Singapore’s workforce has long been admired for its diversity, harmony, and productivity. But as societal expectations evolve, so too must our approach to employment practices. In 2024, the Singapore Parliament passed the Workplace Fairness Legislation Bill, a landmark move that sets the stage for greater protection against workplace discrimination. This bill will take effect in mid-2025 as the Workplace Fairness Act (WFA).
For companies, this is more than just a legal update – it’s a signal to reflect, review, and realign your hiring and workplace practices. At The GMP Group, we believe that understanding and applying the WFA isn’t just about compliance; it’s about creating fair, inclusive environments that attract and retain top talent.
Here’s what businesses and job seekers alike need to know.
1. What Is the Workplace Fairness Act?
The Workplace Fairness Act (WFA) is Singapore’s first standalone legislation that specifically targets workplace discrimination and unfair practices. While the Tripartite Guidelines on Fair Employment Practices (TGFEP) have long provided recommendations, the WFA now gives these guidelines legal teeth.
This means companies may be legally penalised for discriminatory practices in hiring, promotions, performance appraisals, and dismissals.
2. Who Does It Protect?
The Workplace Fairness Act protects all employees and job applicants, including:
- Singapore Citizens and Permanent Residents
- Contract and part-time workers
- Junior to senior-level employees
The act provides protection against discrimination based on:
- Age
- Race
- Gender
- Religion
- Marital status
- Family responsibilities
- Disability
- Mental health conditions
- Nationality (for Singaporeans and PRs)
3. What Practices Are Considered Discriminatory?
Under the Workplace Fairness Act, employers must not discriminate in the following areas:
- Job advertisements (e.g., specifying gender, age, or race unless objectively justified)
- Recruitment interviews
- Performance appraisals
- Promotion decisions
- Training opportunities
- Dismissals or termination
👉 Example: Rejecting a qualified female candidate because she is pregnant, or failing to consider a candidate due to age, could now constitute a legal offence.
Employers must base all employment decisions on merit, such as skills, qualifications, and experience – not personal attributes unrelated to the job.
4. What Must Employers Do?
To stay compliant with the Workplace Fairness Act, companies must proactively demonstrate fairness. Here’s how:
a) Review Hiring Processes
- Remove discriminatory language in job ads.
- Use structured interviews to assess candidates fairly.
- Focus on skills and job-relevant traits.
b) Train Managers and HR
- Conduct anti-discrimination training.
- Educate hiring managers on bias awareness and inclusive hiring.
c) Strengthen Grievance Handling
- Set up a clear and accessible internal grievance mechanism for employees.
- Document investigations and resolutions to show transparency.
d) Maintain Employment Records
- Keep records of hiring decisions, promotions, and dismissals for evidence of fair treatment.
e) Appoint a Fairness Champion (Recommended)
- Assign an HR or senior staff member to oversee workplace fairness practices.
5. What Happens if Employers Breach the Workplace Fairness Act?
Employers found guilty of breaching the act may face:
- Monetary penalties
- Corrective orders
- Disqualification from government grants
- Public naming and shaming in serious cases
Disputes will first go to the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) and may escalate to the Employment Claims Tribunals (ECT).
It’s crucial to note that intent is not required – even unintentional discrimination can lead to enforcement actions.
6. What Are the Implications for Job Seekers?
For job seekers, this is a welcome move. With the Workplace Fairness Act, applicants can expect:
- Greater transparency in the hiring process
- Protection against biased treatment
- A safer channel to lodge complaints
- More confidence in applying for roles traditionally out of reach due to bias
Job seekers can also use the act as a reference when evaluating an employer’s fairness and inclusivity, making it a competitive differentiator for businesses.
A New Era of Employer Branding
In today’s job market, job seekers – especially Millennials and Gen Z – are drawn to companies that walk the talk on values. Fairness, diversity, and inclusion aren’t just HR checkboxes – they’re talent magnets.
When employers build equitable practices into their DNA, they’re more likely to:
- Retain top performers
- Attract diverse talent pools
- Enhance their reputation
- Future-proof their workforce
In fact, at The GMP Group, we’ve seen companies that actively promote workplace fairness receive more quality applications, especially in sectors like healthcare, finance, and tech.
How The GMP Group Can Help
We understand that new laws often bring questions, challenges, and change. As one of Singapore’s most trusted HR and recruitment partners, The GMP Group is here to help businesses:
✅ Review and refine hiring processes
✅ Train HR and leadership teams
✅ Strengthen internal grievance mechanisms
✅ Promote employer branding with fairness in mind
✅ Connect with talent aligned to your values
Whether you’re hiring for a new team or looking to enhance workplace harmony, we’ll guide you every step of the way – with compliance, care, and credibility.
Final Thoughts
The Workplace Fairness Act isn’t just a law – it’s a reflection of Singapore’s evolving values. For businesses, it’s a chance to lead with integrity, inclusivity, and purpose. For employees and job seekers, it’s a promise of better treatment and equal opportunity.
Now is the time to reflect, realign, and recommit to building a truly fair workplace – not just to avoid penalties, but to foster a culture where everyone belongs and thrives.