The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) is conducting a survey from 17 Feb to 5 Mar to understand Singaporeans and Permanent Residents’ knowledge and perceptions of Flexible Work Arrangements (FWAs) and the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR). This survey will be carried out by an independent research house, Consulting Group - Asia Insight Pte Ltd, on behalf of TAFEP.

For more information, go to Flexible Work Arrangements campaign page.

Guide to Workplace Fairness (For Individuals)

Learn more about workplace fairness and what to do if you face discrimination

Employees and jobseekers can use this guide to understand more about the Workplace Fairness Legislation (WFL), the Tripartite Guidelines on Fair Employment Practices (TGFEP) and what it means for you. This page will be updated whenever more information and resources become 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.

The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) will provide advice and assistance to workers who experience workplace discrimination.

What to Do If You Face Workplace Discrimination

For Job Seekers and Members of the Public

Report Discriminatory Job Advertisements to TAFEP

A job advertisement might be considered as discriminatory if it states selection criteria that are not related to the qualifications, skills, knowledge and experience of the candidate or contains the use of words or phrases that can come across as discriminatory.

Job advertisements would need to comply with the Tripartite Guidelines for Fair Employment Practices (TGFEP). You may refer to this page for some illustrations of potentially discriminatory words or phrases used in job advertisements.

Contact us to report discriminatory job advertisements.

Report Discriminatory Hiring to TAFEP

Contact us if you experienced discriminatory hiring practices, such as during the shortlisting, interview or selection process.


For Employees 

Raise the Incident through Your Organisation's Grievance Handling Process

If you have experienced discrimination at the workplace, raise the incident and seek recourse through the grievance handling channel(s) in your organisation.  

Your organisation’s grievance handling policy may be found in your employee handbook or organisation's intranet. Here are some pointers to help you:

  • Raise the incident to your immediate supervisor, or to a trusted member of management in your team, according to your organisation's prescribed processes. Lodge your grievance using the organisation's prescribed process (e.g. via your company’s grievance handling lodgement form);
  • If the grievance is against your supervisor, speak with another trusted member of management in your team;  
  • If you still have concerns about the grievance or it is not addressed, do raise this to the HR team;
  • For complex cases, speak with the top Management.

If you have also experienced workplace harassment, you may refer to TAFEP Workplace Harassment Resource and Recourse Centre for further information on what you can do.



Approach Your Union If Your Organisation is Unionised or If You are a Union Member

If your organisation is unionised and you are a union member, please approach the Union to assist you in raising your grievance to management.

Alternatively, you may approach NTUC for assistance and related resources via:

NTUC Workplace Advisory

An online service offering members advice and help on workplace and employment-related issues

U PME Centre

A one-stop workplace advisory centre for professionals, managers and executives (PMEs) who are NTUC union members
 

Contact TAFEP for Further Advice and Assistance

If you are unable to resolve the incident within your organisation, or if there is no channel for you to report the incident within your organisation, please contact us for advice and assistance.

Based on your report, TAFEP will make an assessment on the follow-up needed with the employer. If the employer’s practices are found to be discriminatory, TAFEP will report such cases to the Ministry of Manpower (MOM) and recommend that action be taken against the employer. Based on TAFEP’s recommendations, MOM may take appropriate enforcement actions against the errant employer, such as suspending their work pass privileges.

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