This publication is issued by K&L Gates Straits Law LLC, a Singapore law firm with full Singapore law and representation capacity, and to whom any Singapore law queries should be addressed. K&L Gates Straits Law is the Singapore office of K&L Gates, a fully integrated global law firm with lawyers located on four continents.
Artificial intelligence (AI) and machine learning has developed rapidly over the past few years and its usage has also increased exponentially. Businesses are now more ready to tap these modern technologies with the view to augment existing processes and automate mechanical tasks.
In Singapore, the Economic Development Board has supported this shift in line with goals for Singapore to be a heavily AI-powered economy. However, the use of AI in functions that had traditionally required human input could raise various practical concerns, including that of potential discrimination. In Singapore, these concerns are particularly pertinent in the employment law context with the passing of the Workplace Fairness Act 2025 (WFA), which codifies the requirement that employers make employment decisions fairly and without engaging in discriminatory behaviour. To ensure compliance with the WFA, Singapore employers must ensure that they take steps to mitigate against the risks posed by AI before deploying AI in its employment decision processes.
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