SINGAPORE – The Ministry of Manpower has proposed new legislation seeking to further protect workers against discrimination. The new rules aim to govern against unfair treatment across all phases of the employee lifecycle, from candidate screening, onboarding, appraisal and review, to departure/dismissal and offboarding.

The proposal, dubbed the Workplace Fairness Bill, seeks to formalise practices to create safer work environments across Singapore.

The legislation comes in two parts to provide employers ample time to review and respond to the recommended changes.

The first bill, introduced by Manpower Minister Tan See Leng before Parliament this week, presents the principles, processes and response mechanisms for upholding workers’ rights and guiding dispute resolution.

The second bill, which will be presented next year, clarifies the procedures for making claims and introduces amendments to the Employment Claims Act.

The Workplace Fairness Bill is expected to take effect in 2026 or 2027, once enacted. In its entirety, the proposal aims to strengthen existing Tripartite Guidelines on Fair Employment Practices from 2007.

Stricter measures against workplace discrimination

The legislation establishes corrective measures against employers who are found guilty of prejudice. Those in grave violation of the law will be fined and subjected to a civil suit, which could lead to greater penalties in court.

Violations include discriminating against a job candidate or employee based on their age, sex, ethnicity/nationality, religion, language, marital status, pregnancy status and caregiving responsibilities, and disability and mental health. However, the proposal is yet to specify the inclusion of other personal characteristics such as an individual’s criminal past or gender identity.

In certain situations that call for specific types of workers, employers will be allowed to identify the traits they require, such as specific language abilities.

Small businesses that have fewer than 25 team members will be exempted for the first five years, subject to a re-evaluation thereafter. Other caveats include allowing religious groups to hire based on shared beliefs.

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The proposal urges employers to raise awareness among staff and to set up a process for addressing complaints, including investigating and documenting the incident, coordinating with the persons concerned and ensuring the privacy of the matter.

Aggrieved parties who encounter discrimination in a work setting can seek claims of up to S$20,000. Union members are covered for up to S$30,000. However, individuals who are found to be rorting the system could face disciplinary action from MOM along with penalties of up to S$5,000.

The National Trades Union Congress welcomed the proposal.

“If passed, the Bill will enhance the deterrence of and enforcement against discriminatory practices by employers and provide remedies for victims of discrimination such as compensation,” the group said.

“NTUC has been championing stronger protection to ensure fairer workplaces and opportunities for all workers. For more than a decade, we have been advocating for measures to ensure fairness for all workers …”