Singapore's dispute framework runs through the tripartite bodies, with mediation as the standard first step.
Where to go
MOM — the Ministry of Manpower, for statutory matters and pass issues
TAFEP — the Tripartite Alliance for Fair and Progressive Employment Practices, for mediation including retrenchment benefit disputes
For larger amounts or complex contractual questions, an employment lawyer can advise.
Common grounds
Retrenchment benefit not paid where the contract provides for it
Wrongful dismissal — without just cause or excuse, under Section 14
Dismissal motivated by discrimination
Final pay short or incorrectly broken down
CPF not paid on wages to the last day
Work pass not cancelled within 7 days
Why your contract is central
Because retrenchment benefits are contractual rather than statutory, most benefit claims turn on what the contract or collective agreement says.
The terms are binding on both parties, which is what makes them enforceable.
What to gather
Your employment contract and any variation letters
Company retrenchment policy, if one exists
Any applicable collective agreement
Payslips and CPF statements
The final settlement breakdown, itemised
Retrenchment notice and correspondence
The MRN as evidence
Employers with at least 10 employees must file a Mandatory Retrenchment Notification with MOM within five working days.
Whether that was filed is checkable, and it also determines whether the support taskforce reached out to you.
The tax and CPF breakdown
Notice pay is taxable but CPF-exempt. Retrenchment benefits are generally neither taxable nor CPF-attracting. Leave encashment is taxable.
If the settlement is presented as a single figure, ask for the itemised version — it affects both your take-home and any claim.
Act promptly
Records are easier to assemble close to the event, and the work pass clock runs quickly for foreign employees.
Frequently asked questions
Where do I take a dispute?
MOM for statutory matters and pass issues, and TAFEP for mediation including retrenchment benefit disputes.
What are common grounds for a claim?
Retrenchment benefit unpaid where the contract provides it, wrongful dismissal under Section 14, discrimination, short final pay, unpaid CPF, and work pass not cancelled in time.
Why is my contract central?
Because retrenchment benefits are contractual rather than statutory, so most benefit claims turn on what the contract or collective agreement says.
What should I gather?
Your contract and variation letters, company retrenchment policy, any collective agreement, payslips and CPF statements, and the itemised final settlement.
Should I ask for an itemised settlement?
Yes. Notice pay, retrenchment benefit and leave encashment have different tax and CPF treatment, which affects your take-home and any claim.