Hours, salary period, overtime, allowances and employment terms.
Singapore unpaid salary: TADM 1-year / 6-month filing limits
Salary-related claims go first to TADM. Current MOM guidance says a worker still employed should file within one year after the dispute arose; after employment ends, the claim generally must be filed within six months from the last day of work.
QUICK ANSWER · SINGAPORE
What should you do first?
Build a pay-period record using the contract, payslips, rosters, bank records and written requests for payment. Separate unpaid wages from dismissal, discrimination, leave or other workplace issues, then verify the wage-enforcement, regulator, tribunal or court route and any filing deadline that applies in the relevant employment jurisdiction.
Guide reviewed
Singapore— check the exact jurisdiction before relying on procedure or deadlines.
- 1Calculate what is unpaid
- 2Preserve roster and pay records
- 3Put the problem in writing
- 4Verify the wage-recovery route
COMMON QUESTIONS
What should I do first about employment and unpaid wages in Singapore?
Build a pay-period record using the contract, payslips, rosters, bank records and written requests for payment. Separate unpaid wages from dismissal, discrimination, leave or other workplace issues, then verify the wage-enforcement, regulator, tribunal or court route and any filing deadline that applies in the relevant employment jurisdiction.
Does the correct legal route vary by location in Singapore?
The correct route can depend on the location, facts, documents and any notice already received. Verify the live official rule for Singapore before acting.
Which official sources should I check for employment and unpaid wages in Singapore?
Start with the current official material from Singapore Ministry of Manpower and any court, tribunal, regulator or government authority directly connected to the facts and location.
VISUAL PAY PATH
Work → pay due → shortfall → recovery route.
Use this as a quick map. The detailed rules, deadlines and available remedies still depend on the selected jurisdiction and current official sources.
1What work was done?
2What should have been paid?
3What was actually received?
4Where does it go?
Use the correct rate, pay period and current local rules.
Payslips, deductions, bank deposits and missing amounts.
Labour authority, conciliation, tribunal or court depends on location.
Facts Evidence Correct local route Check current deadline / procedure
HOW THIS INFORMATION WAS PREPARED
Jurisdiction first. Official sources first.
GetInstantLaw uses jurisdiction-specific government, court, regulator and primary-law sources first, with JEZ AI used to organise that legal information in plain English. Important facts, eligibility rules and deadlines should be checked against the cited authority before you act.
No lawyer review is implied unless a page expressly identifies a genuine qualified reviewer. Read our Source Standards, Editorial Standards and Corrections Policy.
What matters first
- For employees covered by the Employment Act, salary must generally be paid at least monthly and within seven days after the end of the salary period, subject to specific exceptions.
- For statutory and contractual salary-related claims, MOM says a worker still employed should file within one year after the dispute arose.
- If the employment has ended, MOM says a salary-related claim should generally be filed within six months from the last day of work.
- TADM provides advisory and mediation services; unresolved eligible claims can proceed to the Employment Claims Tribunals.
What to do next
- 1Check the salary period, contractual rate and itemised pay records.
- 2Calculate salary arrears, overtime or other contractual/statutory amounts separately.
- 3Raise the shortfall promptly and keep the employer response.
- 4Check TADM filing limits and timelines before waiting for arrears to accumulate.
Salary timing is regulated
MOM states that salary must generally be paid at least once a month and within seven days after the end of the salary period. Overtime and certain termination situations have separate timing rules.
TADM before ECT
Salary-related employment claims are first filed with TADM for advisory and mediation. Eligible claims that do not settle can be referred to the Employment Claims Tribunals.
Build the pay record.
Employment contract or key employment terms
Itemised payslips
Attendance and overtime records
Bank deposits
CPF or salary records where relevant
Messages about missing salary
Use the right forum.
- 1Raise the missing or short salary with the employer promptly.
- 2Use MOM salary guidance to check payment rules.
- 3File an eligible salary-related claim with TADM within the applicable timeline.
- 4Get qualified advice for claims outside tribunal limits or involving complex contractual issues.
OFFICIAL & AUTHORITATIVE SOURCES
Check the underlying authority.
Employment rules and filing procedures can change. These links may include legislation, tribunals, regulators and official guidance. Use the source itself before relying on a deadline, rate or eligibility rule.