If you are a Singapore employee owed salary, or you believe you were wrongfully dismissed, the first formal employment-claims route is generally TADM mediation. For a salary-related claim, MOM says a worker still employed should file within one year after the dispute arose, while a worker who has left must generally file within six months of their last day of employment. For most wrongful dismissal claims, the deadline is much shorter: one month from the last day of work. These rules are not interchangeable.
If you searched for unpaid salary Singapore, TADM claim, wrongful termination, ECT mediation, employer refuses final salary, retrenchment dispute, salary in lieu of notice, claim referral certificate or Employment Claims Tribunals deadline, the urgent difference is among reporting a workplace problem, filing the right type of claim, participating in mediation and filing with the tribunal if unresolved. A WhatsApp complaint to the employer does not, by itself, prove a formal claim was filed on time.
Quick summary: Identify whether the issue concerns salary or wrongful dismissal; collect your employment contract, payslips, attendance and payment records; check the applicable deadline; use the Tripartite Alliance for Dispute Management (TADM) online process; attend mediation; and, if unresolved, use any Claim Referral Certificate (CRC) to file at the Employment Claims Tribunals (ECT) within four weeks. Do not wait until a deadline is nearly over to find out whether you are eligible for the route.
TADM, MOM and ECT: three roles that people often confuse
A person may need to interact with more than one organisation. The correct route depends on whether the issue is a salary dispute, wrongful dismissal, CPF contributions or a different employment problem.
| Body or stage | What it generally does | What it does not automatically do |
|---|---|---|
| MOM (Ministry of Manpower) | Publishes employment-law rules, conducts regulatory functions and explains statutory rights | Not every question sent to MOM is an ECT claim |
| TADM | Handles mediation and defined employment claim submissions | Does not itself issue an ECT tribunal order |
| ECT | State Courts tribunal hears qualifying claims unresolved after TADM mediation | Cannot hear cases outside legal claim categories and limits |
| CPF Board | Handles CPF contribution compliance and relevant records | Unpaid CPF contributions are not ordinary ECT salary claims |
| Union / Tripartite Mediation Framework | May assist in relevant disputes and affect permitted claim limits | Not automatic representation for every worker |
| Civil court / other route | May deal with disputes beyond ECT jurisdiction | Different costs, procedure and deadlines may apply |
| Claim Referral Certificate (CRC) | Document issued after unresolved TADM mediation, enabling qualifying ECT filing | Does not mean the tribunal has decided the case |
81 TADM, ECT and salary-claim vocabulary terms
Use these words to understand your contract, a filing deadline, evidence documents and a mediation or tribunal notice. A name for a problem is not the same as a legal finding in your individual case.
| Term | Meaning in plain English | Why it matters |
|---|---|---|
| MOM | Ministry of Manpower | Read official statutory employment rules |
| TADM | Tripartite Alliance for Dispute Management | Formal entry point for many employment claim mediations |
| ECT | Employment Claims Tribunals | Hears qualifying unresolved claims after TADM |
| TAL | Tripartite Alliance Limited | Organisation associated with workplace advice and dispute services |
| EA | Employment Act | Sets many minimum employment protections |
| Employment Claims Act | Law governing qualifying employment claim processes | Determines tribunal procedure and scope |
| CDCA | Child Development Co-Savings Act | Relevant for certain parental-leave related claims |
| RRA | Retirement and Re-employment Act | Relevant to specified re-employment and age-related matters |
| Claim | Formal request for a legal remedy or payment | Not the same as a workplace complaint |
| Statutory claim | Right arising from legislation | Requires qualification under the applicable law |
| Contractual claim | Right arising from employment agreement | Document terms and actual work matter |
| Salary-related claim | Dispute about wages and qualifying payments | Check employee status and filing limits |
| Wrongful dismissal | Termination contrary to applicable law and rules | Requires evidence and official assessment |
| Dismissal | Employment ended by employer in defined circumstances | Different from some resignations and expiry situations |
| Termination with notice | Ending work after required notice | May affect who must prove wrongful dismissal |
| Termination without notice | Ending employment immediately in relevant conditions | Rules and evidence differ |
| Notice period | Contractual or statutory advance warning time | Check written terms |
| Salary in lieu of notice | Pay substituted for all or part of notice period | May be claimed by employee or employer under rules |
| Final salary | Last pay owed when employment ends | Check timing and itemised deductions |
| Base salary | Ordinary wages before some additions | Identify disputed amount precisely |
| Overtime pay | Compensation for additional eligible hours | Not every job category has same statutory overtime rules |
| Commission | Earnings tied to sales or performance terms | Document calculation and payment conditions |
| Bonus | Additional payment under contract or policy | Distinguish discretionary and binding entitlements |
| Unlawful deduction | Salary subtraction not permitted under applicable rules | Compare payslip with statute and agreement |
| Public holiday pay | Wages or benefits for qualifying holiday work | Verify actual entitlement |
| Sick leave pay | Payment during qualifying paid medical leave | Keep authorised medical documents |
| Maternity benefits | Payments related to eligible maternity protection | Certain wrongful dismissal deadlines differ |
| Retrenchment | Loss of role or workforce reduction under defined circumstances | May raise separate benefits and protection questions |
| Notice pay dispute | Disagreement over notice or its cash substitute | Identify who owes what under contract |
| Employment contract | Agreement governing the job | Keep signed and later amended copies |
| KET | Key Employment Terms | Relevant written record for work conditions |
| Payslip | Itemised record of wages and deductions | Main evidence in salary disputes |
| Time sheet | Record of hours worked | Use to support overtime or attendance calculations |
| Attendance record | Evidence of dates and shifts | Helps reconstruct disputed periods |
| Bank statement | Record showing money actually credited | Keep confidential details secure |
| CPF statement | Account record of CPF contributions | Can corroborate employment dates and wages |
| Correspondence | Emails or messages exchanged about job and payments | Keep original sequence and dates |
| Supporting evidence | Documents backing factual assertions | Organise chronologically |
| Timeline | Chronological history of events | Helps identify deadline and claim amount |
| Dispute arose | Date a particular salary disagreement began | Relevant to one-year filing period while employed |
| Last day of work | Final date employed in relevant sense | Triggers six-month and one-month timelines |
| Time-barred | Cannot use a claim route after legal deadline | File promptly; do not rely on informal negotiations |
| One-year limitation | Salary claim window for a worker still employed | Measured from the specific dispute |
| Six-month limitation | Window for certain salary claims after employment ends | Runs from final employment date |
| One-month deadline | Typical wrongful dismissal filing limit | Urgent even while negotiating with employer |
| Confinement date | Date of childbirth under maternity-related rules | Can matter to certain two-month exceptions |
| Singpass | Digital identity for official claim filing | Use genuine TADM services |
| Online filing | Formal electronic claim submission | Save real confirmation |
| Claim amount | Money sought through a legal case | Calculate each component carefully |
| Claim limit | Maximum qualifying amount under ECT route | S$20,000 generally, S$30,000 with applicable union assistance |
| Tripartite Mediation Framework | Specified union-assisted mediation route | May affect claim cap |
| Union-assisted claim | Claim brought through qualifying trade union route | Check eligibility and actual procedural rules |
| Settlement | Mutually agreed resolution of a dispute | Read exact terms before accepting |
| Mediation | Structured discussion assisted by a neutral mediator | TADM stage before qualifying ECT filing |
| Mediator | Person facilitating the resolution process | Does not make ECT’s judicial decision |
| Mediation outcome | Result of attempted resolution | May be settlement or unresolved referral |
| CRC | Claim Referral Certificate | Needed to file qualifying unresolved ECT claim |
| Four-week deadline | Period after CRC in which ECT filing must occur | Do not miss it while searching for documents |
| CJTS | Community Justice and Tribunals System | State Courts online system for ECT filings |
| Claimant | Party bringing a claim | Usually person saying money or remedy is owed |
| Respondent | Party against whom claim is brought | Check correct legal entity |
| Serve documents | Provide filed claim documents to other party | Separate from submitting to court |
| Seven-day service deadline | ECT requirement after claim filing | Observe actual service procedure |
| Declaration of service | Record showing formal service steps completed | May be required in CJTS |
| CMC | Case Management Conference | Early tribunal case-management meeting |
| Hearing | Proceeding where dispute evidence is considered | Different from informal mediation |
| Tribunal order | Binding determination or direction from ECT | Read exact outcome and deadline |
| Reinstatement | Restoring person to job | Potential remedy in qualifying wrongful dismissal case |
| Compensation | Money ordered for wrongful loss under rules | Not automatic upon alleging dismissal |
| Wrongful dismissal remedy | Outcome tribunal may order if finding made | Needs formal determination |
| Burden of proof | Which party must establish disputed legal facts | Can differ depending on notice |
| Manager and executive | Employee classification under relevant rules | Dismissal with notice may require six months’ service |
| Jurisdiction | Legal power of tribunal to hear type of case | Different claims belong to different forums |
| Excluded category | Worker type ECT generally cannot hear | Domestic workers, public servants and seafarers have different routes |
| Self-employed | Worker providing services rather than employed under contract of service | Not automatically covered by ECT employment route |
| CPF underpayment | Contributions not paid as required | Generally direct CPF Board route |
| Legal representation | Lawyer acting in formal proceedings | Lawyers not allowed to represent parties in ECT hearings |
| Certified translation | Approved translation of non-English evidence | Required where applicable for ECT documents |
| ACRA profile | Official business-identity record | Helps identify correct corporate respondent |
| Settlement agreement | Written terms resolving a dispute | Read finality and payment provisions |
| Case reference | Identifier for a filed dispute | Keep for follow-up through official channel |
Which deadline applies to unpaid salary and wrongful dismissal?
For salary-related statutory or contractual claims, a worker who remains employed generally has up to one year from when the relevant dispute arose to file at TADM. If the worker has already left, the filing window is normally six months from the last day of employment, with additional limits on how far back the claimed salary can reach. Do not assume older unpaid amounts remain fully recoverable just because you file within six months.
For wrongful dismissal, MOM states that most claims must be filed within one month after the last day of employment. Certain dismissal claims involving pregnancy and unpaid maternity benefits have different timing measured from childbirth. A manager or executive dismissed with notice may also face a minimum service condition. These distinctions make it important to select the correct claim category immediately.
- Write down the actual last day of employment.
- Identify each unpaid salary period or termination event.
- Check the official TADM and MOM rule for that claim type.
- File a complete claim before the relevant deadline, rather than relying on verbal negotiations.
- Keep the acknowledgement and submission details.
How to organise evidence before a claim
Start with the contract, any amendments, Key Employment Terms and payslips. Add bank credits, CPF statements, time and attendance records and messages about pay or dismissal. Arrange everything in date order. A claim that says ‘my employer owes me money’ is less useful than a calculation with each month’s contractual pay, amount received, amount outstanding and relevant supporting document.
Do not secretly alter records or invent an attendance sheet. If you lack access to old documents, list what you do have and what you asked the employer to supply. Keep personal data and sensitive employment correspondence in a secure place and upload only through authorised services. Evidence quality matters more than the number of screenshots.
TADM mediation: what happens before the tribunal
TADM is intended to help parties understand the dispute and try to reach a resolution through mediation. You can review your options and file a claim through the official e-Service, using Singpass where required. The employer normally receives notice of the claim and can respond. Parties may exchange evidence or discuss payment arrangements.
A settlement can resolve a problem without a tribunal hearing, but neither side should agree to terms they have not understood. Check the exact sum, dates and whether the settlement closes further claims. If mediation does not resolve a qualifying matter, TADM can issue a Claim Referral Certificate enabling the next stage. A mediation request alone is not an ECT judgment.
What the Employment Claims Tribunals can hear
The ECT hears specified salary-related and wrongful dismissal claims, along with certain employers’ notice-pay claims, when the TADM pre-filing process has been completed. The ordinary claim ceiling is S$20,000; certain claims assisted under the specified tripartite or recognised union mediation arrangements can reach S$30,000. A dispute exceeding the ceiling cannot simply be split into several artificial claims to evade the limit.
Some categories are outside ECT jurisdiction, including certain public servants, domestic workers, seafarers and self-employed contractors. Questions involving CPF contribution non-payment should generally go to the CPF Board rather than being presented as a normal ECT salary case. If your situation falls outside the ECT scope, seek the correct forum rather than filing a form that the tribunal cannot hear.
CRC, four weeks and seven days: the second set of deadlines
An unresolved TADM mediation can lead to a Claim Referral Certificate. The State Courts say the ECT claim should then be filed through CJTS within four weeks from the CRC date. Filing is not the only step: the claimant must also serve the documents on the respondent under the specified procedure, generally within seven days after filing, and submit the required service declaration.
People sometimes spend months negotiating after mediation and then discover that the tribunal filing period has expired. Keep the CRC date prominent on a calendar. If the certificate has been issued, read State Courts’ current instructions immediately. Do not assume TADM’s earlier claim deadline and ECT’s later referral deadline mean the same thing.
How to calculate a wage claim clearly
Suppose a worker says they are owed part of three months’ pay. Prepare three rows: contractual wages due for each month, money actually paid and the difference. Add overtime only when there is a sound legal or contractual basis, and identify each overtime date and shift. If unpaid leave, salary deductions, commissions or bonuses are involved, explain each calculation separately.
The employer may dispute an amount or the underlying entitlement. A clear schedule lets both sides see exactly where they disagree. Use the official claim calculator and current rules when appropriate. Do not add expected pay for an unworked future period unless a specific legal basis permits it.
What does ‘wrongful dismissal’ actually mean?
Wrongful dismissal is not a synonym for every termination the employee finds upsetting or unfair. MOM’s rules explain situations in which a dismissal may be wrongful and distinguish how the burden of proof works depending on whether the dismissal was with notice or without notice. Some terminations may be lawful even if personally disappointing.
Consider the reason given, sequence of events, employment history and relevant communications. A statement that the employee was terminated without notice can raise a different legal analysis from a termination with proper notice and a disputed reason. A formal finding may lead to reinstatement with income loss or compensation, but the outcome depends on evidence and legal requirements.
The role of employer records and accurate names
An ECT claim should name the correct respondent. In a small business, the trading name on a shop sign can differ from the legal company registered with ACRA. Likewise, an individual boss may not be the same legal person as the employer named in the contract. Confirm the correct entity using your employment documents and available official records.
At the State Courts, a wrong respondent can create procedural difficulties. Keep the employment contract’s employer name, registration number where available, address and payroll correspondence consistent with the claim. When uncertain, use official guidance or independent legal advice rather than guessing and submitting repeatedly.
What if the issue concerns CPF rather than take-home pay?
Unpaid CPF contributions and ordinary salary arrears are related to employment but follow different enforcement frameworks. The ECT does not determine all CPF contribution disputes. The CPF Board has its own compliance and enforcement processes. Prepare the relevant CPF account statements and payroll records, then use the CPF Board route for contribution complaints.
This prevents one of the costliest vocabulary mistakes: treating every payroll-related issue as an ‘unpaid salary’ tribunal claim. The correct destination matters as much as the evidence. Likewise, an injury-compensation claim is not automatically within ECT’s salary jurisdiction.
When legal rights and practical life plans overlap
A worker in financial difficulty may need to manage essential bills while seeking overdue pay. Keep a realistic budget that does not assume the employer will pay immediately or that mediation will guarantee recovery. Ask about appropriate community assistance through official channels where required, and preserve documents for any benefit application.
If you are trying to find a new job, read the new contract’s salary, notice, probation and working-hours terms before signing. Learning terms such as basic salary, overtime entitlement, written notice, final salary and claim deadline can prevent the next employment problem, not just help resolve the previous one.
Frequently asked questions
When must I file a salary claim after leaving a job?
Generally within six months of the last day of employment under MOM and TADM rules. Additional limits apply to the periods claimed.
What if I am still working for the employer?
Salary-related claims generally need to be filed within one year after the particular dispute arose.
When must I file for wrongful dismissal?
Most qualifying cases have a one-month deadline from the last day of employment. Special maternity-related circumstances may differ.
Do I go to TADM or ECT first?
TADM mediation is generally required first. ECT filing follows only when qualifying unresolved claims have a referral certificate.
What is a Claim Referral Certificate?
An official TADM document showing unresolved mediation for a qualifying claim, needed to seek ECT proceedings.
How long after a CRC can I file at ECT?
State Courts state four weeks after the certificate is issued.
What is the standard claim ceiling?
Generally S$20,000 for ECT, or S$30,000 under the specific qualifying union-assisted or Tripartite Mediation Framework route.
Can I claim unpaid CPF at ECT?
Unpaid CPF contribution disputes generally follow CPF Board processes; they are not ordinary ECT salary claims.
Can my lawyer speak for me at an ECT hearing?
State Courts explain that lawyers cannot represent parties in ECT proceedings. Seek independent advice about preparation and other routes if needed.
Is losing my job automatically wrongful dismissal?
No. The specific reason, legal rules and evidence determine whether dismissal was wrongful.
What documents do I need to file?
Employment contract, payslips, attendance records, bank and CPF records, relevant messages and a clear calculation of claim amounts are commonly useful.
Can I keep negotiating after the legal deadline?
Informal negotiation does not guarantee a claim remains within the formal statutory window. File or seek urgent qualified advice before expiry.
Related Singapore Vocabulary guides
- Singapore Vocabulary: MOM Overtime Pay, Rest Days and Payslips
- Singapore Vocabulary: Annual Leave, MC and Parental Leave
- Singapore Vocabulary: SkillsFuture Jobseeker Support
- Singapore Vocabulary: ACRA Bizfile and UEN
- Vocabulary Articles & Knowledge Hub
Official MOM, TADM and State Courts sources
- MOM: Managing Employment Disputes at TADM — types of claims and filing deadlines
- MOM: File a Wrongful Dismissal Claim — when and how to file, legal tests
- TADM: Know Your Options — claim routes, mediation and evidence
- TADM: File an Employee Employment Claim — eligibility, deadlines and claim caps
- State Courts: File an Employment Claim — ECT process and mandatory mediation
- State Courts: Cases Eligible for Employment Claims — claim amounts, eligible workers and exclusions
- State Courts: How to File and Serve a Claim — CRC deadline, CJTS, fees and service
Last verified: 4 November 2026. Filing time limits, jurisdiction and claim amounts determine legal rights. This is an explanation of terms, not legal advice. If a deadline is approaching, use the official TADM and State Courts instructions immediately and seek qualified advice appropriate to your case.