Singapore aims for workplace fairness law to kick in end-2027, from previous estimate of ‘2026 to 2027’

[SINGAPORE] New workplace fairness legislation – of which the second half was passed in Parliament on Tuesday (Nov 4) – will kick in at the end of 2027, to give stakeholders “ample” preparation time, said Minister for Manpower Tan See Leng.

The Workplace Fairness Act (WFA) had originally been expected to take effect in 2026 or 2027.

This has been pushed back in response to feedback, said Dr Tan, adding that time is needed for employers to review human resources processes; for workers to understand their protections and what constitutes a legitimate claim; and to ensure mediators are well-trained.

“We are working towards a timeline of end-2027 because we recognise the significant scale of the work that lies ahead,” he said, rounding up the debate on the Workplace Fairness (Dispute Resolution) Bill.

While this is the current target, the government will continue to monitor the readiness of all parties and adjust the timeline as required, he added.

This was the second of two Bills for the WFA, which strengthens protections for jobseekers and employees against common forms of workplace discrimination.

The Act covers more than 95 per cent of the complaints received by the Tripartite Alliance for Fair and Progressive Employment Practices (Tafep).

The first Bill, passed in January 2025, covered the substantive rights and obligations under the WFA. The newly passed second Bill covers how individuals can make private claims.

Under the dispute resolution process set out in the second Bill, parties are encouraged to resolve disputes among themselves, through the employer’s internal grievance-handling process.

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If this fails, mediation must be attempted before resorting to court action.

“Mediation allows parties to have open conversations to arrive at a mutually agreeable outcome tailored to their respective needs,” said Dr Tan.

Litigation should be the last resort as it “leads to a zero-sum outcome, where parties either win or lose,” he added.

Dr Tan noted that the Ministry of Manpower conducts regular surveys and reports on fair employment practices, including discrimination-based dismissals and how they were resolved.

The government will extend this work to the implementation of the new law, and is studying how to augment these monitoring efforts, he said.

Higher value

At the start of the debate, Dr Tan gave a recap of the features of the Bill.

To prevent workers and employers from being embroiled in litigation and facing high legal costs, workplace discrimination claims will mainly be heard in the Employment Claims Tribunals (ECT).

The ECT has simplified rules and procedures, and does not allow for legal representation.

Previously, it could hear employment claims for up to S$30,000. The new Bill expands its monetary jurisdiction to workplace discrimination claims of up to and including S$250,000.

Said Dr Tan: “The higher limit ensures that the majority of workers, including professionals, managers and executives who earn higher salaries, can access the ECT’s more affordable and expeditious process for workplace discrimination claims.”

He added all workplace discrimination claims – whether in the ECT or the High Court – will be heard in private, “given the inherently sensitive nature of workplace discrimination disputes”.

There are specific time bars within which individuals must initiate claims, varying typically from one to 12 months.

This encourages them to come forward earlier “before the evidence degrades”, and gives employers “some certainty that incidents from the past will not be dredged up years later”.

At meditation sessions and ECT hearings, unions can represent unionised companies for claims between S$30,000 and S$250,000, as well as workers who are unionised.

There are also safeguards to avoid frivolous claims, in that employers will be able to apply to strike these out.

Dr Tan added that MOM will work with the tripartite partners on how to avoid the risk of claim amounts not being pegged appropriately.

Uplifting the capabilities of mediators

MOM has started upskilling mediators at the Tripartite Alliance for Dispute Management (TADM), to ensure they can mediate disputes “fairly and professionally” when the law takes effect, said Dr Tan.

Mediators will undergo customised training on various approaches so they can handle complex disputes. They will also be given inclusivity and sensitivity training so they can better serve a range of individuals, including those with disabilities or mental health conditions.

TADM mediators can handle claims of up to S$30,000; other mediation service providers, such as those from the Singapore Mediation Centre, will be appointed in cases with higher-value claims.

These mediators will need to meet more stringent requirements, such as having legal qualifications or relevant experience.

Ramping up education and outreach

Dr Tan said that to support stakeholders in understanding and implementing the new law, the government will step up education and outreach efforts in the meantime.

To educate employers, Tafep is working with partners such as the Singapore National Employers Federation (SNEF), the Institute for Human Resource Professionals, the Singapore Human Resources Institute, and the trade associations and chambers.

Tafep is designing step-by-step guides and templates for small and medium-sized enterprises; a handbook will also be developed on the legal provisions and key principles behind the law.

In a statement after the Bill was passed, the SNEF said it was “actively building capacity” to support employers that face WFA claims, including developing in-house legal expertise.

It will also expand its advisory team to offer consultation services, to help members better understand the law and resolve issues.

SNEF said that by the time the law comes into force, it will be “fully equipped” to represent members directly for claims exceeding S$30,000 and up to S$250,000, and provide advisory support for other claims.

To support its members and the broader community of employers to prepare for the law, SNEF will conduct courses and briefings, including dialogues with policymakers.

It will also work with MOM and the National Trades Union Congress to develop guidance materials on practical scenarios, to help employers and workers better understand the legislation.