Proposed bill to strengthen protection against workplace discrimination

It is expected to be enforced by 2026 or 2027.

The proposed Workplace Fairness Bill aims to strengthen protections against workplace discrimination, particularly for professionals, managers, and executives, along with older workers, according to the National Trade Union Congress (NTUC).

The bill is part of the broader Workplace Fairness Legislation (WFL) and is intended to entrench fair and merit-based practices, offering more channels for employees to address grievances and seek redress for discriminatory practices.

If passed, the bill will deter employers from discriminatory behaviours by providing remedies for affected workers, including compensation. 

Protected characteristics under the WFL include nationality, age, sex, marital status, pregnancy, caregiving responsibilities, race, language, religion, disability, and mental health conditions.

The Ministry of Manpower (MOM) emphasised that the new legislation will reinforce existing fair workplace norms, not change them fundamentally.

Unionised workers can seek assistance from NTUC for mediation and support in discrimination cases, whilst NTUC can help members access conciliation through MOM and higher compensation claims at the Employment Claims Tribunal. Employers may justify employment decisions based on protected characteristics if there is a genuine business need, but must explain their rationale if complaints arise.

The bill initially exempts smaller firms with less than 25 employees, though they are still subject to the Tripartite Guidelines on Fair Employment Practices. This exemption will be reviewed five years after implementation. 

Employers covered by the bill must establish processes for handling workplace grievances and protect employees’ confidentiality and safeguard them from retaliation.

The WFL aims for a balanced approach to enforcement, with the MOM deploying measures based on the severity of breaches. Less severe cases may involve educational directives, moderate cases could lead to fixed fines, whilst severe breaches may result in heavier fines recommended by MOM and imposed by the courts. 

A second bill detailing procedural rights and processes for individuals to make private claims under the WFL will follow. 

Both bills are expected to be enforced by 2026 or 2027, giving employers time to adapt.