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Workplace harassment on EP: plan the pass clock
Companion to workplace harassment — pass fear is a planning constraint, not a veto; written HR/TAFEP trail, notice vs IPA sequencing, wrongful-dismissal adjacency, and safety-first triage.
r/askSingapore’s harassment threads freeze on one sentence: “If I report, they cancel my EP.” Channels and evidence habits live on workplace harassment for EP / S Pass. This companion is the pass-clock plan so fear does not become a veto.
Safety first, then the paper trail
| Priority | Action |
|---|---|
| Immediate danger | Leave the space; 999 / emergencies |
| Same day | Dated notes + lawful exports of chats / email |
| Written report | HR / whistleblowing — or alternate channel if the harasser is HR |
| External | TAFEP if HR stalls, is conflicted, or has no policy — contact |
| Parallel | Quiet job search / IPA sequencing — career pivots |
A TAFEP call does not auto-cancel your pass. Employment end (resign / dismiss / retrench) is what triggers cancel clocks.
Pass-fear planning matrix
| Scenario | Operate like this |
|---|---|
| You can stay and the culture can change | Written stop + HR + TAFEP; keep working while the file moves |
| You need to leave fast for safety | Notice / salary in lieu still matter — leave & notice; do not invent “harassment = free walk” |
| Best path is a new employer | Secure IPA before resign when you can |
| Dismissed after a good-faith report | Wrongful-dismissal path via TADM — salary / TADM and filing clocks |
| Pass already ending | STVP / exit choreography — between jobs |
MOM telling someone to “pay short notice” is about contract notice, not a finding that harassment is fine.
Decision rule
Safety → written trail → TAFEP if needed → plan IPA / notice / TADM on purpose. Parent channel map stays on workplace harassment.
Sources & citations
Admin and policy details change. Prefer the official page when making decisions; we cite primary sources for Singapore government and statutory guidance.
Related places & services
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