SINGAPORE: A woman who joined a company as a senior social media executive was placed on a performance improvement plan (PIP) after her role was expanded to include “creative” functions.
When she did not pass the PIP, she was offered a chance to be redeployed or resign, and she chose to resign.
The woman later filed a wrongful dismissal claim, initially seeking S$20,000 (US$15,660) but later recalibrating it to S$4,000, or one month of her salary.
She argued that her dismissal was the result of performance issues around her creative functions which she had “never been contractually appointed to”.
In a judgment published on Tuesday (Sep 29), an Employment Claims Tribunal (ECT) dismissed the woman’s claim, saying she had been dismissed with just cause or excuse.
THE CASE
The woman’s name and the name of the company were anonymised in the judgment. This is usual for ECT cases which are heard in private.
The woman began her job at the company on Jan 8, 2024. She passed her two-month probation period.
From March 2024, her role was expanded to include “creative” functions.
The company explained that this was part of a company-wide consolidation process.
The woman consented to the expansion of her role, but said she agreed based on the company’s representation that she would receive adequate training and mentorship.
In November 2025, the woman was placed on a PIP for about three months. The plan identified four areas of improvement: Creative ideation and video production, production and execution, photography and styling, and content planning.
The first three areas were related to her creative functions while the fourth was a non-creative function, the judgment stated.
When the PIP concluded in March this year, it was assessed that the woman did not pass the PIP.
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