Tripartite guidelines on fair employment practices — Costs and fees breakdown

The Tripartite Guidelines on Fair Employment Practices (TGFEP) set out the standards Singapore employers are expected to follow when recruiting and managing staff. In practice, employers should base employment decisions on merit, advertise jobs without discriminatory criteria, and treat employees fairly, with the guidelines now reinforced by the Workplace Fairness Act 2025.

Raffles Corporate Services works with a panel of corporate and employment law firms; this article is general information, not legal advice.

What the guidelines cover

The TGFEP, issued by the tripartite partners, ask employers to recruit and select on merit, provide fair opportunity for training and development, and reward based on ability, performance and contribution. They discourage discriminatory job advertisements and selection. See our related guide, Multi-jurisdiction family office structures — Timeline and processing benchmarks, for more detail.

While historically advisory, the guidelines are backed by administrative levers such as work pass privileges, and they now sit alongside statutory protection under the Workplace Fairness Act.

Who should follow them

All employers in Singapore are expected to observe the guidelines, regardless of size or sector. Employers that hire foreign talent are particularly scrutinised, since fair consideration of local candidates is a stated expectation. See our related guide, Singapore bank account opening — DBS, OCBC, UOB, Wise, Aspire — Timeline and processing benchmarks, for more detail.

HR teams, hiring managers and recruitment agencies all share responsibility for aligning practices with the guidelines.

Requirements and expectations

Employers should ensure job advertisements state no discriminatory preferences, keep selection criteria job-related, and give fair consideration to candidates. The Fair Consideration Framework requires many roles to be advertised on the national jobs portal before an Employment Pass is applied for.

Grievance handling should be accessible, and employees should be able to raise concerns without fear of reprisal.

Refer to the official guidance. Refer to the official guidance.

Cost and timeline benchmarks

Adhering to the guidelines is largely a matter of process discipline rather than direct cost. The Fair Consideration Framework does, however, impose minimum advertising periods that affect hiring timelines.

Tripartite guidelines on fair employment practices — costs, timelines and thresholds

  • Core principle: merit-based recruitment and reward
  • Fair Consideration Framework advertising: minimum 14 days on the national jobs portal for many roles
  • Applies to: all employers
  • Reinforced by: Workplace Fairness Act 2025
  • Enforcement lever: work pass privileges

Step-by-step compliance approach

Review advertisement templates, apply merit-based selection, advertise eligible roles on the national jobs portal for the required period, document decisions, and provide a fair grievance channel. Train managers on the guidelines and the interaction with work pass rules.

Aligning recruitment processes with both the guidelines and the Workplace Fairness Act future-proofs the organisation against complaints.

Common mistakes and gotchas

Common failures include discriminatory advertisement wording, skipping the required job advertising period before an Employment Pass application, and inconsistent selection records. Assuming the guidelines carry no consequences understates the administrative penalties available. See our related guide, Tripartite Guidelines on Restraint of Trade in Singapore Employment Contracts: What Employers Must Do Before H2 2026, for more detail.

Employers recruiting from overseas often review the guidelines together with their Employment Pass strategy to avoid delays.

Relevant legislation

The Employment Act 1968 provides the statutory baseline of employment terms that operate alongside the Tripartite Guidelines.

The Workplace Fairness Act 2025 gives statutory force to key fair employment protections that the Tripartite Guidelines encourage.

FAQs

Are the Tripartite Guidelines legally binding?
They are backed by administrative measures such as work pass privileges, and key protections are now reinforced by the Workplace Fairness Act 2025.

What is the Fair Consideration Framework?
It requires many roles to be advertised on the national jobs portal for a minimum period before an Employment Pass application, ensuring fair consideration of local candidates.

Who must comply?
All employers in Singapore are expected to observe the guidelines, with particular scrutiny where foreign talent is hired.

How do the guidelines relate to the Workplace Fairness Act?
The Act gives statutory force to core protections while the guidelines continue to set broader good-practice standards.

Related guides

Need help with this? Call, SMS or WhatsApp +65 8501 7133, or email [email protected]. Little Big Employment Agency (EA Licence 19C9790) works with a panel of corporate and employment law firms; this article is general information, not legal advice.

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