Lawyer-Ready Case Kit
This is what your personalised Kit looks like. Below is a fictional Singapore employment dispute to demonstrate the depth and quality of analysis you'll receive.
Unpaid Salary & Wrongful Termination
A marketing manager at a mid-size tech company was terminated without notice after raising concerns about 3 months of unpaid salary. The employer claims poor performance, but no formal warnings were issued.
Everything you need to walk into a lawyer's office prepared
Case Theory
Strong case for salary recovery; moderate-to-strong case for wrongful dismissal
Based on analysis of 47 similar Singapore employment cases, employees in comparable situations have recovered unpaid wages in approximately 89% of cases. Wrongful dismissal claims without prior written warnings succeed in approximately 67% of cases before the Employment Claims Tribunal.
Key Findings
Unpaid Salary Claim
Under the Employment Act (Part III), employers must pay salary within 7 days of the salary period. Three months of non-payment constitutes a clear breach. The Employment Claims Tribunal has consistently ruled in favour of employees in similar cases.
Wrongful Termination
Termination without notice and without prior written warnings weakens the employer's 'poor performance' defence. However, the strength of this claim depends on whether you were covered under the Employment Act and the specific terms of your employment contract.
Retaliation Argument
The timing of termination (shortly after raising salary concerns) may support a retaliation argument. While Singapore law doesn't have explicit whistleblower protections for salary complaints, the Employment Claims Tribunal considers the circumstances of dismissal.
Similar Court Cases
4 of 47 shownLim Wei Ming v TechVentures Pte Ltd [2023] SGECT 142
Employee awarded 3 months' unpaid salary plus 1 month's salary in lieu of notice
Nearly identical fact pattern — unpaid salary followed by termination without warning
Tan Siew Ling v Digital Solutions Asia [2022] SGECT 089
Rajesh Kumar v MediaCorp Services [2023] SGECT 201
Sarah Chen v Fintech Hub Pte Ltd [2021] SGHC 156
Evidence Checklist
3 of 10 items collected
Case Timeline
First month of unpaid salary
Second month unpaid; raised concern with manager verbally
Third month unpaid; sent email to HR requesting payment
Terminated with immediate effect; cited 'poor performance'
Some employment claims have time limits — check the relevant limitation period for your jurisdiction
Common Procedural Pathway (Informational)
Employment Claims Tribunal (ECT)
Claims under $20,000 for non-PME or $30,000 for PME employees. Faster and lower cost than civil court.
3–6 months from filing to resolution
$10–$20 filing fee
Attempt mediation through TADM (Tripartite Alliance for Dispute Management)
If mediation fails, file a claim with the Employment Claims Tribunal
Prepare evidence bundle (see checklist above)
Attend hearing — legal representation is optional at ECT
This sample uses a fictional scenario for demonstration purposes only. Case names and citations are illustrative. Actual results will vary based on your specific circumstances. Precedent provides legal research, not legal advice.