Workplace Fairness Act 2025: A Practical Compliance Guide for Singapore Employers

Reviewed and consolidated on 8 September 2026. Earlier overlapping articles have been brought into this guide, with the implementation status clarified.

Singapore’s Workplace Fairness Act framework is a preparation priority for employers. MOM targets implementation at the end of 2027, subject to readiness. Do not describe the new framework as already fully operational in 2026.

What has been passed, and what comes next?

The Workplace Fairness (Dispute Resolution) Bill passed Parliament on 4 November 2025. It complements the earlier workplace fairness legislation. The announced process emphasises internal grievance handling and mediation before adjudication through the Employment Claims Tribunals or High Court. It is not a new standalone tribunal called the “Workplace Fairness Tribunal”.

Sources: MOM dispute resolution announcement and MOM implementation timetable.

What the framework addresses

The framework prohibits adverse employment decisions based on protected characteristics and requires grievance handling and protection against retaliation. The protected categories cover age; nationality; sex, marital status, pregnancy and caregiving responsibilities; race, religion and language; and disability and mental health conditions. Specific exceptions and statutory provisions matter when applying these rules to a real case.

Firms with fewer than 25 employees are initially exempt from the new legislation. That does not make unfair hiring acceptable or remove existing fair employment expectations.

Source: MOM workplace fairness framework factsheet.

Practical preparation for employers

1. Define the job objectively. Write down the skills and duties needed before screening candidates. Use evidence that relates to those duties.
2. Review recruitment materials. Check advertisements, interview questions and scorecards. Ask whether each requirement has a clear job-related reason.
3. Build a grievance process. Identify how a concern is raised, who reviews it, how conflicts are handled and how the outcome is recorded.
4. Protect confidentiality. Limit access to information to those who need it to manage the matter.
5. Train managers. Explain how to respond to a complaint without retaliation, prejudgment or informal promises.
6. Keep decision records. Preserve the criteria and evidence supporting recruitment, appraisal, promotion and termination decisions.
7. Check the final commencement rules. Update policies against the applicable legislation and guidance when implementation details are confirmed.

Work passes and fair hiring

A work pass assessment and an employment decision are related but distinct processes. Continue using the EP and COMPASS requirements and fair recruitment procedures. Avoid converting a general workforce-planning issue into an unsupported rule excluding individual candidates.

Our employer compliance guide covers contracts, salary and ongoing administration. For a disputed decision or a policy requiring legal interpretation, seek qualified legal advice. Our agency can discuss an appropriate independent lawyer referral.

Questions to resolve internally

Who owns each grievance? Who can review a complaint about that person? Where is the written outcome kept? How will a manager demonstrate that a decision was based on the role and evidence? Resolving these practical questions now makes the future process easier to operate.