Singapore staffers and employers now have clear examples of what wrongful dismissals look like
Singapore published new guidelines today (April 1) on what constitutes wrongful employee dismissal. Clear examples were illustrated, including discrimination, avoiding benefits payment, punishing an employee for exercising an employment right, and false reasons.
For example, the guidelines make it clear that it would be wrong to dismiss an employee who has been with a company for three years, without paying any maternity benefits and without any legitimate reason provided for the dismissal.
As for discrimination, the guidelines state that even if notice is given, it would be wrong to dismiss an employee after his employer has made numerous discriminatory remarks about his race and said he prefers to hire someone of another race.
The guidelines also set out examples of dismissals that are not wrongful, such as on the grounds of poor performance, misconduct and redundancy.
They were developed by the Ministry of Manpower (MOM), National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF).
