Practical, plain-English guides on Singapore law, written by Johnathan Lee, Advocate & Solicitor. Browse by topic: Wills & LPA · Probate & Administration · Family Law & Divorce · Employment Law · Workplace Safety & Health · Criminal Defence & Traffic · Commercial Disputes
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![Dismissed With Notice Pay and No Reason Given: Why the Tribunal Still Found Wrongful Dismissal ([2026] SGECT 9)](https://i0.wp.com/mysglawyer.com/wp-content/uploads/2026/07/featured-jl-3126.png?resize=1200%2C675&ssl=1)
Dismissed With Notice Pay and No Reason Given: Why the Tribunal Still Found Wrongful Dismissal ([2026] SGECT 9)
A construction company terminated a senior manager under its contract, paid more than the notice due and gave no reason. The tribunal rejected his mental health discrimination claim but still found the dismissal was without just cause or excuse, and awarded $11,437.50 for harm.
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Turning 63 Does Not End the Job: Notice Pay and the Employment Assistance Payment When Re-employment Goes Wrong ([2026] SGECT 5)
Reaching retirement age does not let an employer end the job on the spot. In [2026] SGECT 5 the Employment Claims Tribunals awarded an employee retired with immediate effect two months’ salary in lieu of notice and an employment assistance payment of $14,750, because the six-month re-employment offer he refused did not meet the one-year…
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Commission Disputes and the One-Year Clock: Using the Internal Grievance Process Did Not Cost This Employee Her Claim ([2026] SGECT 4)
In [2026] SGECT 4 the Employment Claims Tribunals accepted that the one-year limit for a commission claim could run from the date of underpayment, and held in the alternative that using formal internal grievance channels was not dead time. A clause making the employer’s pay plan committee the final word on ambiguity could not keep…
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Is There a Legal Right to Retrenchment Benefits in Singapore? A 2026 Tribunal Decision Says No ([2026] SGECT 3)
In [2026] SGECT 3 the Employment Claims Tribunals held that section 45 of the Employment Act creates no statutory right to a retrenchment benefit, that a non-contractual HR policy and past practice do not, without more, bind the employer, and that share options need not vest for an employee serving notice. The employer won every…
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Employer Says It Kept No Attendance Records? The Tribunal Drew an Adverse Inference ([2026] SGECT 2)
In [2026] SGECT 2 the Employment Claims Tribunals awarded an employee $20,000 in unpaid overtime after finding that the employer had attendance records and was denying their existence. The decision shows how section 95 of the Employment Act and the adverse inference under section 21(2) of the Employment Claims Act shift the risk of missing…
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Paid Your Notice but Called It Misconduct? Why the Employer Still Had to Prove Dishonesty ([2026] SGECT 1)
In [2026] SGECT 1 the Employment Claims Tribunals held that an employer which dismisses for misconduct must hold a due inquiry even if it pays full notice, and must prove any dishonesty it alleges in the termination letter. The employer proved only negligence, colleagues with similar claims had been warned, and the employee was awarded…
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Your Death To-Do List: What to Sort Out Now, According to a Singapore Probate Lawyer
A Singapore probate lawyer on what to write down before you die: your will, letter of wishes, asset list and digital accounts. Practical, plain-English guidance.
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You Have the Grant of Probate. Now What? Administering a Singapore Estate Step by Step
The Grant of Probate is the starting line, not the finish. A step-by-step guide to administering a Singapore estate: releasing bank monies, transferring the HDB flat, CPF, debts, taxes and when beneficiaries finally get paid.
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False Declarations in Work Pass Applications: Penalties, Sentencing and What MOM Looks For
Inflated salaries, fake degrees and false job descriptions in EP, S Pass or Work Permit applications are offences under EFMA s 22(1)(d), with jail the sentencing norm since Chiew Kok Chai [2019] SGHC 169. A former MOM prosecutor explains the penalties, the sentencing bands and how MOM catches the gap between what was declared and…
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Workplace Fairness Act for SME Employers: What Changes, When, and What MOM Can Do to Your Work Passes
The Workplace Fairness Act commences end-2027 and exempts firms with fewer than 25 employees at the start, but MOM’s Fair Consideration Framework already carries work pass debarment of 12 to 24 months. A practical compliance guide for SME employers, from a former MOM prosecutor.