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Passing Of Workplace Fairness Bill Marks Next Step In Building Fair and Harmonious Workplaces

Employment practices

 

The Workplace Fairness Bill was passed in Parliament on 8 January 2025. The Bill builds on the longstanding and positive efforts of the Tripartite Partners to enhance our current model of promoting fair and harmonious workplaces in Singapore. Today, most employers have fair employment practices and our collective efforts have contributed to an overall declining trend of workplace discrimination faced by employees and jobseekers.

 

Stronger Protections and Processes to Tackle Workplace Discrimination

 

2          The Bill is a proactive step to reinforce our existing fair and harmonious workplace norms amidst Singapore’s demographic shifts and economic headwinds. It has been designed to improve protections against workplace discrimination, while also preserving workplace harmony and giving employers flexibility to meet genuine business needs. The Bill will complement the Tripartite Guidelines on Fair Employment Practices (TGEFP) to ensure no worker is left unprotected from workplace discrimination, by:

 

  1. Strengthening protections for jobseekers and employees against discrimination, while retaining flexibility for employers to meet genuine business needs;
  2. Promoting better communication and amicable resolution of workplace issues through requiring firms to have grievance handling processes; and
  3. Complementing MOM’s education-first approach with calibrated enforcement levers to deal with egregiously unfair employment practices.

 

3          The Bill 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: (a) age; (b) nationality; (c) sex, marital status, pregnancy status, and caregiving responsibilities; (d) race, religion, and language; and (e) disability and mental health conditions. These account for more than 95% of discrimination complaints received by the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) and the Ministry of Manpower (MOM). The TGFEP will continue to cover workplace discrimination based on other characteristics and complement the Bill to ensure fair and merit-based workplace practices in Singapore.

 

4          Today, 6 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.

 

Education and Enforcement Approach

 

5          While the Bill provides an additional layer of protection, it is not a panacea. Education remains key in advancing workplace fairness. MOM and TAFEP will take an education-first approach to cultivate the right mindsets among employers and workers. Together with the Tripartite Partners, we will support employers and workers in understanding their obligations and rights under the Bill.

 

6          The Bill introduces calibrated enforcement levers that allows the Government to take action based on the severity of the breach. These include issuing directions to attend educational workshops, administrative financial penalties, and heavier civil penalties. This balanced approach aims to deter misconduct and promote compliance among the small group of errant employers.

 

Building Fairer and More Harmonious Workplaces Together

 

7          Fair and harmonious workplaces are integral to Singapore's continued success and social cohesion, ensuring opportunities for jobseekers and employees to contribute and thrive in the workforce. While the Government sets the legislative framework and provides guidance, employers, employees, and the wider community all have crucial roles to play in promoting a culture of trust and openness where issues on workplace discrimination can be raised safely and resolved amicably. Together, we can build a fairer and more harmonious work environment that benefits all Singaporeans.