If there are disputes, you should be prepared to provide relevant information, as appropriate, to show that your retrenchment practices adhere to the tripartite advisories.
The amount of retrenchment benefit depends on what is provided for in the employment contract, memoranda of understanding or collective agreement (for unionised companies).
If there is no contractual provision, it is to be negotiated between employees (or their union) and the employers.
While retrenchment benefit is not mandated by law, MOM strongly encourages employers to adhere to the advisories, including to provide retrenchment benefit to help affected employees while they search for employment.
MOM and the tripartite partners expect employers to follow the advisory when conducting retrenchments. Employers who conduct retrenchment irresponsibly (e.g. employer is in a sound financial position but chooses not to provide any retrenchment benefit) may be denied future government support or have their work pass privileges suspended.