A dispute doesn't have to mean the end of a working relationship — but knowing the process helps.
Disputes between employers and migrant domestic workers happen. Sometimes it's about unpaid salary. Sometimes it's about work scope creep, or a misunderstanding that grew into something bigger. Whatever the cause, most people on both sides don't fully understand what MOM's dispute resolution process involves — and that gap in knowledge can make a difficult situation worse.
Here is how it actually works.
Step one: Try to resolve it directly first
MOM expects both parties to attempt direct resolution before escalating. This isn't just a formality. Many disputes stem from miscommunication, and a clear conversation — sometimes with help from an employment agency — can resolve things without formal intervention. Keep a written record of any agreement reached.
Step two: Contact MOM or the Tripartite Alliance for Dispute Management
If direct resolution fails, either the worker or the employer can approach MOM or TADM (Tripartite Alliance for Dispute Management). TADM handles salary-related disputes. MOM handles a broader range of employment grievances, including work conditions and contract breaches.
Workers can call the MOM helpline at 6438 5122 or visit mom.gov.sg. Employers can do the same. There is no penalty for raising a concern in good faith.
Step three: Mediation
TADM offers mediation as a first step for salary disputes. A neutral mediator works with both sides to reach a settlement. It is faster and less adversarial than formal adjudication. Most salary disputes are resolved here.
Step four: Adjudication at the Employment Claims Tribunal
If mediation fails, the case can go to the Employment Claims Tribunal (ECT). The ECT can order salary payment, compensation, or other remedies. Decisions are legally binding. Both employers and workers can file a claim.
What workers should know
You have the right to raise a dispute without fear of automatic repatriation. MOM investigates claims, and employers cannot cancel a work permit mid-dispute without scrutiny. Keep records: messages, payslips, contracts. Documentation protects you.
What employers should know
A worker raising a dispute is not automatically in the wrong. Engaging honestly with the process is almost always better than escalating a conflict. Employers found to have withheld salary or breached employment conditions face serious consequences.
Understanding the process before a dispute arises is the best preparation. At Anisya, we believe both workers and employers do better when they go into a working relationship with clear expectations and an honest understanding of their rights.