Unfair dismissal in Singapore
In Singapore the law does not use the phrase "unfair dismissal". The legal term is wrongful dismissal, which the Ministry of Manpower (MOM) defines as being dismissed "without just or sufficient cause". So if you were let go and it feels unfair, the claim you are looking for is a wrongful dismissal claim. You file it at the Tripartite Alliance for Dispute Management (TADM) within one month of your last day, and this guide walks through what counts and how the claim works, using the rules from MOM and the Tripartite Guidelines on Wrongful Dismissal.
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Your rights if you were dismissed
Most people who search for "unfair dismissal" want to know one thing: was my employer allowed to do that, and can I challenge it? The starting point is the Employment Act, which covers employees in Singapore, and the Tripartite Guidelines on Wrongful Dismissal, issued jointly by MOM, the NTUC, and the Singapore National Employers Federation. Together they set out when a dismissal crosses the line from lawful to wrongful.
The Tripartite Guidelines define a dismissal broadly. It is "a termination of a contract of service between an employer and an employee at the initiative of the employer, with or without notice, including salary-in-lieu of notice", and they add that it "also includes involuntary resignation". So being pushed out or forced to resign can still count as a dismissal you can challenge.
Both you and your employer have a right to end the contract, so a dismissal is not automatically wrongful. The line MOM draws is cause: the Guidelines state that "in accordance with the Employment Act, dismissing an employee without just or sufficient cause is wrongful". That single idea, cause, is what the rest of this page unpacks. For a deeper look at the specific grounds and what each one means, read wrongful termination in Singapore alongside this guide.
What counts as unfair (wrongful) dismissal
Whether a dismissal is wrongful turns first on one question: were you dismissed with notice, or without it? The Tripartite Guidelines treat the two very differently.
Dismissal without notice: misconduct only
If your employer dismissed you on the spot, without notice or pay in lieu, the bar is high. The Tripartite Guidelines are blunt: "Misconduct is the only legitimate reason for dismissal without notice." Even then, the employer "may, after due inquiry, dismiss an employee without notice for misconduct". Misconduct here "includes but is not limited to theft, dishonest or disorderly conduct at work, insubordination, and bringing the organisation into disrepute". If there was no real misconduct, or no proper inquiry where you got a chance to be heard, a no-notice dismissal is likely wrongful. MOM also notes the burden falls on the employer: for a dismissal without notice, the employer must prove it was not wrongful.
Dismissal with notice: presumed fair, until a wrongful reason shows
Where you were given proper notice or salary in lieu, the Guidelines say the dismissal is "presumed not to be wrongful", because ending the contract with notice is something both sides may do. Redundancy and substantiated poor performance are given as legitimate reasons for dismissal with notice. To challenge a with-notice dismissal, you have to substantiate a wrongful reason behind it. MOM and the Guidelines recognise these wrongful grounds:
| Generally a fair reason | A wrongful reason |
|---|---|
| Misconduct, after a due inquiry (the only ground for dismissal without notice) | Discrimination based on age, race, gender, religion, marital status and family responsibilities, or disability |
| Poor performance the employer can substantiate (dismissal with notice) | Dismissal to deprive you of benefits or entitlements you would otherwise have earned |
| Redundancy, where the role genuinely no longer exists (dismissal with notice) | Dismissal to punish you for exercising an employment right, such as filing a TADM mediation request |
| A genuine, true reason given with notice | A reason given for the dismissal that is proven to be false |
One example from the Guidelines makes the point. A worker who declined to work overtime so he could care for his child, then was dismissed for it, was found to be wrongfully dismissed, because the dismissal punished him for exercising a statutory right. For the full set of grounds and the remedies that follow, see wrongful termination in Singapore.
How to make a claim
A wrongful dismissal claim runs through TADM first, then the Employment Claims Tribunals (ECT) if it is not resolved. The deadline is short and it is the thing people most often miss.
- Gather your documentsTADM asks for your employment contract, salary and payment records, CPF statements, and any correspondence with your employer such as emails or WhatsApp messages.
- File your claim at TADM within 1 monthLodge a mediation request at TADM within one month of your last day (two months from delivery for a maternity dismissal). MOM and TADM both state this limit.
- Attend compulsory mediationThe Singapore Courts and MOM state that mediation at TADM is compulsory before the case can go to the tribunal. Many claims settle here.
- Get a claim referral certificate if unresolvedIf mediation does not resolve it, a TADM mediator issues a claim referral certificate, which lets you file at the Employment Claims Tribunals.
- Have the ECT decideThe tribunal hears the claim and can order reinstatement with back pay, or compensation. It handles claims up to $20,000, or $30,000 through union-assisted mediation.
On remedies, MOM states that if the ECT finds the dismissal wrongful, the employer may be ordered to "reinstate you to your former job and pay you for any income loss due to the wrongful dismissal", or to "pay you a sum of money as compensation". On the caps, TADM states a non-union member "can only claim up to $20,000 per claim", while a union member with the required membership can claim up to $30,000; MOM confirms the same $20,000 and $30,000 limits. The full route, including how mediation works, is set out in the employment dispute process. If unpaid wages are also part of your situation, note that salary claims have their own six-month deadline, covered in salary claims in Singapore.
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When to get a lawyer
You do not need a lawyer to file at TADM, and mediation is designed to be used without one. It is worth getting advice when the picture is contested: your employer says misconduct but there was no proper inquiry, you were dismissed with notice but suspect discrimination or retaliation, or the reason you were given does not match what actually happened. In those cases the burden of proof and the evidence matter, and the one-month deadline leaves little room to hesitate.
Work Rights SG is an independent information site, not a law firm, and this guide is not legal advice. If you would like your situation looked at, our free consultation passes your details to an independent employment law firm, who can tell you whether you have a claim worth bringing and help you prepare before the deadline passes.
Frequently asked questions
Is "unfair dismissal" a legal claim in Singapore?
Not by that name. Singapore law does not use the phrase "unfair dismissal"; the legal term is wrongful dismissal, which MOM defines as being dismissed "without just or sufficient cause". So if you search for unfair dismissal, the claim you are actually looking for is a wrongful dismissal claim, filed at the Tripartite Alliance for Dispute Management (TADM).
How long do I have to make a claim?
MOM states you must file a wrongful dismissal claim at TADM within one month of your last day of employment. TADM confirms the same one-month limit, with a longer window of two months from your date of delivery for a maternity-related dismissal. Miss the deadline and you can lose the right to bring the claim, so it is worth acting quickly.
Can I be dismissed with notice for no reason?
The Tripartite Guidelines on Wrongful Dismissal say a dismissal with notice is presumed not to be wrongful, because both sides have a right to end the contract with notice. But that dismissal becomes wrongful if the real reason is discrimination, depriving you of a benefit, punishing you for exercising an employment right, or a stated reason later shown to be false. In those cases you would need to substantiate the wrongful reason to succeed.
What can I get if my dismissal was wrongful?
MOM states that if the Employment Claims Tribunals finds the dismissal wrongful, the employer may be ordered to reinstate you to your former job and pay for income lost because of the dismissal, or to pay you a sum of money as compensation. The tribunal can hear claims up to $20,000, or up to $30,000 if you went through union-assisted mediation, as TADM and MOM set out.
Do I have to go to mediation before the tribunal?
Yes. Mediation at TADM is compulsory before a wrongful dismissal claim can be filed at the Employment Claims Tribunals, according to the Singapore Courts and MOM. Only if mediation does not resolve the dispute does a TADM mediator issue a claim referral certificate that lets the case proceed to the tribunal.
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.