A new bill that gives workers a clear way to report and resolve workplace discrimination has been passed by Parliament on Tuesday (Nov 4). The Workplace Fairness (Dispute Resolution) Bill marks an important step in protecting workers’ rights and ensuring fairer, more respectful workplaces.
Manpower Minister Tan See Leng, who tabled the Bill for its second reading, said this new law is a “significant step” towards building fairer and more harmonious workplaces.
“There is no room for discrimination in our workplaces,” Dr Tan said. “When such cases unfortunately arise, we want the parties involved to be equipped with the necessary tools and resources, which will then allow them to resolve the issue amicably and expeditiously.”
Authorities plan to implement the Workplace Fairness Act by the end of 2027. The Bill follows up on former Prime Minister Lee Hsien Loong’s 2021 National Day Rally promise to make anti-discrimination guidelines part of Singapore’s law.
Two Bills were introduced to make this happen. The first, tabled last year, outlined what workplace fairness laws would cover, including protections against discrimination based on age, race, nationality, sex, and disability. Employers who violate the law can face financial penalties and be required to attend educational workshops.
The second Bill, passed this week, focuses on dispute resolution, introducing a framework to help workers and employers resolve issues fairly and efficiently.
Eighteen Members of Parliament (MPs) spoke in support of the Bill, many sharing real stories from residents who faced discrimination.
Ms Yeo Wan Ling (PAP–Punggol) said that for many workers, especially women and caregivers, fairness at work feels “deeply personal.” She shared how one woman’s job duties were cut after returning from maternity leave, and another was asked during an interview if she planned to start a family — “a question that had nothing to do with her job,” Ms Yeo said.
Ms Mariam Jaafar (PAP–Sembawang) recounted how a resident came to her for help after being dismissed right after returning from hospital leave for IVF treatment. “The true test of fairness,” she said, “is not only in how the law is written, but in how workers experience it every day. Fairness must not only be fair, but must feel fair.”
Concerns About Time Limits
Some MPs raised questions about the new “time bars”, which set deadlines for lodging discrimination claims, usually between one and twelve months.
Ng Chee Meng (PAP–Jalan Kayu) said these time frames “can be quite tight” and urged the government to consider exceptions for cases where workers didn’t immediately realise they were discriminated against.
Louis Chua (WP–Sengkang) also questioned how the time bars were decided, suggesting more flexibility for those who are between jobs.
Dr Tan responded that the limits encourage timely claims while preventing very old cases from resurfacing years later. However, there is some flexibility; for example, pregnant employees who are unfairly dismissed get more time to file a claim.
Several MPs highlighted the power imbalance between employers and employees. Mr Chua noted that employers usually control documents, HR data, and records, which can make it hard for workers to prove discrimination.
Dr Tan explained that the Employment Claims Tribunals (ECTs) will help manage this by allowing judges to direct employers to release relevant information.
Ms Gho Sze Kee (PAP–Mountbatten) also raised concerns that big firms with in-house lawyers could have an advantage. She said, “Parties coming through this system must have confidence that they are not handicapped, and that the system is fair and equitable to all parties.”
SMEs and Frivolous Claims
Some MPs, including Ms Yeo Wan Ling, said that small and medium-sized businesses worry about frivolous complaints and extra costs.
Dr Tan assured that the ministry won’t be “overly prescriptive” and that support materials like a grievance handling handbook, will be provided. Judges can also strike out baseless claims and order costs against those who misuse the process.
Mr Edward Chia (PAP–Holland-Bukit Timah) added that the system must protect genuine victims while also deterring abuse. “Clear definitions and examples of discrimination will give both employers and employees the confidence to act fairly and reasonably,” he said.
Dr Tan closed by saying that this new law is about balance, protecting workers from unfair treatment, while giving employers confidence that the process will be fair, transparent, and focused on real issues.
