The upcoming fundamental changes to Singapore’s Employment Act will mean that companies must now structure their employment contracts to ensure that the baseline rights and entitlements prescribed in the Act apply to all their employees. It would be ideal if there could be more clarity on what constitutes wrongful dismissal under the Act, but meanwhile and in any event, companies should establish and follow clear performance improvement, disciplinary and due inquiry processes and procedures, keeping all relevant records post-employment. The Employment Claims Tribunals (ECT) has a key role to play in this new employment landscape, as it will hear all wrongful dismissal claims moving forward. And as there are limited rights of appeal from ECT decisions, it will be important that the ECT gets them right. Head of Employment and Labour Ian Lim comments in an article here: https://www.theedgesingapore.com/employment-act-covers-all-boon-or-bane-business