Singapore court examines employer duties when additional misconduct surfaces during discipline review
Singapore's High Court recently dealt with a significant employment law case involving a worker's dismissal following unauthorised access to confidential records.
The worker challenged his termination, arguing that his employer failed to provide adequate due process when additional evidence emerged during disciplinary proceedings.
The worker's main argument centred on procedural fairness - specifically, that his employer should have given him an opportunity to respond to new evidence discovered after formal disciplinary processes had begun.
He argued that discovering additional misconduct during the review process triggered fresh obligations to provide due process, including either convening a new investigation or allowing him to address the additional findings directly.
The worker was employed as a consultant neurosurgeon at a major healthcare provider and worked at the National Neuroscience Institute (NNI).
The controversy began in September 2020 when he raised complaints about a colleague, alleging that the doctor had been attending to patients at subspecialty clinics in breach of hospital rules against associate consultants managing patients alone at complex surgery cases.
These complaints led to investigations that ultimately found no basis for disciplinary action against the colleague.
Between November 2020 and...
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