The videos linked below cover key global immigration and mobility topics. They are designed to give a brief and easy-to-understand overview of important topics relevant to the management of a global workforce. Data Privacy at the Airport: Is it Possible to Protect Sensitive Data? (2 March 2021) Our immigration and…

Singapore Recreation Club v Abdul Rashid Mohamed Ali and another [2020] 5 SLR 883 provides a timely reminder of the possible pitfalls that employers may encounter when terminating employment. Employers should take note of the High Court’s observations given the trend of increasing numbers of wrongful dismissal claims brought against former employers.

The videos linked below cover key global immigration and mobility topics. They are designed to give a brief and easy-to-understand overview of important topics relevant to the management of a global workforce. Asia Pacific: Are Your Employees Considering Year-End Travel? Here’s What Your Company and They Should Know (16 December…

In brief Recognizing that retrenchments may now be inevitable for businesses continuing to be negatively affected by COVID-19, the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC) and the Singapore National Employers Federation (SNEF) (collectively, the Tripartite Partners) have jointly updated the Tripartite Advisory on Managing Excess Manpower…

In a recent Singapore Court of Appeal (“CA”) decision in I-Admin (Singapore) Pte Ltd v Hong Ying Ting and others [2020] SGCA 32 (“I-Admin”), the CA laid out a modified approach for claims relating to breach of confidence, departing from the long standing approach in Singapore, to better take into account the risks suffered by owners of losing confidential information in today’s increasingly digitized society.

Traditionally, the plaintiff is required to show that the defendant used the confidential information without authorization and to the detriment of the plaintiff in a claim of breach of confidence. However, the CA in I-Admin found that if the information is confidential in nature and has been imparted to the defendant in circumstances importing the obligation of confidence then an action for breach of confidence is presumed and the defendant will have the burden of proof to displace this presumption.

In a recent Singapore Court of Appeal (“CA”) decision in I-Admin (Singapore) Pte Ltd v Hong Ying Ting and others [2020] SGCA 32 (“I-Admin”), the CA laid out a modified approach for claims relating to breach of confidence, departing from the long standing approach in Singapore, to better take into account the risks suffered by owners of losing confidential information in today’s increasingly digitized society.

As part of our continued efforts to guide clients through these challenging times, the Asia Pacific Employment & Compensation Group brings you these recorded webinars which provide key and practical insights on employment and compensation trends and major challenges being faced by businesses across the region. If you have questions…

One of the common questions that we find employers asking is whether an ex-gratia payment made to an employee upon his or her termination will be subject to personal income tax. 

As part of our continued efforts to guide clients through these challenging times, the Asia Pacific Employment & Compensation Group brings you these recorded webinars which provide key and practical insights on employment and compensation trends and major challenges being faced by businesses across the region. If you have questions…

Both employers and recruiters who place candidates with employers should note that, in the face of difficult labour market conditions arising from COVID-19 and the Circuit Breaker movement restrictions affecting the conduct of business, MOM continues policies to strengthen job opportunities for Singaporeans to ensure the foreign workforce complements, and not substitute, the local workforce. Recognising the significant role played by labour market intermediaries in fair hiring practices, MOM will impose new anti-discrimination obligations for licensed Employment Agencies (EAs) from 1 October 2020. MOM will penalise EAs which fail to uphold fair hiring, and reward those EAs which show their strong commitment to fair recruitment practices and assist employers in strengthening their Singaporean core.