The new Workplace Fairness Legislation, expected to come into effect in the first half of 2025, is the result of local businesses continuing to fail to comply with Tripartite Fair Employment Guidelines.
Key Factors of the Upcoming Legislations:
Expanding Anti-Discrimination Protections:
- Broadens protections against discrimination based on:
- Gender
- Age
- Religion
- Disability
- Employers must ensure that hiring, promotion, and compensation processes are fair and merit-based, to support an equitable working environment for all.
- Applies across various domains of employment – from hiring and promotions to compensations and working conditions.
- Promotes equality and encourages businesses to demonstrate their commitment to progressive and fair practices.
Who does the Workplace Fairness Legislation Apply to?
The law supports employers who choose to hire people with disabilities or senior workers. Smaller firms with less than 25 employees will be exempted from the legislation, while religious organisations can make employment decisions based on religion.
Key Elements of Singapore’s Workplace Fairness Legislation
Non-Discrimination Requirements
- Singapore mandates equal treatment across race, religion, gender, age, and marital status, requiring fair hiring, evaluations, and other practices.
- Employers must use consistent, merit-based standards for recruitment and promotions to ensure decisions are qualification-driven.
Grievance and Retaliation Protections
- Companies must establish grievance channels for reporting discrimination safely and confidentially.
- Protections against retaliation support employees in raising concerns without fear.
Support for Vulnerable Groups
- Legislation addresses challenges faced by older workers and caregivers, promoting flexibility and support.
- Companies benefit from offering re-employment options and flexible arrangements, enhancing diversity and productivity.
Sanctions for Non-Compliance
- The Ministry of Manpower (MOM) and Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) enforce compliance with penalties like fines and hiring restrictions.
- Sanctions emphasise that workplace fairness is essential for daily operations, reinforcing a fair workplace culture.
How can companies prepare for Workplace Fairness Legislation
To prepare for Singapore’s Workplace Fairness Legislation, companies can:
- Review and Revise Policies: Conduct an audit of existing policies to identify potential biases or non-compliance areas, especially in recruitment, performance reviews, and promotions.
- Implement Grievance and Anti-Retaliation Mechanisms: Establish clear, accessible channels for reporting grievances, ensuring confidentiality and protection against retaliation.
- Support Vulnerable Groups: Introduce flexible working arrangements or re-employment options for older workers and caregivers.
- Training and Awareness: Conduct regular anti-discrimination and inclusivity training for employees and managers.
- Monitor Compliance Continuously: Use compliance tracking tools to stay updated on new regulations and integrate feedback for ongoing improvements.
How can PayrollServe help?
Navigating new requirements can be challenging. Let PayrollServe help you develop policies which are compliant, fair, and beneficial to your employee relations. We offer:
- HR Health Check: Review and revamp policies to ensure policy alignment with labour laws.
- Policy Crafting: To ensure smooth operations and relationships between both employees and employers.
Contact us to find out more about how PayrollServe can help.
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