新加坡法律饼干店
#01-LAW
est. 2023 · baked daily, no holidays
FRESH BATCH · 16:17 SGT
SELF SERVICE · 自助服务
19 cookies that day

baked fresh
that morning

Singapore's daily legal output, reduced to the signals worth biting into.

★ THE DAILY BAKE ★

DATETUE 25 AUG 2026
OVEN OPENED16:17 SGT

○ NEWS9
⬡ JUDGMENTS10
▲ PINEAPPLE TARTS2
FRESH16
COOLING RACK1

BUSIEST OVENPERSONAL INJURY AND TORT LAW ×7
NEW INGREDIENT"EMPLOYMENT ACT 1968, S 9(1)"

thank you — come again tomorrow

FRESHLY LOGGED

straight from the oven, tray by tray

DISPLAY CASE · SCROLL →
Government may mandate higher minimum age for social media platforms with inadequate safeguards. Privacy Law · SLW PINEAPPLE TART · ACT ON
High Court holds in [2026] SGHC 171 that a probationary employment contract is not a fixed-term contract under s 9(1) of the Employment Act 1968 and does not terminate automatically upon expiry of the probation period. Employment Law · JUDICIARY PINEAPPLE TART · ACT ON
Singapore advocates for ASEAN-wide harmonization of intellectual property systems. Intellectual Property Law · MLAW $0.60 · FRESH
Consultation opened on draft standards for climate-related risk disclosure. Environmental, Social, and Governance Law · SLW $0.60 · FRESH
MAS proposes updates to the Code on Collective Investment Schemes to support fund innovation. Investment Companies Law · SLW $0.60 · FRESH
New ABSD remission conditions for large-scale en bloc redevelopments. Tax Law · SLW $0.60 · FRESH
Court rejects childhood trauma as mitigation for child abuse convictions. Criminal Law · SLW $0.60 · FRESH
High Court declares sham marriage void on public policy grounds to resolve estate dispute. Probate Law · SLW $0.60 · FRESH
High Court targets sham divorces used to shield assets from creditors. Fraud and Economic Torts Law · SLW $0.60 · FRESH
Debt recovery efforts crossing into harassment under the Protection from Harassment Act. Personal Injury and Tort Law · SLW $0.60 · FRESH
High Court holds in [2026] SGHC 171 that a letter notifying an employee of non-continuation beyond probation operates as short notice of termination, entitling the employee to pro-rated salary in lieu. Employment Law · JUDICIARY $0.60 · FRESH
SGHC(I) clarifies in [2026] SGHC(I) 14 that successful SICC parties must provide detailed costs breakdowns to discharge legal burden under O 22 r 3. Public and Administrative Law · JUDICIARY $0.60 · FRESH
Appellate Division holds in [2026] SGHC(A) 21 that pre-judgment interest may be awarded on component sums and is not limited to the final net judgment amount Personal Injury and Tort Law · JUDICIARY $0.60 · FRESH
Appellate Division holds in [2026] SGHC(A) 21 that failure to mitigate requires proof that reasonable conduct would have avoided losses caused by the tortfeasor, not merely unreasonable claimant conduct Personal Injury and Tort Law · JUDICIARY $0.60 · FRESH

The chips on each cookie are its FOLIO concepts — more chips, more doctrine. Pineapple tarts are reserved for the signals you act on. 1 more bake is on the cooling rack below.

Today's Specials

the pineapple tarts — they change what you do on Monday
01○ NEWS

Government may mandate higher minimum age for social media platforms with inadequate safeguards.

The Singapore government is moving toward a 'safe by design' regulatory framework for social media. Platforms that fail to mitigate addictive features, such as infinite scroll, may be required to raise their minimum user age above 13 and implement robust age verification methods.

Why it mattersLawyers should prepare for new statutory compliance requirements and potential liability for platforms failing to protect minors from behavioral addiction.

02⬡ JUDGMENT

High Court holds in [2026] SGHC 171 that a probationary employment contract is not a fixed-term contract under s 9(1) of the Employment Act 1968 and does not terminate automatically upon expiry of the probation period.

The court rejected the argument that a contract with a stipulated probation period constitutes a contract for a specified period under s 9(1) of the Employment Act 1968 that terminates automatically. The court found no statutory or common law basis for this treatment, and held that the surrounding contractual terms—such as annual salary reviews and escalating leave entitlements—would be rendered otiose if the contract were truly fixed-term.

Why it mattersEmployers can no longer rely on probation period expiry as an automatic termination mechanism to avoid notice obligations; they must give contractual notice or risk payment in lieu.

JUDICIARY READ JUDGMENT ↗