Workplace Fairness Bill proposed

​​Singapore has proposed a new Workplace Fairness Bill​ aimed  at addressing workplace discrimination in hiring, terminations, and appraisals. The bill targets discriminatory practices based on key characteristics and introduces stronger punitive measures for employers. It seeks to entrench fair employment practices and build on existing guidelines while balancing business flexibility. The proposed legislation would take effect by 2026 or 2027.

      

​The proposed Workplace Fairness Bill (No. 50/2024), introduced in Singapore’s Parliament on 12 November 2024, aims to combat workplace discrimination and ensure merit-based practices in employment. It addresses discriminatory practices in hiring, termination, and appraisals by making it unlawful to base such actions on discriminatory characteristics like nationality, age, sex, race, and disability. The proposed legislation is split into two parts. The first phase establishes principles, dispute resolution mechanisms, and enforcement tools. The second phase will outline claims procedures through amendments to the Employment Claims Act. The legislation is expected to take effect by 2026 or 2027.

      

This law introduces significant changes by enforcing punitive measures, including fines and civil lawsuits, for serious violations. It also protects employees against retaliation and requires employers to establish confidential grievance-handling processes. Employees can file claims up to SGD 20,000 or SGD 30,000 if union members. Workers filing frivolous claims may be required to bear the costs and may face lawful disciplinary action by the employer. The law will also exempt small businesses with fewer than 25 workers for five years and permit certain exceptions, such as hiring based on specific traits for job needs or religious roles.

     

The Ministry of Manpower (MOM) emphasized that education and existing guidelines, such as the Tripartite Guidelines on Fair Employment Practices, remain central to maintaining fair workplace practices. MOM highlighted progress, with reported workplace discrimination cases decreasing significantly over recent years. However, the new legislation aims to bolster existing protections, address gaps in enforcement, and strengthen dispute resolution processes.