TADM - Tripartite Alliance for Dispute Management (Singapore)
Singapore's one-stop advisory and mediation service for workplace disputes, jointly established by the Ministry of Manpower (MOM), NTUC, and the Singapore National Employers Federation (SNEF) to resolve employment claims before they reach the Employment Claims Tribunals.
What Is TADM?
Key Takeaways
- ✓TADM stands for the Tripartite Alliance for Dispute Management. It's Singapore's primary body for advising on and mediating employment disputes before they escalate to formal tribunal proceedings.
- ✓Established in 2017, TADM is a joint initiative of the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC), and the Singapore National Employers Federation (SNEF).
- ✓TADM handles over 30,000 advisory requests and thousands of mediation cases each year, resolving more than 80% of salary-related disputes without the need for tribunal proceedings.
- ✓All employees seeking to file a claim at the Employment Claims Tribunals (ECT) must first register with TADM and attempt mediation. This is a mandatory step, not optional.
- ✓TADM's services are free for the advisory stage, with a nominal fee of $10 for mediation requests (waived in hardship cases).
TADM is where most employment disputes in Singapore get resolved. Before any worker can take a salary claim, wrongful dismissal complaint, or contractual dispute to the Employment Claims Tribunals, they must go through TADM first. This isn't just a suggestion. It's a legal requirement under the Employment Claims Act 2016. The logic behind TADM is simple: most workplace disputes don't need a formal hearing. They need a conversation with a neutral third party who understands employment law. TADM provides that. Its advisors explain each party's rights and obligations under the Employment Act and relevant contracts, then attempt to mediate a settlement. The tripartite structure matters. Because TADM is backed by the government (MOM), the union movement (NTUC), and employers (SNEF), it carries credibility with all parties. Employers take TADM mediations seriously because the alternative is a binding ruling from the ECT. Employees trust the process because it's designed to be accessible and low-cost.
Why TADM was created
Before 2017, salary disputes for non-union members went directly to MOM, which handled both advisory and enforcement functions. The process was slow and lacked a structured mediation step. TADM was created to separate the advisory and mediation functions from enforcement, reduce the case backlog at MOM, and give employees and employers a faster path to resolution. Since its launch, TADM has significantly reduced the number of cases reaching the ECT.
How the TADM Process Works
TADM handles disputes through a three-stage process: advisory, mediation, and (if needed) referral to the Employment Claims Tribunals.
Stage 1: Advisory
Any employee or employer can contact TADM for free advice on employment rights and obligations. Advisors clarify what the law says about the specific issue (salary disputes, notice periods, overtime pay, termination terms) and explain the options available. Many cases resolve at this stage once both parties understand their legal position. You can reach TADM by phone, in-person appointment, or through their online enquiry form.
Stage 2: Mediation
If advice alone doesn't resolve the issue, either party can request mediation. A trained TADM mediator brings both parties together (in person or via video) to negotiate a settlement. The mediator doesn't impose a decision. They facilitate the conversation and help both sides find workable solutions. Mediation sessions typically last 2 to 3 hours. If an agreement is reached, TADM documents it as a settlement agreement that's binding on both parties.
Stage 3: Referral to ECT
When mediation fails, TADM issues a claim referral certificate that allows the claimant to file at the Employment Claims Tribunals. The ECT is a division of the State Courts that hears employment disputes. Claims are capped at $20,000 for non-union members and $30,000 for union members. ECT hearings are designed to be quick, informal, and conducted without lawyers (legal representation is not allowed). The ECT Magistrate issues a binding order.
Types of Disputes TADM Handles
TADM's scope covers most common employment disputes that arise between employers and employees in Singapore.
| Dispute Type | Common Issues | Time Limit to File |
|---|---|---|
| Salary disputes | Unpaid wages, overtime, allowances, deductions, 13th month pay | Within 1 year of the dispute or 6 months after leaving employment |
| Wrongful dismissal | Termination without notice, termination to avoid paying benefits, dismissal on discriminatory grounds | Within 1 month of the last day of employment |
| Contractual disputes | Breaches of employment contract terms, disagreements over contract interpretation | Within 1 year of the breach |
| Retrenchment benefits | Disputes over eligibility for or quantum of retrenchment payments | Within 6 months of retrenchment |
| Transfer of employment | Disputes arising from business transfers affecting employment terms | Within 1 year of the transfer |
Who Can Use TADM's Services
TADM serves a broad range of workers, but there are eligibility requirements that determine what services are available.
Employees covered
All employees covered by the Employment Act (Singapore) can use TADM's services. This includes local employees, permanent residents, and foreign workers with valid work passes. Since April 2019, the Employment Act covers all employees regardless of salary level, though certain provisions (overtime, rest days, public holidays) still apply only to workmen earning up to $4,500/month and non-workmen earning up to $2,600/month. Managers, executives, and PMEs (Professionals, Managers, and Executives) are all eligible.
Domestic workers and public servants
Foreign domestic workers (FDWs) are not covered by the Employment Act and therefore can't use TADM for statutory claims. Their disputes are handled directly by MOM. Public servants employed under the Public Service (Disciplinary Proceedings) Regulations also fall outside TADM's jurisdiction. However, TADM can still provide advisory services to these groups on a goodwill basis.
How Employers Should Prepare for TADM Mediation
Getting a TADM mediation notice doesn't mean you've done something wrong. It means an employee has raised a claim. How you prepare determines the outcome.
- Gather all relevant documents before the mediation date: employment contracts, payslips, time records, correspondence about the dispute, and any company policies referenced in the claim.
- Send someone with authority to settle. If your representative needs to call head office for approval on every proposed figure, the mediation stalls and the mediator loses patience.
- Calculate your exposure. Before the session, determine the maximum amount you could owe if the claim succeeds at ECT. Then decide your settlement range. Most cases settle between 60% and 90% of the claimed amount.
- Don't bring a lawyer unless the matter involves complex legal issues. TADM mediation is designed for direct employer-employee negotiation with a mediator. Lawyers can make the process more adversarial than necessary.
- Be open to creative solutions. Sometimes the employee wants an apology, a reference letter, or early release from a non-compete clause more than they want cash. TADM mediators encourage solutions beyond pure monetary settlements.
- Respond to TADM's communications promptly. Ignoring a mediation notice won't make the claim go away. It'll just move the case to ECT where you have less control over the outcome.
TADM Mediation vs Employment Claims Tribunals
Understanding the differences between these two stages helps employers and employees make informed decisions about when to settle and when to proceed.
| Dimension | TADM Mediation | Employment Claims Tribunals (ECT) |
|---|---|---|
| Nature | Facilitated negotiation (voluntary settlement) | Quasi-judicial hearing (binding decision) |
| Cost | $10 filing fee for mediation | $30 filing fee for claims up to $10,000, $60 for claims above $10,000 |
| Timeline | Usually scheduled within 2-4 weeks of request | Hearing within 4-8 weeks of filing |
| Legal representation | Not required, generally not encouraged | Not allowed (parties must self-represent) |
| Outcome | Settlement agreement (binding if both agree) | Binding order from ECT Magistrate |
| Claim cap | No cap for advisory and mediation | $20,000 (non-union), $30,000 (union members) |
| Appeal | No appeal (it's a voluntary settlement) | Can appeal to High Court on questions of law |
| Public record | Confidential | ECT orders are a matter of public record |
TADM Statistics [2026]
Data illustrating TADM's caseload and resolution effectiveness since its establishment.
Frequently Asked Questions
Is TADM mediation mandatory before going to ECT?
How long does the TADM process take from start to finish?
Can a foreign worker use TADM?
What if the employer doesn't show up for mediation?
Does TADM handle disputes involving company directors or partners?
Written by Adithyan RK