Guide to Workplace Fairness (For Individuals)

Learn more about workplace fairness and what to do if you face discrimination

Employees and jobseekers can use this guide to understand more about the upcoming Workplace Fairness Legislation and the Tripartite Guidelines on Fair Employment Practices (TGFEP), and what it means for you. This page will be updated whenever more information and resources become 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.

Employers should put in place proper grievance handling processes to provide employees with a safe and confidential channel to resolve problems at the workplace. In addition, employers should not retaliate against those who report cases of workplace discrimination or harassment.

You may refer to this infographic on "Building Fairer and More Harmonious Workplaces" to learn more about the Tripartite Committee's recommendations.

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.


What is Workplace Discrimination

The Tripartite Committee has recommended that discrimination in the Workplace Fairness Legislation be defined as "making an adverse employment decision because of any protected characteristic".

You may refer to this document for some illustrations of workplace discrimination extracted from the Tripartite Committee's Final Report.

The TGFEP will continue to cover all forms of workplace fairness and discrimination beyond the areas covered by legislation.

What to Do If You Face Workplace Discrimination

For Job Seekers and Members of the Public

Report Discriminatory Job Advertisements to TAFEP

A job advertisement might be considered as discriminatory if it states selection criteria that are not related to the qualifications, skills, knowledge and experience of the candidate or contains the use of words or phrases that can come across as discriminatory.

Job advertisements would need to comply with the Tripartite Guidelines for Fair Employment Practices (TGFEP). You may refer to this page for some illustrations of potentially discriminatory words or phrases used in job advertisements.

Contact us to report discriminatory job advertisements.

Report Discriminatory Hiring to TAFEP

Contact us if you experienced discriminatory hiring practices, such as during the shortlisting, interview or selection process.

For Employees 

Raise the Incident through Your Organisation's Grievance Handling Process

If you have experienced discrimination at the workplace, raise the incident and seek recourse through the grievance handling channel(s) in your organisation.  

Your organisation’s grievance handling policy may be found in your employee handbook or organisation's intranet. Here are some pointers to help you:

  • Raise the incident to your immediate supervisor, or to a trusted member of management in your team, according to your organisation's prescribed processes. Lodge your grievance using the organisation's prescribed process (e.g. via your company’s grievance handling lodgement form);
  • If the grievance is against your supervisor, speak with another trusted member of management in your team;  
  • If you still have concerns about the grievance or it is not addressed, do raise this to the HR team;
  • For complex cases, speak with the top Management.

If you have also experienced workplace harassment, you may refer to TAFEP Workplace Harassment Resource and Recourse Centre for further information on what you can do.

Approach Your Union If Your Organisation is Unionised or If You are a Union Member

If your organisation is unionised and you are a union member, please approach the Union to assist you in raising your grievance to management.

Alternatively, you may approach NTUC for assistance and related resources via:

NTUC Workplace Advisory

An online service offering members advice and help on workplace and employment-related issues

U PME Centre

A one-stop workplace advisory centre for professionals, managers and executives (PMEs) who are NTUC union members


Contact TAFEP for Further Advice and Assistance

If you are unable to resolve the incident within your organisation, or if there is no channel for you to report the incident within your organisation, please contact us for advice and assistance.

Based on your report, TAFEP will make an assessment on the follow-up needed with the employer. If the employer’s practices are found to be discriminatory, TAFEP will report such cases to the Ministry of Manpower (MOM) and recommend that action be taken against the employer. Based on TAFEP’s recommendations, MOM may take appropriate enforcement actions against the errant employer, such as suspending their work pass privileges.