What happens at a TADM mediation session in Singapore
If your employment dispute has reached the Tripartite Alliance for Dispute Management, mediation is the compulsory next step before anything can go to the Employment Claims Tribunals. This guide is about the session itself: who is actually allowed to be there, what format it takes, how long it runs, what happens if a party does not show up, and the two ways it can end. For the wider three-step journey and the tribunal that follows, see the employment dispute process and the Employment Claims Tribunals. Everything below is drawn from TADM's own published guidance. For a side-by-side look at how this stage differs from what comes next, see TADM mediation vs the Employment Claims Tribunal.
Free consultation
Speak with an employment lawyer about your situation
Step 1 of 2
Before the session: e-Negotiation comes first
A mediation session is not the first thing that happens after you file a claim. TADM's dispute resolution process runs in two stages: e-Negotiation, then mediation. e-Negotiation happens first, on an online TADM platform, and it does not involve a mediator. Employers and employees are encouraged to reach an amicable settlement within 5 working days by accepting a proposal or making a counter-proposal, and TADM says the whole e-Negotiation stage takes about a week. Only once that stage ends without a resolution does the case move to mediation, which is a slower process that can take up to 8 weeks.
How the mediation stage begins
If the dispute is still unresolved once e-Negotiation ends, TADM assigns a mediator. The mediator opens the mediation stage by sending a message to both parties through the TADM eServices portal. From there, the mediator, the employee, and the employer all use the same portal to clarify the claim and upload supporting documents ahead of the session itself.
Who is actually allowed in the session
This is the detail most guides to the wider process skip. Under the Employment Claims Act, only the employee, the employer, and the mediator can take part in the mediation session. Third parties, lawyers included, along with family or friends, are not allowed to sit in. One built-in exception is age: an employee under 18 must be accompanied by a parent or a legal guardian.
For an employer, "the employer" at the session is usually a representative rather than the business owner personally. The authorised representative has to be an office holder, such as a director, partner, or sole proprietor registered with ACRA, or a full-time employee acting under a signed Letter of Authorisation from an office holder.
An employee cannot generally send someone else in their place either. The Employment Claims Act requires the parties to a mediation to act in person, unless the employee is completely illiterate or has an infirmity of mind or body. Even then, TADM requires supporting documents for the application, such as proof of the relationship between the employee and the proposed representative and proof of the incapacity, before it will allow authorised representation.
The session itself: format, length, and what happens
A mediation session may be held online through the TADM eServices portal, or in person. Whichever format applies, both the employee and the employer get an equal opportunity to present their case with supporting documents and to have the claim clarified. The mediator's role is to facilitate a resolution between the two sides, working through where the dispute actually lies and what each side would accept, rather than deciding the case.
- The mediator opens the sessionHaving already messaged both parties to start the mediation stage, the mediator runs the session and keeps it moving.
- Each side presents its caseBoth the employee and the employer get equal opportunity to present their case with supporting documents and to have the claim(s) clarified.
- The mediator facilitatesThe mediator works with both sides toward a resolution, drawing on training in employment disputes and, commonly, a background in HR or industrial relations.
- The session runs up to 3 hoursThat applies to both online and in-person sessions. More than one session may be required if the dispute is not resolved in the first one.
- The session concludes one of two waysEither the parties reach an agreement (a Settlement Agreement), or they do not (a Claim Referral Certificate), covered in full below.
A session can also move from online to in person if the mediator decides it is needed to resolve the dispute; the mediator makes that arrangement, and parties are encouraged to keep participating actively and with an open mind rather than treat a change of format as a reason to disengage.
Can a session be postponed?
Generally, no. Mediation sessions cannot be postponed after being scheduled by the mediator, and a change of date is allowed only in exceptional circumstances. If you genuinely need one, you have to inform the mediator at least 3 working days before the mediation and provide documents to support the request, such as a travel itinerary or a medical certificate. Any request is subject to approval, and you are expected to attend the originally scheduled session unless the mediator tells you otherwise.
What happens if you don't show up
Attendance is not optional, and the consequence depends on which side skips it.
| Who was absent | What happens |
|---|---|
| Claimant (filed the claim) | Case is discontinued |
| Respondent (responding party) | Referred to ECT; costs order possible |
That second row is the flip side of one thing worth stating plainly: mediation at TADM is compulsory before a claim can be filed with the Employment Claims Tribunals, and referring a dispute to the ECT prolongs the process rather than shortcutting it. If you are the one responding to a claim, disagreeing with it is not a reason to skip the session, it is a reason to turn up and make your case.
How the session ends: settlement or a Claim Referral Certificate
Every mediation session ends in one of two outcomes, and each comes with its own deadline and fee. Reach an agreement and TADM issues a Settlement Agreement (SA), which becomes a legally binding order once you register it. Fail to agree and the mediator can issue a Claim Referral Certificate (CRC), which lets you file the unresolved claim with the Employment Claims Tribunals (ECT) for a determination.
| Outcome | What it means | Deadline | Fee |
|---|---|---|---|
| SA | Agreement reached | Within 4 weeks of signing | $10 |
| CRC | No agreement reached | Within 4 weeks of issue | $30 or $60 |
Both routes are handled online through the State Courts' Community Justice and Tribunal System (CJTS), the same portal the ECT itself runs on. The CRC filing fee is $30 for claims of $10,000 or less, and $60 above that.
After the session: registering and enforcing the outcome
Getting a Settlement Agreement or a Claim Referral Certificate is not the end of the paperwork. Whichever outcome you have, whether it is an SA or an eventual ECT order, the other party is required to pay the indicated sum by the payment due date. If they do not, you can apply to the State Courts to enforce it. For an ECT order specifically, that means filing a single enforcement application, covering one or more methods of enforcement, by filing a summons without notice supported by an affidavit.
There is also a lever specific to employers. MOM may take enforcement action and suspend work pass privileges against an employer that fails to make timely payment under an SA or ECT order, or that breaches labour laws more generally. For less severe breaches, MOM's response is an advisory letter or a requirement to attend a corrective clinic on the Employment Act, sometimes followed by a check at the employer's premises.
When to get a lawyer
You cannot bring a lawyer into the mediation session itself, so the useful moment for legal advice is before it and, if it does not settle, after it. Consider talking to someone if:
- You are not sure your documents actually support the claim you want to make at the session.
- The other side is disputing facts you think are straightforward, and you want a read on how strong your case really is.
- Mediation did not resolve it and you now hold a Claim Referral Certificate, which starts the clock on an Employment Claims Tribunals claim.
- The other party is not paying under a signed Settlement Agreement or an ECT order and you are weighing whether to enforce it.
A lawyer cannot sit beside you at the session, but they can help you prepare for it and decide what to do once it is over. If you want to talk it through, an employment lawyer in Singapore can review your situation.
Case review
Senior role or high-value dispute ahead of mediation? Get matched with a law firm
Tell us what happened. You can choose below whether we pass your details to our independent legal partner, who can review your situation and be in touch.
Frequently asked questions
Do I have to attend a TADM mediation session even if I disagree with the claim?
Yes. TADM mediation is compulsory before a claim can be filed with the Employment Claims Tribunals. If you are the party responding to a claim and you do not attend the mediation session, the claimant can ask for the dispute to be referred to the ECT for a decision, and the ECT may order you to pay costs to the claimant for failing to attend.
Can I bring a lawyer to a TADM mediation session?
No. Lawyers are not allowed to represent any party in TADM mediation. An employer sends an authorised representative instead, who has to be an office holder such as a director, partner, or sole proprietor, or a full-time employee acting under a signed Letter of Authorisation. An employee generally has to attend in person; a third party can only stand in if the employee is completely illiterate or has an infirmity of mind or body, and even then TADM asks for supporting documents.
How long does a TADM mediation session take, and could I need more than one?
A session, whether online or in person, can run up to 3 hours. TADM says more than one session may be required, and the whole mediation process takes about 8 weeks to conclude.
What happens if I settle at TADM mediation?
You get a Settlement Agreement. Once all parties have signed it, you have 4 weeks to register it with the Employment Claims Tribunals through the State Courts' Community Justice and Tribunal System, for a $10 fee. Once you register it, it becomes a legally binding order, and if the other party does not pay what it says, you can apply to enforce it.
What happens if we don't reach an agreement at TADM mediation?
You can ask the mediator for a Claim Referral Certificate. That lets you file the unresolved claim with the Employment Claims Tribunals for a determination. You then have 4 weeks to file at the ECT through the Community Justice and Tribunal System, for a $30 fee on claims of $10,000 or less, or $60 above that.
Can a mediation session be postponed once it is scheduled?
Generally no. TADM says mediation sessions cannot be postponed after the mediator schedules them, and a change of date is allowed only in exceptional circumstances. To ask for one, you tell the mediator at least 3 working days before the session and provide supporting documents, such as a travel itinerary or a medical certificate.
Last updated Reviewed for accuracy by a qualified employment lawyer How we check this
↑ Back to topWork 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.