{
  "id": 4511217,
  "title": "Commentary: What a cancer survivor’s wrongful dismissal case tells us about the employer-employee relationship",
  "url": "https://urgent.news/2026/08/30/commentary-what-a-cancer-survivors-wrongful-dismissal-case-tells-us",
  "topic": "business",
  "section": "Business",
  "published": "2026-08-30T22:00:00.000Z",
  "source": {
    "name": "CNA - Singapore",
    "slug": "cna-singapore",
    "url": "https://www.channelnewsasia.com/commentary/cancer-work-boss-fire-leave-part-time-job-6350081"
  },
  "original_language": "en",
  "account": "When health issues or personal circumstances arise, employees may temporarily become less available to their employers. This is a normal occurrence and should not be viewed as an exception that can be disregarded, according to Victor Seah, a professor at SUSS, and Tan Kwang Cheak, from the Singapore Cancer Society. In Singapore, an administrative assistant at an international school faced this situation after being forced to resign following a 17-year tenure due to her inability to meet work demands while recovering from stage three cancer. She had requested a reduced work schedule and occasional early departures to attend rehabilitation sessions. Despite her long-standing employment, her employer disagreed and ultimately, an Employment Claims Tribunal (ECT) ruled her resignation as a wrongful dismissal, awarding her S$20,000 (US$15,616) in damages. This case, along with others involving wrongful dismissal, prompts a broader discussion about how companies react when their employees are inconvenient, leading to a violation of what organizational psychologists refer to as the psychological contract. Unlike formal employment contracts, psychological contracts consist of unwritten expectations and perceived obligations that shape employees' experiences at work. These expectations often include career growth in exchange for loyalty or recognition for going above and beyond. When these expectations are breached, particularly during challenging times or after a lengthy employment relationship, employees may feel a profound sense of betrayal. The administrative assistant had written her employer upon resignation, expressing feelings of being \"unsupported and unfairly treated.\" With an estimated one in four Singapore residents at risk of developing cancer, more employees will face treatment, recovery, and long-term health challenges while working. Cancer survivors may return to work but continue to experience \"invisible\" symptoms, such as fatigue, reduced stamina, and cognitive difficulties, often termed \"brain fog.\" These symptoms can make simple tasks more challenging, leading to concerns about decreased productivity. Chronic conditions and ongoing treatment effects can further complicate matters. While illness is one factor that may cause employees to be temporarily less available, other situations include pregnancy, injury recovery, and caregiving for elderly relatives. The National Day Rally announcement of expanded childcare leave acknowledges that employees will face periods of reduced availability, which is a normal aspect of employment and not an exception to be overlooked. For employers, this means accepting that some tension between operational demands and employee needs may be inevitable. However, reasonable accommodation does not mean automatically granting requests. It involves engaging in a genuine problem-solving process. In the recent case, the international school did not need to approve the administrative assistant's work-from-home request but failed to show genuine willingness to discuss her concerns. A range of solutions might have been explored through open dialogue, such as accommodating occasional work-from-home days, providing temporary coverage during absences, or implementing a time-limited trial arrangement. Yet, these options were not seriously considered, as stated in the Aug 12 ECT judgment. Employers can use flexible work arrangements as the most immediate solution. The Singapore Cancer Society runs return-to-work programs for cancer survivors to help them regain physical work ability and confidence, while also guiding employers in creating inclusive environments. The administrative assistant participated in such a program. An occupational therapist at the SCS rehabilitation clinic had also submitted a memorandum detailing ongoing side effects that might impact her return to work, suggesting alternatives like typing instead of handwriting. Job redesign is another approach employers can take, reevaluating which tasks are essential to a role and which can be temporarily reassigned. Sometimes, the simplest solution is the most effective. The administrative assistant was surprised to learn that her manager's primary concern was the lack of someone to refill the photocopier when she was absent. For most, helping a colleague recovering from cancer treatment would not feel like a burden. Simple acts of solidarity can make a significant difference. Not every company needs to adopt a deeply relational, family-like workplace culture, as this may not suit every industry or employment structure. However, basic acts of kindness and understanding can go a long way.",
  "summary": "When illness strikes or life gets in the way, employees will become temporarily less available to their employers. This is normal and should not be an exception to be managed away, say SUSS professor Victor Seah and Singapore Cancer Society’s Tan Kwang Cheak.",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 2,
    "also_reported_by": [
      {
        "outlet": "Channel News Asia",
        "title": "Commentary: What a cancer survivor’s wrongful dismissal case tells us about the employer-employee relationship",
        "url": "https://urgent.news/2026/08/30/commentary-what-a-cancer-survivors-wrongful-dismissal-case-tells-us-4511897",
        "published": "2026-08-30T22:00:00.000Z"
      }
    ]
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}