The Ministry of Manpower (MOM) presented a groundbreaking Bill to parliament aimed at upholding workplace fairness and protecting employees from discrimination on Tuesday (Nov 12). This proposed legislation seeks to fortify existing workplace standards and enhance safeguards, marking a significant advancement since the inception of the Tripartite Guidelines on Fair Employment Practices in 2007.
The bill has been unveiled in two key parts, with the second anticipated for introduction in the next year:
“…put the first Bill up… so that firms can start to make preparations,” as expressed by an MOM spokesperson during a media briefing.
If these Bills are sanctioned by lawmakers, the law is expected to take effect around 2026 or 2027, according to MOM.
The initial Bill delineates five core aspects that will be shielded upon its passage, including:
- Age
- Nationality
- Sex, marital status, pregnancy status, caregiving responsibilities
- Race, religion, and language
- Disability and mental health conditions
“Between 2018 and 2022, an average of 315 discrimination complaints were received by TAFEP and MOM.”
Employers vigilant about grievances and discrimination will need to institute effective grievance handling mechanisms to expedite dispute resolution mechanisms within their organization.
“Employees who report discrimination or harassment will be protected from retaliation by employers.”
In the event the law is enacted, a range of measures can be brought against transgressors, encompassing corrective orders, administrative penalties, and legal actions for severe breaches.
“A firm posting a job advertisement indicating a preference for females…may be issued a correction order for its first breach.”
There will also be allowances for companies with valid business requirements to consider protected characteristics under specific circumstances, such as for job performance, health and safety, privacy, and legal reasons.
“Employers who prefer to hire local workers can also continue doing so.”
Furthermore, smaller enterprises with less than 25 employees will be exempted from this legislation, with a provision for a review scheduled five years post-implementation.
“NTUC will continue to champion fair treatment for all workers.”
The introduction of this legislation is recognized as a pivotal move towards establishing a cohesive and inclusive work environment. Companies are encouraged to not just perceive it as a compliance mandate but as a crucial step towards fostering fairness and equity within workplaces.
