A few days' delay in his payout was not enough to save his dismissal claim
A manager paid salary in lieu of notice could not bring a wrongful dismissal claim, Tribunal Magistrate Khoo May Ann ruled on 3 August 2026.
The case turned on whether many managers and executives can reach Singapore's Employment Claims Tribunal: were they a "relevant employee" when they were let go?
The manager joined a software development company on 28 April 2025 on a contract dated 1 April 2025. He was paid above $17,000, a rate that applied even during his probation, and held a role the tribunal found to be managerial. On 24 October 2025 the company terminated him by letter the same day, after five months and 27 days of service, less than six months. The letter stated that he would be paid salary in lieu of notice, referred to as SILON. He filed a mediation request at the Tripartite Alliance for Dispute Management on 27 October 2025, and the company paid the SILON on 31 October 2025.
Under section 14(2A) of the Employment Act, only a "relevant employee" may file a wrongful dismissal claim. A manager or executive qualifies if dismissed with notice, or dismissed without notice but paid SILON, provided the person served at least six months. A manager or executive dismissed without notice and without SILON also qualifies, with no minimum service. Employees who are not managers or executives qualify regardless.
The manager argued that his status should be fixed at the date he filed for mediation,...
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