Employment Arbitration

Employment arbitration is a private method of resolving workplace disputes outside the courts. It may be particularly suitable where a dispute involves sensitive allegations, confidential information, substantial compensation or post-employment restrictions.

Key Advantages of Employment Arbitration

The appropriate method of dispute resolution depends on the nature of the dispute, the commercial interests at stake and the outcome the business is seeking to achieve. Arbitration generally offers parties greater flexibility over how the dispute is managed and can help limit disruptions to the business.

Privacy and Confidentiality – Arbitration allows sensitive employment disputes to be handled away from public court proceedings.
Greater Flexibility – The process can be adapted to suit the urgency, complexity and commercial needs of the dispute.
Relevant Experience – Parties can appoint an arbitrator with suitable employment, commercial or industry experience.
Cross-Border Enforcement – Arbitral awards are widely recognised internationally, making them potentially easier to enforce where the parties or their assets are in different jurisdictions.
Reduced Business Disruption – A focused and discreet process can help minimise the impact of the dispute on ongoing operations and workplace relationships.

Contact Us:

Email: enquiry@kgplegal.com.sg
Phone: (+65) 6916-1298
Fax: (+65) 6916-1290

Learn More About Us:

KGP Legal LLC is a leading corporate and commercial law firm based in Singapore, with a strong international focus. As a member of the InterAsia Law Alliance, we provide seamless legal assistance in Singapore, Hong Kong, China, and Japan. Our integration within this network enables us to leverage extensive expertise and resources, ensuring comprehensive legal support across multiple jurisdictions.

How Can KGP Legal Assist?

KGP Legal helps clients assess whether arbitration is the most appropriate and effective route for resolving an employment dispute. We consider the legal position alongside practical factors such as urgency, cost, confidentiality and the prospects of reaching an early settlement.

Our services include:

Pre-Dispute Planning: Preparing clear arbitration provisions for inclusion in employment agreements;
Employment Claims: Providing advice on disputes concerning remuneration, confidential information and post-employment restrictions;
Early Resolution: Exploring negotiated, mediated and other settlement options before the dispute escalates;
Conduct of Proceedings: Acting for clients from the commencement of arbitration through to the final hearing; and
Post-Award Support: Advising on the recognition, enforcement or setting aside of an arbitral award.

Frequently Asked Questions?

1. What type of employment disputes can be resolved through arbitration?

Subject to the arbitration agreement and applicable employment laws, arbitration may be used for disputes involving bonuses, commissions, contractual entitlements, confidentiality breaches, misuse of company information and post-employment restrictions.

2. Can the employment relationship continue during arbitration?

Yes. Arbitration may take place while the employee remains employed, although the business should carefully manage workplace arrangements, communications and potential conflicts during the dispute.

3. Can the parties settle without completing the arbitration?

Yes. The parties may negotiate or mediate at any stage, allowing the dispute to be resolved without proceeding to a final award.