Singapore is preparing for a significant shift in employment law as the Workplace Fairness Act approaches implementation within the next two years. The legislation will introduce comprehensive protections against workplace discrimination across 11 protected characteristics, including age, nationality, sex, marital status, pregnancy, caregiving responsibilities, race, religion, language ability, disability, and mental health condition. With recruitment identified as the phase where most workplace discrimination occurs, employers face mounting pressure to overhaul their hiring practices and internal policies.
The new law will extend beyond individual discriminatory decisions to prohibit discriminatory policies themselves, even before any employment decision is made. This proactive approach signals a fundamental change in how Singapore employers must approach workforce management, from job advertisements to performance reviews and grievance handling. For businesses operating in one of Asia's most competitive talent markets, the stakes are high: non-compliance could result in legal exposure, while robust implementation could strengthen employee trust and retention.
As organisations across Singapore prepare for this legislative shift, employment law experts are advising comprehensive policy audits and enhanced documentation protocols. Desmond Chng, Director of Dispute Resolution at Drew & Napier, provides insight into how employers can navigate these changes while...
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