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Bitrix24 Singapore · Employment Act s.14 · Employment Claims Act s.3: one month
Dismissed in Singapore and think it was wrongful? — letter ready, one-month TADM deadline counted
Short answer. Your letter to the employer is open below, with a table for the facts you will also need at TADM. Who can claim: Non-managers and non-executives: no minimum service. Managers and executives dismissed with notice or salary in lieu: at least 6 months' service (Employment Act 1968, s.14(2), (2A); MOM).
- Last day to submit a wrongful dismissal claim to TADM (one month): type the date
- Other claims after you leave (e.g. unpaid salary): last day to submit to TADM if you enter your last day of employment (6 months): type the date
Check your own case.
Employment Claims Act 2016 s.3(2)(d): for a wrongful dismissal dispute under s.14(2) of the Employment Act, the mediation request must be submitted not later than one month after the date of the dismissal. MOM tells employees to file within one month from the last day of employment; counting from the earlier date keeps you safe. Pregnancy and maternity cases under s.84(2): within 2 months after the date of confinement (s.3(2)(e)). Other disputes after employment ends: not later than 6 months after the last day (s.3(2)(f)).
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Lida, Layers template assistant
Enter the date you were dismissed, and I will show you the last day to submit your claim to TADM.
Fill in the timeline with dates and proof. It is what the mediator will ask for first.
An illustrated character, not a lawyer.
Deadlines
The rules, with the source
| What | Deadline | Source |
|---|---|---|
| Who can claim | Non-managers and non-executives: no minimum service. Managers and executives dismissed with notice or salary in lieu: at least 6 months' service | Employment Act 1968, s.14(2), (2A); MOM |
| Remedies | Reinstatement (with lost wages) or compensation | Employment Act 1968, s.14(2), (3) |
| Time limit | Not later than one month after the date of the dismissal | Employment Claims Act 2016, s.3(2)(d) |
| Pregnancy / maternity dismissal | Within 2 months after the date of confinement | Employment Claims Act 2016, s.3(2)(e); Employment Act s.84(2) |
| Misconduct dismissal | Only after due inquiry | Employment Act 1968, s.14(1) |
| Burden of proof | Dismissed without notice: employer must show it was not wrongful. With notice or salary in lieu: employee must show it was wrongful | MOM — File a wrongful dismissal claim |
| Final salary on dismissal | On the day of dismissal or within 3 days after (not counting rest days and holidays) | Employment Act 1968, s.22 |
Mediation at TADM comes first; a claim can be lodged with the Employment Claims Tribunals only after it (Employment Claims Act s.3(1)).
Step by step
What to do, in order
1
Write down the dates
When you were told, your last day, and when you were paid.
2
Build the timeline
Three to six key events, each with a document or message.
3
Send the letter
By e-mail to HR. It asks for reasons and gives the employer a chance to fix it.
4
File at TADM in time
Within one month — even if the employer has not replied.
5
Prepare for mediation
Bring the letter, the timeline and your payslips.
Questions
Does sending this letter stop the one-month clock?
No. Only submitting your claim to TADM in time protects it. Send the letter and file at TADM.
I was paid salary in lieu of notice. Can I still claim?
Yes, if you meet the conditions, but you must show the dismissal was wrongful. Managers and executives need at least 6 months' service.
What if I was dismissed while pregnant?
There is a separate route under the Employment Act with a longer limit: within 2 months after the date of confinement.
Official sources
Other documents
Keep the papers in one place
Letters, receipts and notices in one folder you can share with family or a lawyer. The templates and the editor are free; Layers is free for up to 20 people.
This is a ready document and a deadline calculation, not legal advice.