Farallon Law Corporation

05/06/2026

Lawyers said there can be grounds for seeking legal recourse if the worker is dismissed because he declines to reapply for the overseas role.

This depends heavily on the facts of the situation and the terms of the employment contract, said lawyer Nicolas Tang, managing director of Farallon Law.

A substantial unilateral change to the place of work, especially if an overseas relocation is required, could be a breach of contract, he said.

“Relevant considerations would include whether the employment contract contains a mobility or relocation clause, whether the relocation is reasonable and genuinely necessary, whether alternative arrangements were offered, and whether the employee was effectively pressured into leaving,” he said.

Employers need to exercise caution in how such exercises are implemented, said Mr Tang.

“If the process appears designed primarily to avoid retrenchment obligations or place indirect pressure on employees to resign, it may expose the employer to wrongful dismissal or constructive dismissal allegations,” he said.

Some employers take this approach in order to avoid the optics of a retrenchment, say manpower experts.

26/05/2026

Man acquitted of molesting woman in nursing room; judge finds woman’s testimony ‘problematic’

A man's molestation conviction is overturned due to problematic testimony, leading to his acquittal. Read more at straitstimes.com. Read more at straitstimes.com.

21/05/2026

https://www.channelnewsasia.com/singapore/hm-restructuring-employee-job-role-reapply-southeast-asia-kl-manila-vietnam-6115716

In a restructuring exercise that involves moving its Southeast Asia headquarters from Singapore to Kuala Lumpur, the clothing retailer has asked staff to reapply for 178 available roles, including four in Singapore.

20/05/2026

When a cryptocurrency exchange dispute arises, the key question is not simply whether you have a claim, but how and where that claim can be pursued. This depends on jurisdiction and on the dispute resolution mechanisms set out in the cryptocurrency exchange’s user agreement. These user agreements are typically accepted at the point of account creation and govern the legal avenues available to you if a cryptocurrency exchange breaches its contractual obligations.

Traditionally, contractual disputes are resolved through court proceedings in national courts. However, many commercial contracts now depart from this model by requiring disputes to be resolved through alternative dispute resolution (“ADR”), most commonly arbitration. Arbitration is a form of ADR in which the parties agree to submit their dispute to one or more independent arbitrators, whose decision is final and binding. Arbitration allows parties to choose the forum, procedure, and decision-maker in advance, and these choices can significantly affect cost and timing.

Cryptocurrency exchanges almost invariably require disputes to be resolved through arbitration under their user agreement. As a result, the first and most important issue to consider when an exchange dispute arises is the arbitration mechanism mandated by the contract. The user agreement may require disputes to be seated in a particular jurisdiction, under specified arbitral rules, and subject to mandatory procedural preconditions. Engaging a law firm with experience in cryptocurrency arbitration at an early stage can be critical to navigating these requirements correctly.

Learn how cryptocurrency exchange disputes are resolved across SIAC, HKIAC, and US/UK arbitration frameworks. Understand your rights before a dispute arises.

18/05/2026

"Mr Kang the magistrate said that the company had framed the termination of Ms C as misconduct aggravated by dishonesty, so the burden was on the company to prove it.

He noted that there was no indicator in the employer's case that Ms C knew the claims were impermissible and she pressed on nonetheless.

There was no acknowledgement of her having received training on submitting claims, no warning that she had accepted and ignored, no attempt at concealment and no admission."

One employee was awarded more than S$17,000. She had submitted reimbursement claims totalling almost S$10,000 for things such as vitamins, supplements and skincare items that were not ordered by a doctor.

21/04/2026

askST Jobs: I think I am being ‘quietly fired’. What should I do?

Not all forms of perceived “quiet firing” are unlawful, noted Mr Nicolas Tang, managing director at Farallon Law Corp.

Mr Tang said a distinction has to be made between whether an employer’s behaviour is lawful and whether the employee feels that the situation is unfair.

He added that employers generally retain discretion over decisions such as bonuses, increments and job scope. Actions such as reducing responsibilities, assigning less desirable work, or limiting salary increases may be perceived as unfair, but are not necessarily illegal.

“The company may be able to justify that, citing reasons such as a change in market conditions, structural changes within the company, or poor performance of the employee,” he said.

Discover practical advice on navigating workplace challenges and understanding your rights if you suspect you are being "quietly fired" in Singapore. Read more at straitstimes.com. Read more at straitstimes.com.

27/03/2026

17/03/2026

This article is focused on the SIAC Streamlined Procedure, set out in Rule 13 and Schedule 2 of the SIAC Rules 2025, and provides our observations on the following:

- when the Streamlined Procedure applies;
- how the Streamlined Procedure works;
- advantages of the Streamlined Procedure;
- when and how parties can object to the Streamlined Procedure; and
- possible reforms for the Streamlined Procedure.

SIAC 2025 Rules Streamlined Procedure explained: When it applies, how to object, and how to protect your client’s right to be heard. Read our analysis.

14/02/2026

We held a Mindful Business Seminar recently at our offices with Mindful Business Charter CEO, Richard Martin. He talked about the history of MBC, the principles of a mindful business, MBC's activities in Singapore, the launch of the Mindful Business Movement in Singapore in July 2025 by MBC, Singapore Academy of Law, Mindful Business Singapore, Temasek and WorkWell Leaders and examples of mindful businesses and law firms in action.

You can watch the Youtube video of the seminar at:

Rehumanising the Workplace is an exclusive in-person session for leaders, professionals, employees and organisations committed to building healthier, more pr...

10/02/2026

Constructive dismissal, or “constructive termination”, remains one of the most frequently misunderstood concepts in Singapore employment law. Before the revised Employment Act came into effect, constructive dismissal in Singapore was grounded primarily in common law. As a result, employees who resigned due to the employer’s conduct often attempt to frame their claims under breach of contract, the implied term of mutual trust and confidence, or repudiatory breach.

Learn what the laws are around constructive dismissal in Singapore. Know how to protect your rights as an employee or employer.