An allegation or charge of Outrage of Modesty (commonly referred to as molest) in Singapore carries severe legal, professional, and personal consequences. Beyond potential imprisonment, caning, and a permanent criminal record, an investigation alone can threaten your reputation, employment status, and personal relationships.
What you say during your initial statement (e.g., at CAD, CID, or police division headquarters) can shape the course of your entire case. We advise on your legal rights, help you prepare mentally, and ensure your side of the narrative is accurately documented before formal charges are framed.
Outrage of Modesty allegations frequently hinge on conflicting oral testimonies. We conduct independent factual analyses—reviewing CCTV footage, digital communications, witness statements, and expert toxicological or psychological reports—to uncover inconsistencies or establish lack of intent.
Where appropriate, we draft detailed legal representations to the prosecution requesting a review of the charges. Depending on the evidence and surrounding circumstances, we seek outcomes such as a total discharge, a reduction of charges, or conditional warnings (e.g., Stern Warning) in lieu of prosecution.
If your case proceeds to trial, our litigators provide sharp, rigorous cross-examination in court to challenge the prosecution evidence and establish reasonable doubt.
In cases where an offence is admitted, we craft compelling mitigation pleas. We highlight extenuating circumstances, character references, restitution efforts, and psychiatric or rehabilitative factors to push for sentences focused on rehabilitation, non-custodial options, or reduced jail terms.
Ready to discuss your legal matter? Make an appointment with our team for a confidential consultation and find out how we can assist you.
This article shares a case of a doctor who was acquitted of all the molest charges after the prosecution considered the evidence as well as our representations.
This article shares the Outrage of modesty charge faced by a student from the NUS and the sentencing regime placed emphasis on the principle of rehabilitation.
Wrongful dismissal occurs when an employee is dismissed without just or sufficient cause. This may include dismissal based on discriminatory grounds, dismissal intended to deprive an employee of employment benefits or entitlements, or dismissal intended to punish an employee for exercising an employment right. A dismissal may also be wrongful where an employer gives a reason for the dismissal that is subsequently shown to be false.
If you believe your dismissal was wrongful, you can file a claim with the Tripartite Alliance for Dispute Management (TADM). Generally, a wrongful dismissal claim must be filed within one month from your last day of employment. TADM will assist with mediation, and if the dispute cannot be resolved, the claim may be referred to the Employment Claims Tribunals (ECT). Depending on the circumstances and outcome, remedies may include reinstatement with compensation for income loss or monetary compensation.
