Workplace Fairness Act – What Employers Need to Take Note Of

Introduction to the Workplace Fairness Act 2025

The Workplace Fairness Act 2025 (WFA 2025), which was passed by the Singapore Parliament on 8 January 2025 and assented to by President Tharman on 3 February 2025, marks significant progress in ensuring non-discriminatory employment practices here in Singapore. This legislation aims to provide employees with protection against workplace discrimination, and also maintain a fair and merit-based employment environment so as to ensure workplace fairness. Employers should familiarise themselves with the Act’s key provisions to ensure compliance and uphold equitable workplace practices.

Key Provisions of the Workplace Fairness Act 2025

1. The WFA 2025 applies to most Singaporean-based employers, except for those with less than 25 employees or any other exempted category as prescribed by the Minister. It governs employment decisions, like hiring, promotions, remuneration and dismissals, to ensure that they are free from discrimination based on protected characteristics.
2. Such protected characteristics include:
   • Age
   • Gender
   • Marital status
   • Pregnancy status
   • Race, nationality, or ethnicity
   • Religion
   • Disability
   • Sexual orientation
3. Employers must also ensure that Singapore citizens and permanent residents are fairly considered for employment opportunities, and that foreign employees should only serve as a complement to the local workforce rather than as a replacement.
4. Employers are prohibited from making employment decisions based on discriminatory factors unless exceptions apply. Retaliatory actions against employees who report discrimination is also prohibited under this act.
5. The Commissioner for Workplace Fairness, appointed under this Act, has the authority to investigate complaints and enforce compliance. Employees who experience workplace discrimination can also file complaints through official channels for mediation and resolution.
6. Serious breaches may lead to civil penalties or sanctions, including:

• Financial penalties for civil contraventions
• More severe penalties for “serious civil contraventions”
• Reputational risks and potential legal proceedings

Implications for Employers

With the introduction of WFA 2025, employers are to take proactive steps to align their HR policies and practices with new legal framework; areas to focus on include:

• Reviewing and updating policies regarding hiring, promotion and dismissal practices
• Training and awareness for HR personnel
• Handling complaints properly by establishing clear grievance procedures for employees to report discrimination without fear of retaliation.
• Maintaining thorough documentation of employment decisions to demonstrate compliance with the Act.

Conclusion

The Workplace Fairness Act 2025 reinforces Singapore’s commitment to equitable and non-discriminatory employment practices. Employers must adapt to these new legal requirements to foster a fair and inclusive work environment while mitigating legal risks. By implementing fair hiring and employment policies, businesses can not only comply with the law but also contribute to a more inclusive workforce.

How our panel of lawyers can assist:

• Legal consultation on WFA 2025
• Policy review and drafting for HR
• Workplace training
• Dispute resolution support in workplace discrimination cases

Contact Us Today

Reach out to us to discuss your legal needs. We’re committed to providing tailored solutions to help your business succeed. Let us partner with you to navigate the complexities of the legal landscape confidently and seamlessly.

References:

1. https://sso.agc.gov.sg/Acts-Supp/8-2025/Published/20250213?DocDate=20250213