The 2026 Guide to Working with the Tripartite Alliance (TAFEP)

Introduction

Organisations in Singapore are increasingly expected to adopt fair and progressive employment practices. The 2026 Guide to Working with the Tripartite Alliance (TAFEP) explains what employers need to know to align recruitment, workplace conduct and employment policies with national standards.

This article, The 2026 Guide to Working with the Tripartite Alliance (TAFEP), summarises who the guidance applies to, the key rules and requirements in Singapore, a step-by-step approach to compliance, common mistakes to avoid and practical examples. It also explains when to engage specialist advisory help.

Who this applies to

This guidance is relevant for:

• Employers and HR teams across public and private sectors.
• Employment agencies and recruitment consultancies regulated under the Employment Agencies Act.
• Small and medium enterprises (SMEs) and multinational corporations hiring locally and internationally.
• Organisations that manage employment matters: payroll, CPF contributions, SDL, staff benefits, and workplace policies.

Whether you employ Singapore citizens, Permanent Residents, Employment Pass and S Pass holders, or Work Permit holders, familiarity with TAFEP principles helps reduce discrimination risks and workplace disputes.

Key rules and requirements in Singapore

TAFEP promotes fair and progressive employment practices but does not replace statutory requirements. Key laws and obligations employers should consider include:

• Employment Act: minimum rights for employees and employer obligations, including hours of work, overtime and notice entitlements.
• Employment Agencies Act: rules for licensed agencies, advertising vacancies and fair recruitment.
• Employment of Foreign Manpower Act and MOM policies: hiring foreign workers, work passes (Employment Pass, S Pass, Work Permit) and quota/levy obligations.
• CPF Act: contribution obligations for employees who are Singapore citizens and Permanent Residents.
• Work Injury Compensation Act and Workplace Safety and Health Act: workplace safety, injury reporting and compensation obligations.
• Skills Development Levy (SDL) and staff training obligations: contributions and upskilling expectations.
• PDPA (Personal Data Protection Act): handling candidate and staff personal data during recruitment and employment.
• POHA (Protection from Harassment Act): workplace harassment considerations and prevention.

TAFEP guidance focuses on non-discrimination across recruitment, selection, promotion and dismissal. While TAFEP itself is not a statute, MOM and other agencies may reference its guidelines when assessing complaints or regulatory compliance.

Step-by-step process

Implementing TAFEP-aligned practices is a practical, phased exercise. The following steps provide a clear pathway.

• Step 1 , Review existing policies: Audit recruitment adverts, job descriptions, interview questionnaires and HR policies to remove biased language and criteria that may be non-essential.
• Step 2 , Update recruitment practices: Use objective selection criteria, standardised interview scoring and diverse hiring panels. Ensure job ads comply with the Employment Agencies Act and avoid discriminatory requirements.
• Step 3 , Train managers and recruiters: Provide practical training on fair selection, unconscious bias and handling sensitive conversations. Record training as part of compliance evidence.
• Step 4 , Strengthen onboarding and workplace policies: Include clear anti-harassment, anti-discrimination policies, grievance procedures and PDPA-compliant data handling processes.
• Step 5 , Monitor and report: Track recruitment, promotion and exit data by demographic metrics where legally permissible. Use metrics to identify adverse impacts and take remedial action.
• Step 6 , Liaise with regulators: Where appropriate, consult MOM, TAFEP or legal advisors on complex cases involving disabilities, medical conditions, or cross-border hiring under the Employment of Foreign Manpower Act.

Keep documentation such as interview notes, scoring matrices, and training logs. These records are useful for internal audits and in the event of a TAFEP or regulator inquiry.

Common mistakes to avoid

• Using ambiguous or unnecessary selection criteria (e.g., specifying age, marital status, or nationality without justification).
• Failing to maintain PDPA-compliant records of candidate consent and data retention limits.
• Not applying consistent interview or assessment processes across candidates.
• Neglecting required statutory contributions such as CPF for eligible employees, or SDL and levy obligations for foreign employees.
• Overlooking training for hiring managers on unconscious bias and lawful interview conduct.

Addressing these common pitfalls reduces disputes and improves employer reputation.

Practical examples

Example 1 , Job advertisement:

Instead of “Young energetic candidates only”, use “Candidates must have X years’ experience and be able to perform Y duties”. This aligns with TAFEP’s guidance by focusing on job-relevant criteria.

Example 2 , Interview scoring:

Use a standardised scoring sheet covering core competencies and role-specific skills. Record evidence against each score to show objective decision-making if questioned by TAFEP or MOM.

Example 3 , Handling medical conditions:

Consider reasonable accommodations and consult MOM guidance where fitness-for-work or medical assessments are involved. Avoid blanket exclusionary policies that could contravene TAFEP principles or the Employment Act.

How an experienced consultant can help

Engaging an adviser experienced in Singapore employment law, MOM policy and TAFEP practice can make implementation more efficient and reduce risk. Practical support may include:

• Policy reviews and redrafting job advertisements to meet Employment Agencies Act and TAFEP expectations.
• Designing standardised interview processes and scorecards for defensible hiring decisions.
• Providing training for HR and line managers on unconscious bias, PDPA-compliant recruitment and harassment prevention in line with POHA.
• Assistance with complex cases involving foreign manpower, work pass applications, CPF obligations and IRAS payroll compliance.

Little Big Employment Agency can offer advisory support, application assistance and compliance reviews to help align your policies with national expectations in a pragmatic way.

Frequently Asked Questions

What is the difference between TAFEP guidance and statutory law?

TAFEP provides non‑statutory guidance on fair and progressive employment practices. Statutory requirements such as the Employment Act, CPF Act, Employment of Foreign Manpower Act and PDPA remain legally binding. TAFEP guidance complements these laws and is often referenced during regulatory reviews or dispute resolution.

Do I need to report to TAFEP if an employee files a discrimination complaint?

Employees can file complaints with TAFEP; employers should cooperate with investigations and may seek advice from MOM or legal counsel. Maintaining thorough records and documented processes helps respond effectively.

Are small businesses expected to implement the same measures as large employers?

TAFEP emphasises proportionality. The core principles, fair selection, objective criteria, anti-harassment policies and PDPA compliance, are relevant to all employers, but implementation should reflect organisational capacity and scale.

How does TAFEP interact with hiring of foreign workers?

TAFEP expectations on non-discrimination apply equally, but employers must also comply with MOM’s rules, quota, and levy requirements under the Employment of Foreign Manpower Act. Ensure work pass applications and employer obligations are met.

Key takeaways

• TAFEP offers practical guidance to reduce discrimination and promote fair employment practices in Singapore.
• TAFEP complements statutory obligations under the Employment Act, CPF Act, Employment Agencies Act, PDPA and other laws.
• Use objective selection criteria, standardised assessments and PDPA-compliant data handling to build defensible hiring processes.
• Keep clear records, train managers and monitor outcomes to detect and correct adverse impacts.
• Consult a specialist adviser for complex matters involving work passes, foreign manpower, or potential disputes; Little Big Employment Agency can assist with advisory and application support.

Requirements may change, so always check the latest guidance from MOM, or consult a professional adviser.

If you would like to find out more about how Little Big Employment Agency can assist with your employment and immigration requirements, please get in touch with the team at [email protected].

Yours sincerely,
The editorial team at Little Big Employment Agency

Disclaimer: This does not constitute legal advice. If you require legal advice, please contact a lawyer.