Industrial Relations Act 1960 - Singapore Statutes Online

Disputes for tripartite mediation

30G.—(1) Subject to subsection (2), only the following disputes may be the subject of tripartite mediation:

(a)	any dispute relating to a breach of contract of employment by the employer of an employee;
(b)	any dispute relating to salary due to an employee;
(c)	any dispute relating to the retrenchment benefit payable or to be paid to an employee by his employer;
(d)	any re‑employment dispute as defined in section 8A(4) of the Retirement and Re‑employment Act 1993;
(e)	any specified statutory dispute; or
(f)	any wrongful dismissal dispute,

the material facts of which giving rise to the dispute occur on or after 1 February 2011.

[36/2010; 21/2016; 55/2018]

(2) The following disputes may not be the subject of tripartite mediation:

(a)

any wrongful dismissal dispute in relation to which an employee may lodge a claim mentioned in section 14(2) of the Employment Act 1968, in a case where the Commissioner receives a notification under section 30H(2) relating to that dispute later than one month after the date of the dismissal of the employee;

(b)

any wrongful dismissal dispute in relation to which a female employee may lodge a claim mentioned in section 84(2) of the Employment Act 1968, in a case where the Commissioner receives a notification under section 30H(2) relating to that dispute later than 2 months after the date of the employee’s confinement;

(c)

any dispute (not being a wrongful dismissal dispute mentioned in paragraph (a) or (b)) in a case where —

(i)	the employment relationship has ended (whether due to the retirement of the employee, or the expiry or termination of the contract of service, or otherwise); and
(ii)	the Commissioner receives a notification under section 30H(2) relating to that dispute later than 6 months after the last day of employment of the employee;

(d)

any other dispute, in a case where the Commissioner receives a notification under section 30H(2) relating to that dispute later than one year after the date on which the material facts giving rise to the dispute occurred.

[36/2010; 21/2016; 55/2018]

(3) The Minister may, by order in the Gazette, lengthen or shorten either or both of the following periods, either absolutely or for any class of employees, any class of employers and any category of disputes mentioned in subsection (1):

(a)	the period of 6 months mentioned in subsection (2)(c)(ii);
(b)	the period of one year mentioned in subsection (2)(d). [21/2016; 55/2018]

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