Meet Celine, a seasoned commercial litigation lawyer specialising in construction and employment disputes. With extensive experience handling complex corporate and commercial cases, she has represented clients across all court levels, including international and domestic arbitrations, demonstrating her depth of legal expertise.
Beyond litigation, Celine is highly skilled in mediation and negotiated settlements, ensuring efficient and effective dispute resolution tailored to her clients’ needs. With a keen understanding of business dynamics, Celine is committed to delivering practical and results-driven legal solutions.
What drew you to commercial litigation, particularly in construction and employment disputes?
I think what initially drew me to commercial litigation was probably watching too many legal dramas. The way lawyers looked so suave and eloquent in court made me want to emulate them. But in reality, my interest in this area of law came from the belief that it is a very useful profession.
For employment law, it was purely out of interest. It is one of the most relatable areas of law because at some point, everyone will either be an employer or an employee. Since it affects almost every adult, I found it very engaging. I enjoy working with people, which made it an area I was keen on.
As for construction law, I kind of just fell into it. My previous mentor and firm specialised in it, so I naturally picked it up. The more clients you get from a particular industry, the more experience you gain, and sometimes, without realising it, you end up specialising in that area.
Can you share a memorable case where mediation or negotiation led to a successful resolution?
I had a fairly recent case late last year that became quite high-profile. It was a copyright infringement case where I was acting for the claimant. The case gained attention because my client was a well-known figure, and after the case, they went on YouTube to explain why they sued their student for copying their course.
We ended up negotiating a settlement, but it was a long process. The mediation started at 9:30 am and ran all the way until 2:30 am. Everyone was on the brink of calling it quits, but thanks to the perseverance of the mediator, we managed to reach a resolution that was acceptable to all sides. It was a great outcome because they were able to move forward and refocus on their business.
What are some common legal pitfalls businesses face in construction or employment contracts, and how can they avoid them?
Construction and employment law are completely different, so the types of agreements involved are quite distinct. However, a poorly drafted contract is a common pitfall in both areas. For construction contracts, the biggest issue is often unclear scope of work.
If the contract does not properly define what the contractor is responsible for, disputes can arise. Another common problem is the lack of provisions for variation orders—when unexpected changes occur on-site, additional work may be required, and if the contract does not specify how to handle this, it can lead to conflicts over costs and timelines.
For employment contracts, critical provisions include termination clauses—how the employer-employee relationship can end. Employers who want to protect their business should also include well-drafted “restraint of trade clauses” to prevent employees from taking confidential information, poaching staff, or soliciting clients.
A major pitfall in employment disputes is the failure to follow due process when terminating an employee. Some companies do not issue proper written termination notices, which is required by statute. Failing to follow legal procedures can pose significant risks to the business.
Many businesses wait too long before consulting a lawyer, by which time the issue has escalated. If you notice a red flag, whether it’s a contractual dispute, an employment issue, or a construction disagreement, you should get legal guidance as soon as possible.
How do you approach balancing litigation with alternative dispute resolution methods like arbitration or mediation?
Arbitration is an alternative to court litigation. It is a private dispute resolution process where parties do not appear before a judge but instead have their case decided by a selected tribunal. However, for a case to go to arbitration, the parties must have included an arbitration clause in their contract at the start of their business relationship.
Without it, the default dispute resolution process is usually the courts. Arbitration is more common in B2B contracts, particularly in industries like construction, maritime, and commodity trading, where contracts are high-value and often involve cross-border elements.
Mediation, on the other hand, is an option at any stage of a dispute, regardless of whether the case is in arbitration or litigation. As a lawyer, I always believe mediation should be offered as an option when parties are open to negotiations.
Unlike litigation and arbitration, where a third party makes the decision for you, mediation allows both parties to maintain control over the outcome. It can be an effective way to resolve disputes while preserving business relationships.
With your experience in shareholder agreement drafting, what key clauses do you think every business contract should include?
In shareholder agreements, especially if you are a minority shareholder, protecting your rights is crucial. You need to ensure that your shares are properly issued and recognised. There are mechanisms that allow you to sell your shares if necessary.
If you are a key investor but hold a minority share, you should negotiate for decision-making powers. This can include the right to appoint directors or require your approval for certain business decisions.
Majority shareholders often include “drag-along rights” in the agreement, which allow them to compel minority shareholders to sell their shares when they sell the company. Without this, a minority shareholder can block a sale, which can create issues.
The key purpose of a shareholder agreement is to protect minority shareholders while ensuring that the company can still operate efficiently.
How has your career in law shaped your problem-solving skills?
Law has sharpened my critical thinking and ability to stay calm under pressure. Since litigation often requires lawyers to be on their feet in front of judges, I have learned to break down complex legal issues into simpler terms and to think on my feet.
Over the years, I have developed the ability to analyse difficult situations, identify core issues, and explore solutions. This approach applies not just to legal work but also to general problem-solving in life and business.
What advice would you give to businesses when dealing with legal disputes to ensure a smoother resolution process?
The most important thing is to seek legal advice early. Many businesses wait too long before consulting a lawyer, by which time the issue has escalated. If you notice a red flag, whether it’s a contractual dispute, an employment issue, or a construction disagreement, you should get legal guidance as soon as possible.
From a business owner’s perspective, you should also be clear about your goals when handling a dispute. Ask yourself questions like, “Am I trying to recover money?”, “Am I protecting my reputation?” or “Am I trying to teach someone a lesson?”
Understanding your “true objective” will help you and your lawyer develop a strategy that aligns with your business priorities. Sometimes, once you clarify what you need, you may realise that you don’t need to go to court to achieve it.
Where do you see yourself and what’s your vision for Singapore in the next five years?
For myself, my goal is to establish a larger legal team and continue serving businesses of all sizes, helping them navigate legal complexities and resolve disputes effectively.
Singapore has been working for years to position itself as a global dispute resolution hub, leveraging our strong rule of law and world-class mediation and arbitration institutions. The signing of the Singapore Convention on Mediation in 2019 has further cemented our reputation.
We have already seen an increase in international arbitration and mediation cases being conducted here, and I hope this trend continues, placing Singapore alongside top dispute resolution hubs like London and Hong Kong.
Connect with Celine: LinkedIn.
