Here's the pattern that plays out regularly in Singapore: an employee gets fired, spends a few weeks figuring out what happened, talks to friends, maybe consults a lawyer—and by the time they're ready to file a wrongful dismissal claim, the 1-month window has already closed.
Singapore's employment dispute process is built around strict timelines, and the system does not wait for you to be ready. Most claims go through TADM mediation and, if unresolved, the Employment Claims Tribunal (ECT). Miss the filing window and your claim is time-barred—regardless of how strong it is.
If you want the technical rules for counting days, see the Technical Reference page. For a worked example, the Employment Dispute scenario shows the timeline step-by-step.
1. The Claims Process in Brief
- TADM handles mediation for salary and wrongful dismissal claims.
- ECT hears the claim if mediation fails.
- MOM investigates statutory breaches separately (e.g., under the Employment Act).
Each path has its own deadlines. Do not assume one process pauses the clock for another. For how notice periods are counted, see Employment Notice Periods.
2. Salary-Related Claims (ECT)
Unpaid salary, overtime, or deductions—these are the most common claims, and the filing windows are tighter than people expect:
Filing deadline:
- If still employed: within 1 year after the dispute arose.
- If employment ended: within 6 months of the last day of employment. Claims generally cannot go back more than 1 year from the date of filing.
Claim cap:
- $20,000 for non-union claimants.
- $30,000 for union-assisted or TADM-mediated claims.
The 6-month post-employment window is the one that catches people. If you left your job in January and discovered a salary shortfall in August, you're already outside the window—even though the underpayment happened while you were employed.
3. Wrongful Dismissal Claims
This is the deadline most people miss. You have 1 month from your last day of employment—and that includes the time you spend deciding whether to file at all.
All employees can file a wrongful dismissal claim through TADM, except excluded groups such as seafarers, domestic workers, statutory board employees, and civil servants.
TADM mediation is compulsory before a case can proceed to the ECT. Don't wait for mediation to be scheduled before filing—the clock runs regardless.
4. Retrenchment Notifications
Employers with at least 10 employees must notify MOM within 5 working days of any retrenchment exercise. Larger-scale retrenchments have additional reporting requirements.
5. Work Injury Claims (WICA)
- Report to MOM: within 10 days of the accident.
- File the claim: within 1 year of the accident.
Medical leave wage claims can have separate timelines, so check the specific WICA guidance before filing.
6. Foreign Worker Issues
Salary claims follow the same timelines as local workers, but foreign workers face an additional pressure: work permit cancellation or repatriation can effectively close the window before the statutory deadline arrives. If you're a foreign worker with an employment dispute, contact MOM immediately—don't wait for the formal deadline to approach.
Common Deadline Mistakes
The same mistakes come up repeatedly:
- Waiting for mediation to finish before filing a claim. The filing deadline runs independently—mediation does not pause it.
- Using the wrong end date. The clock starts from the last day of employment, not the day you received your termination letter or your last payslip.
- Assuming public holidays pause the clock. They generally do not. The windows run in calendar time.
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Frequently Asked Questions
Q: What if I did not know about the deadline? A: Unfortunately, lack of knowledge is not usually a valid reason to extend time. This is why it's important to file early—even if you're still gathering evidence or deciding what to claim.
Q: Can TADM mediation extend my deadline? A: No. Filing for mediation does not pause or extend the statutory window. You should file within the original deadline regardless of where you are in the mediation process.
Q: What if my employer disputes the termination date? A: Use the last day you actually worked or were paid through. If there's a genuine dispute, file early based on the earliest possible end date to avoid being time-barred.
Q: Do public holidays affect the deadline calculation? A: Generally no. The windows run in calendar time. A public holiday does not add an extra day to your filing window.
Sources & Further Reading:
Last updated: 22 March 2026. This guide is for informational purposes only. Always verify deadlines with official sources before making critical decisions.
