A Singaporean tribunal ruled against a company for wrongfully dismissing an employee during her probation period. The company failed to demonstrate unsatisfactory performance as justification for the termination. The tribunal determined the employer assessed the woman using uncommunicated standards, creating ambiguity regarding expectations. Furthermore, a disconnect existed between the employee’s understanding of her duties and her supervisor’s priorities. This misalignment hindered her ability to meet unspoken expectations. As a result, the company was ordered to pay the former employee S$30,000 in compensation for the wrongful dismissal, highlighting the importance of clear performance metrics during probationary periods. The case underscores the need for businesses to transparently define roles and assessment criteria.