Singapore’s Workplace Fairness Bill: What Employers Must Prepare

This article is written in English for readers in Singapore. Chinese and Japanese translations are available on our website. 

The Landmark Shift in Singapore’s HR Landscape

Singapore’s long-awaited Workplace Fairness Legislation (WFL) marks one of the biggest reforms in employment practices since the Fair Consideration Framework. Expected to take effect in 2026, it transforms voluntary fair employment guidelines into enforceable law — a decisive move towards protecting workers from discrimination while holding employers to higher accountability.

For HR leaders and business owners, this means new responsibilities — and risks — in areas like hiring, promotion, termination, and grievance management.

According to the Ministry of Manpower (MOM), workplace discrimination cases rose by ~20% between 2022 and 2024, with most complaints related to age, gender, and nationality bias. The new legislation will formalise protections across five key grounds: age, sex, marital status, caregiving status, and nationality.

Key Changes Employers Need to Know

1. Discrimination will become a legal offence.

Under the new Bill, discriminatory hiring or promotion decisions can trigger investigation and enforcement by the Ministry of Manpower and the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP). Penalties may include corrective orders, financial sanctions, and reputational disclosure.

2. Internal grievance handling will be mandatory.

Companies must establish a clear, documented grievance procedure. This includes defining steps for lodging complaints, protecting confidentiality, and ensuring impartial review.

3. Managers and HR will be personally accountable.

Individual decision-makers can be held responsible for discriminatory actions or inaction. MOM has confirmed that liability may extend beyond corporate entities to line managers and department heads who approve biased decisions.

4. Recruitment advertisements and JD wording will be scrutinised.

All job postings must now be objective, skills-based, and free of exclusionary language. Employers should audit their career portals, agency listings, and social media ads to ensure compliance.

5. Strengthened mediation and faster redress.

The new framework introduces a simplified mediation process through TADM (Tripartite Alliance for Dispute Management), helping affected employees resolve cases within 2–3 months instead of litigation.

Compliance Checklist: How to Prepare Before 2026

Step	HR Action	Why It Matters
1	Review existing HR policies and job descriptions.	Replace subjective phrases (“young team”, “female preferred”) with competency-based requirements.
2	Conduct Fair Employment training for hiring managers.	MOM encourages mandatory training for all supervisors involved in hiring or performance review.
3	Create a grievance handling SOP.	A documented process reduces investigation risks and shows proactive compliance.
4	Audit third-party recruiters.	Ensure your recruitment agencies also comply — liability extends to outsourced partners.
5	Maintain transparent interview notes.	Proper documentation is now a legal defence against alleged bias.

Real-World Scenarios: How Breaches Might Be Triggered

• Scenario 1: A hiring manager rejects an older candidate despite meeting all technical requirements. The candidate files a complaint citing age discrimination. Without documented justification, the employer could face investigation and a public compliance notice.
• Scenario 2: A single mother’s promotion is delayed due to caregiving duties. The internal email trail reveals bias, breaching the new caregiving status protection clause.

These examples show why policy documentation and cultural reinforcement are as crucial as compliance itself.

How Reeracoen Can Support Employers

As Singapore’s workforce grows more diverse and policy-driven, recruitment partners play an essential role in bridging fairness with business needs.

Reeracoen Singapore helps clients:

• Audit job postings for compliance with WFL requirements.
• Provide inclusive hiring templates and job description checklists.
• Share insights from Reeracoen × Rakuten Insight’s APAC Workforce Whitepaper 2025, highlighting employer branding and diversity benchmarks.
• Conduct pre-screening that prioritises skills over demographic background, reducing potential bias at source.

Key Takeaway

The Workplace Fairness Bill is not just a legal adjustment — it’s a mindset shift.
By embedding fairness into every stage of the employment lifecycle, companies strengthen trust, attract top talent, and safeguard their brand in an increasingly transparent labour market.

 

🔍 FAQ: Workplace Fairness Legislation 2025–2026

Q1. When will the Workplace Fairness Bill take effect?

The Bill was passed in late 2025 and is expected to take effect in early 2026, following a one-year transition period.

Q2. Does this apply to SMEs or only large corporations?

It applies to all employers, regardless of company size, with proportionate compliance expectations.

Q3. How will complaints be filed?

Affected employees can first raise cases internally. If unresolved, they can approach TADM, with escalation to MOM for severe breaches.

Q4. What’s the penalty for confirmed discrimination?

Depending on severity: mandatory corrective actions, fines, suspension from government programmes, and potential public disclosure.

 

Need help reviewing your hiring practices? Submit your Job Description here.

Looking to build a fair, future-ready workforce? Book a consultation with our experts.

 

✅ Final Author Credit
By Valerie Ong (Regional Marketing Manager, Reeracoen Singapore)
Published by Reeracoen Singapore — a leading recruitment agency in APAC.

 

🔗 Related Articles: 

• [Cracking Retention in 2026: Why Onboarding Makes or Breaks Engagement]
• [AI in Hiring: Policy, Bias & Practical Guardrails for HR]

📚 References

• Ministry of Manpower: Workplace Fairness Legislation Updates  
• TAFEP: Fair Employment Guidelines
• SkillsFuture Singapore: Skills Demand Outlook 2025
• Reeracoen × Rakuten Insight APAC Workforce Whitepaper 2025
• Tripartite Alliance for Dispute Management (TADM)

 

 

Disclaimer: 

 The information provided in our blog articles is intended for general informational purposes only. It is not a substitute for professional advice and should not be relied upon as such.

 

While we strive to provide accurate and up-to-date information, the ever-evolving nature of certain topics may result in content becoming outdated or inaccurate over time. Therefore, we recommen consulting with qualified professionals or experts in the respective fields for specific advice or guidance. Any actions taken based on the information contained in our blog articles are solely at the reader's discretion and risk. We do not assume any responsibility or liability for any loss, damage, or adverse consequences incurred as a result of such actions.

We may occaionally provide links to external websites or resources for further information or reference. These links are provided for convenience and do not imply endorsement or responsibility for the content or accuracy of these external sources. Our blog articles may also include personal opinions, views, or interpretations of the authors, which do not necessarily reflect the views of our organisation as a whole. We encourage readers to verify the accuracy and relevance of information presented in our blog articles and to seek professional advice when needed. Your use of this website and its content constitutes acceptance of this disclaimer.