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Singapore Parliament Passes Landmark Workplace Fairness Bill

Employers will soon have to up their game even further, when the Workplace Fairness Bill comes into effect some time in 2026 or 2027. The Bill, which was passed in parliament last month on January 8, builds on the longstanding and positive efforts of the city-state’s tripartite partners comprising the Ministry of Manpower (MOM), National Trades Union Congress (NTUC), and Singapore National Employers Federation (SNEF). Tripartism refers to the collaboration among the government, unions and employers, and is a key competitive advantage for Singapore.

According to MOM, most employers already have fair employment practices, and the collective efforts have contributed to an overall declining trend of workplace discrimination faced by employees and jobseekers. The Bill is a proactive step to reinforce the existing fair and harmonious workplace norms amid Singapore’s demographic shifts and economic headwinds. It is designed to improve protection against workplace discrimination while also preserving workplace harmony and giving employers the flexibility to meet genuine business needs.

Proportion of resident employees who were discriminated against at work due to their personal attributes (%) (2018 to 2023)

Source: Supplementary Survey on Fair Employment Practices, Manpower Research & Statistics Department, MOM

The Bill, which complements the Tripartite Guidelines on Fair Employment Practices (TGEFP), protects against workplace discrimination by prohibiting adverse employment decisions on the grounds of any protected characteristic. Such adverse employment decisions include hiring, appraisal, training, promotion, and dismissal decisions. The five categories of protected characteristics are:

1) age;

2) nationality;

3) sex, marital status, pregnancy status, and caregiving responsibilities;

4) race, religion, and language; and

5) disability and mental health conditions.

The above five categories account for more than 95% of discrimination complaints received by the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) and MOM. TGFEP will continue to cover other forms of workplace discrimination.

Proportion of resident employees who were discriminated against at work due to their personal attributes (%) (2018 to 2023)

Source: Supplementary Survey on Fair Employment Practices, Manpower Research & Statistics Department, MOM

Today, six in 10 firms already have formal procedures to manage workplace discrimination. Employers in Singapore are generally fair and equitable, recognising the benefits that fair employment practices can bring them. The Bill will push for more firms to put in place processes to handle grievances professionally, sensitively and at the firm level. This will help foster a safe and conducive space for employers and workers to discuss sensitive or difficult issues.

While the Bill provides an additional layer of protection, “we must continue with our education efforts to promote fair employment practices as discrimination is, at its root, a mindset issue,” said Dr Tan See Leng, Minister for Manpower, in his roundup speech for the Bill in parliament last month. “Our priority is to provide information and support to employers so that they get it right in the first place, and enforcement is a last resort.” In the works is communicating the legislation to employers, unions, employees and stakeholders.

“I want to emphasise again that this Bill is just the start. TAFEP will track, analyse, and share information on the complaints and cases received and resolved, both under the Bill and TGFEP. This will allow us to more meaningfully discuss and decide on our next moves,” said Dr Tan.

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