Singapore: Anti-Discrimination Legislation Forthcoming
February 23, 2026
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Update February 20, 2026: On November 4, 2025, Singapore’s Parliament passed the Workplace Fairness (Dispute Resolution) Bill, completing the Workplace Fairness Act. This new law requires employers to implement internal grievance handling processes and mandates mediation before claims can proceed to the Employment Claims Tribunals (ECT) or the High Court. The ECT will hear claims of up to SGD 250,000 under a simplified, judge-led process without legal representation. All proceedings will be held in private and safeguards are included to deter frivolous or vexatious claims. It likewise strengthens protections by prohibiting adverse employment decisions based on protected characteristics and provides for calibrated enforcement measures against non-compliant employers. It is expected to take effect by end-2027, with government and tripartite partners supporting implementation through guidance and outreach.
January 14, 2025: On January 8, 2025, Singapore's Parliament passed the initial Workplace Fairness Bill, which outlines the principles of workplace fairness, including protections against discrimination and the establishment of fair employment practices. A second bill, which will provide details on related procedural rights and penalties, is expected to be passed in 2025. After both bills are passed, the Workplace Fairness Act is anticipated to take effect in 2026 or 2027.
November 20, 2024: The government of Singapore has introduced the Workplace Fairness Bill to protect workers from discriminatory employment practices, covering areas such as hiring, dismissal, and performance appraisals. The bill, tabled in Parliament on November 12, 2024, targets discrimination based on factors like nationality, age, gender, marital and pregnancy status, caregiving duties, race, religion, disability, and mental health. It includes two parts: one outlining principles and dispute resolution procedures and another outlining claims processes and amendments to the Employment Claims Act. The phased implementation will allow employers time to adapt, with enforcement expected between 2026 and 2027, where severe violations could result in fines or civil lawsuits. Once implemented, employers of foreign nationals must strictly adhere to immigration policies, including the Fair Consideration Framework (which includes employer obligations such as advertising requirements for those seeking to hire foreign nationals under Employment Passes and S Passes), to avoid penalties or prosecution.
This alert is for informational purposes only. If you have any questions, please contact the global immigration professional with whom you work at Fragomen or send an email to [email protected].
