The Tripartite Alliance for Dispute Management (TADM) is a government-supported platform that helps employees and employers resolve salary-related and employment disputes through advisory and mediation services.

TADM operates under the oversight of the Ministry of Manpower (MOM) and serves as the first point of contact before cases can proceed to the Employment Claims Tribunals (ECT).

Role of TADM

TADM provides:

• Advisory services on employment disputes

• Mediation between employers and employees

• Claim referrals to the Employment Claims Tribunals if mediation fails

If a dispute is resolved through mediation, parties will enter into a settlement agreement under the Employment Claims Act. If mediation is unsuccessful, TADM issues a Claim Referral Certificate, allowing the case to be heard by the ECT.

Types of Claims Handled (via ECT)

All claims must first be filed with TADM.

Claims by Employees

• Statutory salary-related claims under the Employment Act (EA), Retirement and Re-employment Act (RRA), and Child Development Co-Savings Act (CDCA)

• Contractual salary-related claims (excluding domestic workers, public servants, and seafarers)

• Wrongful dismissal claims under the EA and CDCA

Claims by Employers

• Claims for salary in lieu of notice

Maximum Claim Amount

Claimants may claim:

• Up to S$20,000, or

• Up to S$30,000 if the dispute goes through the Tripartite Mediation Framework (TMF) or mediation assisted by unions recognised under the Industrial Relations Act

If a claim exceeds these limits, the claimant must forego the excess amount to proceed with mediation or ECT adjudication.

When to File a Claim

Salary-Related Claims

• Still employed: Within 1 year after the dispute arose

• No longer employed: Within 6 months from the last day of employment

Wrongful Dismissal Claims

• Pregnant employees (maternity benefit-related): Within 2 months from date of confinement

• Other wrongful dismissal cases: Within 1 month from last day of work

Tripartite Mediation Framework (TMF)

The Tripartite Mediation Framework allows more employees to resolve disputes through tripartite mediation.

Eligibility

• PMEs who are union members in non-unionised companies

• Rank-and-file union members in non-unionised companies

Issues Covered

• Salary arrears and statutory benefits

• Overtime, public holiday, and rest day pay

• Maternity and other leave benefits

• Re-employment issues

• Breach of employment contracts

• Retrenchment benefits

• Wrongful dismissal

Financial Relief for Unpaid Salary Claims

TADM administers a short-term financial relief fund for eligible low-income local employees when employers are unable to pay salary arrears due to business failure. Eligibility is assessed on a case-by-case basis.

Disputes Not Covered Under Employment Laws

Employees with disputes not covered under employment legislation may still approach TADM for voluntary mediation services.

Mediation for Self-Employed Persons (SEPs)

Self-employed persons facing payment disputes with service buyers may:

• Approach the Small Claims Tribunals (SCT)

• Contact relevant sector agencies (e.g. LTA)

• Seek mediation assistance from TADM

• Use the KETs (Key Employment Terms) template for SEPs

Key Takeaway

TADM plays a central role in Singapore’s employment dispute resolution system by:

• Encouraging early, amicable settlement

• Reducing the need for litigation

• Providing structured access to the Employment Claims Tribunals

Employees and employers are encouraged to engage TADM early to resolve disputes efficiently and fairly.