Statistics on Complaints Received by Tripartite Alliance for Dispute Management (TADM) in Areas of Wrongful Dismissal, Retrenchment and Contractual Termination
Ministry of ManpowerSpeakers
Summary
This question concerns a request by Mr Patrick Tay Teck Guan for statistical data on complaints received by the Tripartite Alliance for Dispute Management regarding wrongful dismissal, retrenchment, and contractual termination. Minister Mrs Josephine Teo provided figures for these claims from April 2019 to April 2020 and noted that many wrongful dismissal claims were due to abrupt terminations rather than unfair terms. She highlighted that the Ministry of Manpower has strengthened support for dispute resolution and refers complainants to Workforce Singapore or e2i for employment facilitation. Minister Mrs Josephine Teo emphasized that employers must adhere to employment laws and tripartite advisories, as the Ministry will investigate and take enforcement actions against irresponsible practices. Finally, she stated that employers must handle terminations fairly and sensitively, while employees are encouraged to engage their employers to seek clarity on issues of concern.
Transcript
7 Mr Patrick Tay Teck Guan asked the Minister for Manpower whether she can provide a statistical breakdown of complaints received by the Tripartite Alliance for Dispute Management (TADM) from 1 April 2019 to 31 May 2020 in the areas of (i) wrongful dismissal (ii) retrenchment and (iii) contractual termination.
Mrs Josephine Teo: Table 1 below provides a breakdown of claims related to wrongful dismissal, retrenchment benefit and salary-in-lieu of notice received by the Tripartite Alliance for Dispute Management (TADM) between 1 April 2019 and 30 April 2020.
In anticipation of the increase in claims since the start of the circuit breaker, MOM has strengthened the support to both employees and employers to resolve end-of-employment disputes. Where employees have filed wrongful dismissal claims, a good number have been due to the abrupt manner of termination rather than unfair terms – most employers have fulfilled their contractual obligations. With the complainants' agreement, we refer them to Workforce Singapore or e2i for employment facilitation.
We recognise that this is a period of unusual stress for employers and employees alike. Regardless of their business circumstances, all employers should carry out termination of employment contracts fairly, responsibly and sensitively. They must continue to adhere to employment laws, contractual terms, and the relevant tripartite advisories.1 Employees are also encouraged to engage their employers to seek clarity on issues of concern. Where there are irresponsible practices by employers, MOM will investigate and take enforcement actions as necessary.