Workplace Fairness Act Singapore: What Businesses Need to Know

JULY 3 · Founder's desk

Workplace Fairness Act Singapore: What Businesses Need to Know

BY ACCELA TALENT · 8 MIN READ

Singapore’s Workplace Fairness Act (WFA) introduces statutory protection against discrimination in the workplace. It builds on the existing Tripartite Guidelines on Fair Employment Practices (TGFEP) and provides a clearer framework for fair employment practices.

The WFA protects employees from adverse employment decisions based on specified characteristics, including age, nationality, sex, marital status, pregnancy, caregiving responsibilities, race, religion, language ability, disability and mental health conditions.

These protections apply across the employment lifecycle, including recruitment, performance management, promotions and dismissal.

TAFEP and Fair Employment

The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) promotes fair and progressive employment practices in Singapore.

The TGFEP provides guidance for employers, while the WFA introduces statutory protections.

For businesses, this reinforces the importance of employment practices that are:

• Merit-based, with decisions based on skills, experience, performance and suitability.

• Consistent, with similar situations handled fairly and objectively.

• Transparent, with clear processes for recruitment, progression and performance management.

• Well documented, with key decisions and their reasons properly recorded.

WFA in the Workplace

The WFA applies to decisions made throughout an employee’s journey with a company.

For performance appraisals and promotions, decisions should be based on relevant factors such as performance, skills and experience.

For dismissals and retrenchments, businesses should ensure decisions are supported by legitimate reasons and appropriate documentation.

Clear employment terms and consistent processes can also help businesses manage workplace matters effectively.

What Does This Mean for Businesses?

The WFA is expected to come into effect at the end of 2027, giving businesses time to review their existing practices and prepare.

Businesses can consider five areas:

1. Clear Employment Terms: Set out notice, termination and other key obligations clearly.
   

2. Objective Decisions: Base employment decisions on merit, performance and legitimate business requirements.
   

3. Consistent Practices: Apply policies and processes consistently across similar situations.
   

4. Proper Documentation: Keep clear records of decisions, the reasons behind them and how they were communicated. Consider reviewing existing or past practices and highlight any non-compliant practices.
   

5. Grievance Handling
   Have a clear process for employees to raise and resolve workplace concerns.

Preparing for the Workplace Fairness Act

The WFA strengthens Singapore’s framework for fair employment and provides businesses with a clear basis for reviewing their people practices.

Taking the time to align recruitment, performance management, progression and employee relations processes with the new requirements can support both workplace fairness and good business practices.