Introduction

In a startling incident that has sparked widespread discussion, a Singaporean woman has come forward to share her unsettling experience of being terminated from her job while she was on leave, after her boss discovered her vacation photos on social media.

The Incident

The anonymous employee posted on the popular NUSWhispers Facebook page, recounting how she was on 'overseas leave,' enjoying a trip abroad, when her employer reached out with an urgent request to edit and post social media content for the company. Despite having taken her leave, the worker felt a sense of responsibility to help her small business, which had a limited number of staff members. Though she initially planned to complete the task upon her return, she ultimately chose to submit the work two days later, ahead of her initial timeline.

Reprimand and Termination

To her shock, when she submitted the completed task, she received a reprimand from her boss. The criticism was directed at her social media activity during her leave, where she had shared glimpses of her travels on Instagram. Her boss accused her of being self-centered for prioritizing personal posts over company responsibilities. The confrontation escalated, resulting in her boss declaring that she would no longer need to return to work after her holidays, essentially terminating her employment.

Public Reaction

Feeling unjustly treated, the worker sought advice from the public, expressing her disbelief at how a simple act of documenting her vacation led to her current unemployment. The incident has raised critical questions regarding employee rights and the limits of employer oversight over personal social media accounts. Social media users have rallied around her, deeming her termination an example of 'unlawful dismissal.' Many commenters urged her to file a complaint with Singapore's Ministry of Manpower, suggesting that her employer's actions were indeed unfair.

Legal Recourse

If an employee suspects wrongful dismissal, they can file a claim with the Tripartite Alliance for Dispute Management (TADM) within a month of their last day of work. The Ministry of Manpower outlines that in such cases, the employer must prove that the termination was justified. Should the issue remain unresolved, the case may be escalated to the Employment Claims Tribunal, where the final decision can include reinstatement or monetary compensation.

Conclusion

This incident serves as a cautionary tale, highlighting the possible repercussions of sharing personal experiences on social media, particularly when your employer is among your followers. As the landscape of work-life balance continues to evolve, it remains crucial for employees to navigate social media carefully, balancing personal expression with professional responsibilities.