Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Or refine your search by selecting a city:
Wrongful termination in Singapore refers to situations where an employee's dismissal is deemed illegal or unjust under the country's employment laws. This may occur when an employer terminates an employee in violation of terms stipulated in the employment contract, applicable labor laws, or based on discriminatory practices. Employment relationships in Singapore are governed by both contractual terms and statutory provisions under the Employment Act, with additional protections provided under common law for non-statutory matters. Understanding the specifics of wrongful termination can help individuals recognize when their termination may have been unlawful.
Legal assistance is critical in several situations involving wrongful termination. Firstly, if there is ambiguity around the legality of your dismissal, a lawyer can assist you in determining if your rights have been violated. Additionally, complex cases involving allegations of discrimination (based on age, race, gender, etc.), retaliation, or breaches of contract are better navigated with professional legal help. A lawyer can also represent you in negotiations or litigation, ensuring you receive adequate compensation or reinstatement if warranted. Having legal representation can be invaluable during employment disputes with significant financial or career implications.
In Singapore, the Employment Act is the primary legislation that governs employment relationships, though it mainly covers non-managerial and non-executive employees earning a certain income level. Key aspects relevant to wrongful termination include stipulations on notice periods, termination without notice provisions, and statutory benefits entitlement. While not covering every worker, the Act provides a framework for fair dismissal practices. Moreover, the Tripartite Alliance for Fair and Progressive Employment Practices promotes non-discriminatory practices. It's important to note that wrongful termination claims outside the scope of the Employment Act may require civil action based on contract law.
Wrongful termination occurs when an employer dismisses an employee in violation of their employment contract or statutory rights, such as terminating without proper notice or based on unlawful discrimination.
The Employment Act primarily covers employees who earn under a specific monthly income threshold, excluding managerial and executive positions, domestic workers, and certain other categories.
Yes, under certain conditions. If an employee believes they have been wrongfully dismissed, they can file a case with the Ministry of Manpower or seek advice from a legal professional if the dismissal falls outside statutory regulations.
You may be entitled to remedies such as reinstatement, compensation for lost wages, or other damages as deemed appropriate by law. The specific remedies depend on the nature of the wrongful termination and applicable laws.
Notice periods vary based on the employment contract and length of service. The Employment Act provides minimum notice periods, which range from one day to four weeks, depending on how long the employee has worked with the employer.
Severance pay is not mandated under the Employment Act unless it is stipulated in the employment contract or a collective agreement. It may, however, be part of settlements in wrongful termination matters.
Proving wrongful termination often involves documentation such as the employment contract, termination letters, company policies, and any evidence of discriminatory practices or contractual breaches.
Claims are more complex if you resign. However, if resignation resulted from coercion or constructive dismissal, where work conditions were intolerably altered, you may have grounds for a claim.
Constructive dismissal occurs when an employer significantly changes the terms of employment without consent, forcing the employee to resign. This may be grounds for a wrongful termination claim.
Claims can initially be filed with the Tripartite Alliance for Dispute Management or through the Employment Claims Tribunals. Legal advice is recommended for proceedings.
Several resources can be helpful for those dealing with wrongful termination issues in Singapore:
If you believe you have been wrongfully terminated, consider taking the following steps:
Lawzana helps you find the best lawyers and law firms in Singapore through a curated and pre-screened list of qualified legal professionals. Our platform offers rankings and detailed profiles of attorneys and law firms, allowing you to compare based on practice areas, including Wrongful Termination, experience, and client feedback.
Each profile includes a description of the firm's areas of practice, client reviews, team members and partners, year of establishment, spoken languages, office locations, contact information, social media presence, and any published articles or resources. Most firms on our platform speak English and are experienced in both local and international legal matters.
Get a quote from top-rated law firms in Singapore — quickly, securely, and without unnecessary hassle.
Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
We disclaim all liability for actions taken or not taken based on the content of this page. If you believe any information is incorrect or outdated, please contact us, and we will review and update it where appropriate.
Refine your search by selecting a city.
