How to Prepare for Singapore’s Workplace Fairness Legislation: A Step-by-Step Guide
The Workplace Fairness Bill was passed earlier this year and marks a pivotal shift in regulation, designed to provide stronger protections against workplace discrimination. This is not just a matter of compliance—it’s an opportunity to modernise people policies and embed fairness into the core of workplace culture. As the law phases in, these are some of the steps companies should consider to ensure they are aligned with legal expectations and employee trust.
1. Review and Update Employment Policies
Start by reviewing existing HR policies and employment practices to ensure they are free from bias across the entire employee lifecycle—from hiring to exit. This includes job advertisements, selection criteria, promotion policies, performance appraisals, and termination procedures. Make sure your documentation explicitly reflects merit-based decision-making and avoids references to protected characteristics like age, gender, race, or marital status. Where necessary, update employee handbooks and contracts to reflect these standards.
2. Build and Train a Fairness-Ready HR Team
Under the new framework, employers must implement a documented grievance-handling process. HR leaders should ensure their teams are trained to handle sensitive complaints professionally, with a focus on neutrality, confidentiality, and empathy. Invest in formal training for HR staff and people managers to recognise unconscious bias, respond appropriately to harassment claims, and follow due process. Consider appointing trained Fairness Officers or internal grievance handlers to support consistent application.
3. Establish Clear Grievance and Escalation Procedures
A core requirement of the legislation is to provide employees with a safe, accessible channel to report unfair treatment or harassment. Companies are therefore required to clearly communicate grievance procedures to all staff, ensuring they know whom to approach and what to expect. Employers that can demonstrate they addressed concerns fairly and promptly may reduce legal exposure.
4. Engage Leadership in Culture-Building
Legal compliance alone won’t foster workplace fairness—leadership buy-in is essential. Senior management should champion fairness, equity, and respect by modelling inclusive behaviours, participating in training, and regularly communicating the organisation’s stance on fair employment practices. Culture-building initiatives such as inclusive hiring targets, anonymous feedback tools, or internal audits can further support a positive work environment.
Conclusion: Prepare Now, Lead with Confidence
Singapore’s Workplace Fairness Legislation signals a new era of accountability in employment. By taking proactive steps now—reviewing policies, building HR capability, setting up grievance mechanisms, and engaging leadership—organisations can reduce risk and enhance trust. Early preparation not only ensures legal compliance but positions your organisation as a leader in ethical, inclusive employment.