If your employer has not paid your salary, has made deductions you do not understand, or you believe you were dismissed unfairly, Singapore gives you a clear, low-cost route to seek a resolution. It runs through mediation first and, if that does not settle things, to the Employment Claims Tribunal (ECT), part of the State Courts. The system is designed to be affordable and to work without a lawyer, which makes it approachable even if this is your first brush with the process.
This guide explains what the ECT covers, the mandatory mediation step, how to file, and what newcomers often get wrong. It is general information, not legal advice. For a large, contested or complicated claim, consider getting professional help.
What the Employment Claims Tribunal Covers
The ECT hears certain employment disputes between employees and employers, most commonly about money owed and about dismissal. Broadly, the kinds of matters that fit here include:
- Salary-related claims, such as unpaid salary, unauthorised deductions, unpaid overtime where applicable, or other statutory payments.
- Wrongful dismissal claims, where you believe your employment was ended without a just cause or in breach of your rights.
There are limits on what the tribunal can hear, including a cap on the claim amount and time limits for bringing a claim, and these can change. Confirm the current claim limit, deadlines and coverage on the Tripartite Alliance for Dispute Management (TADM) and the State Courts websites before you proceed, because filing late or above the cap can affect your options.
The ECT is deliberately a self-representation forum: parties generally appear on their own behalf rather than through lawyers. That keeps costs down, but it also means preparing your own documents well.
Start With Mediation at TADM
You cannot go straight to the tribunal. Most employment claims must first be lodged with TADM, the Tripartite Alliance for Dispute Management, which arranges mediation between you and your employer. Mediation is a guided conversation aimed at reaching a settlement both sides accept, and many disputes are resolved at this stage without ever reaching the tribunal.
Here is the general flow. Steps and fees can change, so follow the current guidance on the TADM website.
- Lodge your claim with TADM, usually online, setting out what you are owed or what happened and providing supporting details.
- Attend mediation. A neutral mediator helps both sides try to reach agreement. Come prepared with your evidence and a clear idea of what you are seeking.
- If you settle, the agreement can be recorded so it is enforceable, which protects you if the other side does not honour it.
- If mediation does not resolve it, TADM issues a document (a claim referral certificate) that allows you to file at the ECT.
- File at the Employment Claims Tribunal within the applicable time window, pay the filing fee, and prepare for the tribunal hearing.
Because mediation is where most matters end, treat it seriously. Being organised, factual and willing to consider a reasonable settlement often gets a faster, less stressful outcome than a hearing.
What to Prepare and What to Weigh
Good preparation makes the biggest difference. Before you lodge anything, gather:
- Your employment contract or letter of appointment, and any staff handbook terms.
- Payslips and bank records showing what you were paid and when.
- Messages and emails relevant to the dispute, such as instructions, warnings, or the dismissal itself.
- A clear timeline of events and a simple calculation of what you say you are owed.
Weigh the practical side too. Consider how strong your documentary evidence is, whether the amount falls within the tribunal’s limit, and whether a negotiated settlement at mediation might serve you better than a contested hearing. Keep to the deadlines, since employment claims have time limits that can bar a late claim.
Here is how the two stages compare.
| Feature | TADM mediation | Employment Claims Tribunal |
|---|---|---|
| Purpose | Help both sides reach a settlement | Decide the claim and issue an order |
| Who runs it | A neutral mediator | A tribunal magistrate |
| Lawyers | Not the norm; parties attend themselves | Generally self-represented |
| Outcome | A voluntary, recordable settlement | A binding decision |
| Comes first? | Yes, the required first step | Only if mediation does not resolve it |
Mistakes Newcomers Often Make
Employees new to Singapore, including many from mainland China, sometimes stumble on the same points:
- Waiting too long. There are time limits, and delay can cost you the right to claim. Act promptly.
- Skipping mediation. You generally must go through TADM first; you cannot file at the ECT out of the blue.
- Poor records. Verbal promises are hard to prove. Keep contracts, payslips and written messages.
- Misjudging the claim type or amount. A salary claim and a wrongful dismissal claim have different rules, and the tribunal has a monetary cap.
- Assuming you need a lawyer to be heard. The forum is built for self-representation, though advice can still help in a difficult case.
If your dispute is large, involves complex contractual terms, or overlaps with other legal issues, getting advice is wise. Our guide to getting legal help and legal aid in Singapore explains where to find affordable help.
How to Get Help and Next Steps
Start with the official sources. TADM’s website walks through lodging a claim and what mediation involves, and the State Courts website explains the ECT hearing. If English is not your first language, ask about the support and interpretation options available.
Sorting out money problems at work can feel intimidating, especially when you depend on the income, but the system is meant to be accessible. Lodge early, prepare your evidence, take mediation seriously, and escalate to the tribunal only if you must.
Explore more: getting legal help and legal aid in Singapore, disputing a credit card charge in Singapore, and your rights under the Lemon Law in Singapore.
Official sources: Singapore Courts · Ministry of Manpower (MOM)