---
title: "Workplace Fairness Act Singapore: A Guide for Employers"
description: Learn what Singapore’s Workplace Fairness Act means for employers, the protected characteristics, grievance handling requirements and how SMEs can prepare for end-2027.
image: https://jwc.com.sg/hubfs/Singapore%20SME%20director%20reviewing%20(17)-1.png
---

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 October 22, 2026

# Workplace Fairness Act Singapore: A Guide for Employers

![Picture of JWC Accounts & HR](https://jwc.com.sg/hs-fs/hubfs/Navy%20Modern%20Business%20Blog%20Banner%20(1000%20x%201000%20px)%20(2).png?width=50&name=Navy%20Modern%20Business%20Blog%20Banner%20(1000%20x%201000%20px)%20(2).png) By   JWC Accounts & HR  ·   4 minute read

**![workplace fairness ACT Singapore: emplotyer Preparation](https://jwc.com.sg/hs-fs/hubfs/Singapore%20SME%20director%20reviewing%20(17)-1.png?width=541&height=297&name=Singapore%20SME%20director%20reviewing%20(17)-1.png)**

Building a fair workplace is not only about creating a positive company culture. It also means making employment decisions based on relevant criteria, handling concerns responsibly and ensuring employees have a clear way to raise workplace issues. [Singapore’s Workplace Fairness Act (WFA) strengthens the legal framework for addressing workplace discrimination and sets out expectations for employers.](https://jwc.com.sg/payroll-outsourcing-services-singapore)

The legislation was passed through two Bills in 2025. As of October 2026, the [Ministry of Manpower (MOM)](https://www.mom.gov.sg/newsroom/press-releases/2025/workplace-fairness--dispute-resolution----bill-press-release) has stated that the Act is expected to take effect at the end of 2027. This gives employers time to review their current practices and prepare. Businesses should check official MOM updates for the confirmed commencement date and implementation guidance before making compliance decisions.

What Is Singapore’s Workplace Fairness Act?

The Workplace Fairness Act is designed to strengthen protection for jobseekers and employees against discriminatory employment decisions. It complements Singapore’s existing fair employment framework, including the Tripartite Guidelines on Fair Employment Practices (TGFEP), by placing key protections and employer obligations into legislation.

The Act is intended to support fair, merit-based employment while preserving employers’ ability to make decisions based on genuine job requirements and business needs. It covers employment decisions across different stages of the employment relationship, including hiring, appraisal, training, promotion and dismissal.

Which Characteristics Are Protected?

The Act identifies five broad categories of protected characteristics. Employers should ensure that decisions are not adversely influenced by these characteristics when making employment-related decisions.

| **Protected category** | **Examples covered** |
| --- | --- |
| Age | Rejecting a qualified candidate because they are considered too old for the role. |
| Nationality | Rejecting a candidate solely because of their nationality, rather than assessing relevant job requirements. |
| Sex, marital and family-related characteristics | Passing over a qualified employee for promotion because they are pregnant or have caregiving responsibilities. |
| Race, religion and language | Treating an employee unfairly because of their race or religion, or imposing language requirements unrelated to the job. |
| Disability and mental health | Excluding a qualified candidate because of a disability or mental health condition without properly considering the role's requirements and applicable accommodations. |

These protections do not mean employers cannot consider job-relevant factors or genuine requirements of a role. The key issue is whether an adverse employment decision is based on a protected characteristic rather than legitimate, relevant considerations. Employers should document the objective criteria used in hiring, performance management, promotion and other employment decisions.

What Employment Decisions Could Be Affected?

The Act covers a range of decisions that may affect a person’s access to work or progress at work, including:

- Hiring and recruitment, including deciding whether to offer a role.
- Performance appraisal and access to training.
- Promotion and other career development opportunities.
- Dismissal, retrenchment and termination-related decisions.
- Workplace policies or instructions that lead to discriminatory treatment.
- Who employees can approach to raise a concern.
- How a complaint can be submitted and acknowledged.
- Who will review the issue and how impartiality will be maintained.
- How relevant information will be gathered and an investigation conducted where appropriate.
- How confidentiality will be protected as far as possible.
- How the outcome will be communicated and follow-up actions recorded.
- How employees will be protected from retaliation for raising genuine grievances.

For example, a business should assess candidates against role-related skills and experience rather than rejecting someone because of an irrelevant assumption about their age or caregiving responsibilities. Similarly, performance or dismissal decisions should be supported by relevant evidence and applied consistently.

Employers Will Need Clear Grievance-Handling Processes

One important feature of the Workplace Fairness Act is the requirement for employers to put in place internal grievance-handling processes. These processes are intended to help employees raise workplace discrimination concerns and give employers a structured way to address them.

A practical grievance process should make it clear:

A policy alone is not enough if employees do not know how to use it. Managers and HR personnel should understand the process, respond to concerns promptly and avoid making assumptions before the facts have been reviewed.

How Will Workplace Discrimination Disputes Be Handled?

The dispute-resolution framework emphasises resolving issues at the workplace where possible. If a dispute cannot be resolved internally, parties will generally need to attempt mediation before a claim proceeds to adjudication through the relevant forum. The Employment Claims Tribunals will hear workplace discrimination claims up to and including S$250,000, while claims above that amount may be heard by the High Court, subject to the applicable rules.

The framework also includes safeguards against frivolous or vexatious claims. The aim is to provide an accessible process for genuine disputes while discouraging misuse of the system. Employers should take complaints seriously, keep accurate records and follow the applicable process rather than assuming that every complaint will become a legal claim.

What Should Singapore SMEs Do to Prepare?

Small and medium-sized businesses do not need to wait until the Act takes effect to strengthen fair employment practices. Reviewing policies and procedures early can help make future implementation more manageable.

**1. Review recruitment practices.** Check job advertisements, interview questions and selection criteria. Make sure they focus on genuine requirements of the role and avoid language or screening practices that could unfairly exclude candidates.

**2. Update HR policies and the employee handbook.** Review policies on equal opportunity, workplace conduct, grievance reporting, investigations, confidentiality and non-retaliation. Make sure the policies are clear, accessible and consistent with current guidance.

**3. Standardise employment decisions.** Use documented criteria for performance reviews, training access, promotions and disciplinary decisions. Consistency helps managers explain decisions and supports a fair process.

**4. Establish a grievance process.** Set out how employees can raise concerns, who will handle them, how they will be assessed and how outcomes will be documented. Consider how complaints will be handled if they involve a direct manager or senior leader.

**5. Train managers and supervisors.** Managers are often the first people employees approach. Provide practical guidance on responding to complaints, maintaining confidentiality, avoiding retaliation and escalating concerns appropriately.

**6. Keep reliable records.** Maintain relevant recruitment records, performance reviews, investigation notes, grievance outcomes and decision rationales in line with applicable privacy and record-retention requirements.

**7. Monitor official updates.** Follow MOM and TAFEP guidance as the implementation date approaches. Review official materials periodically, because commencement details and practical requirements may be clarified before the Act takes effect.

Does the Act Apply to Every Employer in the Same Way?

The Act contains scope provisions and exceptions, so businesses should not assume every obligation applies identically to every organisation. The legislation includes an employer-size threshold for most provisions, with a specific exception relating to grievance handling, and allows certain genuine job requirements and other defined exceptions. Employers should refer to the enacted legislation and current [MOM guidance](https://www.mom.gov.sg/newsroom/parliament-questions-and-replies/2026/1007-written-answer-on-workplace-harassment-complaints) to confirm how the rules apply to their circumstances.

Why Preparation Matters

Fair employment practices can help build trust, support employee retention and reduce avoidable misunderstandings. Clear policies also help managers make decisions consistently and give employees a more reliable way to raise concerns. For SMEs without a dedicated HR team, preparing early can be particularly useful because responsibilities are often shared between business owners, line managers and administrative staff.

The Workplace Fairness Act should not be treated as a document-only compliance exercise. Policies need to be understood, applied in practice and supported by appropriate records and training. Employers should also remember that existing fair employment guidelines remain relevant before the Act comes into force.

Build Stronger HR Practices With JWC Accounts & HR

Preparing for changes in employment legislation can feel challenging when you are already managing recruitment, payroll and daily operations. A structured approach to HR policies, employee documentation and grievance handling can help your business prepare with greater confidence.

[JWC Accounts & HR](https://jwc.com.sg/) supports businesses with practical HR and administrative solutions. If your business is reviewing its HR processes or needs help creating a more organised foundation for managing people, connect with our team to discuss the support that may be suitable for your needs.

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