Singapore is moving from guidelines to hard law on workplace fairness – and HR is squarely in the spotlight

By the end of 2027, two new pieces of legislation will together form Singapore’s first unified legal framework to tackle workplace discrimination. The Workplace Fairness Act (WFA), passed in 2025, and the Workplace Fairness (Dispute Resolution) Bill will fundamentally change how employers recruit, manage and exit staff – and how employees can bring claims.

For HR leaders, the next two years are a critical preparation window.

The WFA outlaws discrimination across the entire employment lifecycle. That means HR processes and decisions relating to:

• Recruitment and selection

• Hiring and onboarding

• Training and development

• Performance management and evaluation

• Promotions and progression

• Termination and dismissal

These protected characteristics include age, nationality, sex, marital status, pregnancy, caregiving responsibilities, race, religion, language ability, disability and mental‑health conditions.

Importantly, principles that were previously set out in the Tripartite Guidelines on Fair Employment Practices will now have the force of law. HR teams can no longer treat them as “best practice” – they will become enforceable obligations.

Workplace discrimination will constitute a civil breach under the WFA. Employers may face administrative sanctions, and serious cases can attract fines of up to S$50,000 – rising to S$250,000 for repeat violations.

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