Reinstatement occurs when a person whose employment contract has been terminated by the employer without justification or when the employee has resigned as a reaction to the employer’s breach of contract is allowed to return to his job. For example, if an employee was unjustifiably dismissed on the grounds of age discrimination, he may seek reinstatement, which would mean that he is returned to his original job.
How to navigate a reinstatement claim
Reinstatement is a remedy available to an employee in Ontario who has been dismissed from employment and where the employer has failed to comply with the Employment Standards Act, 2000. A claim for reinstatement work Singapore is considered by an Employment Standards Officer, who will determine whether or not the employer has complied with the Employment Standards Act, 2000.
If you are found to be eligible for reinstatement work Singapore, and this is what you are seeking, then there are two options available:
- You can return to your job, and if you were terminated without cause, your employer must pay you all wages lost due to being dismissed.
- You can choose not to return to work, and instead, your employer will have to pay out an additional amount equal to four weeks’ notice or pay.
The Employment Standards Officer will look at whether the employer has complied with all of the Act’s minimum requirements. This includes looking at whether the employer-provided you with written notice of termination that meets the Act’s minimum requirements, whether they paid you out any outstanding wages and vacation pay owing to you under the Act, and whether they paid you severance pay when required under section 57 of the Act. If your employer has not met these requirements, you may be eligible for reinstatement.