JGP v JGQ

[2026] SGECT 1 Employment Claims Tribunals 15 May 2026 ECT/11019/2024 162 min read

20 cases cited (9 SG, 11 foreign)

Outcome

Application allowed

I allowed the application and ordered that Ms A be summoned to give oral evidence.

Source: [2026] SGECT 1, Employment Claims Tribunals, decided 15 May 2026. Read directly from the judgment.

Key facts

Court	Employment Claims Tribunals
Decided	15 May 2026
Judge	Jared Kang Chern Wey
Charges / claim	Employment Law
Outcome	Application allowed

Source: [2026] SGECT 1, Employment Claims Tribunals, decided 15 May 2026 — eLitigation. Updated 10 July 2026.

Catchwords

Employment Law — Disciplinary procedures Employment Law — Pay — Discretionary bonuses Employment Law — Termination — “Wrongful Dismissal”

Practice Areas

Employment Law

Judges (1)

Jared Kang Chern Wey Delivered

Parties (2)

JGP Plaintiff JGQ Defendant

Case Significance

JGP v JGQ [2026] SGECT 1 is a decision of the Employment Claims Tribunals delivered on 15 May 2026 by Tribunal Magistrate Jared Kang Chern Wey, arising from Claim Nos 11019 and 11021 of 2024 and heard over four dates — 21 May, 29 July, 8 August and 16 September 2025. The grounds of decision are catalogued under three catchwords: disciplinary procedures, discretionary bonus pay, and wrongful dismissal, and the tribunal engaged five statutes — the Employment Act, Employment Claims Act, Employment Rights Act, Evidence Act, and Industrial Relations Act. The decision cites 20 other authorities (9 Singapore, 11 foreign), including a reference to Blackstone's Employment Law Practice 2023 (Lydia Banerjee and Gavin Mansfield eds) on the legal test for wrongful dismissal, and had not been cited by any subsequent judgment as at the data cutoff.

Summary

In Employment Claims Tribunal proceedings between JGP (claimant) and JGQ (respondent), concerning wrongful dismissal, disciplinary procedures, and discretionary bonuses (Claim Nos 11019 and 11021 of 2024), Tribunal Magistrate Jared Kang Chern Wey set out the governing legal principles: an employee is wrongfully dismissed where terminated without cause and without full notice or payment in lieu, entitling the employee to compensation for the notice period, unless the employer can show gross misconduct or a serious breach of contract. The Tribunal also addressed how mitigation of loss is to be assessed and held that discretionary bonuses and allowances may form part of an employee's recoverable loss of income if they would probably have been earned within the compensable period but for the dismissal.

What did the Employment Claims Tribunals decide in JGP v JGQ [2026] SGECT 1?

JGP v JGQ [2026] SGECT 1, decided 15 May 2026 by Tribunal Magistrate Jared Kang Chern Wey, covered disciplinary procedures, discretionary bonus pay, and wrongful dismissal across Claim Nos 11019 and 11021 of 2024, drawing on 20 cited authorities and 5 employment statutes.