SINGAPORE: In a startling incident that has raised questions about employment rights, a Singaporean worker found himself in a state of disbelief after receiving a termination letter that contained only a terse statement: "Sorry, we must let you go." This unexpected dismissal has sparked a significant conversation around job security and termination policies in the city-state.

Sharing his friend's experience on a popular Reddit forum, r/askSingapore, the worker expressed his concern over the lack of a valid reason for the termination. Given the abruptness of the situation and the note's brevity, he was prompted to ask: "Can employees in Singapore be dismissed without a reason?"

The fallout from this termination was significant for the affected employee, who has been described as honest and hardworking, with responsibilities to his family. His dismissal not only meant the loss of his job but also resulted in missing out on any year-end bonuses or benefits, and the prospect of finding a new job seemed bleak, particularly with the Chinese New Year (CNY) approaching.

In the ensuing discussion on Reddit, various users clarified that in Singapore, employers can terminate employees without providing reasons, provided they adhere to the legal procedures set by the Employment Act. This has led to further scrutiny about job stability and the vulnerability of employees in the region.

One Redditor pointed out that just as employees are not required to disclose reasons for their resignations, employers also hold the right to dismiss without explanation, although they must offer notice or compensation.

The Ministry of Manpower (MoM) further explains that both employees and employers have the right to terminate contracts, but it must be executed in accordance with the terms laid out in the employment contract.

While employers can terminate with notice without explanation, dismissals without notice due to poor performance necessitate a stated reason. Additionally, any dismissal falling under misconduct requires a proper inquiry and valid justification.

It's critical to note that dismissals deemed wrongful can occur in certain circumstances, including discrimination based on age, race, gender, religion, or family responsibilities, as well as reprisal for exercising employee rights. Such wrongful terminations may provide the basis for legal claims filed through the Tripartite Alliance for Dispute Management, allowing affected individuals to seek justice within a month of their termination.

This incident not only highlights the fragility of employment security in Singapore but also prompts a larger discussion regarding the rights of employees and the ethical responsibilities of employers. As conversations continue to unfold online and offline, many are left pondering—how safe is your job in today's economic climate?