In this decision of ATT Systems (S’pore) Pte Ltd and another v Centricore (S) Pte Ltd and others [2025] SGHC 13, the Singapore High Court held, among other things, that the general non-compete obligations were valid and enforceable against the former employees. The Court found that the defendants had breached confidentiality obligations, non-compete and loyalty obligations, induced breaches of contract by the former employees, and engaged in a conspiracy to cause damage by such means.
Workplace Fairness Bill passed into law – first anti-discrimination employment legislation in Singapore
The Workplace Fairness Bill was passed in the Singapore Parliament yesterday. It is the first anti-discrimination employment legislation in Singapore. It transforms the existing voluntary Tripartite Guidelines on Fair Employment Practices into enforceable regulations. Here are some key points and actionable steps for employers and HR practitioners.
The Ultimate Guide to Starting and Running a Business in Singapore
All the legal, tax, operational, and strategic considerations from founding to growth stage
This article explains everything a founder, CEO, Board Director, manager, or executive would typically encounter in starting and running a business.
Beyond mere information, we share practical guidance and insights from experience.
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Singapore High Court held employer not obliged to comply with its own employment policies: Kallivalap Praveen Nair v Glaxosmithkline Consumer Healthcare Pte Ltd [2022] SGHC 261
Interesting case: Kallivalap Praveen Nair v Glaxosmithkline Consumer Healthcare Pte Ltd [2022] SGHC 261
Ex-employee claimed that employer GSK breached its employment contract by failing to follow its own employment policies.
Case: Singapore High Court on what constitutes confidential information protectable post-employment
Significance
In Asia Petworld Pte Ltd v Sivabalan s/o Ramasami [2022] SGHC 128, the General Division of the Singapore High Court (Philip Jeyaretnam J) analysed certain categories of information to determine if they were subject to implied general confidentiality obligations post-employment. The Court affirmed a key principle that the knowledge and experience that an employee acquires during his employment is not protectable confidential information post-employment.
Case: Court’s comments on contractual discretion and implied term of mutual trust and confidence
Significant comments by the Appellate Division of the Singapore High Court.
In Dong Wei v Shell Eastern Trading (Pte) Ltd [2022] SGHC(A) 8, the Court in obiter dicta considered and said that:
a. although it has been held that an employer’s exercise of a contractual discretion is subject to requirements of rationality, good faith and consistency with the contractual purpose (Leiman, Ricardo and another v Noble Resources Ltd and another [2018] SGHC 166 at [112]-[114]; Braganza v BP Shipping Ltd and another [2015] 1 WLR 1661);
b. such a fetter on contractual discretion should not extend to the contractual right to terminate with notice (at [88]);
c. further, this fetter would cut both ways and also limit an employee’s right to terminate with notice (at [92]);
d. the existence of an implied term of mutual trust and confidence in employment contracts under Singapore law is not yet settled (The One Suites Pte Ltd v Pacific Motor Credit (Pte) Ltd [2015] 3 SLR 695 (CA) at [44]);
e. the High Court of Australia in Commonwealth Bank of Australia v Barker (2014) 312 ALR 356 had firmly rejected this in Australian law. The Court’s reasoning there would be cogent in the Singapore law context too.
#singaporelaw #law #employmentlaw #litigation #contractlaw
Dr Jeremy Fernando, Internal Investigations, Misconduct and Public Relations
Dr. Jeremy Fernando, a non-residential teaching staff of Tembusu College, National University of Singapore (NUS) was recently reported to have been dismissed for alleged sexual misconduct. NUS has since lodged a police report and issued a press statement after student group Students for a Safer NUS (SafeNUS) called for accountability.
There are important legal, crisis management and public relations (PR) lessons to be learnt from this episode (quite apart from the important issues about organisations upholding cultures of safety from sexual and emotional abuse).
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Article: Considerations When Drafting Employment Contracts
As a Singapore employment lawyer, I explain in this article various considerations an employer or human resource (HR) executive should consider when drafting or amending employment contracts / agreements.
Similar information may be found on my www.sglegalforms.com webpage here.
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Case: Public Prosecutor v Jurong Country Club and another appeal [2019] SGHC 150 – High Court considers factors to determine whether employee or independent contractor
Significance: Singapore High Court considers factors to determine whether a person was engaged as an employee or independent contractor for purposes of the Central Provident Fund Act (CPFA).
6 Ways Businesses Can Maximise Their Downtime During COVID-19 Season
By Ronald JJ Wong and Nee Yingxin
If your business is experiencing a slow-down because of Circuit Breaker and social distancing measures during this COVID-19 season 19, now is the best time to repair legal foundations, review internal systems, and position your business for when things pick up again.
Here are 6 key areas you should review.
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