Singapore has taken a significant step towards enhancing workplace equality with the introduction of the new Workplace Fairness Bill. The Bill, presented by Minister for Manpower Tan See Leng in Parliament on 12 November 2023, aims to provide more avenues for workers facing discrimination to seek recourse and builds on progress made since the Tripartite Guidelines on Fair Employment Practices were established in 2007.
Key Features of the Workplace Fairness Bill
The proposed legislation outlines various measures intended to deter discriminatory practices and uphold workplace standards. Here are some of the main components:
- Protected Characteristics: The Bill identifies five areas of protected characteristics—nationality, age, disability, gender, and race—addressing over 95% of complaints received in recent years.
- Grievance Handling Processes: Employers will be mandated to develop internal mechanisms for addressing discrimination and harassment claims while protecting the identity of informants.
- Protection Against Retaliation: Workers who report misconduct will be safeguarded from retaliation and liability for breach of confidentiality.
- Gradation of Penalties: Discriminatory actions will trigger corrective orders for minor breaches, but more severe cases may result in financial penalties or legal action recommended by the Ministry of Manpower (MOM).
Implementation Timeline
If the Bill is passed, the legislation will likely come into effect in 2026 or 2027, as further provisions will be included in a second Bill to be introduced in 2024. This second component will allow individuals to make private claims, enhancing the current framework of the Employment Claims Tribunals.
Support and Exemptions
While the Bill aims to create a fairer working environment, certain exemptions will apply:
- Small Firms: Companies with fewer than 25 employees will be exempt from the regulations for five years, after which a review will take place.
- Religious Organizations: These entities will retain the right to make employment decisions based on religious criteria.
Conclusion: Aiming for Workplace Harmony
MOM emphasises an educational rather than punitive approach, aiming to foster a culture of inclusivity and fairness in the workplace. The Singapore National Employers Federation has expressed support, stating that the Bill is a way for organizations to cultivate cohesive workplaces. As the proposed law undergoes further discussion and potential revisions, it marks a meaningful step towards addressing workplace discrimination in Singapore.