Workplace Compliance, Handled with Care

We assess the contract against the Employment Act and current MOM guidelines, flag terms that may be unenforceable or non-compliant, and provide written commentary with recommended changes. If a full redraft is needed, that can be arranged within the same engagement.

A standard handbook engagement takes approximately two to three weeks from the initial briefing to delivery of the final document. More complex situations — for instance, companies with multiple work arrangements or specific PDPA requirements — may require additional time, which we will discuss upfront.

Yes. We assist with the preparation of position statements, advise on negotiating positions, and provide advisory support throughout the mediation process at the Tripartite Alliance for Dispute Management. Where matters progress to the Employment Claims Tribunals, we can continue to advise on your options.

Termination with proper notice — or payment in lieu — is generally lawful if the contractual and statutory requirements are met. Wrongful dismissal arises when an employee is dismissed in breach of contract, without proper cause, or in contravention of certain statutory protections such as those relating to pregnancy or injury. The specific circumstances matter considerably, and we would assess these with you before advising.

The fees listed for each service are our standard starting rates. Engagements that are straightforward in scope are typically completed at or close to the stated fee. Where a matter is more complex — for example, a dispute with several overlapping claims — we will discuss the expected scope and any fee variation before proceeding.

Yes. Tembusu Law advises employers ranging from small businesses to larger organisations, as well as individual employees. We do not act for both sides in the same matter, but advising across the spectrum gives us useful insight into how employment situations typically develop from each perspective.