Introduction of Workplace Fairness (Dispute Resolution) Bill in Singapore

The Workplace Fairness (Dispute Resolution) Bill was passed in Parliament on 4 November 2025. This marks the second and final component of the Workplace Fairness Act.

Update as of 5/11/25: The Workplace Fairness (Dispute Resolution) Bill was passed in Parliament on 4 November 2025. This marks the second and final component of the Workplace Fairness Act.

The first Bill (which was passed in Parliament on 8 January 2025) covered the scope of protections (essentially covering what constitutes workplace discrimination), while the second Bill introduces a structured framework for individuals to seek redress for workplace discrimination. This complements the substantive rights established in the first Bill by setting out the procedural mechanisms for resolving disputes. 

The second Bill establishes a three-tiered system, which focuses on resolving disputes amicably where possible, with a focus on preserving workplace harmony and minimising potentially adversarial dispute resolution process. This includes: 

1. Internal Grievance Handling: Employees must first raise discrimination concerns through their employer’s internal grievance process, which is now a mandatory requirement under the Workplace Fairness Act.
2. Mediation First Approach: If internal resolution fails, parties are encouraged to undergo mediation before escalating to formal adjudication.
3. Adjudication as Last Resort: Claims unresolved through mediation may be brought before the Employment Claims Tribunal (ECT), which will hear cases involving claims up to and including S$250,000. Claims exceeding this threshold will be heard in the High Court of Singapore. 

As the focus is on accessible and expeditious dispute resolution, the ECT will operate with simplified procedures and a judge-led approach. Unions can assist their members with mediation and ECT hearings, but legal representation is generally not permitted. 

Other notable aspects of the second Bill include: 

• Strict time bars: Consistent with the emphasis on preserving workplace harmony, the second Bill imposes prescribed time limits for filing requests for mediation.  
• Privacy: Recognising the sensitive nature of the claims involved, proceedings will be held in private.
• Strike out frivolous claims: Frivolous claims can be struck out. Claimants who pursue such claims may be ordered to pay costs (acting as a deterring against such frivolous claims).
• Penalties: The Bill includes penalties for non-compliance, with fines that can range from S$5,000 to S$250,000.

It is intended for the full implementation of the Workplace Fairness Act to take effect in end-2027.

What this means for employers

Employers should start looking into update their internal processes to ensure compliance in anticipation of the effective date of the Workplace Fairness Act. This could include: 

1. Formalising their grievance process: Employers should review their existing grievance processes to ensure it is robust and clear as this would be their primary procedure and tool to resolve issues before they escalate to mediation and adjudication. If necessary, these procedures and policies should be updated. 
2. Train all relevant employees: All relevant employees (particularly managers) should be trained on (i) the protected characteristics; (ii) how to make and document objective, merit-based decisions relating to employment matters, such as hiring, appraisals and mediation; (iii) what constitutes discriminatory behaviour; and (iv) what the internal processes and procedures are regarding any incidents (for example, the need to immediately escalate any grievances to HR). 
3. Review existing documentation, policies and procedures: Conduct a review / audit of all internal employment documentation, policies and procedures to ensure they are compliant with the Workplace Fairness Act and are free from discriminatory language.