Option 1 — File for Mediation at TADM (Tripartite Alliance for Dispute Management)

TADM is almost always the compulsory first step. It was jointly set up by the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC), and the Singapore National Employers Federation (SNEF) to help employees and employers resolve salary-related claims and employment disputes through mediation and advisory services.

What It Costs

• Filing fee at TADM: S$10 for claims up to S$10,000; S$20 for claims above S$10,000.
• Wrongful dismissal filing fee: S$40 if your last-drawn monthly basic salary was up to S$10,000; S$60 if above S$10,000.

How It Works — Step by Step

1. Log in to the TADM eServices portal with your SingPass.
2. Fill in your employer details and the amount owed or nature of the wrongful dismissal.
3. Pay the non-refundable filing fee via PayNow or credit card.
4. A TADM mediator schedules a session (virtual or in-person). Sessions typically run 2–3 hours.
5. If both parties agree, a settlement agreement is signed and can be registered as a binding District Court order for just S$10.
6. If mediation fails, TADM issues a Claim Referral Certificate (CRC) so you can proceed to the Employment Claims Tribunals.

Important Rules

• Lawyers are not permitted to attend TADM mediation sessions — the process is intentionally designed to be accessible for individuals without legal representation.
• If your employment has ended, you must submit your claim within 6 months from your last day. If you are still employed, the deadline is 1 year from the date the dispute arose.
• For wrongful dismissal specifically, you must file within 1 month of the date of dismissal.

Option 2 — Employment Claims Tribunals (ECT)

The ECT is the next level up when TADM mediation does not resolve your dispute. It provides employees and employers with a speedy, low-cost forum for salary-related and wrongful dismissal claims.

Claim Limits

• Maximum claim: S$20,000 — or S$30,000 if you went through the Tripartite Mediation Framework or union-assisted mediation.
• ECT filing fees range from roughly S$30 to S$90 depending on claim value and type.

What to Expect

1. File your claim online via the Community Justice and Tribunals System (CJTS) within 4 weeks of receiving your CRC.
2. Both parties attempt eNegotiation or eMediation online first.
3. If unresolved, a Case Management Conference (CMC) is held before a Registrar.
4. If settlement is still not possible, the case goes to a hearing before a Tribunal Magistrate who issues a binding order.

Lawyers are not allowed to represent parties at the ECT. ECT orders are enforceable in the same way as District Court orders, so your employer cannot simply ignore them.

If your claim exceeds S$30,000, you would need to either abandon the excess to stay in the ECT or pursue a civil claim in the courts — which is significantly more expensive. Consulting an employment lawyer at that stage is strongly recommended.

Option 3 — NTUC Workplace Advisory Service (Free for Union Members)

If you hold an NTUC union membership card, you can access workplace advisory services at no charge. Experienced industrial relations practitioners will review your case, advise on your rights, and — where necessary — trigger the Tripartite Mediation Framework on your behalf.

Key Benefits

• No fees for NTUC members (a separate lodgment fee applies only if the case escalates to the ECT).
• NTUC case officers will first attempt to reach an amicable settlement by contacting your employer's management directly.
• If that fails, they assist you with lodging your case for tripartite mediation.

If your company is unionised, your trade union can represent you directly in negotiations with your employer. If your company is non-unionised, NTUC will still help through the Tripartite Mediation Framework — which covers salary arrears, statutory benefits, retrenchment benefits, breach of contract, re-employment issues, and wrongful dismissal claims.

Option 4 — Free Legal Clinics and Pro Bono Services

Before spending any money on a private lawyer, consider tapping Singapore's robust network of free legal clinics. While these clinics typically offer guidance rather than ongoing representation, a single 20-minute session can help you understand the strength of your claim, what evidence you need, and whether further legal action is worth pursuing.

Top Free Legal Clinics for Employment Matters

TADM itself also works with the Law Society Pro Bono Services Office to offer free basic legal advice for cases where the nature and complexity of the dispute warrant it.

Tips for Maximising Your Free Consultation

• Bring your employment contract, payslips, termination letter, and any email correspondence related to the dispute.
• Write a one-page chronological summary of events — the volunteer lawyer has limited time.
• Ask specific questions: "Do I qualify for wrongful dismissal?" or "Is my employer's conduct constructive dismissal?"

Option 5 — Hire an Affordable Employment Lawyer

There are situations where professional legal representation is the smartest investment — particularly when your claim exceeds the ECT cap, involves complex contractual terms, or when you need to negotiate a separation agreement with a well-resourced employer.

When a Lawyer Adds the Most Value

• Claims above S$30,000 that must be pursued in the civil courts.
• Constructive dismissal cases where you need to prove your employer's conduct was so unreasonable that you had no choice but to resign.
• Negotiation of exit packages — employers with in-house legal teams often push terms that disadvantage the departing employee.
• Complex contractual disputes involving restrictive covenants, deferred compensation, or multi-jurisdictional contracts.

IRB Law LLP — Transparent Employment Law Support

IRB Law LLP is a well-established Singapore law firm that handles a wide range of employment matters and disputes with a proven track record of achieving fair, practical outcomes. The firm offers upfront, fair pricing with no hidden charges, giving clients clarity from the outset. Led by managing partner Mohamed Baiross — who brings over three decades of legal experience — IRB Law's employment practice covers contract reviews, wrongful dismissal claims, retrenchment advisory, and workplace dispute resolution.

IRB Law has been recognised among Singapore's top employment lawyers and its client testimonials consistently highlight the team's responsiveness, professionalism, and practical approach. Whether you are a local employee, an expatriate, or a small business owner, the firm provides focused, solutions-driven advice designed to resolve issues efficiently.

Contact IRB Law LLP:

• Phone: +65 6298 2537
• WhatsApp: +65 6980 7814 / +65 9614 5747
• Email: hello@irblaw.com.sg
• Website: irblaw.com.sg/practice-areas/employment-law

Quick-Glance Comparison Table

Critical Deadlines You Must Not Miss

Employment claim deadlines in Singapore are strict. Missing them can permanently bar your case:

• Wrongful dismissal claim at TADM: Within 1 month of dismissal.
• Salary-related claim (employment ended): Within 6 months of last day.
• Salary-related claim (still employed): Within 1 year of the dispute arising.
• Filing at ECT after CRC: Within 4 weeks of receiving the Claim Referral Certificate.
• Registering settlement agreement: Within 4 weeks of issue date (S$10 fee).

Looking Ahead — The Workplace Fairness Act and What It Means for You

Singapore's Workplace Fairness Act 2025 was passed in two parts — the substantive bill in January 2025 and the Workplace Fairness (Dispute Resolution) Bill in November 2025. It is expected to become fully enforceable by the end of 2027.

The WFA is Singapore's first statutory prohibition on workplace discrimination, covering protected characteristics such as age, nationality, sex, race, religion, disability, and mental health conditions. When it takes effect, a three-tiered resolution pathway will apply: internal grievance handling first, then mandatory mediation, and finally adjudication before the ECT — with the claim cap raised dramatically to S$250,000 for discrimination claims. Claims above that amount would proceed to the High Court.

This means employees who face discriminatory dismissal in the future will have an even more powerful and still affordable avenue for recourse. Until 2027, however, the current TADM-ECT framework and existing Tripartite Guidelines on Wrongful Dismissal remain the primary channels.

Key Takeaways

• Start at TADM. It is mandatory for most employment claims and costs as little as S$10.
• Know your deadlines. Wrongful dismissal claims must be filed within one month of termination — no exceptions.
• Union members get extra support. NTUC provides free advisory and can trigger the Tripartite Mediation Framework at no charge.
• Use free clinics strategically. A 20-minute session at a Pro Bono SG clinic or SMU Pro Bono Centre can clarify whether your case has merit before you spend a cent.
• Engage a lawyer for complex or high-value cases. Firms like IRB Law LLP offer transparent pricing and handle the full spectrum of employment disputes.
• Watch the Workplace Fairness Act. By end-2027, the ECT's discrimination claim cap rises to S$250,000 — a major shift in employee protections.

Frequently Asked Questions

Take the First Step Today

Employment disputes are time-sensitive — every week of delay can weaken your position or push you past a filing deadline. Whether you start with a free TADM advisory session, visit a Pro Bono SG clinic, or speak directly with an experienced employment lawyer at IRB Law LLP, the most important thing is to act now.

Contact IRB Law LLP for a clear, upfront assessment of your employment dispute — or call +65 6298 2537 today.