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 1968 (Part 3), 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 shownCastillon Security (S) Pte Ltd v Muhammad Shaun Eric Bin Abdullah [2025] SGHC 75
Employer sued employee over government grant shares; employee's wrongful dismissal counterclaim was dismissed, but employee was awarded $751,744 in unpaid grant shares under the profit-sharing clause
Employer-employee dispute over contractual entitlements — court dismissed the wrongful dismissal claim but enforced the profit-sharing obligations, showing that grant/bonus clauses are strictly enforceable even when dismissal itself is lawful
Soo Nam Yuen v Keim Mineral Paints Singapore Pte Ltd [2000] SGHC 235
Georg Alexander Höptner v Three Fins Pte Ltd [2025] SGHC 26
Goh Yee Lan Coreena & Ors v P & P Security Services Pte Ltd [2016] SGHC 141
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 up to $20,000 (or $30,000 if the claim is referred by a union through TADM mediation). 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 hypothetical scenario for demonstration purposes. Case citations reference real Singapore court decisions sourced from eLitigation.sg. Actual results will vary based on your specific circumstances. Precedent provides legal research assistance, not legal advice.