Wrongful Dismissal in Singapore: Why Responsible Hiring and Employment Practices Matter
SSS Employment Insights | 1 November 2026
The publication of Employment Claims Tribunal (ECT) judgments in Singapore is bringing greater attention to employees’ rights, employers’ responsibilities and the importance of fair employment practices.
A report published by The Straits Times on 1 November 2026 highlighted how an employee successfully resolved a wrongful dismissal dispute through mediation after becoming aware of another worker’s successful tribunal claim.
The case illustrates an important lesson: Employment disputes can arise not only from the decision to terminate employment, but also from how employment expectations, performance concerns and termination decisions are communicated and documented.
What employers should consider
- Recruitment is only the beginning
A successful employment relationship requires more than identifying a suitable candidate. Clear job descriptions, realistic performance expectations and structured onboarding are equally important.
- Probation does not eliminate employment obligations
Employers should establish clear performance standards, communicate concerns promptly and maintain appropriate documentation when assessing employees during probation.
- Employment contracts matter
Termination clauses, notice periods, job responsibilities and contractual obligations should be understood by both parties.
- Performance management requires consistency
Where poor performance is cited as the reason for dismissal, employers should be prepared to substantiate their decisions with appropriate evidence.
- Responsible employment practices protect business reputation
Fair treatment, transparent communication and proper employment procedures help strengthen employee trust and reduce unnecessary disputes.
The role of Strategic Search Specialist (SSS)
At Strategic Search Specialist (S) Pte Ltd, we believe responsible recruitment lays the foundation for sustainable employment relationships.
Our recruitment and executive search approach emphasises:
- Understanding employers’ actual manpower requirements.
- Clarifying job responsibilities and candidate expectations.
- Identifying candidates whose experience and competencies align with business needs.
- Encouraging realistic discussions about employment arrangements and organisational expectations.
- Supporting employers in making informed hiring decisions.
Where employers require specialist advice on employment contracts, HR policies, performance management or termination procedures, these matters can be separately addressed through Human Capital Consulting & Services (Singapore) Pte Ltd (HCCS).
With over 28 years of senior HR leadership and advisory experience, our founder brings a practical understanding of recruitment, employment compliance and workforce management.
The right hire begins with the right expectations — and a sustainable employment relationship requires responsible management from both parties.
Speak with SSS
If your organisation is recruiting experienced professionals, reviewing its hiring strategy or strengthening its recruitment processes, we welcome a discussion.
Strategic Search Specialist (S) Pte Ltd
MOM Employment Agency Licence No. 23S2050
Email: beebee@hccs.sg
Source: The Straits Times, 1 November 2026, by Ng Wei Kai.
This article is general professional commentary and does not constitute legal advice.