A shocking story has emerged from Singapore, where a worker has claimed she was dismissed from her job after sharing her travel experiences on Instagram while on leave. The worker, who chose to remain anonymous, discussed her experience on the NUSWhispers Facebook page, igniting a spirited conversation about employee rights and workplace ethics.

While enjoying an overseas trip, the employee was contacted by her boss with an urgent request to edit and post company social media content. Despite having the skills to complete the task promptly, the worker politely declined, explaining that she would need a few days to get back to it, emphasizing that she was currently on leave.

Feeling a sense of obligation due to the company’s small team size, she completed the task quicker than expected and submitted it within two days. However, upon delivering the work, she was met with unexpected hostility from her boss. He accused her of being irresponsible, noting that she had time to document her vacation on Instagram but not to assist with work obligations.

The confrontation escalated, with the boss labeling her as “selfish” and declaring she was no longer needed at the company upon her return from leave. Distressed by the unfair treatment, she took to social media seeking guidance from others.

The online community quickly rallied around her, with many commenting on the potential for unlawful dismissal and recommending that she report the incident to the Ministry of Manpower (MoM). Advisories included keeping records of all interactions with her employer and filing a complaint through the Tripartite Alliance for Dispute Management (TADM), which handles wrongful dismissal claims.

“This situation serves as a vital reminder for employees to maintain boundaries with their bosses on social media,” noted one commenter, urging workers to think carefully before connecting with superiors online. The incident has sparked an important debate about workplace conduct, employee rights, and the implications of social media on professional relationships.

In Singapore, employees who believe they have been wrongfully dismissed are entitled to pursue claims through TADM. They must act quickly, with claims needing to be filed within a month of the last working day. Failure to resolve matters through TADM can result in escalation to the Employment Claims Tribunals, which have the authority to reinstate employees or provide compensation if wrongful dismissal is established.

This case has opened the floodgates for discussions about what constitutes fair treatment in workplaces, especially when personal boundaries and employer expectations collide. As this story unfolds, it serves as a cautionary tale for both employees and managers about the intertwining of personal lives and professional responsibilities in the age of social media.