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The expected implementation period, Manpower Minister Tan See Leng said, takes into consideration the time needed for employers to review their HR processes, and workers to know their protections and what constitutes a legitimate discrimination claim.
Singapore's workplace fairness legislation is likely to take effect from end-2027, Manpower Minister Tan See Leng said on Tuesday (4 November 2025).
Speaking during the second reading on the Workplace Fairness (Dispute Resolution) Bill, he noted feedback from stakeholders that ample preparation will be critical for successful implementation of the Act.
"Employers need to review their HR processes, and workers need to know their protections and what constitutes a legitimate discrimination claim.
"We also need time to ensure our mediators are well trained to effectively facilitate workplace discrimination cases," he added.
As such, the ministry is currently targeting to implement the Workplace Fairness Act in end-2027, but it will continue to monitor readiness of all parties and adjust the timeline as necessary.
In the meantime, education and outreach efforts will be stepped up. "TAFEP (Tripartite Alliance for Fair Employment Practices) is working closely with partners such as SNEF, the Institute for Human Resource Professionals, Singapore Human Resources Institute, and Trade Associations and Chambers such as the Association of Small and Medium Enterprises, to educate employers on the new legislation. TAFEP will also proactively reach out to SMEs to ensure they are aware of their responsibilities."
Minister Tan added that TAFEP will also be providing step-by-step guides and templates that SMEs can easily access, understand, and customise for their needs. Employers may also incorporate resources such as briefings, clinics, a webpage housing information on fair employment practices, and HR e-learning modules into their own in-house corporate training.
The minister affirmed: "It is just as important that individuals are also aware of their rights and where to seek help. We will provide guidance to jobseekers and employees on what matters can be raised as a workplace discrimination claim."
This. he added, includes ensuring individuals know where to turn to for help, for instance within their firm, their unions or to TAFEP.
Last, a guidebook will also be made available for reference – capturing the legal provisions and key principles behind the law, for instance through illustrations and case studies.
Recap on the two Bills to be aware of
As Minister Tan reiterated in his speech, the Workplace Fairness Act will be introduced in two Bills:
- The first, known as the Workplace Fairness Bill, was passed in January. It covered the substantive rights and obligations under the WFA, namely:
= Prohibiting employers from making adverse employment decisions based on protected characteristics.
= Requiring firms to have grievance handling processes to promote better communication and amicable resolution of workplace issues.
= Increasing the range of calibrated enforcement levers to strongly deter against unfair employment practices.
- The second Bill, the Workplace Fairness (Dispute Resolution) Bill, pertains to how individuals can make private claims under the Act. [Read more on the first reading of the Bill here.]
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