More Time for Aggrieved Employees under Tripartite Alliance for Dispute Management Framework to Explore Dispute Resolution Options
Ministry of ManpowerSpeakers
Summary
This question concerns Ms Hany Soh’s inquiry on whether filing time limits under the Tripartite Alliance for Dispute Management (TADM) framework could be lifted to provide employees more time for dispute resolution. Minister for Manpower Josephine Teo stated that current limits—one year for salary claims, six months after employment ends, or one month for wrongful dismissal—are retained to ensure early reporting and factual clarity. Data indicates that 99% of claimants already file within these periods, which is critical for improving the chances of full recovery and preventing similar issues for other colleagues. For cases exceeding the limits, TADM provides assistance through legal referrals or facilitating private settlements if both parties agree, supported by accessible online and phone-based filing systems. While the tripartite partners have decided to maintain existing limits based on these factors, the Ministry of Manpower will continue monitoring the need for any future revisions to the policy.
Transcript
40 Ms Hany Soh asked the Minister for Manpower whether the time limit for filing a case under the Tripartite Alliance for Dispute Management (TADM) framework by employees against their former employers can be lifted to provide more time for aggrieved employees to explore options for dispute resolution.
Mrs Josephine Teo: The time limits for a claim to be filed at the Tripartite Alliance for Dispute Management (TADM) depend on the type of employment dispute. For salary-related claims, claimants have up to one year to file a case from the date on which the claim arises; or if the relationship has ended, up to six months from the last day of work. For wrongful dismissal claims, claimants have up to one month from the last day of work. These limits are specified in the Employment Claims Act.
The tripartite partners last reviewed the time limits in 2018 and noted that 99% of those seeking advisory services from TADM did so within the current time limits. The trend was largely similar in 2019 and 2020. Of the minority that had exceeded the time limits in 2019 and 2020, around half were either referred to other forms of legal assistance or the claimants decided not to pursue their claims; the remainder were followed up by TADM, such as helping them explore private settlement or arranging for a mediation session if both parties agreed to it.
It is important to encourage employees to come forward early to lodge their claims, as it becomes more difficult to establish the facts with the passage of time. Early reporting is also critical to improve the chance of a full recovery and the best way to ensure that their colleagues are not similarly affected. TADM has also made it easier to file claims by allowing claimants to lodge a report online or by phone. Therefore, tripartite partners decided to retain the current time limits.
MOM will continue to monitor if the time limits need to be revised.