Wrongful Dismissal in Singapore

Wrongful dismissal is Singapore's term for a dismissal made without just or sufficient cause. There is no separate statutory concept of unfair dismissal here, and MOM's own materials use only wrongful dismissal, so that is the term to use.

The claim is workable but time-sensitive, and one category of employee, managers and executives dismissed on proper notice, faces an extra hurdle that is easy to miss.

This is general legal information, not legal advice. Consult a qualified advocate and solicitor about your situation. Figures are current as of 2026 and the Employment Act is under a broad tripartite review with recommendations expected in the second half of 2026.

What wrongful dismissal means

MOM defines it plainly: wrongful dismissal happens when an employee is dismissed without just or sufficient cause. The focus is on the reason for the dismissal, not only on whether the correct notice was given.

That is why serving proper notice does not automatically protect an employer. A dismissal can follow the notice rules to the letter and still be wrongful if the underlying reason was not a just or sufficient one.

Wrongful, and not wrongful

The Tripartite Guidelines on Wrongful Dismissal, issued jointly by MOM, the National Trades Union Congress and the Singapore National Employers Federation, address where the line falls. The examples below are a general, illustrative description of how the distinction is commonly applied, not a quotation of the Guidelines, and should be read as illustrative rather than exhaustive.

Dismissals commonly treated as wrongful include those based on discrimination, those made to deprive an employee of a benefit or entitlement, those in retaliation for an employee exercising an employment right, and those given on a stated reason that is false.

Dismissals not usually treated as wrongful include those for genuine poor performance, those for misconduct, and those on account of a bona fide retrenchment or redundancy. A real retrenchment, covered on the retrenchment benefits page, is not a wrongful dismissal.

The route: TADM then the ECT

Since 1 April 2019, wrongful-dismissal claims follow the same structured route as salary claims. The Judiciary states that from that date, all employees who wish to file a wrongful-dismissal claim against their employer first undergo mediation at TADM.

If mediation does not resolve the claim, it proceeds to the Employment Claims Tribunals for adjudication. The mechanics of the tribunal, including how to register and the claim caps, are on the unpaid-salary page.

The same exclusion list applies as elsewhere in the Act: seafarers, domestic workers and public servants are outside this route, a point stated identically by MOM and the Judiciary.

The 1-month deadline

The filing window for wrongful dismissal is short. A claim must be filed within 1 month of the last day of employment.

There is one extension. For a maternity-related dismissal, the window is 2 months, measured from the date of delivery. Because the ordinary deadline is so tight, an employee who believes a dismissal was wrongful should act quickly rather than wait to see if matters resolve informally.

The extra rule for managers and executives

There is an eligibility gate that catches many people. A manager or executive who was dismissed with the contractually required notice, or with salary in lieu of that notice, must have at least 6 months of service to bring a wrongful-dismissal claim at all.

The practical effect is stark. A short-tenure manager or executive dismissed on proper notice may have no wrongful-dismissal recourse, even if the reason for the dismissal was arguably unfair, simply because they had not yet completed 6 months of service.

This gate applies to the manager-and-executive category dismissed with notice. It is a real trap rather than a footnote, and anyone in that position should check their length of service before assuming a claim is open.

Where this fits

Wrongful dismissal sits alongside the notice rules and the salary-claim route. The notice period page explains why proper notice does not cure a dismissal without just cause, and the employment law section maps how these pieces connect.

Frequently Asked Questions

Is it called wrongful dismissal or unfair dismissal in Singapore?

Wrongful dismissal. Singapore does not have a separate statutory concept of unfair dismissal, and MOM's own materials use only the term wrongful dismissal, which means a dismissal without just or sufficient cause. Some commentary uses unfair dismissal loosely, but wrongful dismissal is the correct term.

How long do I have to file a wrongful-dismissal claim?

You must file within 1 month of your last day of employment. The window extends to 2 months for a maternity-related dismissal, measured from the date of delivery. This is much shorter than the 6-month window for a salary claim, so act quickly.

What counts as a wrongful dismissal?

A dismissal without just or sufficient cause. The Tripartite Guidelines on Wrongful Dismissal name discrimination, depriving an employee of a benefit or entitlement, dismissing to punish an employee for exercising an employment right, and giving a stated reason for the dismissal that turns out to be false, as wrongful. Genuine poor performance, misconduct or bona fide retrenchment are not wrongful.

Can a manager dismissed with proper notice claim wrongful dismissal?

Only with enough service. A manager or executive dismissed with the contractual notice or salary in lieu must have at least 6 months of service to bring a wrongful-dismissal claim. A shorter-tenure manager dismissed on proper notice may have no recourse even if the reason seems unfair.

Where do I file a wrongful-dismissal claim?

Since 1 April 2019 the route is mediation at TADM first, then adjudication at the Employment Claims Tribunals if mediation does not resolve it. Seafarers, domestic workers and public servants are outside this route. The tribunal is designed to be used without a lawyer.