Facing sudden dismissal or an unfair termination of employment can disrupt your career, livelihood, and professional reputation. Employment disputes in Singapore involve a complex interplay between individual employment contracts, Employment Act, statutory guidelines, and dispute resolution frameworks. Obtaining legal advice early can help you understand your rights and determine the best course of action.
At Eugene Thuraisingam LLP, our lawyers provide robust legal representation for both employees and employers navigating high-stakes employment disputes. From evaluating contractual obligations and statutory rights to representing clients in negotiations, mediation, and court proceedings, we develop clear, pragmatic strategies tailored to your objectives. Whether you believe your dismissal was unlawful or your organization requires advice on managing sensitive separations, we are committed to protecting your interests.
We conduct rigorous assessments of employment contracts, termination notices, and company handbooks to determine whether a dismissal breaches contract terms or statutory protections under Singapore law. We evaluate whether termination was executed with due notice, for valid cause, or in violation of statutory guidelines issued by the Ministry of Manpower (MOM) and the Tripartite Partners.
Constructive dismissal occurs when an employee is forced to resign due to an employer’s fundamental breach of contract or an untenable working environment. We assist employees who have experienced severe unilateral contract changes, demotions without cause, or targeted pressure to resign, ensuring their claims are properly framed and backed by persuasive evidence.
Termination based on unlawful discrimination: such as age, gender, race, religion, nationality, pregnancy, or disability, violates Singapore’s Tripartite Guidelines on Fair Employment Practices (TGFEP). We represent clients in claims involving discriminatory practices, as well as cases where termination occurred in retaliation for whistleblowing, reporting safety violations, or asserting statutory workplace rights.
Most statutory wrongful dismissal claims must undergo mandatory mediation at the Tripartite Alliance for Dispute Management (TADM) before escalating to the Employment Claims Tribunal (ECT). We prepare clients for mediation, assist in drafting clear dispute summaries, negotiate settlements, and advise on formal representation or strategy throughout the tribunal process.
Not every employment dispute requires litigation. We regularly advise clients on negotiated exits, settlement agreements, severance packages, confidentiality provisions, and post-employment obligations. Our focus is on achieving commercially sensible outcomes while safeguarding our clients’ legal positions.
Ready to discuss your legal matter? Make an Appointment with our team for a confidential consultation and find out how we can assist you.
Employers in Singapore frequently need to conduct internal investigations into employee misconduct before deciding whether disciplinary action or dismissal is appropriate. Whether the allegation concerns.
Strategic Representation in Breach of Contract Disputes Breach of Contract Lawyers Singapore Contractual disputes can disrupt business operations, damage commercial relationships, and result in significant.
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.
