💼 Employment RightsWrongful Termination in Singapore — What Employees Need to Know
Understand your rights against wrongful termination in Singapore. Learn what the law says, what steps to take, and where to get help.
Last verified: April 2026
Losing your job unexpectedly can be stressful and confusing, especially if you believe you were dismissed unfairly or unlawfully. In Singapore, the Employment Act and the Tripartite Guidelines on Fair Employment Practices provide important protections against wrongful dismissal. Knowing your rights can help you decide whether to take action and how to do so effectively.
⚖️ Your Key Rights
- ✓You have the right to receive proper notice of termination, or payment in lieu of notice, as specified in your employment contract or the Employment Act.
- ✓If you are a 'workman' earning up to S$4,500 per month, or a non-workman employee earning up to S$2,600 per month, you are covered by the Employment Act and have the right to file a wrongful dismissal claim with the Ministry of Manpower (MOM).
- ✓You have the right not to be dismissed on discriminatory grounds, including race, religion, gender, age, nationality, marital status, or disability, in line with the Tripartite Guidelines on Fair Employment Practices.
- ✓You have the right to written reasons for your dismissal if you request them from your employer within one month of being dismissed.
- ✓If you are dismissed while on sick leave, maternity leave, or for whistleblowing, your dismissal may be considered wrongful under Singapore law.
- ✓You have the right to file a wrongful dismissal claim within one month of your last day of employment, or within one month of the completion of any internal grievance process your employer requires.
- ✓If your wrongful dismissal claim is upheld, you may be entitled to reinstatement to your former position or compensation in place of reinstatement, as determined by the Employment Claims Tribunals (ECT).
📋 Common Situations Explained
Dismissed Without Proper Notice
Your employment contract or the Employment Act specifies the minimum notice period your employer must give before ending your employment. If your employer terminates you without giving proper notice and without paying you in lieu of that notice, this can constitute a wrongful dismissal. You are entitled to claim the salary equivalent to the notice period you were denied.
Fired for Discriminatory Reasons
If you are dismissed because of your race, religion, gender, age, pregnancy, or disability, this is considered discriminatory and goes against the Tripartite Guidelines on Fair Employment Practices. While these guidelines are not legislation, MOM takes such complaints seriously and employers found in breach may face consequences including being barred from hiring foreign workers. You should file a complaint with the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP).
Terminated During Medical Leave or Maternity Leave
Dismissing an employee solely because they are on certified sick leave or maternity leave is generally considered wrongful under the Employment Act. If you were terminated while on such leave, especially without a genuine business reason unrelated to your absence, you may have strong grounds for a wrongful dismissal claim.
Dismissed After Raising a Workplace Complaint or Whistleblowing
If you were dismissed shortly after reporting workplace misconduct, raising a safety concern, or filing a complaint against your employer, this may be retaliatory dismissal. Singapore law does not look favourably on dismissals that appear to punish employees for exercising their legal rights, and such cases may be treated as wrongful termination.
Forced Resignation or Constructive Dismissal
If your employer made your working conditions so intolerable — for example, by drastically cutting your pay, demoting you without reason, or creating a hostile environment — that you felt you had no choice but to resign, this may be treated as constructive dismissal. In such cases, the law may treat your resignation as equivalent to a dismissal, and you may be able to file a claim.
🚀 What To Do
- 1Document everything: Keep copies of your employment contract, any termination letter, payslips, written communications with your employer, and records of any incidents that led to your dismissal. Strong documentation is critical to supporting your claim.
- 2Request written reasons for your dismissal from your employer within one month of your last day of work. Having this in writing can strengthen your case if you proceed with a formal claim.
- 3Check your eligibility: Confirm whether you fall under the Employment Act's coverage (workmen earning up to S$4,500/month or non-workmen earning up to S$2,600/month), as this affects where and how you file your claim.
- 4File a wrongful dismissal claim through the Ministry of Manpower (MOM) website within one month of your last day of employment. If your employer has an internal grievance procedure that you must exhaust first, you have one month from the conclusion of that process.
- 5If your dismissal involved discrimination, simultaneously file a report with the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), which handles workplace discrimination complaints.
- 6If MOM's mediation does not resolve the matter, your case may be referred to the Employment Claims Tribunals (ECT), where a tribunal magistrate will hear your claim and make a binding decision.
👨⚖️ When to Get a Lawyer
You should consider consulting an employment lawyer if your salary exceeds the Employment Act salary thresholds, if your case involves complex contract disputes, or if you are seeking significant compensation. A lawyer can also help if you are unsure whether your situation qualifies as wrongful dismissal or if you need guidance navigating the Employment Claims Tribunals.
🔗 Official Resources
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