Authorization Letter To Claim Back Pay for Singapore

Authorization Letter To Claim Back Pay Template for Singapore

An Authorization Letter To Claim Back Pay is a formal document used in Singapore that grants legal authority to a designated person to collect unpaid wages on behalf of an employee. The document falls under Singapore's Employment Act and must comply with the Employment Claims Act 2016. It requires specific details about the authorizer, the authorized representative, and the amount to be collected, along with relevant employment information and validity period.

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What is a Authorization Letter To Claim Back Pay?

The Authorization Letter To Claim Back Pay is commonly used in Singapore when an employee is unable to personally collect their unpaid wages. This document is essential for compliance with Singapore's Employment Act and the Employment Claims Tribunal procedures. It provides legal protection for all parties involved and clearly defines the scope of authorization. The letter typically includes specific details about the outstanding payment, employment information, and the authorized representative's powers. It's particularly useful when employees have relocated, are incapacitated, or face other circumstances preventing them from collecting their pay directly.

What sections should be included in a Authorization Letter To Claim Back Pay?

1. Author Details: Full name, NRIC/FIN, contact details of person giving authorization

2. Recipient Details: Full name, NRIC/FIN, contact details of authorized person

3. Purpose Statement: Clear statement of authorization to collect back pay

4. Employment Details: Employer name, employment period, amount to be collected

5. Authorization Scope: Specific powers granted to the authorized person

6. Duration: Validity period of the authorization

What sections are optional to include in a Authorization Letter To Claim Back Pay?

1. Special Instructions: Any specific instructions for collecting the payment - used when there are specific requirements or conditions

2. Indemnity Clause: Protection for the authorized person - used when significant amounts are involved

What schedules should be included in a Authorization Letter To Claim Back Pay?

1. Identity Documents: Copies of NRIC/passport of both parties

2. Employment Documents: Relevant employment contracts or salary statements

3. Proof of Outstanding Payment: Documentation showing unpaid salary amount

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

Singapore

Publisher

Genie AI

Document Type

Letter of Authority

Sector

Banking

Cost

Free to use
Industries

Employment Act (Chapter 91): Primary legislation governing employment terms, salary payments and claims in Singapore. Sets one-year limitation period for salary claims from date claim arises. Essential for establishing legal basis of back pay claims.

Employment Claims Act 2016: Establishes framework for salary-related claims and jurisdiction of Employment Claims Tribunals. Defines procedural requirements for making employment-related claims in Singapore.

Personal Data Protection Act 2012 (PDPA): Regulates collection, use and disclosure of personal data. Relevant for ensuring proper handling of personal information in authorization letter and claim process.

Civil Law Act (Chapter 43): Contains general contract law principles and governs agency relationships and authorization matters in Singapore. Relevant for ensuring legal validity of authorization letter.

Limitation Act (Chapter 163): Sets statutory time limits for bringing claims and recovery of money. Important for determining eligibility period for back pay claims.

MOM Guidelines: Ministry of Manpower administrative guidelines and requirements for employment-related claims and dispute resolution.

TADM Procedures: Tripartite Alliance for Dispute Management procedures for handling employment disputes and salary claims in Singapore.

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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