What is Tripartite Alliance for Dispute Management (TADM)?

TADM sits at the front of Singapore's employment claims process. It advises employees, self-employed persons and platform workers on their options, and it mediates three main kinds of case: salary-related claims, wrongful dismissal claims, and appeals under the Retirement and Re-employment Act that MOM refers to it. Where appropriate it can also help with other employment disputes and fee disputes involving self-employed persons.

Employees, employers and union officials file through TADM's online services. Most employees can file, but seafarers, domestic workers, statutory board employees and civil servants are outside the scheme, apart from some maternity-related dismissal claims.

A salary-related claim must go through mediation at TADM first. If the parties settle, the matter ends there. If they do not, the employee can pursue the claim at the Employment Claims Tribunals (ECT). Wrongful dismissal claims follow a slightly different path: TADM assesses the claim under the Tripartite Guidelines on Wrongful Dismissal and then decides whether it is mediated at TADM or adjudicated at the ECT.

Employers can use TADM too. If a former employee covered by the Employment Act left without serving notice or paying salary in lieu, you can file a notice pay claim, but only after trying to recover the money directly.

The published limits are short. Wrongful dismissal claims must be filed within one month of the last day of employment, or within two months of the child's birth if the employee was dismissed while pregnant. Salary claims must be filed within one year of the dispute if the employee is still employed, or within six months of the last day if they have left. Employer notice pay claims must be filed within six months of the employee's last day.

Each claim is capped at $20,000, or $30,000 if a union files it. Filing fees are $10 for claims of $10,000 or less and $20 above that, and a claim only counts as filed once the fee is paid.

TADM notifies the employer once a claim is filed, so respond promptly and prepare the documents that settle most salary disputes: the contract or key employment terms, payslips, attendance and overtime records, and any warning or termination letters. Send someone to mediation who has the authority to agree terms. Disputes are far easier to resolve when pay, leave and dismissal decisions were written down at the time they were made.