Guide to Workplace Fairness (For Individuals)

Learn more about workplace fairness and what to do if you face discrimination

This guide helps employees and jobseekers understand the Workplace Fairness Act (WFA) and the Tripartite Guidelines on Fair Employment Practices (TGFEP). It will be updated with new information and resources when available. 

 

The Workplace Fairness Act: At a Glance

The WFA protects employees and individuals 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 ability; and (e) disability and mental health conditions.

Click here to read on what you need to know about the Workplace Fairness Act. 

The Tripartite Guidelines on Fair Employment Practices (TGFEP) will continue to cover workplace discrimination based on other characteristics and complement the WFA to ensure fair and merit-based workplace practices in Singapore.

Workplace Discrimination: What it Looks Like & How It Will Be Addressed

Workplace discrimination happens when employers make an adverse employment decision such as hiring, training, promotion, or dismissal because of an individual’s personal characteristics instead of their skills, experience, or work performance. 

Click here to learn about scenarios of discrimination. 

The WFA will promote better communication and amicable resolution of workplace issues through requiring firms to have grievance handling processes. This will help foster a safe and conducive space for employers and workers to discuss sensitive or difficult issues.
 
The WFA establishes a framework for workers to raise concerns amicably and expeditiously. It encourages both parties to resolve issues through the organisation’s grievance handling process to facilitate dispute resolution at the firm level.

If this fails, the parties must undergo mediation with an independent mediator before any discrimination claim can proceed to the Employment Claims Tribunal (ECT) or the High Court for adjudication. During such proceedings, employers may seek support from their union representatives (e.g. SNEF), in both mediation and ECT hearings.

Click here to see how workplace discrimination claims will be handled when WFA is implemented in 2027.

What to Do If You Face Workplace Discrimination

TAFEP provide advice and assistance on discriminatory workplace practices before the WFA implementation in 2027. Please refer to the information below to report concerns or seek guidance on such matters.

For Job Seekers and Members of the Public

Report Discriminatory Job Advertisements to TAFEP

Under the WFA and the TGFEP, a job advertisement may be considered as discriminatory if it states selection criteria that are not related to the qualifications, skills, knowledge and experience of the candidate, or contains the use of words or phrases that can come across as discriminatory. 
 
Job advertisements must comply with the WFA and abide by the Tripartite Guidelines on Fair Employment Practices.

You may refer to this page for examples of words or phrases that can come across as discriminatory.

Contact us to report discriminatory job advertisements.

Report Discriminatory Hiring to TAFEP

Contact us if you experienced discriminatory hiring practices, such as during the shortlisting, interview or selection process.


For Employees 

Raise the Incident through Your Organisation's Grievance Handling Process

If you face discrimination at the workplace, report it and seek help through your organisation’s grievance handling channel(s).  

Your organisation’s grievance handling policy may be found in your employee handbook or organisation's intranet. Here are some pointers to help you:

  • Report the incident: Follow your organisation’s process to report the issue. This might involve speaking to your immediate supervisor, or to a trusted manager and lodge your grievance (e.g. complete your organisation’s grievance handling lodgement form);
  • If the grievance is against your supervisor: speak with another trusted member of management in your team;  
  • If you still have concerns about the grievance or it is not addressed: raise this to the HR team;
  • For complex cases: Speak with the top Management.

If you have also experienced workplace harassment, you may refer to TAFEP Workplace Harassment Resource and Recourse Centre for further information on what you can do.

Approach Your Union If Your Organisation is Unionised or If You are a Union Member

If your organisation is unionised and you are a union member, please approach the Union to assist you in raising your grievance to management.

Alternatively, you may approach NTUC for assistance and related resources via:

NTUC Workplace Advisory

An online service offering members advice and help on workplace and employment-related issues

U PME Centre

A one-stop workplace advisory centre for professionals, managers and executives (PMEs) who are NTUC union members
 

Contact TAFEP for Further Advice and Assistance

If you are unable to resolve the incident within your organisation, or if there is no channel for you to report the incident within your organisation, please contact us for advice and assistance.

Based on your report, TAFEP will assess if any follow-up is needed with your employer. If the employer is found to have discriminatory practices, TAFEP will report such cases to the Ministry of Manpower (MOM).

Based on TAFEP’s recommendations, MOM may take appropriate enforcement actions against the errant employer, such as suspending their work pass privileges.

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