• Establish your organisation's hiring policy in line with the TGFEP:
  • Fair Recruitment & Selection Handbook - Guiding principles and practical tips through the entire recruitment process
  • Establishing A Fair Hiring Policy - Key steps to develop your organisation's fair hiring policy
• Analyse the duties and requirements of the job: Job Analysis Form
• Develop and write fair job advertisements: Job Advertisements
• Exercise care when collecting information from job applicants: Job Application Forms
• Conduct fair and unbiased job interviews:
  • Conducting Fair Job Interviews
  • Sample Interview Questions
  • Sample Interview Evaluation Form
• Train supervisors and hiring managers on fair recruitment practices:
  • Complimentary ‘Introduction To Fair Hiring’ E-Learning Course (1.5 hours; modular)
    
    

The Fair Consideration Framework (FCF) sets out requirements for all employers in Singapore to consider the workforce in Singapore fairly for job opportunities. Employers should not discriminate on characteristics that are not related to the job, such as age, gender, nationality or race.

Under the existing FCF:

• All employers in Singapore are expected to adhere to the Tripartite Guidelines on Fair Employment Practices on job advertisements.
• Employers submitting Employment Pass and S Pass applications must first advertise on MyCareersFuture (MCF) and fairly consider all candidates. Find out more about the FCF job advertising requirements for Employment Pass and S Pass.

To access a larger pool of candidates, employers in Singapore are strongly encouraged to advertise their job vacancies on MyCareersFuture (MCF), even if those jobs are eligible for advertising exemption.

Review your organisation's workplace practices:

• Complimentary TGFEP self-assessment on the Fair and Progressive Employment Index (FPEIndex)

Use our complimentary e-learning resources:

• ‘Introduction To Fair Hiring’ E-Learning Course' (1.5 hours; modular)
• ‘Introduction to the Workplace Fairness Legislation’ E-Learning Course (upcoming)

Browse our resource collection to get tips, tools and ideas and learn from case studies and interviews with progressive employers. Some examples of resources, including:

• 4 Key Elements for an Effective Recruitment Process
  
• 3 Tips to Avoid Discriminatory Job Ads
• How to Avoid Being Discriminatory in Online Job Ads
• HR, Are You a Hoarder (on Job Application Forms)?

Attend our complimentary Workshops and Clinics, including:

• Tripartite Standard Clinic - Recruitment Practices (2 hours)
• 'Addressing Unconscious Bias at the Workplace' Workshop (2 hours)  

Use our paid consultation services:

• Employer Advisory Services (EAS)

Grievance handling is the management of employee dissatisfaction or complaints. By establishing formal grievance handling processes, you provide a safe environment for your employees to raise their concerns. You also create a channel to explain your policies and rationale for actions or decisions. 

As an employer, it is best to handle grievances in an amicable and supportive way to avoid unnecessary escalation and negative feelings. Grievance handling processes also allow you to identify and address unacceptable or unlawful practices quickly.

Having a proper grievance handling policy and process is the first step toward ensuring a harmonious and inclusive workplace.

• Establish a proper grievance handling process in line with the TGFEP:
  • Sample Grievance Handling Policy
  • Grievance Handling Handbook - How to set up and handle grievances
• Document grievance handling in a fair and objective manner:
  • Sample Grievance Handling Procedure and Template
  • Sample Grievance Handling Lodgement Form
  • Sample Grievance Handling Report Template
• Communicate the grievance handling process to employees: Sample Company Circular/Email
  
  

The Tripartite Committee recommends prohibiting employers from retaliating against employees who report incidents of discrimination or harassment, which may include: 

• Wrongful dismissal
• Unreasonable denial of re-employment
• Unauthorised salary deduction
• Deprivation of contractual benefits
• Harassment
• Any other act done to victimise the individual who made the report (i.e. single out the individual for unjust treatment

Your organisation’s grievance handling policy should provide a discreet process where legitimate complainants can be assured of confidentiality and non-retaliation.

Review your organisation's workplace practices:

• Complimentary TGFEP self-assessment on the Fair and Progressive Employment Index (FPEIndex)

Use our complimentary e-learning resources:

• ‘Introduction to the Grievance Handling’ E-Learning Course (upcoming)
• ‘Introduction to the Workplace Fairness Legislation’ E-Learning Course (upcoming)

Browse our resource collection to get tips, tools and ideas and learn from case studies and interviews with progressive employers, including:

• Managing Workplace Grievances the Right Way
• 3 Vital Elements of Good Employee Relations
• Ways to Manage Grievances During COVID-19
• Adopt the Tripartite Standard on Grievance Handling - the Power PACT Way!
• How to Better Manage Workplace Harassment in the Age of Social Media

Attend our regular Workshops and Clinics, including:

• Tripartite Standards Clinic - Grievance Handling (2 hours)
• 'Fair Grievance Handling' Workshop jointly organised with the Singapore National Employer Federation (SNEF) (8 Hours)
• 'Managing Harassment in the Workplace' Workshop jointly organised with SNEF (8 Hours)

Use our paid consultation services:

• Employer Advisory Services (EAS)