The employment dispute process in Singapore
In Singapore, most employment disputes follow the same path: you raise the problem with your employer, then you go through mediation at TADM (which is compulsory), and only if that fails does the case move to the Employment Claims Tribunals. Two deadlines drive the whole process. A wrongful dismissal claim must be filed within 1 month of your last day, and a salary claim within 6 months of leaving. This guide walks through each step, with the rules straight from MOM, TADM, and the Singapore Courts.
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Step 1 of 2
How employment dispute resolution works in Singapore
Singapore runs a two-tier system for employment disputes, described by MOM as a mediation-first approach. Most cases start and end with mediation at the Tripartite Alliance for Dispute Management (TADM). Only the ones that mediation cannot settle move up to the Employment Claims Tribunals (ECT), the court that decides salary-related and wrongful dismissal disputes. MOM calls this an expeditious and low-cost process.
Three stages, in order.
The rest of this page takes the three steps one at a time, then covers the deadlines and money limits that decide what you can actually claim. If you already know your issue is a specific one, you can jump to retrenchment rights, unfair dismissal, wrongful termination, salary claims, or an employment contract dispute.
Step 1: Raise it with your employer
There is no law that forces you to raise the problem with your employer before you file anything. But it is usually the fastest fix, and it costs you nothing. Many disputes come down to a misunderstanding, a payroll error, or a term in the contract that one side read differently. Put your concern in writing to your manager or HR, keep it factual, and say what you want (for example, the unpaid amount, or an explanation of a decision).
Whatever happens next, this step builds your paper trail. Save the emails, your employment contract, your payslips, and any letters about the dispute. TADM and the ECT both expect claims to be backed by documentary evidence such as your contract, payment records, and correspondence with your employer, so the records you gather now do double duty later.
Step 2: TADM mediation
If talking to your employer does not resolve it, the next step is TADM. Mediation at TADM is compulsory before a case can reach the Employment Claims Tribunals, so this is a step you cannot skip. You file your claim with TADM, a mediator works with both sides to try to reach a settlement, and MOM reports that this mediation-first approach settles most claims without them ever going to a tribunal. A settlement reached here is recorded as a settlement agreement under the Employment Claims Act.
The two deadlines that decide your claim
TADM and MOM both set strict time bars. Miss them and the claim is time-barred, meaning it can no longer be heard, whatever its merits.
| Type of claim | Deadline to file |
|---|---|
| Wrongful dismissal | Within 1 month of your last day of work |
| Wrongful dismissal (pregnant employee) | Within 2 months of the date of confinement |
| Salary claim, no longer employed | Within 6 months of your last day of work |
| Salary claim, still employed | Within 1 year of the dispute arising |
One month is a tight window for a wrongful dismissal claim, so if that is your situation, work out the date first and treat everything else as urgent. The salary deadlines give more room, but the same rule applies: once the window closes, the door closes.
What happens if mediation does not settle it
Not every case settles. Where mediation fails, the TADM mediator issues a claim referral certificate. That certificate is what lets you take the dispute to the Employment Claims Tribunals. According to the Singapore Courts, you may only file at the ECT if your dispute is unresolved after TADM mediation and you hold that certificate. In other words, the certificate is your ticket to step 3.
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Step 3: The Employment Claims Tribunals (ECT)
The Employment Claims Tribunals are part of the State Courts and decide salary-related and wrongful dismissal disputes. You get here only after TADM mediation has failed and a mediator has given you a claim referral certificate. With the certificate in hand, you register your claim at the ECT, the tribunal manages the case, and a judge hears it and makes an order.
How much the ECT can award
The ECT works to a cap. It can hear claims up to $20,000. That limit rises to $30,000 if your case went through the Tripartite Mediation Framework or mediation assisted by a union. MOM adds an important catch: if your claim is worth more than the cap that applies to you, you can still use the ECT, but you have to give up the amount above the limit to bring the case there.
| Route to the ECT | Maximum claim |
|---|---|
| Standard claim | $20,000 |
| Union-assisted, or via the Tripartite Mediation Framework | $30,000 |
You represent yourself at the hearing
The ECT is built for people to use without a lawyer. The Singapore Courts state that lawyers are not allowed to represent parties for ECT matters, so at the hearing itself you put your own case to the judge. That is a deliberate design choice to keep the process quick and low-cost. It does not stop you from getting legal advice beforehand, which is usually where a lawyer earns their keep: telling you whether your claim is worth bringing and helping you prepare the evidence.
When to get a lawyer
Plenty of employment disputes are sorted at TADM with no lawyer at all. It is worth getting advice when the facts are contested, when a lot of money is at stake, or when you are not sure the case even belongs at the ECT. Because you present your own case at the tribunal, the best time to talk to a lawyer is early: before the mediation, and well before any deadline.
Get advice sooner rather than later if:
- You were dismissed and think it was unfair or wrongful, and the 1-month clock is running.
- Your dispute is really about the terms of your employment contract, which can shape both the claim and the amount.
- You are owed money and want to understand a salary claim and its 6-month deadline.
- Your claim may be worth more than the ECT cap, so giving up the excess is a real decision.
A lawyer can tell you quickly whether you have a claim, which deadline applies, and how to prepare before the window closes. If you want to talk it through, an employment lawyer in Singapore can review your situation.
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Frequently asked questions
Do I have to try mediation before going to the Employment Claims Tribunals?
Yes. The Singapore Courts state that mediation at the Tripartite Alliance for Dispute Management (TADM) is compulsory before a claim can be filed at the Employment Claims Tribunals (ECT). You can only file at the ECT once two things are true: your dispute is still unresolved after TADM mediation, and a TADM mediator has issued you a claim referral certificate.
How long do I have to file a wrongful dismissal claim?
You must file a wrongful dismissal claim at TADM within 1 month of your last day of employment, or the claim is time-barred. MOM sets one exception: a pregnant employee has 2 months from the date of her confinement. Because the window is short, it is worth checking the date and getting advice quickly if you think your dismissal was unfair.
How long do I have to claim unpaid salary?
If you have already left the job, MOM says you must file a salary claim within 6 months of your last day of work. If you are still employed, you have up to 1 year after the dispute arose. After those windows close, the claim is time-barred, so keep your payslips and act before the deadline.
How much can the Employment Claims Tribunals award?
The ECT can hear claims up to $20,000. That rises to $30,000 if your case went through the Tripartite Mediation Framework or mediation assisted by a union. MOM notes that if your claim is worth more than the cap, you can still use the ECT, but you have to give up the amount above the limit.
Can I bring a lawyer to the ECT hearing?
No. The Singapore Courts state that lawyers are not allowed to represent parties for ECT matters, so you present your own case at the hearing. You can still get legal advice before you get there, which is often where a lawyer is most useful: working out whether you have a claim and helping you prepare.
Work Rights SG provides general information about employment rights in Singapore. It is not legal advice and does not create a lawyer–client relationship. It is a free service that connects you with an employment law firm; we do not provide legal advice ourselves. For advice on your situation, speak to a qualified employment lawyer.