised deductions, salary in lieu of notice, and other statutory or contractual payments.
- Wrongful dismissal claims: dismissal without just or sufficient cause, including dismissals found to be discriminatory or made to deprive an employee of benefits, assessed against the Tripartite Guidelines on Wrongful Dismissal.
What are the time limits?
| Claim | Deadline to file at TADM |
|---|---|
| Wrongful dismissal | 1 month from the last day of employment |
| Salary claim (ex-employee) | 6 months from leaving employment |
| Salary claim (current employee) | 1 year from the dispute arising |
Missing these windows will generally bar the claim in the ECT. If you are near a deadline, act first and strategise afterwards.
What if my claim exceeds the ECT limit?
The ECT caps do not extinguish your rights. Larger claims, including executive-level salary disputes, bonus disputes, claims on restrictive covenants and directors’ service agreements, can be pursued in the civil courts, where different limitation periods apply (generally six years for breach of contract under the Limitation Act 1959). You may also abandon the excess above the ECT cap to stay within the tribunal, which is sometimes the pragmatic choice. This is precisely the kind of judgement call on which early advice pays for itself.
What should employers do when a claim comes in?
Employers should treat a TADM invitation seriously: attend, bring the documents (employment contract, key employment terms, payslips, correspondence), and take a realistic view early. Many claims settle at mediation for a fraction of the cost of fighting. Where the claim is misconceived, a firm, documented position at mediation often disposes of it. We regularly represent SMEs in structuring responses, settlement terms and, where necessary, tribunal and court proceedings. Note that in the ECT itself, parties are not represented by lawyers at the hearing, which makes pre-hearing preparation and advice all the more important.
Frequently asked questions
What can the ECT award for wrongful dismissal?
Remedies include compensation or, in appropriate cases, reinstatement. The amount depends on the circumstances, subject to the tribunal’s monetary limits.
I resigned because conditions were unbearable. Do I have a claim?
Possibly. Forced resignations can amount to wrongful dismissal in substance. These cases are fact-sensitive and evidence, such as messages and emails, matters greatly; get advice quickly given the one-month window.
My employer says I am a “contractor”, not an employee. Does that end the matter?
No. Labels are not decisive; what matters is the substance of the relationship. Misclassification arguments are common and worth testing.
Is the ECT decision final?
ECT decisions may be appealed on limited grounds with permission, on questions of law or jurisdiction. Advice on the merits before appealing is essential.
Act before the deadline does your deciding for you
Johnathan Lee acts for both employees and employers in salary disputes, wrongful dismissal claims, MOM matters and restraint of trade disputes.
Johnathan Lee, Advocate & Solicitor · 81A Clemenceau Avenue Park, Clemenceau Suites, Suite No. 23, Level 4, Singapore 239918
This article is for general information only and is not legal advice. The law stated is as at July 2026.