Published on:
24 Nov 2025
3
min read
Andrea Piacquadio; https://www.pexels.com/photo/woman-sitting-on-chair-while-leaning-on-laptop-3791136/.
First, a recap:²
KS joined a prestigious analyst program with an investment banking firm (the "Firm"). She was put on her first live deal and pulled a few late nights. She then disclosed to HR that she needed 8 - 9 hours of sleep consistently every night because of medical condition.
The Firm put in place an accommodation that KS would not work between 12 am and 9 am each day. But about 2 weeks later, her employment was terminated.
She sued - for over $5 million in damages.
The Firm applied for summary judgment against KS, but did not succeed. The matter appears headed for trial.
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2️⃣ Was KS hard done by?
In my previous post, I expressed some sympathy for the Firm.
But I also have sympathy for KS.
She got into the analyst program on her own merits. Why should she be denied the opportunities that others might get, solely because of a medical condition that she (presumably) has no control over? Why shouldn't a large organisation like the Firm be able to find a role for her?
And requiring 8 - 9 hours of sleep consistently because of her condition - is this really too much to ask for?³
And - speaking from a more personal perspective - if one day, one of my kids came to me and told me that they had been fired from their job because of a medical condition, I would be outraged.
I mean ok I'm not so sure about claiming $5 million. That might be a bit much. I'm not a US lawyer, I don't know.⁴
But this matter is far from clear-cut.
And in principle, shouldn't KS get some redress?
The unfortunate takeaway for all employees out there is this:
You are not guaranteed peaceful employment.
Just as you can quit anytime...
...your employer can also quit you anytime.⁵
To put it bluntly, stuff happens.
--
In part 6,⁶ we'll turn the spotlight back to Singapore, and consider the incoming wave of discrimination claims that will affect both employers and employees alike.
Disclaimer:
The content of this article is intended for informational and educational purposes only and does not constitute legal advice.
¹ Part 1: https://www.linkedin.com/posts/khelvin-xu_footnotes-employment-law-activity-7382263864177946625-Zymk/
Part 2: https://www.linkedin.com/posts/khelvin-xu_footnotes-employment-law-activity-7384439097064534018-luAW/
Part 3: https://www.linkedin.com/posts/khelvin-xu_footnotes-employment-law-activity-7389511372440711168-5l_5/
Part 4: https://www.linkedin.com/posts/khelvin-xu_footnotes-employment-law-share-7392404401308479488-KB7T/
² These facts are extracted from the USDC SDNY's Opinion & Order: https://cases.justia.com/federal/district-courts/new-york/nysdce/1:2021cv03649/559015/139/0.pdf?ts=1759614745.
³ Although I would not go so far as to say that this is the universal expectation across all jobs. For example, I presume that NAVY SEALs can't expect to get 8 - 9 hours of sleep all the time for operational reasons. But I suppose the bigger question is whether we should equate investment banking with, uh, special operations missions involving combat. One is not quite like the other.
⁴ Also, the Firm reportedly generated revenue of $1.9 billion in 2024: https://www.efinancialcareers.sg/news/centerview-partners-ipo. I think it can afford it.
⁵ As least under Singapore law. Presumably with contractual or statutory notice, but that isn't always a long period. And this assumes you're not on a fixed-term contract with no avenue for early termination, but how often is that anyway?
⁶ I know this post is a little shorter than usual. That's for a variety of reasons, but the main one is that my 3rd and final learning point is an important one that's going to be relevant to lots of folks, and I don't want it to be buried in the back of this post and overlooked by those who are just scrolling by. But you - yes, you! - are obviously the exception because you've read this far into the footnotes. I congratulate and thank you.
