TRW & Co · Employment law
Employment Rights in Singapore: Common Questions Answered
These answers to employment rights in Singapore questions cover the issues employees raise most: overtime, salary deductions, unpaid CPF, notice and probation, dismissal on medical or maternity leave, retrenchment benefits, non-competes, Employment Claims Tribunal limits and work pass cancellation. Each starts with a direct answer, cites MOM rules, and links to a deeper guide.
Key pointDeadlines decide more employment disputes than the merits do. A wrongful dismissal claim must reach TADM within one month of your last day, and a salary claim within six months of leaving, so file first and negotiate in parallel.
At a glance
One-month dismissal deadline
Wrongful dismissal claims must be filed with TADM within one month of the last day of employment, even if an internal appeal is still running.
ECT limit S$20,000
The Employment Claims Tribunals hear claims up to S$20,000, or S$30,000 with union-assisted or Tripartite Mediation Framework mediation; any excess must be waived.
Overtime salary thresholds
Part 4 overtime covers non-workmen earning up to S$2,600 and workmen up to S$4,500 basic monthly salary, at least 1.5 times the hourly rate.
Retrenchment after two years
Employees with at least two years' service are eligible; the norm is two weeks' to one month's salary per year of service, with no CPF.
Maternity leave dismissal
It is an offence to dismiss an employee on maternity leave, and pregnant employees with three months' service are protected from dismissal without sufficient cause.
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Employment rights in Singapore questions: the short answer
This hub answers the employment rights in Singapore questions that employees ask most often, from overtime and salary deductions to dismissal, retrenchment, non-competes and work passes. Each answer starts with the direct answer and then points to a deeper guide.
Most of the rules come from the Employment Act 1968, the Employment Claims Act 2016, the Child Development Co-Savings Act, the CPF Act and MOM's tripartite guidelines. Disputes usually start with mediation at the Tripartite Alliance for Dispute Management (TADM), then go to the Employment Claims Tribunals (ECT). Two cautions run through all of these answers. Your contract can give you more than the statutory minimum, and deadlines are short. Answers reflect the position as of November 2026.
| Issue | Rule | Where to go |
|---|---|---|
| Salary claim, still employed | File within 1 year after the dispute arose | TADM, then ECT |
| Salary claim, employment ended | File within 6 months of last day of work | TADM, then ECT |
| Wrongful dismissal | File within 1 month of last day of employment | TADM, then ECT |
| Pregnant employee denied maternity benefits | File within 2 months of the date of confinement | TADM, then ECT |
| ECT claim limit | S$20,000, or S$30,000 with union-assisted or Tripartite Mediation Framework mediation | ECT; larger claims go to court |
| Appeal against an ECT order | Apply for permission within 7 days; question of law or jurisdiction only | District Court, then General Division of the High Court |
Pay, overtime and deductions
Pay disputes are the largest group of employment rights in Singapore questions, and most can be resolved by checking the contract against the Employment Act.
Am I entitled to overtime pay in Singapore?
Only if you are covered by Part 4 of the Employment Act or your contract provides it. MOM's guidance on hours of work and overtime says Part 4 covers non-workmen earning a basic monthly salary of up to S$2,600 and workmen earning up to S$4,500. Managers and executives are excluded. Covered employees get at least 1.5 times the hourly basic rate, capped at the S$2,600 salary level for non-workmen, with up to 72 overtime hours a month. See our guide to working hours.
Can my employer deduct money from my salary without my consent?
Only for deductions the Employment Act authorises. These include absence from work, accommodation you have accepted, recovery of advances, loans or overpayments, and your CPF share. Deductions for damage or loss require an inquiry first and are capped at 25% of one month's salary. Other deductions need your written consent, must benefit you, and that consent can be withdrawn at any time. Total deductions generally cannot exceed 50% of salary in a pay period. MOM's salary deductions page lists the rules, and our guide to salary deductions covers disputes.
What happens if my employer doesn't pay my salary?
Your employer is in breach of the Employment Act and you can file a claim. Salary must generally be paid within seven days after the end of each salary period. Raise it in writing first and keep the reply. If the money still does not arrive, file a salary claim with TADM. MOM can also investigate and prosecute employers that wilfully fail to pay. If the business has shut down or entered liquidation, the route changes. Our guide to unpaid salary when an employer closes explains proofs of debt and wage priority.
Where do I claim unpaid salary?
At TADM first. You file online through TADM's eServices, or through your union if you are a member. Mediation is compulsory. If it settles, the agreement is recorded under the Employment Claims Act. If it fails, TADM issues a claim referral certificate and you file at the ECT. Claims above the ECT cap, or claims you do not wish to cap, go to the civil courts as an ordinary contract claim. Self-employed people cannot use the ECT. Our page on employment disputes in Singapore compares the forums.
CPF and reporting your employer
What happens if I don't get my CPF contributions from my employer?
Report it to the CPF Board, which enforces the debt against the employer. Contributions are due on the last day of each month. The Board can act if they are not paid by the 14th of the following month, charging late payment interest of 1.5% a month and, if necessary, prosecuting. Check your CPF statement regularly, because missing contributions are often noticed late. The CPF Board's guidance warns that arrears may not be recoverable from a company in serious financial difficulty, so report early.
Can I get in trouble for reporting my employer to MOM?
No, not lawfully. Making a genuine report or filing a claim is a protected step. MOM's wrongful dismissal guidance lists dismissal as punishment for exercising an employment right, such as filing a TADM salary claim, as an example of wrongful dismissal. If you are dismissed for complaining, file a wrongful dismissal claim within one month. The Workplace Fairness Act 2025, expected to take effect around the end of 2027, adds statutory protection against retaliation for raising discrimination concerns. See our Workplace Fairness Act guide.
Claims, deadlines and the Employment Claims Tribunals
Procedural employment rights in Singapore questions catch more people out than substantive ones. These are the three that matter most.
How long do I have to file a salary claim after leaving my job?
Six months from your last day of work. MOM's dispute guidance says salary-related claims must be filed within six months if you are no longer employed, or within one year after the dispute arose if you are still employed. Wrongful dismissal claims have a much shorter one-month limit. If you miss the TADM deadline, a civil court claim may still be possible within the general limitation period for contract claims. It is slower and more expensive, so file at TADM in time if you can.
What is the maximum amount I can claim at the Employment Claims Tribunal?
S$20,000, or S$30,000 if your claim went through the Tripartite Mediation Framework or union-assisted mediation. Anything above the cap must be waived to proceed at the ECT, so do the arithmetic before filing. If you are owed much more, a court claim may be better. Once the Workplace Fairness Act framework commences, discrimination claims are expected to be heard at the ECT up to S$250,000. Our page on employment disputes explains how to choose the forum.
Can I appeal if I lose my case at the Employment Claims Tribunal?
Yes, but only on a question of law or on the ground that the claim was outside the tribunal's jurisdiction. You cannot appeal simply because you disagree with the facts found. Under the State Courts' appeal procedure, you must first apply to the District Court for permission within seven days of the order. If permission is granted, the appeal goes to the General Division of the High Court. If an order was made because you missed a hearing, apply to set it aside instead.
How to file a claim, step by step
- Gather documents. Contract, payslips, bank statements, CPF statements, leave records, termination letter and relevant messages.
- Calculate the claim. List each item separately, such as salary, overtime, notice pay and leave pay, and check whether the total exceeds the ECT cap.
- Check the deadline. One month for wrongful dismissal, six months for salary claims after leaving.
- File with TADM. Use TADM eServices or ask your union to file. Attend mediation prepared to explain each figure.
- Proceed to the ECT if needed. File within the time stated after you receive the claim referral certificate.
- Enforce the outcome. If the employer does not pay a settlement or order, use the enforcement process available through the State Courts.
On employment rights in Singapore questions involving money, the safest order is: file at TADM within the deadline, then negotiate. Filing does not stop a settlement, and TADM mediation often produces one. Waiting for the employer to "sort it out" is the most common way employees lose a claim that was otherwise strong.
Mistake: waiting for an internal appeal before filing
Many employees wait for the employer's internal appeal or grievance process to finish before going to TADM. That is understandable, but the one-month limit for wrongful dismissal runs from your last day of employment, not from the end of the internal process. You can pursue both at once. If the internal appeal succeeds, you can withdraw the claim. If you wait, you may find the TADM route has closed and the only option left is a more expensive court action on narrower grounds.
Mistake: filing one lump-sum figure
Tribunals need to see what each amount is and why it is owed. A single figure covering salary, bonus, leave and compensation is hard to assess and invites challenge. Break the claim into items, identify whether each is a statutory or contractual entitlement, and attach the supporting document. Discretionary bonuses are often disputed, so separate them from fixed salary. A well-structured claim is also easier to settle at mediation, because the employer can see exactly where the disagreement lies.
Mistake: assuming managers cannot use TADM
Managers and executives are excluded from some Employment Act protections, such as Part 4 overtime, but most can still bring salary claims and wrongful dismissal claims through TADM and the ECT. The main limit for managers and executives is that, where they were dismissed with notice or salary in lieu, they need at least six months' service to bring a wrongful dismissal claim. Senior staff with large contractual claims should still consider whether the ECT cap makes court proceedings more suitable.
Dismissal, medical leave and maternity
Dismissal-related employment rights in Singapore questions usually turn on two things: the real reason for the decision and how quickly the employee files.
Can I be fired for taking medical leave in Singapore?
Generally, no. MOM's sick leave guidance says an employer should not dismiss you simply for taking sick leave. There are exceptions. An employer may end employment, with proper notice or pay in lieu, if your illness makes you unfit for the job or if excessive absences seriously affect the business. If you believe you were dismissed because you took medical leave, file a wrongful dismissal claim with TADM within one month. See our guide to leave entitlements.
Can I be dismissed while on maternity leave?
No. MOM states that it is an offence for an employer to dismiss an employee while she is on maternity leave. During pregnancy, an employer also cannot dismiss you without sufficient cause or retrench you, provided you had at least three months' service and were certified pregnant before receiving the notice. If it does, it must pay the maternity benefits you would have received. MOM's page on maternity protections explains the rules. Claims must be filed within two months of the date of confinement.
What counts as wrongful dismissal in Singapore?
A dismissal without just cause or excuse. MOM's examples are dismissal on discriminatory grounds such as age, race, gender, religion, marital status, family responsibilities or disability. They also include dismissal to deprive you of benefits such as maternity benefits, and dismissal as punishment for exercising employment rights. If you were dismissed without notice, the employer must show the dismissal was not wrongful. If notice was given, you must show it was. The ECT can order reinstatement or compensation. Our guide to wrongful dismissal explains the test, and our note on constructive dismissal covers forced resignations.
Can I be fired after a performance improvement plan?
Yes, if the plan is genuine and fairly run. A performance improvement plan (PIP) is evidence that the employer identified real shortcomings, gave you clear targets and a fair chance to improve. If you do not meet those targets, termination with contractual notice is usually lawful. A PIP used as a pretext, with unachievable targets or a decision already made, can support a wrongful dismissal claim. Keep records of your targets, support received and results. Our guide to performance improvement plans covers both sides.
Notice, probation, termination and resignation
How much notice am I entitled to before being terminated in Singapore?
Whatever your contract says, and both sides' notice periods must be the same. If the contract is silent, the Employment Act sets minimum periods: one day for less than 26 weeks' service, one week for 26 weeks to under two years, two weeks for two to under five years, and four weeks for five years or more. Notice must be in writing. Either side can usually pay salary in lieu instead of working the notice. See our guide to termination notices.
What happens if my employer terminates me without notice?
The employer must pay salary in lieu of notice unless it dismissed you for misconduct after a proper inquiry. If you received neither notice nor pay in lieu, you can claim the notice pay at TADM. If you were summarily dismissed for alleged misconduct and dispute it, you can bring a wrongful dismissal claim within one month. In that case the burden is on the employer to show the dismissal was justified. Ask for the reasons in writing.
Can I be terminated while I'm still on probation?
Yes. Probation exists so that either side can end the relationship more easily, usually with the shorter notice period in the contract. If the contract is silent, the Employment Act minimum for service under 26 weeks is one day. Termination during probation can still be wrongful if the real reason is discriminatory or retaliatory. Managers and executives dismissed with notice need six months' service to bring a wrongful dismissal claim. Pregnancy protections apply after three months' service. Our guide to probation clauses explains the details.
What happens if I resign without serving my notice period?
You must pay salary in lieu of the notice you did not serve, unless your employer agrees to waive it. If you leave without notice and without paying, your employer can claim salary in lieu of notice at TADM, and it is one of the few claims employers can bring there. Some employers agree to offset unused annual leave against the notice period, so ask. Walking out may also affect references and any deferred bonus or share awards under your contract.
Can my employer refuse to accept my resignation?
No. Resignation is your decision, and once you give notice under your contract, your employment will end when that notice expires. The employer does not need to agree. It can ask you to serve the full notice, agree to shorten it, place you on garden leave if the contract allows, or pay you in lieu. Delaying a release letter does not keep you employed. Give notice in writing and keep proof of when it was sent.
Retrenchment benefits
Am I entitled to retrenchment benefits if I've worked less than two years?
Not as of right. MOM's guidance is that employees with less than two years' service are not eligible for retrenchment benefit, although employers may make an ex-gratia payment out of goodwill. Many do, especially where the rest of the workforce is receiving a package. You are still entitled to your notice or pay in lieu, unused leave pay and all outstanding salary. Check your contract and any collective agreement, which may give you more than the guidance.
How much retrenchment benefit am I entitled to?
There is no fixed statutory amount. Under MOM's responsible retrenchment guidance, the prevailing norm is two weeks' to one month's salary per year of service, depending on the employer's finances and industry. In unionised companies whose collective agreement fixes the amount, the norm is one month per year. The contract or collective agreement governs where it sets a figure. Retrenchment benefit does not attract CPF. Our guide to retrenchment benefits works through examples.
Non-competes and joining a competitor
Restrictive covenants generate some of the most practical employment rights in Singapore questions, because the answer depends on the wording.
Is a non-compete clause enforceable after I resign from my job?
Only if it is reasonable. Singapore courts start from the position that restraints of trade are unenforceable. A non-compete will be upheld only if it protects a legitimate interest, such as confidential information or customer connections, and is reasonable in duration, geography and scope. Courts may strike out severable words but will not rewrite an over-wide clause. Tripartite guidance on restrictive clauses has been under development, so check MOM's current position. See our page on restrictive covenants.
Can my employer stop me from joining a competitor?
During your notice period or garden leave, usually yes, because you are still employed and owe duties of fidelity. After employment ends, only if a valid restrictive covenant applies. Without one, you are free to work for a competitor, but you must not use or disclose your former employer's confidential information. That duty continues whatever your contract says about competition. Non-solicitation clauses are often easier to enforce than broad non-competes. Our note on non-compete clauses explains the distinctions.
What happens if I breach a non-compete clause?
Your former employer may sue you for an injunction and damages, and sometimes your new employer too. To succeed, it must first show the clause is enforceable. Many disputes start with a lawyer's letter demanding undertakings. Your response matters, so get advice before you reply or start the new role. Some contracts tie deferred bonuses or share awards to compliance, so a breach may also cost you those. Taking documents or client lists creates separate, often more serious, liability.
Work passes after termination
For foreign employees, employment rights in Singapore questions are tied to immigration status, so the timing of cancellation matters as much as the pay owed.
What happens to my Employment Pass if I get terminated?
Your employer must cancel it. MOM's guidance on cancelling an Employment Pass requires cancellation within one week after your last day of notice. Before cancelling, the employer must settle outstanding issues including salary and pay for your repatriation, unless you agree in writing to pay. Once the pass is cancelled you cannot work, and any dependants' passes are cancelled too. A new employer can apply for a fresh pass. See our guide to work pass cancellation.
How long can I stay in Singapore after my work pass is cancelled?
Up to 90 days, if your employer requests a Short-Term Visit Pass when cancelling. MOM says the employer can request it through EP eService if you are still in Singapore, giving a stay of up to 90 days from the application date. You cannot work on it. If no visit pass is issued, you must leave by the date your current status ends. Overstaying is an offence, so confirm your status in writing.
Next steps if your question is not answered here
Many employment rights in Singapore questions turn on the precise wording of a contract, a bonus plan or a termination letter. If you are an employee facing a deadline, file at TADM first and take advice in parallel. If you are an employer, use these answers as a check against your own policies and our employment contracts guidance.
TRW & Co advises employees and employers on contracts, dismissals, restrictive covenants and cross-border staff moves. Where Singapore court or tribunal representation is required, we work alongside Singapore-qualified counsel. To discuss your situation, contact our team.
Frequently asked questions
01Am I covered by the Employment Act?
Most employees under a contract of service in Singapore are covered by the core provisions of the Employment Act, including managers and executives. Public servants, domestic workers and seafarers are excluded and have separate rules. Some parts, such as Part 4 on hours of work and overtime, apply only to employees below specified salary levels. Your contract can give you more than the Act but not less. Our guide to who is covered by the Employment Act explains the categories.
02Is my employer required to give me itemised payslips and key employment terms in writing?
Yes, for employees covered by the Employment Act. Employers must issue itemised payslips, generally with each salary payment, and provide key employment terms in writing, including salary, working hours, leave and notice. These documents are often decisive evidence in a TADM claim. If you do not have them, ask in writing and keep a copy of the request. MOM can take action against employers that fail to comply.
03How many days of annual leave am I entitled to?
Employees covered by the relevant part of the Employment Act with at least three months' service are entitled to paid annual leave starting at seven days in the first year and increasing with service up to 14 days. Many contracts give more. Unused leave is generally paid out when employment ends, subject to your contract. Check the leave clause and your employer's policy, as some carry-forward rules limit what can be accumulated.
04Can my employer change my salary or job terms without my agreement?
Generally not. Salary and core terms are part of your contract, and a unilateral cut is usually a breach. For foreign employees, MOM also requires the employer to obtain written consent and notify MOM before reducing salary. If an employer imposes a significant change, you can object in writing, continue working under protest, or, in serious cases, treat it as a repudiation. Take advice before resigning, because constructive dismissal claims are fact-sensitive.
05Can I bring a lawyer to TADM mediation or the ECT?
No. Lawyers cannot represent parties at TADM mediation or ECT hearings, which are designed to be quick and low-cost. You can still take legal advice beforehand to prepare your claim, compute amounts and anticipate the employer's arguments. Union members can be assisted by their union. If your claim is large or legally complex, a lawyer may recommend filing in court instead, where representation is allowed.
06What should I do if I am being harassed at work?
Report it through your employer's grievance procedure and keep a written record of incidents, dates and witnesses. Employers are expected to have harassment policies and to investigate complaints. Serious harassment may also be an offence or give rise to a claim under the Protection from Harassment Act, including a protection order application. The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) can also advise. Retaliation for a genuine complaint can support a wrongful dismissal claim.
Sources and official materials
- Managing employment disputes at TADM — Time limits, claim caps and the TADM to ECT process
- Employment Act 1968 — Notice, salary, deductions, overtime and leave
- Hours of work, overtime and rest days — Part 4 coverage and overtime rules
- Responsible retrenchment — Retrenchment benefit norms and notification
- Maternity leave protections and obligations — Dismissal protection during pregnancy and maternity leave
- Appeal against an Employment Claims Tribunal order — Permission to appeal, grounds and time limits
- Cancel an Employment Pass — Employer duties and Short-Term Visit Pass after cancellation
General information only, current as at 5 November 2026. It is not legal advice and does not create a lawyer–client relationship. Singapore law and regulatory practice change; check current official sources and take advice on the facts of your matter.
