PropertyLimBrothers disputes reported scale of media arm layoffs amid restructuring shift

SINGAPORE: PropertyLimBrothers (PLB) has confirmed job cuts within its media arm but has disputed the scale of layoffs reported by local media, stating that the figures cited are inaccurate and have affected its business.

The company acknowledged that a “majority” of local staff from its media division, PLB Media, were impacted during a recent restructuring exercise.

This confirmation aligns with a report by The Edge's City& Country published on 14 April, though PLB maintains that the extent of the cuts has been misrepresented.

In response to the report, a PLB spokesperson told City& Country that it “does not reflect the scope of the restructuring exercise”.

Earlier coverage had indicated that PLB Media employed close to 100 staff as of February, with approximately 90% affected by retrenchment.

The spokesperson rejected this figure, saying in an email dated 15 April that it was inaccurate.

The company declined to offer further details, stating that it “will not be providing detailed headcount breakdowns at this point in time”.

“The restructuring affected a majority of the local media team as part of a deliberate transition towards a leaner, technology-enabled operating model,” the spokesperson said.

Roles and restructuring strategy

PLB Media employees had been responsible for research, marketing and social media support for the agency’s realtors. The restructuring appears to reflect a shift in how these functions are delivered.

“A core team remains in place to support ongoing content strategy, creative direction and production oversight,” the spokesperson added.

The company also indicated that its revised structure would rely more heavily on automation and external resources.

“These roles are designed to support a more streamlined workflow, with increased use of AI tools and externalised production resources where appropriate,” the spokesperson said.

Employee accounts of retrenchment

According to accounts cited in the earlier report, affected employees were informed through meetings with human resource executives beginning the previous week.

One employee said they were given a choice to voluntarily resign or face retrenchment, with a two-day deadline to decide. The same individual reported being offered a severance package equivalent to one week’s salary for each year of service.

Another employee indicated that those who opted to resign were also extended the retrenchment package. Additional benefits reportedly included the retention of company-issued devices and the provision of recommendation letters to support job searches.

PLB did not confirm the specific terms of these packages.

The spokesperson stated that affected employees “were provided with a structured transition package” and that the company had extended “support in the form of work devices and transitional assistance to facilitate their next steps”.

Business operations and market pressures

As of 5 February, PLB had 79 registered agents. Market sources indicated that some realtors have left the firm in recent months for competing agencies.

The agency’s commission structure, which reportedly operates on a 50:50 sharing basis, is understood to be higher than industry norms. This may have contributed to a reduction in revenue, according to the report.

In response, the company maintained that its core operations remain stable.

“Our core real estate business remains fully operational with no disruption to ongoing listings or transactions,” the spokesperson said.

The restructuring, according to PLB, is intended to improve efficiency and scalability.

“The transition allows for a more focused and data-driven approach to marketing execution,” the spokesperson said, describing the changes as part of a “forward-looking transition”.

Leadership controversy backdrop

The layoffs follow a leadership controversy earlier in the year involving co-founder Melvin Lim and then-vice-president of strategy Grayce Tan.

In late January 2026, rumours circulated online alleging an extramarital relationship between the two executives, both of whom are married.

Lim and Tan resigned from their respective positions on 28 January, shortly after the allegations surfaced.

Broader policy debate on retrenchment practices

The retrenchment exercise comes amid ongoing discussions in Singapore about workforce protections and employer obligations.

The tripartite advisory governing retrenchment practices was last updated in January 2023 by the Ministry of Manpower (MOM), National Trades Union Congress (NTUC), and Singapore National Employers Federation (SNEF).

In February 2026, Senior Minister of State for Manpower and Health Dr Koh Poh Koon described the absence of mandatory retrenchment benefits as a “balanced approach” that allows flexibility for businesses while offering worker protection.

Manpower Minister earlier warns mandatory retrenchment notifications could discourage job preservation talks

The following month, Manpower Minister Dr Tan See Leng stated that the ministry is reviewing proposals to mandate advance retrenchment notifications as part of a broader review of the Employment Act.

Tan cautioned that compulsory notification requirements could discourage companies from attempting to preserve jobs, as firms often conduct private negotiations to avoid layoffs.

He added that mandatory reporting could accelerate retrenchments and raise concerns over leaks of sensitive business information.

Labour representatives have expressed support for earlier notification to enable timely assistance for affected workers, though challenges remain in implementation.

Current regulations require employers with at least 10 employees to notify the Ministry of Manpower within five working days after informing employees of retrenchment.

Recent cases have highlighted tensions between industry practices and expectations.

In 2024, e-commerce firm Lazada conducted layoffs in its Singapore office, including senior executives, without prior consultation with the Food, Drinks and Allied Workers Union.

Affected employees in that case were offered two weeks’ salary per year of service, below the prevailing norm.