Disciplinary Due Inquiry Pack

DISCIPLINARY DUE INQUIRY PACK

Employee: ✓Employee name Position/department: Position and department

This pack documents the due inquiry process required by section 14 of the Employment Act before an employer may dismiss an employee without notice for misconduct. The absence of a due inquiry — one conducted impartially and giving the employee a genuine opportunity to be heard — is a leading ground for a wrongful dismissal claim before the Tripartite Alliance for Dispute Management (TADM) or the Employment Claims Tribunals (ECT).

(a) NOTICE OF CHARGES 1.1. Alleged misconduct and evidence: Alleged misconduct and supporting evidence 1.2. Notice given to the employee on: Date notice of the charges was given to the employee 1.3. The employee was informed of the right to give an explanation before or at the inquiry.

(b) SUSPENSION (IF APPLICABLE) 2.1. Suspension period: Suspension period pending inquiry (if any) — must not exceed 1 week. 2.2. Pay during suspension: Pay during suspension — must be at least half of the employee's salary.

(c) INQUIRY RECORD 3.1. Inquiry date and venue: Date and venue of the inquiry 3.2. Chairperson (not directly involved in the incident): Inquiry chairperson 3.3. Employee's explanation given at the inquiry: Employee's explanation / response recorded at the inquiry

(d) OUTCOME 4.1. Decision: Outcome 4.2. Reasoning: Reasoning for the decision 4.3. Decision date: Date of decision

Chairperson signature ______________ / Inquiry chairperson / Employee acknowledged receipt of outcome ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. Singapore's Employment Act, CPF, PDPA, and MOM/SFA/PDPC compliance regimes are subject to near-term and phased changes — including the Workplace Fairness Act (commencing end of 2027), the SAFE food-safety framework (phasing in from 19 January 2026, with the Food Safety and Security Act 2025 phasing in through 2028), the Local Qualifying Salary rising to S$1,800/month (or S$10.50/hour) on 1 July 2026, and CPF contribution-rate and work-pass policy updates — have this template reviewed and adapted by a lawyer before use, and confirm the current rules and thresholds at mom.gov.sg, pdpc.gov.sg, and sfa.gov.sg on the date of use.