What Legal Rights Do Migrant Workers Facing Unpaid Salaries Have in Singapore?

Last updated on September 30, 2026

In mid-2026, reports emerged that up to 400 migrant workers in Singapore had gone months without receiving their salaries. The workers were employed by related companies including KPA Engineering, SK Industries, and VVR Plant Engineering.

The matter was brought to the public’s attention after more than 100 migrant workers approached the Ministry of Manpower (MOM) services centre seeking assistance over unpaid salaries and related concerns, including housing arrangements. The workers were left in challenging circumstances, facing unpaid rent, food shortages, and increasing debts back home. MOM and the Tripartite Alliance for Dispute Management (TADM) subsequently assisted the affected workers by attempting to contact their employers and securing proper housing and meals.

The situation brought national attention to the vulnerabilities faced by foreign workers when business operations break down and, as in this case, an employer leaves migrant workers stranded. At the same time, it has also cast a spotlight on the legal safeguards built into Singapore’s employment framework.

This case highlighted three important points under Singapore law:

Singapore law provides avenues for migrant workers to recover unpaid salaries: If your employer fails to pay your salary, you can seek assistance from the relevant authorities and pursue available channels to recover the money owed to you.
Employers remain legally obliged to pay salaries even if they face financial difficulties: Cash flow problems or business setbacks do not automatically relieve your employer of the legal obligation to pay you in accordance with your employment contract and Singapore’s employment laws.
Government agencies and support networks can provide assistance: Authorities such as MOM, together with migrant worker support organisations, can provide assistance, investigate suspected breaches of employment laws, and offer practical support while salary claims are being investigated and resolved. This may include allowing affected workers to legally remain in Singapore while seeking new employment, as well as arranging temporary accommodation and providing essential support.

If you are a migrant worker who has not been paid your salary, understanding your legal rights can help you take prompt action. This article explains:

An Employer Must Pay Workers Their Salary in Singapore

Employers in Singapore have a legal obligation to pay their workers. This obligation arises both under the employment contract as well as for employees covered by the Employment Act (EA).

What is the Employment Act (EA)?

The EA is the primary legal framework governing employment rights in Singapore. It sets out basic terms and conditions of employment, including when salary must be paid and rules on salary deductions.

You are covered by the EA if you work under a contract of service (such as an employment contract) with an employer. In general, the EA applies to most employees in Singapore, including Singapore citizens, permanent residents, and foreign employees. The only exceptions are domestic workers, seafarers, and public servants.

What counts as a “salary” under the law?

The law uses the terms “salary” and “wages” interchangeably. Salary refers to all payments, including contractual allowances, that your employer owes you for the work you perform under your contract of service.

Singapore does not currently have a statutory minimum wage. This means your basic salary rate depends on what you and your employer mutually agreed upon in your contract, or what is negotiated through a trade union.

However, not every payment or benefit you receive from your employer qualifies as part of your salary under the law. The EA specifically excludes several items from the definition of salary. These include:

Housing and utilities: The monetary value of free accommodation, water, electricity, medical benefits, or other amenities provided by your employer.
Employer pension contributions: Any payments your employer makes on their own account into pension or provident funds.
Travelling allowances: Money or special travel concessions given to cover your commute or transit costs.
Expense reimbursements: Money paid to repay you for out-of-pocket expenses you incurred while carrying out your job duties.
Discharge or retirement payouts: End-of-service bonuses or lump sums paid to you when you leave the company or retire.
Retrenchment benefits: Severance pay issued if you are made redundant.

On the other hand, your earnings may also include payments beyond your basic salary. However, different rules apply depending on the type of payment. You are entitled to some payments, such as overtime pay, by law. Other payments depend on what you and your employer agreed to in your contract.

Overtime pay

You are entitled to overtime pay if you are:

Covered under Part 4 of the EA, which includes workmen (doing manual labour) earning up to $4,500 a month and non-workmen earning up to $2,600 a month, but excludes managers and executives; and
You work beyond the normal hours of work prescribed under the law.

Your normal hours of work depend on your working arrangement. For example, if you work more than 5 days a week, your normal hours of work are generally limited to 8 hours a day and 44 hours a week. If you work 5 days or fewer in a week, your normal hours of work can be up to 9 hours a day and 44 hours a week. Any work performed beyond these limits at your employer’s request is treated as overtime work. However, employees must not be required to work more than 72 hours of overtime in a month.

Overtime work must be paid at a minimum rate of 1.5 times your hourly basic rate of pay. Your employer must also pay any overtime owed to you within 14 days after the end of the salary period in which the overtime was worked.

Fixed allowances

If your contract of service provides that you are entitled to fixed allowances, such as housing, meal, or transport allowances, your employer must pay these allowances according to the agreed terms. As fixed allowances form part of your salary, they must be paid within the regular 7-day salary payment deadline.

Contractual bonuses and Annual Wage Supplements

The EA does not require employers to pay bonuses or an Annual Wage Supplement (AWS) by default. Nevertheless, if a bonus or AWS (often referred to as the 13-month payment) is written into your contract of service, it becomes a legally binding entitlement that your employer must pay according to the agreed terms.

In limited circumstances, where business results are exceptionally poor for the year, an employer may negotiate with its employees or trade union to reduce the AWS payable. This does not allow an employer to simply refuse payment of a contractual AWS without agreement.

When Must Salaries be Paid to Employees?

Under the EA, your employer can choose to set a regular pay schedule, known as a salary period. However, this period cannot exceed one month, and your salary must be paid at least once a month. If your employer does not set a specific salary period, the law automatically defaults the period to one month.

There are different payment deadlines which apply in specific circumstances, such as for overtime claims or if you resign without serving notice.

Regular monthly salary: Must be paid within 7 days after the salary period ends. For example, if your salary period runs from 1 July to 31 July, you must receive your pay by 7 August.
Overtime pay: Must be paid within 14 days after the end of the salary period in which you worked the extra hours.
Resignation or termination: Deadlines depend on whether you served your required notice period or left without notice. Your employer must pay your final salary on your last day of work(or within 3 working days if you are terminated, or within 7 days if you resign without notice). If you resign without serving notice, your employer has the right to deduct salary in lieu of notice from your final salary to cover the unserved notice period.

Each time you receive your salary, your employer must give you an itemised payslip (or within 3 working days of payment). It can be physical or digital and must clearly show your basic salary, overtime pay, allowances, deductions, and total net pay. Upon termination or dismissal, your employer must provide your final payslip together with your final salary payment.

Can My Employer Legally Withhold My Salary?

In almost all cases, no. Once you have earned your salary, your employer cannot withhold your pay, even if the company is facing cash flow issues. However, there are limited situations where your employer may lawfully deduct part of your salary, such as for tax clearance or other purposes as may be permitted under the law.

When can my employer deduct money from my salary?

The law allows your employer to deduct money from your salary only in specific circumstances, such as:

Absence from work: Your employer may deduct pay for periods when you are absent from work without authorisation. The deduction must be proportionate to the period of absence and calculated based on your gross rate of pay (which typically includes your basic pay and contractual allowances) for the relevant salary period.
Damage or loss: Your employer may deduct money for damage or loss of goods, money, work gear, tools, equipment, or vehicles caused by your actions or failure to take proper care. Before making the deduction, your employer must conduct an inquiry and give you a chance to explain what happened. The deduction cannot exceed 25% of one month’s salary and must be made as a one-time deduction.
Accommodation and approved amenities: Your employer may deduct money for accommodation, amenities, or services (such as childcare services or recreation facilities) provided to you that you have agreed to accept. Amenities and services must first be approved by the Commissioner for Labour. The deduction cannot exceed the actual value of what is provided or 25% of your salary for each salary period, whichever is lower.
Salary advances, loans, and overpayments: Your employer may deduct money to recover salary advances or loans, subject to certain limits. Deductions for salary advances or loans are capped at 25% of your salary per salary period, and salary advances must generally be recovered within 12 months. Your employer may also recover overpaid salary or unearned employment benefits.
Deductions you agree to in writing: Your employer may make other deductions provided that you have given your written consent, and such deductions are legally permitted under the EA. For migrant workers, your employer must also notify MOM before making changes to your salary or introducing a new deduction.

Is there a limit on how much my employer can deduct?

The total combined deductions in any single salary period cannot exceed 50% of the employee’s total salary. Certain deductions are excluded from this 50% cap, including deductions for absences from work, recovery of advances or loans, overpaid salary, unearned employment benefits, and payments made to registered co-operative societies (with your consent).

The 50% limit does not apply to deductions from your final salary when your employment ends.

What salary deductions are not allowed?

Your employer must not withhold your salary or make deductions for the following purposes:

Business financial difficulties: Your employer cannot withhold or delay your salary payment because of cash flow problems, project delays, or unpaid client invoices.
Condition of employment: Your employer cannot require you to give up part of your salary as a condition of getting or keeping your job. This includes holding back part of your salary for “safekeeping” or as a security deposit.
Employment-related costs: Your employer cannot deduct certain employment-related costs from your salary. These include work pass renewal fees, security bonds, medical insurance, repatriation costs, compulsory training, medical fees, and foreign worker levy payments.

What Penalties Employers Face for Failing to Pay Salary?

Employers who fail to pay salaries may be found guilty of committing offences under the EA. MOM has emphasised that it takes breaches of these obligations very seriously and that enforcement action will be taken where appropriate.

For failing to pay salaries, an employer may face a fine of $3,000 to $15,000, imprisonment for up to 6 months, or both for a first offence. For a subsequent offence, the employer may face a fine of $6,000 to $30,000, imprisonment for up to 12 months, or both.

MOM may also take regulatory action, such as restricting an employer’s ability to apply for or renew work passes or suspending or revoking work pass privileges.

What Can I Do If My Salary is Not Paid?

If your employer fails to pay your salary on time (or at all), you should act promptly. Support organisations for migrant workers in Singapore can provide advice and assistance to those seeking recovery of unpaid salaries. The following sections outline the steps you can take when dealing with a salary-related issue.

Speaking to your employer

You should first check with your employer in writing (such as through email) about any unpaid salary, ask why payment has been delayed, and request a clear timeline for payment of your outstanding salary. Contacting your employer in writing ensures you have a record of your initial communication. If a resolution is reached, record the agreed outcome in writing, including any agreed payment arrangements or deadlines, for follow-up purposes.

If the issue cannot be resolved, you can consider seeking assistance through the available dispute resolution channels outlined below.

Gathering critical evidence

Keeping relevant documents and records can significantly help in supporting your claim for unpaid salary. Useful evidence includes:

Employment documents: Employment contracts, In-Principle Approval (IPA) letters, work pass documents, or other records showing the terms of employment, including the agreed salary. These documents establish the legal relationship and prove your agreed salary, working hours, and allowances.
Records showing work performed: Timesheets, worksite records, clock-in records, duty rosters, or any other documents that show that you have performed your duties during the period of employment.
Salary and payment records: Payslips, bank account statements, salary payment records, or other documents showing whether salary was paid, partially paid, or not paid.
Communications with your employer: WhatsApp messages, text messages, emails, or other written communications with your employer acknowledging work done or promises to pay.

Seeking assistance from the Tripartite Alliance for Dispute Management (TADM)

Advisory services

Before seeking formal assistance, you can refer to TADM’s advisory resources or use its chatbot to better understand your salary-related issue, the available options, and the steps involved if you decide to file a claim.

You can file your claim online via TADM’s eServices using Singpass. For a brief overview of the filing process, you can refer to this guide.

Disputes covered and eligibility to file claims

TADM assists with salary-related employment disputes, including claims involving unpaid salaries, salary deductions, and overtime pay. Generally, all employees can seek assistance from TADM, except for seafarers, domestic workers, and civil servants.

Timeframes

If you decide to file a claim, you should do so promptly, as there are time limits for bringing salary-related claims:

If you are still employed: You must file your claim within 1 year from the date the salary-related dispute arose. For example, if your salary for January 2026 was due on 7 February 2026, you must submit your claim on or before 7 February 2027.
If you have left employment: You must file your claim within 6 months from your last day of employment if you have left your job. For example, if your last day of work was 31 May 2026, you must submit your claim on or before 30 November 2026.

Limits on claims

For non-unionised workers, the maximum claim limit is $20,000 per claim. If you are filing both a salary-related claim and a wrongful dismissal claim together, you can claim up to $40,000, subject to the $20,000 cap per type of claim.

Review process

After you pay the filing fee and submit your claim, you will receive an email from TADM within 3 working days detailing the next steps. TADM will review your application to ensure the claim falls within its legal scope and statutory time limits.

Once accepted, TADM will assist both parties in attempting to resolve the dispute through mediation. If the dispute cannot be resolved through mediation, TADM will issue a Claim Referral Certificate, allowing you to take your claim to the Employment Claims Tribunals (ECT) for formal adjudication.

Escalating unresolved claims to the ECT

If you receive a Claim Referral Certificate from TADM, you have 4 weeks to take your claim to the ECT if you wish to do so. The tribunal will hear both parties (i.e., you and your employer) and evaluate the evidence presented to determine the outcome of the claim. The ECT’s orders are binding. If the tribunal finds in your favour, it may make a money order requiring your employer to pay any salary found to be owing to you.

Reporting the matter to MOM

While TADM is the primary avenue for resolving salary-related disputes and recovering unpaid salaries, you may also report suspected breaches of the EA to MOM, such as failure to pay your salary on time or failure to pay the required overtime rate.

MOM has the authority to investigate alleged breaches of employment laws and determine the appropriate enforcement measures.

What Happens If My Employer Has No Money to Pay My Salary?

If your employer cannot pay its debts, you may still be able to recover part of your unpaid salary.

Under Singapore law, unpaid salary claims are given priority when a company is liquidated. This means that employees are generally paid ahead of other creditors the employer owes money to, subject to the applicable limits and the company’s available assets.

For more information on what employees can do when a business suddenly closes or becomes insolvent, refer to our article, “What Can I Do If My Place of Employment Suddenly Closes?”

Is government assistance available?

Yes, if you are a migrant worker facing unpaid salaries or sudden job loss, support and assistance are available through MOM, the Migrant Workers’ Centre (MWC), and the National Trades Union Congress (NTUC).

Emergency relief and financial hardship support

The Migrant Workers’ Assistance Fund (MWAF), managed by the MWC (the humanitarian bipartite initiative between NTUC and the Singapore National Employers Federation), provides emergency hardship assistance, daily living allowances, and meal support to distressed workers stranded without salaries. For example, in the 2026 large-scale salary dispute, MWC and NTUC provided immediate cash allowances and grocery vouchers to help affected workers cover daily necessities. Note that you may need to register as an MWC member to claim these benefits.

Where appropriate, TADM may refer migrant workers to MWC for financial assistance through the Migrant Workers’ Assurance Fund, with support provided depending on the circumstances of each case.

Housing

If your employer is no longer able to provide dormitory accommodation or housing arrangements, the MWC can step in to arrange temporary shelter (and meals) while salary claims or administrative processes are being resolved.

Job placements

In some cases, MOM, MWC, and NTUC may work with employers and trade associations (e.g., the Singapore Contractors Association) to help affected workers find suitable employment. An example of such assistance can be seen in the 2026 unpaid salaries case, where MOM, NTUC, and MWC collaborated to assist affected migrant workers in securing new employment. NTUC initially identified around 150 job vacancies from approximately 40 employers, before additional employers came forward with further job opportunities. Job screening exercises were also organised to facilitate employment transfers. However, do note that such assistance depends on the circumstances of each case and does not guarantee job placement.

Immigration status in Singapore

MOM may issue a Special Pass to affected migrant workers whose Work Permits have been cancelled or are due to expire, allowing them to lawfully remain in Singapore in the interim while their salary claims are being investigated and resolved. If you have a valid salary claim, you may also be allowed to seek alternative employment. You should discuss this with the MOM officer handling your claim.

You should not feel discouraged from pursuing a valid salary claim because your employer threatens to send you home. MOM advises workers with unpaid salaries to file a claim with TADM as soon as possible. If, after filing your claim, your employer attempts to send you home without paying your salary, you can approach the immigration officers at the airport for assistance. Your employer must settle outstanding employment matters, including unpaid salaries, before cancelling your Work Permit.

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If your employer has failed to pay your salary, you do not have to handle the issue alone. Singapore law provides migrant workers with several avenues to recover unpaid salaries, while employers who fail to comply with their legal obligations may face enforcement action, including criminal penalties. Acting promptly and keeping proper records can significantly improve your chances of resolving the dispute.

Migrant workers facing unpaid salaries or other employment-related concerns can seek assistance through TADM and from support organisations such as the MWC. Additional support is also available through organisations such as Transient Workers Count Too (TWC2), the Humanitarian Organisation for Migration Economics (HOME), and pro bono legal clinics (typically offered through these support organisations).

Key support organisations include:

Migrant Workers’ Centre (MWC):
- 24/7 Multilingual Helpline: Operates a round-the-clock helpline offering advice in native languages
- Provides employment-related assistance, financial support, and humanitarian aid.
Pro Bono (Migrant Worker Legal Clinic):
- Volunteer lawyers offer free advice on employment rights, contractual claims, and statutory remedies.
Humanitarian Organisation for Migration Economics (HOME) and Transient Workers Count Too (TWC2):
- Provide practical assistance and support to migrant workers facing employment and wage-related concerns. For example, TWC2 assists migrant workers facing issues such as salary reductions.