Guide to Workplace Fairness (For Employers)

Learn how to implement fair employment practices

Employers and HR can use this guide to review and make necessary improvements to your organisation’s employment practices in preparation for the upcoming Workplace Fairness Legislation (WFL) and the Tripartite Guidelines on Fair Employment Practices (TGFEP). This page will be updated whenever more information and resources are available.

The Tripartite Committee has recommended that legislation prohibits workplace discrimination in respect of the following characteristics ("protected characteristics"): (i) age, (ii) nationality, (iii) sex, marital status, pregnancy status, caregiving responsibilities, (iv) race, religion, language; (v) disability and mental health conditions. This would cover all stages of employment, i.e. pre-employment (e.g. recruitment), in-employment (e.g. promotion, performance appraisal, training) and end-employment (e.g. dismissal).

The TGFEP will also be retained and enhanced to work in concert with legislation, to provide protection against all forms of workplace discrimination.

In addition, employers should put in place proper grievance handling processes. Employers may be prohibited from retaliating against those who report workplace discrimination and harassment and should protect the confidentiality of their identity, where possible. 

The Government will work closely with Tripartite Partners to implement the Tripartite Committee recommendations in 2024. In the meantime, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) will continue to provide advice and assistance to workers who experience workplace discrimination. 


Use the following to ensure your recruitment practices and grievance handling policies/procedures are ready:

For more information, refer to:

Fair Recruitment Practices


How can My Organisation Implement Fair Recruitment Practices?

How can My Organisation Ensure Fair Access to Opportunities for the Local Workforce?

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:

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.


How can TAFEP Assist My Organisation?

Review your organisation's workplace practices:

Use our complimentary e-learning resources:

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:

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:

Grievance Handling

What is Grievance Handling?

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.


How can My Organisation Implement a Grievance Handling Process?

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

What Constitutes Retaliatory Behaviour?

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.



How can TAFEP Assist My Organisation?

Review your organisation's workplace practices:

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:

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: