The Labour Court heard 490 cases across a range of salary disputes. For instance, Idealsoft Pte Ltd terminated the services of four employees without paying their salaries in lieu of notice.

The Court found that it was unfair for the employer to deny employees their notice pay if the workers had no opportunity to serve out the notice period.

In another incident, a teacher employed by Candy Kids Childcare took hospitalisation leave and found that her employer did not pay her for the time she was warded, and also deducted the days of hospitalisation from her salary from a previous month.

The childcare centre contended that the teacher was on probation and thus not entitled to paid sick leave. The Court, however, clarified that an employee on probation remains an employee and is entitled to paid sick leave if she has served under the employer for at least 3 months. The teacher had been with the centre for six months.

Another case heard by the Court involved a spray painter employed by Ah Chiang Motor Works. He was terminated from employment while he was hospitalised and later compensated $2,800 as settlement, although no explanation was given as to how the sum was arrived at.

The Court eventually found that the employer's full obligation to the worker upon termination of his services would amount to around $5,300 instead.

MOM advises workers to refer to their obligations and rights under the Employment Act, and they should approach the ministry for advice and assistance if they feel that the law has not been complied with.