An administrative assistant diagnosed with stage 3 cancer was compelled to resign after her employer revoked agreed work-from-home days, ignoring her medical needs. An Employment Claims Tribunal ruled the resignation a dismissal without just cause, awarding her S$20,000 in compensation.
- Long-time employee forced to resign after cancer treatment
- Tribunal cites employer’s failure to accommodate medical needs
- Compensation of S$20,000 awarded for constructive dismissal
What happened
A woman employed since 2008 as an administrative assistant at an international school was diagnosed with stage 3 nasopharyngeal cancer in 2024. After intense chemotherapy and radiotherapy, she was cleared to return to work in June 2025 but experienced lingering side effects including joint pain, reduced strength, and fatigue. To aid her recovery, arrangements were made for her to work from home two days each week.
However, shortly after the school term resumed, her employer demanded she resume full-time work on campus, challenging the adequacy of her medical documentation. Despite requests for accommodations such as short breaks and light duties, the school’s inflexibility forced her to resign within six months of her return. The Employment Claims Tribunal ruled this amounted to dismissal without just cause.
Why it feels good
The tribunal’s decision underscores the importance of employers taking reasonable care in supporting employees with serious health conditions. It acknowledges that while cancer treatment may end, side effects often persist, requiring ongoing accommodations for a smooth transition back to work. This ruling sends a clear message about respecting employee well-being beyond just medical clearance.
By awarding compensation up to the legal limit, the tribunal validated the woman’s claims that the school breached terms of her employment contract, including the duty of trust and mutual confidence. The case encourages workplaces to balance operational needs with compassion, ensuring that employees facing health challenges are treated fairly and with dignity.
What to enjoy or watch next
This story may inspire discussions around workplace policies for chronic illness and rehabilitation, highlighting how flexible work arrangements can improve employee health outcomes and retention. Observers can watch for broader industry shifts toward supportive employment practices, especially in sectors with vulnerable or recovering staff.
For those interested in follow-ups, attention may turn to cases where tribunals continue to define employer responsibilities toward employees with disabilities or serious illnesses. The case serves as a useful precedent, encouraging both employees and employers to engage collaboratively when navigating work accommodations.