Singapore's Workplace Fairness Act 2025: What Every Employee and Employer Needs to Know

Singapore has finally passed its first anti-discrimination employment law. The Workplace Fairness Act (WFA), passed in January 2025 with phased implementation in 2026 and 2027, marks a historic shift from relying solely on guidelines to having enforceable legal protections against workplace discrimination.

For decades, Singapore relied on the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) guidelines to address workplace discrimination. While these guidelines promoted best practices, they lacked legal teeth. The WFA changes that entirely.

What Does the Workplace Fairness Act Cover?

The Act protects workers against discrimination based on the following characteristics:

Protected Characteristic	Examples
Nationality	Favoring one nationality over another in hiring
Age	Refusing to hire someone because they are "too old"
Sex	Paying women less for the same role
Race	Denying promotions based on ethnicity
Religion	Terminating an employee for religious practices
Disability	Refusing reasonable accommodation
Mental health condition	Discriminating based on diagnosed conditions
Marital status	Penalizing employees for being single or married
Pregnancy	Terminating or demoting a pregnant employee
Caregiving responsibilities	Disadvantaging employees who care for family members

What Employment Decisions Are Covered?

The WFA applies to the full employment lifecycle:

• Hiring — Job advertisements, interviews, and selection
• Promotion — Criteria and decisions for career advancement
• Termination — Dismissal decisions and processes
• Terms of employment — Salary, benefits, and working conditions

Key Exemptions and Limitations

Not everything falls under the WFA:

• Small employers: Companies with fewer than 25 employees are exempted from discrimination claims related to hiring decisions
• Genuine occupational requirements: If a protected characteristic is a genuine requirement for the job (e.g., a religious organization hiring clergy of a specific faith), discrimination claims may not apply
• TAFEP guidelines remain as best practice standards alongside the new law — the WFA does not replace them but adds legal enforcement

Penalties for Violations

The WFA introduces significant consequences for employers who discriminate:

Penalty Type	Details
Fines	Up to S$250,000
Compensation orders	Tribunal may order employers to compensate victims
Reinstatement	In rare cases, the tribunal may order reinstatement

These penalties apply to employers found to have discriminated against employees or job applicants based on any of the protected characteristics.

How to File a Complaint

If you believe you have experienced workplace discrimination, the process works as follows:

1. File a claim with TADM (Tripartite Alliance for Dispute Management) — this is the mandatory first step
2. Mediation — TADM will attempt to mediate between you and your employer
3. Employment Claims Tribunal (ECT) — If mediation fails, the case is referred to ECT for a binding decision

Important Requirements for Employers

Under the WFA, employers must:

• Establish grievance handling processes for discrimination complaints
• Ensure that workers are not subjected to retaliation for reporting discrimination
• Maintain fair and transparent employment practices

Documenting Discrimination Evidence

If you suspect you are being discriminated against, documentation is critical. Courts and tribunals need evidence, and your word alone may not be enough.

What to Document

• Emails and messages that show discriminatory language or decisions
• Performance reviews that contradict negative treatment
• Meeting notes or recordings (where legally permitted)
• Witness statements from colleagues
• Timeline of events showing a pattern of discrimination

Keeping Evidence Secure

One challenge employees face is storing sensitive documentation securely. Saving evidence on your work computer or company email is risky — your employer controls those systems and may delete or restrict access to evidence.

LOCK.PUB provides a practical solution. You can create password-protected encrypted memos to document incidents as they happen. Each entry is stored with end-to-end encryption, meaning only someone with the password can access it. This is particularly useful when you need to:

• Document incidents in real time without risk of employer access
• Share evidence securely with a lawyer or TADM representative
• Maintain a timestamped record of discrimination events

Protection Against Retaliation

One of the most important features of the WFA is its anti-retaliation provision. Employees who report discrimination are protected from:

• Termination as punishment for filing a complaint
• Demotion or negative performance reviews in retaliation
• Hostile treatment from managers or colleagues after reporting

If retaliation occurs, it can be reported through the same TADM/ECT process.

What Employers Should Do Now

With the WFA taking effect in 2026/2027, employers should act proactively:

1. Review hiring practices — Ensure job ads, interview questions, and selection criteria do not discriminate
2. Update employee handbooks — Include anti-discrimination policies and grievance procedures
3. Train managers — Ensure all people managers understand the protected characteristics and their obligations
4. Establish grievance channels — Create clear processes for employees to report discrimination
5. Audit compensation — Check for pay disparities based on protected characteristics

Frequently Asked Questions

Does the WFA apply to foreign workers?

Yes. The Act protects all employees in Singapore, regardless of their nationality or work pass type.

Can I file a claim anonymously?

TADM requires your identity to process a claim, but you can document evidence anonymously using tools like LOCK.PUB before deciding whether to file formally.

What if my company has fewer than 25 employees?

Small companies are exempted from hiring-related discrimination claims, but they are still subject to the Act for other employment decisions such as termination, promotion, and terms of employment.

How long do I have to file a claim?

While the WFA is being phased in, specific filing timelines will be established. Under existing frameworks, TADM claims for wrongful dismissal must be filed within one month.

The Bigger Picture

Singapore's Workplace Fairness Act is a landmark piece of legislation that brings the country in line with international standards for workplace anti-discrimination protections. While the TAFEP guidelines will continue to serve as best practice standards, the WFA gives employees a legal avenue to seek redress when discrimination occurs.

If you are experiencing workplace discrimination, start documenting now. Use a secure tool like LOCK.PUB to store your evidence where only you control access, and consult TADM to understand your options.

The law is now on your side.