An employer's failure to communicate performance standards leads to a costly tribunal ruling
A Singapore employer has been ordered to pay $30,000 to a former audit manager after the Employment Claims Tribunals found her dismissal during probation lacked just cause or excuse.
Tribunal Magistrate Joel Tan found that the employer's performance assessments were unreliable and that the employee had never been given a meaningful opportunity to understand or meet the standards against which she was ultimately judged.
The claimant was engaged on April 21, 2025, as a regional internal control audit manager, subject to a six-month probationary period. She brought 15 years of audit experience to the role.
In the months that followed, concerns began to emerge, though largely on one side of the relationship.
The audit manager's reporting supervisor formed a view that she lacked passion, initiative, and engagement, but never raised those concerns with her directly.
The supervisor also never conducted any of the periodic performance reviews required under the company's own probation management process, and never explained what a passing competency rating required.
The employee only then read for the first time the comments, ratings, and scores her supervisor had recorded in the probation evaluation form on October 16, 2025.
This was the same day she was handed two weeks' notice of termination, with her last day of employment set on October 31, 2025.
She subsequently filed a claim under s...
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