Note: The TADM eServices will be undergoing scheduled maintenance on 23 May 2025, from 7pm to 11.59pm. During this period, the TADM eServices and Chatbot will not be available. Thank you for your understanding.

You may visit the Ministry of Manpower if you have general queries on the Employment Act.

 

Note: You can file a claim with your Singpass. You will be notified of the next step, and you can log into your dashboard via eServices to view and manage your claim.

Use "Ask TADM" chatbot to get immediate answers, claim assessment, and to file your claim. It will offer to make an appointment if needed.

Do take note of the time limit(s) to file your claim(s). Visit the Ministry of Manpower if you have general queries on the Employment Act.

Mediation guide

Mediation helps employees and employers resolve employment disputes, or self-employed persons resolve fee payment-related disputes, amicably.

Understanding mediation

Mediation is a process that aims to help resolve disputes and assist both parties to arrive at a fair outcome based on legal and contractual obligations.

Throughout the dispute resolution process, we may refer to the parties as "claimant" and "respondent".

  • Claimant: The party who files a claim with TADM

  • Respondent: The party whom the claim is filed against

Lawyers are not allowed to represent any party in mediation.

Our mediators are trained to handle various types of employment disputes. Many have Human Resource and Industrial Relations experience from private and public sectors.

Code of Conduct for Mediators

TADM will facilitate mediation of the claim(s) online or in person. Mediation sessions can take up to 3 hours for both virtual and in-person sessions.  More than one session may be required.

The mediation process takes about 8 weeks to conclude.

Requesting Mediation

You can request for mediation if you are:

  • An employee (except for a domestic worker, seafarer, or public officer)

  • An employer, only for notice pay

If you are a self-employed person, platform workers, domestic worker, seafarer, or public officer, you may approach the following agencies for help:

Role Who to approach
Self-employed person and platform workers)

If you have a fee payment-related disputes and have been a union/platform work association member for at least 6 months, you can:

You may file a claim with the Small Claims Tribunals(SCT) at the State Courts.



You may use "Ask TADM" chatbot to get immediate answers, claim assessment, and to file your claim. It will offer to make an appointment if needed. Learn more about mediation for disputes not covered under the Employment Claims Act.
Migrant Domestic Worker (MDW) MOM's MDW helpline at 1800 339 5505 (weekdays only)
Seafarer Maritime Port Authority (MPA)
Public Officer Your agency's HR department, unless it is a claim for Employment Assistance Payment (EAP).

Depending on your role, you may submit a mediation request for the following claims:

Role Eligible claims
Employee
  • Salary-related employment claim (e.g. Unpaid salaries, overtime pay, or notice pay)

    • For more information on salary-related employment claims, you may refer to the First Schedule and Second Schedule of the Employment Claims Act (ECA) on claims that can be mediated.

    Note: Contractual benefits such as retrenchment benefits, Annual Wage Supplement (AWS), commissions and bonuses are not compulsory under the Employment Act. You cannot claim such items unless they are provided for in your employment contract or collective agreement.

  • Dismissal claim to claim for compensation or reinstatement arising from wrongful dismissal (e.g. Dismissal due to discrimination or deprivation of benefit)

    • For more information on the disputes of wrongful dismissal claims that can be mediated, you may refer to the Third Schedule of the ECA.

If a mediation request consists of both a salary-related employment claim and a dismissal claim, separate claim limits, filing fees and hearing fees apply.
Employer
  • Salary-related employment claim for notice pay only if an employee:
    • Leaves employment without serving notice.
    • Does not complete the full notice period.

Understanding wrongful dismissal

  Eligible claims
Wrongful dismissal includes...
  • Dismissal without just or sufficient cause, such as:
    • Discrimination based on age, race, gender, etc.
    • Deprivation of benefits or entitlements (e.g. maternity benefits)
    • Punishing an employee for exercising an employment right (e.g. seeking assistance with TADM)

  • Involuntary resignation
Wrongful dismissal excludes...

  • Dismissal due to misconduct, poor performance or redundancy if the contractual notice was served or paid in-lieu.

    If you do not dispute the reasons for your dismissal, you should not file a wrongful dismissal claim.

    You may file a salary-related employment claim if you wish to claim for salary in lieu of notice. Your claim amount may be based on the Employment Act or your employment contract.

To learn more about wrongful dismissal, please refer to:

Minimum service period

Depending on your job role and circumstances, you may need to complete a minimum service period as stipulated under the Employment Act before you can file a wrongful dismissal claim:

Job Role Scenario Minimum service period 
Professional, manager or executive (PME) 
  • Dismissal with notice 
 6 months 
  • Dismissal without notice 
 None 
 Non-PME
  • Dismissal with notice
  • Dismissal without notice
 None 

You should file your claim early, as the Employment Claims Act has specific timeframes for claims to be lodged and accepted for mediation.

Learn when to file a claim for:

Salary-related employment claim (Still employed)

Under the Employment Claims Act, you must file your claim within 1 year from your first date of owed salary. For example, if your first date of owed salary was 1 Jun 2024, you must file your claim by 1 Jun 2025.

Your claim period is 1 year before your date of filing. For example, if you file your claim on 1 Oct 2025, your claim period is from 1 Oct 2024 to 1 Oct 2025. You cannot claim owed salaries from 1 Jun to 30 Sep 2024.

Salary-related employment claim (Left employment)

You must file your claim within 6 months of your last date of employment. For example, if your last date of employment was 1 Jan 2025, you must file your claim by 1 Jul 2025.

Your claim period is 1 year before your date of filing. For example, if you filed your claim on 1 Jul 2025, your claim period is from 1 Jul 2024 to 1 Jul 2025. You cannot claim owed salaries from 1 May to 30 Jun 2024.

Wrongful dismissal claim (General)

You must file your claim for compensation or reinstatement within 1 month from your last date of employment. For example, if your last date of employment was 1 Jan 2025, you must file your claim by 1 Feb 2025.

If you wish to file a salary-related employment claim too, your claim period is 1 year before your date of filing. Learn more about when to file a salary-related employment claim.

Wrongful dismissal claim (Maternity-related)

If you feel that you are wrongfully terminated during pregnancy: 

You can file your claim any time after your last date of employment. However, you must file your claim within 2 months of your date of delivery. For example, if your date of delivery was 1 Jan 2025, your last date to file is 1 Mar 2025.

If you wish to file a salary-related employment claim too, your claim period is 1 year before your date of filing, and you must file within 6 months of your last date of employment. Learn more about when to file a salary-related employment claim.

If you are retrenched during pregnancy and do not dispute the retrenchment: 

You can file a salary-related employment claim for (1) Maternity Leave and (2) Contractual Retrenchment Benefit, if it is provided for in your employment contract or employee's handbook. 

You must file your salary-related employment claim within 6 months of your last date of employment. Learn more about when to file a salary-related employment claim.

 

If you are a... You can claim...
Union member Up to $30,000 per claim if your union files on your behalf. If you are filing for both salary-related and wrongful dismissal claims, you can claim up to $60,000, subject to claim limits of $30,000 per claim.
Non-union member Up to $20,000 per claim. If you are filing for both salary-related and wrongful dismissal claims, you can claim up to $40,000, subject to claim limits of $20,000 per claim.

You may file a claim online through our eServices with your Singpass and upload anecdotal/documentary evidence:

Claim Anecdotal/Documentary evidence (Required) 

Salary-related employment claim

Examples include:

  • Employment contract
  • Salary payment records or attendance records
  • CPF statements
  • Correspondence with your employer (e.g. WhatsApp messages, emails)
Wrongful dismissal claim

Examples include:

  • Termination or resignation letter
  • Correspondences with your employer (e.g. WhatsApp messages, emails)
  • Certification of pregnancy and/or birth certificate (where relevant)

Please note that we will:

  • Assess if your claim is supported before arranging for mediation.
  • Share case details with your employer when the case is referred for mediation or to the Employment Claims Tribunals (ECT).

The filing fee is $10 or $20 per claim, depending on your claim amount. Learn more about filing fees. Please note that the claim is successfully filed only on receipt of payment.

Once you have filed your claim and made the payment, you will receive an email from TADM on the next steps.

If you are unsure of your claim, you may use “Ask TADM” chatbot to get immediate answers, claim assessment, and to file your claim. It will offer to make an appointment if needed.

If you encounter an error in filing, you may contact us with a screenshot of the error together with the date and time.

Mediation Process

  • At e-Negotiation
  • At Mediation
  • After Mediation

At e-Negotiation

What is e-Negotiation

TADM provides an online platform for employers and employees to discuss and propose options during the e-Negotiation stage, which helps facilitate the self-resolution of employment disputes. This process takes about 1 week.

 

Organisations responding to the claim, you must appoint a representative to participate in this process. This representative must be:

  • An office holder (e.g. Director, Partner, or Sole-proprietor registered with the Accounting and Corporate Regulatory Authority (ACRA))*, or
  • A full-time employee (with a Letter of Authorisation signed by an office holder to represent the entity)

* For other entities e.g. Management Corporation Strata Title (MCST), societies, the representative should be a member of the governing body.

e-Negotiation is a quicker process than mediation, which can take up to 8 weeks.

 

Withdrawing a claim

You can withdraw your claim anytime if you:

  • Have reached a private settlement with the other party
  • Decided not to pursue the claim

Withdraw your claims at TADM eServices (Dashboard) portal with your Singpass login.

At Mediation

Under the Employment Claims Act, only the employee, employer and mediator can participate in the mediation process. Third parties (e.g. lawyers, family or friends) are not allowed.

Note:

  • Employees below 18 years of age must be accompanied by a parent or a legal guardian.
  • Representative participating in mediation must be:
    • An office holder (e.g. director, partner or sole proprietor registered with the Accounting and Corporate Regulatory Authority (ACRA)), or
    • A full-time employee (with a Letter of Authorisation signed by an office holder to represent the entity). Authorised representatives must be registered beforehand.

Mediation may be conducted online via the TADM eServices or in person mediation. Both the employee and the employer will have equal opportunity to present their case with supporting documents and clarify the claim(s).

The mediator may take up to 3 working days to respond to your message via TADM eServices, email and/or call.

In general, mediation sessions cannot be postponed after being scheduled by the mediator.

A change of date is allowed only in exceptional circumstances. To request for a postponement, you must:

  • Inform the mediator at least 3 working days before the mediation.
  • Provide documents to support your request (e.g. travel itinerary, medical certificates/memos)

Note: Requests are subject to approval. You must attend the original scheduled mediation session unless the mediator informs you otherwise.

Consequences of non-attendance

Who was absent at mediation?

Consequence
The party who filed the claim(s) The mediation case will be discontinued. 
The party who is responding to the claim(s) The party who filed the claim(s) may refer the dispute to the Employment Claims Tribunals (ECT) of the State Courts, which will prolong the resolution of the dispute.
 
In addition, the ECT may order you to pay costs to the other party.

After Mediation

If you manage to reach an agreement, a Settlement Agreement (SA) may be issued. Under the Employment Claims Act (ECA), you may register the SA with the Employment Claims Tribunals (ECT) as a legally binding order.

When to register Once the SA has been signed by all parties, you must register it within 4 weeks as required by law.
How to register This can only be done online via the State Court’s Community Justice & Tribunal System (CJTS).
How much to pay $10 

If you do not receive the full payment as stated in the SA, you can enforce the order against the other party.

If you are unable to reach an agreement, you may request for a Claim Referral Certificate (CRC) from the mediator. The CRC allows you to file the unresolved claim(s) with the Employment Claims Tribunals (ECT) of the State Courts for a determination.

 When to register Once the CRC has been issued, you must file your claim with the ECT within 4 weeks as required by law.
 How to register This can only be done online via the State Court’s Community Justice & Tribunal System (CJTS)
 How much to pay

  • $30 for claims of $10,000 or less

  • $60 for claims of more than $10,000

Once a Settlement Agreement (SA) or Employment Claims Tribunals (ECT) order has been issued, the other party is required to pay you the indicated sum by the payment due date.

You may refer to the guide on how to update the payment status and update us via "Update Payment Status" on the eServices Dashboard. If you are unable to do so, please contact us regarding the payment status so that we can follow up accordingly.

If the other party fails to make payment according to the SA or ECT order, you may submit an application to the State Courts to enforce the order. For ECT orders, you may file a single enforcement application (for one or more methods of enforcement) by filing a summons without notice. The summons must be supported by an affidavit. You may make use of the template to complete the affidavit required for filing.

For further clarification on the enforcement process, please visit or contact State Courts.

If you require legal advice, you may contact Pro Bono SG directly.

(For employers) Enforcement action by the Ministry of Manpower (MOM)

MOM may take enforcement action and suspend work pass privileges against errant employers for:

  • Failure to make timely payment as per the SA or ECT order
  • Infringements of labour laws.

     

For less severe breaches, employers will be issued advisory letters and/or required to attend corrective clinics on the Employment Act. Follow-up checks may be conducted at your premises to ensure compliance.


Mediation for other employment or fee payment-related disputes

 

For age-related or denial of re-employment related appeals

If you are unlawfully dismissed on grounds of age or not offered re-employment, you need to appeal to MOM within 1 month after your last day of employment.

Such disputes are managed by MOM under the Retirement and Re-employment Act (RRA). After your appeal, MOM may refer the dispute to TADM for mediation.

Find out more:


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