The TADM mediation process for employment disputes in Singapore

Most employment disputes in Singapore do not end up in court. You try to sort it out directly with your employer first, what TADM itself calls self-resolution, and if that does not work, mediation at the Tripartite Alliance for Dispute Management (TADM) is the compulsory next step. Only if mediation fails does a case move to the Employment Claims Tribunals (ECT). This guide walks through each stage of that process, with the rules straight from MOM, TADM, and the Singapore Courts.

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 stages one at a time. For the deadlines table, the claim limits, and how an ECT hearing actually runs, see the Employment Claims Tribunals guide, which covers that stage in full. If you already know your issue is a specific one, you can jump to retrenchment rights, unfair dismissal, wrongful dismissal, salary claims, or an employment contract dispute.

Step 1: Try self-resolution first

TADM itself calls this step self-resolution: having an open, factual discussion with your employer before you file anything. TADM's own guidance is to try this first, because it saves the time and cost of mediation, not because the law requires it. There is no rule forcing you to raise the problem with your employer before filing for mediation, 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 self-resolution does not settle 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. For who is actually allowed to attend, how long a session runs, and what happens if you miss it, see what happens at a TADM mediation session.

Two deadlines run from here, and TADM will not hear a claim once its window has closed: a wrongful dismissal claim within 1 month of your last day (2 months if you are a pregnant employee dismissed without your maternity benefits), and a salary claim within 6 months of leaving, or within 1 year of the dispute if you are still employed.

What happens if mediation does not settle it

Not every case settles. Where mediation fails, the TADM mediator issues a claim referral certificate, and that certificate is what lets you take the dispute to the Employment Claims Tribunals: the Singapore Courts will not register an ECT claim without one.

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, and what the hearing is like

The ECT works to a cap of $20,000 per claim, or $30,000 if your case went through the Tripartite Mediation Framework or union-assisted mediation. You present your own case at the hearing rather than through a lawyer, which is a deliberate design choice to keep the process quick and low-cost. For the full claim-limit table, what a tribunal magistrate can order, and how those orders are enforced, see the Employment Claims Tribunals guide.

When to get a lawyer

Not every dispute needs a lawyer; self-resolution and TADM mediation settle most of them. 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.
• You held a senior or managerial role, where the sums and service rules at play are often different from a standard claim.

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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Not every case needs a lawyer. This is most useful if you were in a senior or management role, or the money at stake is substantial. For straightforward cases the free MOM and TADM route these guides describe usually gets there on its own.

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What is your situation? Select oneRetrenchment / layoffDismissal (unfair / wrongful)Unpaid salary / owed moneyEmployment contract disputeCompany insolvency / winding upSomething elseHow long were you employed? Select oneLess than 6 months6–12 months1–3 years3+ yearsWhat was your role level? Select oneStaff / individual contributorManagerSenior management / Director / Executive (C-suite)What was your monthly salary? Select oneUnder S$10,000 a monthS$10,000 – S$14,999 a monthS$15,000 – S$24,999 a monthS$25,000 – S$39,999 a monthS$40,000 or more a monthPrefer not to sayBriefly, what happened? (optional)

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Last updated 22 September 2026 · Reviewed for accuracy by a qualified employment lawyer · How we check this

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Work Rights SG provides general information about employment rights in Singapore. It does not create a lawyer–client relationship. For advice on your situation, speak to a qualified employment lawyer.