Learn how to implement fair employment practices
Employers and HR can use this guide to review and make necessary improvements to your organisation’s employment practices in preparation for the Workplace Fairness Legislation (WFL) and the Tripartite Guidelines on Fair Employment Practices (TGFEP). This page will be updated whenever more information and resources are available.
The WFL protects against workplace discrimination by prohibiting adverse employment decisions on the grounds of any protected characteristic. Such adverse employment decisions include hiring, appraisal, training, promotion, and dismissal decisions. The five categories of protected characteristics are: (a) age; (b) nationality; (c) sex, marital status, pregnancy status, and caregiving responsibilities; (d) race, religion, and language; and (e) disability and mental health conditions.
The TGFEP will continue to cover workplace discrimination based on other characteristics and complement the WFL to ensure fair and merit-based workplace practices in Singapore.
The WFL will require employers to put in place processes to handle grievances professionally, sensitively and at the firm-level. This will help foster a safe and conducive space for employers and workers to discuss sensitive or difficult issues.
Use the following to ensure your recruitment practices and grievance handling policies/procedures are ready:
For more information, refer to:
Use the TGFEP self-assessment in the Fair and Progressive Employment Index to check if your employment practices are in line with the TGFEP. You will receive actionable insights as well as recommended resources, training and assistance that would be relevant to you.
This module is jointly developed with the Institute of HR Professionals (IHRP).
The Fair Consideration Framework (FCF) sets out requirements for all employers in Singapore to consider the workforce in Singapore fairly for job opportunities. Employers should not discriminate on characteristics that are not related to the job, such as age, gender, nationality or race.
Under the existing FCF:
To access a larger pool of candidates, employers in Singapore are strongly encouraged to advertise their job vacancies on MyCareersFuture (MCF), even if those jobs are eligible for advertising exemption.
Review your organisation's workplace practices:
Use our complimentary e-learning resources:
Browse our resource collection to get tips, tools and ideas and learn from case studies and interviews with progressive employers. Some examples of resources, including:
Attend our complimentary Workshops and Clinics, including:
Use our paid consultation services:
Grievance handling is the management of employee dissatisfaction or complaints. By establishing formal grievance handling processes, you provide a safe environment for your employees to raise their concerns. You also create a channel to explain your policies and rationale for actions or decisions.
As an employer, it is best to handle grievances in an amicable and supportive way to avoid unnecessary escalation and negative feelings. Grievance handling processes also allow you to identify and address unacceptable or unlawful practices quickly.
Having a proper grievance handling policy and process is the first step toward ensuring a harmonious and inclusive workplace.
The WFL prohibits employers from retaliating against employees who report incidents of discrimination or harassment, which may include:
Your organisation’s grievance handling policy should provide a discreet process where legitimate complainants can be assured of confidentiality and non-retaliation.
Review your organisation's workplace practices:
Use our complimentary e-learning resources:
Browse our resource collection to get tips, tools and ideas and learn from case studies and interviews with progressive employers, including:
Attend our regular Workshops and Clinics, including:
Use our paid consultation services:
