Statutory Repudiation, Natural Justice and Section 13(2) of the Employment Act
This article examines two main issues. The first issue concerns the legal effect arising from the absence from work of an employee without prior leave. Does the employee’s conduct amount to an automatic repudiation so as to entitle the employer to terminate the employment contract? The second issue...
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| Format: | text |
| Language: | English |
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Institutional Knowledge at Singapore Management University
2004
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| Online Access: | https://ink.library.smu.edu.sg/sol_research/723 |
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| Institution: | Singapore Management University |
| Language: | English |
| Summary: | This article examines two main issues. The first issue concerns the legal effect arising from the absence from work of an employee without prior leave. Does the employee’s conduct amount to an automatic repudiation so as to entitle the employer to terminate the employment contract? The second issue relates to the principles of natural justice. Is the employer legally obliged to grant the employee the opportunity to be heard prior to such dismissal? In relation to the second issue, this article also seeks to proffer some arguments for the limited application of natural justice principles to termination of employment. |
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