How to Solve Problems in Singapore | Unpaid Salary and TADM Employment Claims

If your employer has not paid your salary in Singapore, first check the salary period, the amount contractually owed and when payment was due. For employees covered by the Employment Act, the Ministry of Manpower (MOM) says salary must generally be paid at least monthly and within seven days after the end of the salary period; overtime payments are generally due within 14 days. If the money remains unpaid, you can seek help from the Tripartite Alliance for Dispute Management (TADM) and should not wait for missed payments to accumulate.

The most urgent issue is often not whether you can write an angry message to the employer. It is whether you can prove what you earned and file within the legal time limit. TADM’s salary-claim deadlines differ depending on whether you are still employed or have left. If you have left employment, the usual TADM filing window is six months from your last employment day. A valid claim filed late may be time-barred.

This guide takes you from checking a missing salary payment to preparing evidence, using TADM’s formal service and understanding what happens if mediation fails. It also explains the limits of the system, because not every employment disagreement is legally the same as unpaid salary.

Quick answer: what to do when salary is late or unpaid

Check the employment contract, pay period and bank record to confirm what remains unpaid and when it was due.
Ask the employer or payroll team for a clear explanation and payment date, preferably in writing.
Save the contract, payslips, timesheets, salary statements, CPF records and relevant correspondence.
Check TADM’s filing limits immediately: while still employed, within one year of the dispute; after leaving, within six months of the last employment day, subject to the claim period.
For eligible cases, use TADM’s official claim form with Singpass and documentary support.
Pay TADM’s small filing fee within the prescribed time; a draft or unpaid submission is not a completed claim.
Participate in e-Negotiation and, if needed, mediation. An unresolved dispute may proceed to the Employment Claims Tribunals (ECT) with the correct referral documents.

If an employer is insolvent or in judicial management or liquidation, TADM says a different process may apply. Check its instructions rather than assuming the standard claim form is the right route.

Step 1 — Identify exactly which payment is missing

“Salary not paid” can mean several different things. It might be the ordinary monthly basic salary, overtime, a contracted allowance, commission, a bonus subject to agreed terms, pay during entitled leave, salary in lieu of notice, or an unlawful deduction.

The distinction matters because different rules and evidence can apply. MOM’s Paying Salary page explains salary-payment timing, and TADM identifies specific categories eligible for its claim process.

Start with a simple calculation. Write down each salary period, the amount due, the amount actually received and the difference. Include contractually entitled components separately so an officer can understand what you are claiming without reconstructing several months of pay from text messages.

When should an employer pay salary in Singapore?

For employees covered by the Employment Act, MOM states that salary should be paid at least once a month and generally no later than seven days after the end of the salary period. Overtime pay generally must be paid within 14 days after the salary period ends.

For example, if a normal salary period ends on 31 October and there is no applicable exception, counting seven calendar days places the ordinary payment deadline on 7 November. For overtime, the applicable general deadline is later. Always check the exact arrangement and exceptions for your circumstances; final pay on termination can follow different rules.

MOM also publishes separate final-salary requirements in cases including resignation with or without required notice, dismissal for misconduct and employer termination. Do not assume the ordinary monthly seven-day rule always applies to a departing worker.

Why a late salary is not just a minor payroll inconvenience

Rent, food, childcare, utilities and loan repayments may depend on timely income. Employees should not have to guess whether a promised transfer will appear after several unexplained delays. But the most effective response is structured: determine what is owed, preserve evidence and use the proper formal channel before the legal window closes.

Non-payment of salary is an offence under applicable rules. That does not mean every disagreement about a discretionary reward is an unpaid-salary offence. Contract terms and relevant statutory entitlements are crucial.

Step 2 — Ask the employer for clarification in writing

A concise message is more useful than an argument. You might write: “My salary for [period] was due on [date], but I have received [amount] rather than [amount due]. Please confirm the outstanding sum and the expected payment date.”

Give the employer a reasonable opportunity to explain a bank-transfer problem, payroll error or disputed calculation. Keep the response and any updated schedule. If your employer promises a future payment date, record it but also check whether waiting would endanger your TADM filing deadline.

Do not accept an indefinite sequence of informal promises in place of protecting your legal options. TADM and MOM both advise early action rather than allowing months of arrears to build up.

Step 3 — Build an evidence folder

TADM asks for documentary support. Useful items include:

Your employment contract, written key employment terms and any variations.
Itemised payslips and salary records for the relevant months.
Bank statements or payment confirmations showing what was actually received.
Timesheets, attendance, roster or overtime approvals where relevant.
CPF statements where they help corroborate employment or remuneration.
Messages or emails explaining payment amounts, commissions or missed payroll.
Resignation or termination correspondence, if you have left the job.
A calculation sheet setting out the exact period and amount claimed.

Keep original files intact. A cropped screenshot may omit context, and a recollection without dates may be difficult to verify. Personal notes can supplement documents but should not be misrepresented as an official payslip.

How to make a claim calculation easy to check

Imagine you were owed S$3,200 for one salary period but received S$2,000. The unpaid difference is S$1,200. For another period, you were owed S$3,200 and received nothing; that difference is S$3,200. The illustrative total outstanding is S$4,400.

Show each line separately rather than simply writing “My employer owes me S$4,400”. A clear calculation helps others verify the dates, pay periods and amounts. Whether those figures are legally recoverable still depends on the terms, evidence and claim rules.

Step 4 — Check TADM eligibility before submitting

TADM’s salary-claim service generally covers employees but lists exclusions including seafarers, domestic workers, statutory board employees and civil servants. Those workers may need other channels; do not assume this form covers every worker category.

Employees who belong to a union should contact their union about the appropriate assistance route. TADM states that a union may file relevant claims on a member’s behalf, with a different monetary limit in suitable circumstances.

If you are unsure whether an allowance, bonus, notice payment or particular worker status qualifies, use TADM’s “Ask TADM” advisory service rather than guessing. Some contract disputes belong in different legal or administrative processes.

Step 5 — Calculate the filing deadline correctly

For eligible salary-related claims, TADM publishes two major deadlines:

If still employed: file within one year after the salary dispute arose. TADM also limits the period of salary arrears that can be claimed to the one-year claim period.
If employment has ended: file within six months after the last day of employment. The arrears claimed cannot fall earlier than one year before the filing date.

These are not interchangeable. Do not assume your former employer’s latest promise to pay restarts the legal clock. Use the official TADM information for the actual dates.

A deadline example after leaving a job

Suppose an employee’s last day of employment is 30 April 2026. A six-month filing window points to 30 October 2026 for an eligible salary claim under the published rule. Filing on 3 November may be too late, even if the amount remains unpaid.

This example illustrates why dates matter. It is not a determination of anyone’s legal rights; TADM’s live service should be used to assess the actual case and any applicable exceptions.

What if my complaint is wrongful dismissal?

Wrongful dismissal is a different claim type. TADM generally lists a much shorter filing deadline of one month after the last day of employment for ordinary wrongful dismissal claims, with specific maternity-related rules.

Do not assume the six-month salary deadline covers a wrongful-dismissal complaint. A person can have both kinds of issues, but the legal bases and filing windows differ. Ask TADM how to classify the claim correctly.

Step 6 — Understand how much you may claim

For eligible salary-related claims, TADM lists a limit of S$20,000 per claim for ordinary non-union claims and up to S$30,000 per claim when a union files on a member’s behalf. Where salary and wrongful dismissal claims are both brought, separate limits apply and the aggregate may differ.

An employee with a claim exceeding the applicable cap should not simply assume that TADM can order the entire amount. TADM advises considering other legal options if the amount exceeds the claim limit.

A large claim also needs a clearer ledger. Separate agreed salary, overtime, deductions and other components, and seek appropriate advice about what can properly be pursued.

Step 7 — File a claim through TADM’s official service

Start at TADM: File a Claim for Mediation. Prepare Singpass access, employer particulars such as company name and UEN, employment dates and salary details, the claim calculation and supporting documents.

TADM explains that its filing fee is S$10 for a claim of S$10,000 or less and S$20 for a claim above S$10,000, inclusive of GST. These filing fees are non-refundable.

TADM requires the fee to be paid within three days of filing. A claim becomes successfully filed only when payment is received; an unpaid claim can be removed and require refiling. This is important near a filing deadline. Do not assume that pressing “submit” without completing payment has protected your position.

Use the official platform and verify the web address. TADM warns that it will not ask for bank login details or money transfers over unsolicited telephone calls.

Step 8 — What happens after filing?

TADM says it will notify you of the next steps after a successful filing and payment, with the employer also informed. Many cases begin with e-Negotiation, a structured online process in which the two sides can discuss amounts and propose settlement without a mediator.

If the dispute is unresolved, the matter may progress to formal mediation, online or in person. A neutral mediator helps the parties understand the evidence and explore settlement. Mediation is not the same as receiving an immediate court judgment.

TADM’s updated 2026 online-dispute guidance says parties are encouraged to reach an amicable outcome during the e-Negotiation stage, often within five working days, while mediation cases may take longer. That is context rather than a guarantee for a particular filing.

Step 9 — Settlement or an unresolved case: what changes?

If the parties reach an agreement at mediation, TADM may issue a settlement agreement. There are procedures and timeframes for registering it with the Employment Claims Tribunals to make it legally enforceable; TADM’s guide identifies a four-week period following signature for registration.

If no agreement is reached, a claimant may seek a Claim Referral Certificate. TADM’s guidance says the unresolved claim must then be filed with the ECT within four weeks of issuance of that certificate.

These steps are separate from the original TADM filing deadline. A person who has filed a claim correctly can still miss an important later step if they do not read and act on the mediator’s instructions.

If a settlement or tribunal order provides for payment but the money does not arrive, use the formal enforcement and status-reporting steps rather than assuming a verbal agreement alone will solve it.

What if my employer has closed down or is insolvent?

Ordinary salary mediation may not be the correct process when a company is in bankruptcy, judicial management or liquidation. TADM’s filing page explicitly cautions against using the usual route in such cases and points to the relevant insolvency office, judicial manager or liquidator.

The reason is practical: a claim against a functioning employer and a claim against an insolvent estate involve different processes and priorities. Establish the actual company’s status rather than relying on the employer saying “business is bad”.

Seek case-specific official guidance promptly. Legal deadlines and creditor processes can be important, and informal promises may provide little certainty.

Can I resign without notice if salary was not paid?

MOM states that if an employee is still not paid the full salary within seven days of it being due, the employer is considered to have breached the terms of employment. In that situation an employee may terminate employment without serving notice and should inform the employer in writing. See MOM’s official FAQ.

However, resignation can have consequences beyond a salary dispute, especially for work-pass holders, housing, tax clearance and family income. Check your specific employment situation before making a major decision, and preserve evidence of the non-payment and written termination.

Do not treat this as permission to leave without notice whenever you are unhappy with a bonus, commission calculation or a different disputed payment. The precise legal issue must be established.

What if my employer has deducted money from pay?

Separate lawful, documented deductions from unauthorised ones. Ask for the basis of each deduction and compare it with the employment contract, payslip and MOM’s published rules. Do not assume a deduction is lawful simply because it appeared on an itemised payslip.

TADM’s eligible salary-claim categories can include disputed deductions. The proper evidence depends on the reason given for the deduction and the amount you believe should have been paid.

If the disagreement involves CPF contributions rather than direct salary, check the relevant CPF Board reporting and enforcement channel as well. A salary mediation claim does not automatically resolve every contribution-compliance issue.

Worked example: salary arrives late three months in a row

Imagine fictional employee Nadia is owed S$2,700 monthly. In September, the payment arrives two weeks late; in October, she receives only S$1,500; in November, no payment has been received at the relevant due date.

Nadia prepares a table showing each salary period, amounts received and the unpaid balance, and saves her contract, payslips, bank records and payroll emails. She asks the employer for a written breakdown, but also checks the TADM deadline rather than accepting indefinite future promises.

If she is eligible, she files through TADM with evidence and pays the applicable filing fee within the required period. Her goal is to establish exactly what is owed and reach a lawful resolution, not to inflate the claim by adding unrelated grievances.

Worked example: a former employee who waits too long

Imagine a worker leaves on 31 March and repeatedly receives promises of a final payment “next month”. Five months later, the employer still has not settled the outstanding amount. The worker starts reviewing the TADM claim process immediately instead of waiting for another verbal assurance.

If the worker waits beyond the published six-month post-employment window, the standard claim route may no longer be available. A promise from the employer does not automatically change TADM’s statutory deadline.

This is why the dates and documents must be addressed early, even when the employer seems cooperative.

Mistakes that frequently weaken salary claims

Claiming a total without identifying the salary periods and how it was calculated.
Deleting messages after a disagreement or altering payslips.
Waiting until months of arrears have accumulated.
Assuming the deadline is the same while employed and after leaving.
Confusing a salary claim with a wrongful-dismissal claim.
Failing to pay the TADM filing fee within three days.
Ignoring post-mediation registration or tribunal referral deadlines.
Giving banking passwords or one-time codes to anyone claiming to be a TADM officer.

Frequently asked questions

Is it illegal to pay employees late in Singapore?

MOM states that non-payment of salary is an offence under applicable rules. Employees covered by the Employment Act generally must be paid within the published periods.

How long after a salary period must payment be made?

Generally within seven days after the salary period ends, or 14 days for overtime, subject to the legal rules and exceptions.

Can I file while still employed?

Yes, eligible employees may file salary claims while employed. The usual deadline is within one year after the dispute arose, with limits on the recoverable period.

How soon must I file after resigning?

TADM generally requires salary claims to be filed within six months of the last day of employment. Do not delay simply because the employer promises payment.

How much can I claim?

TADM’s ordinary claim limit is generally S$20,000, or up to S$30,000 where a union files an eligible claim on a member’s behalf.

Is filing free?

No. TADM’s published fees are S$10 for claims up to S$10,000 and S$20 for claims above that amount, inclusive of GST.

Will TADM notify my employer?

Yes. The employer is informed so it can respond during the dispute-resolution process.

What if mediation fails?

An eligible unresolved claim may be referred to the ECT using a Claim Referral Certificate, with the subsequent filing deadline stated by TADM.

Can domestic workers use this ordinary TADM salary claim route?

TADM’s salary-claim service lists domestic workers among the exclusions. Seek guidance about the appropriate separate official process.