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Agoda has laid off around 50 staff in Singapore. An Agoda severance agreement — seen by CNA — detailed that employees should not report the layoffs to government agencies, unions or statutory boards. Lawyers CNA spoke to said clauses in severance agreements that prevent employees from reporting layoffs to the authorities are not legally binding. They said it is deemed unlawful as it limits an employee's rights.
Agoda’s employment clauses that prevent staff from reporting dismissals are not legally binding, according to lawyers. The online travel agency reportedly included these clauses in its exit agreements for some employees.
The clauses, described as "gagging clauses," have raised concerns. Lawyers suggest that such clauses may not hold up in court, particularly if they contravene labor laws or public policy.
The article discusses the implications of these clauses for employees who have been dismissed. It explores whether employees are still legally obligated to adhere to these terms.
The situation highlights potential issues in employment contracts and the rights of employees during termination. The legality and enforceability of such clauses are being questioned.
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