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Workplace Fairness (Dispute Resolution) Bill Provides Framework For Resolving Workplace Discrimination Disputes Amicably And Expeditiously

The Workplace Fairness (Dispute Resolution) Bill was passed in Parliament on 4 November 2025. It establishes a framework that provides workers who experience workplace discrimination with an avenue to seek redress amicably and expeditiously, with safeguards to deter frivolous and vexatious claims. A first Bill covering the scope of protections against discrimination and employers’ obligations, had been passed in Parliament on 8 January 2025.  Taken together, the Workplace Fairness Act is a landmark legislation made possible by the Tripartite Partners’ shared commitment towards fairer and more harmonious workplaces. The Act adopts a balanced and surefooted approach to address workplace discrimination, that is beneficial for workers, employers and Singapore.

 

Amicable, Accessible and Expeditious Dispute Resolution Process

 

2              The Act emphasises resolving disputes amicably between the worker and employer. Employers are required to put in place grievance handling processes to facilitate dispute resolution at the firm level, and workers are strongly encouraged to raise disputes through these processes. Failing which, the worker and employer must attempt mediation via a third-party mediator before any workplace discrimination claim can proceed to the Employment Claims Tribunals (ECT) or the High Court for adjudication.               

 

3              We have designated the ECT to be the forum to hear workplace discrimination claims up to and including $250,000. This will make the ECT accessible to more workers, including PMEs. The ECT adopts a judge-led approach with simplified rules and procedures, and legal representation is not allowed. This process makes it more affordable, expeditious, and easier to navigate.

 

4              Given the sensitive nature of workplace discrimination disputes, all workplace discrimination claims will be heard in private at both the ECT and High Court. Private forums create a safe space for parties to share their views and excludes third parties who may publicly misrepresent and sensationalise issues.

 

5            There are systemic safeguards in place to deter frivolous and vexatious claims which weaken workplace harmony:

 

  1. Employers can apply to strike out frivolous and vexatious claims, and judges will be empowered to strike out such claims of their own motion;
  2. Cost may be awarded against individuals who bring frivolous and vexatious claims;
  3. Individuals who make such claims can be investigated by the Police for abusing the Court’s processes; and
  4. Individuals who persistently pursue such claims can be restrained from commencing further legal proceedings. 

 

Stronger Protections against Workplace Discrimination

 

6              As outlined in the first Bill passed earlier this year, the Act improves protections against workplace discrimination by prohibiting employers from making adverse employment decisions based on a set of protected characteristics. Most employers in Singapore are generally fair and equitable, and should not see an increase in obligations under the new law. For the small group of errant employers, the Act enables the State to take calibrated enforcement action such as issuing directions, administrative financial penalties and civil penalties.

 

Preparing Employers and Workers for Implementation

 

7              We aim for the Act to take effect in end-2027. This gives employers and workers time to familiarise with, and prepare themselves for its implementation. MOM, together with TAFEP and Tripartite Partners from the National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF), will continue our education efforts. This includes providing practical guidance through templates, advisories and workshops on the Act’s scope and requirements.

 

8               Fair and harmonious workplaces are integral to Singapore's continued economic success and social cohesion. While the Government sets the legislative framework and provides guidance, it requires a whole-of-society effort to foster a culture of trust and openness where issues on workplace discrimination can be raised safely and resolved amicably.