Workplace Fairness Act 2025 Singapore (2026 Legal Guide) — Rules & Requirements
About this article
Sourced from Singapore Acts of Parliament, subsidiary legislation, and official government guidance. Written in plain language for general understanding — this is educational content, not legal advice. Our editorial standards
What is this right?
Singapore's first dedicated anti-discrimination statute. The Workplace Fairness Act 2025 (Act 9 of 2025) was passed on 8 January 2025, with the companion procedural Workplace Fairness (Dispute Resolution) Act 2025 (Act 33 of 2025) passed on 4 November 2025. Both Acts are currently uncommenced — they take effect by end of 2027 — but the legal architecture is set. Until commencement, the non-binding Tripartite Guidelines on Fair Employment Practices (TGFEP) remain the operative standard, enforced by MOM via work-pass curtailment.
The WFA prohibits adverse employment decisions (hiring, appraisal, training, promotion, dismissal) based on five protected characteristic groups:
- (a) Age
- (b) Nationality
- (c) Sex, marital status, pregnancy status, and caregiving responsibilities
- (d) Race, religion, and language ability
- (e) Disability and mental health conditions
These five categories together account for over 95% of TAFEP and MOM discrimination complaints. Retaliation — wrongful dismissal, unreasonable denial of re-employment, salary deductions, or harassment of complainants — is separately prohibited. Employers must implement a formal grievance-handling process.
Small-firm exemption (≤25 employees): Firms with fewer than 25 employees are exempted from the WFA at commencement (subject to a five-year review) but remain bound by the TGFEP. The exemption still leaves roughly 75% of Singapore employees covered.
When does it apply?
- You are an employee or job applicant in Singapore.
- Your employer has 25 or more employees (smaller firms covered only by TGFEP).
- The adverse decision relates to one of the five protected-characteristic groups above.
- After commencement (end-2027): timing matters — claims have specific filing deadlines under the Dispute Resolution Act 2025.
What to Do If You Face Workplace Discrimination in Singapore
Pre-commencement (until end-2027): file a TAFEP complaint at tal.sg/tafep or escalate to MOM. MOM can curtail work-pass privileges for offending employers even today.
Once the WFA is in force:
- Step 1 — internal grievance: raise the issue through your employer's internal grievance process. The Act requires every covered employer to have one in place.
- Step 2 — mandatory TADM mediation: request mediation through the Tripartite Alliance for Dispute Management — this is a precondition to filing at the Employment Claims Tribunal (ECT).
- Step 3 — Employment Claims Tribunal: the ECT hears WFA claims up to S$250,000 — the highest ECT jurisdiction in any category. Above that, file in the High Court. Judges use proactive case management for unrepresented claimants; you don't need a lawyer.
- Civil penalties: MOM issues contravention notices (ss 31, 34 WFA) with administrative financial penalties scaling with severity; heavier penalties for repeat or egregious breaches.
What should you NOT do?
- Don't skip the internal grievance step after commencement — the Act and the Dispute Resolution Act treat it as a procedural precondition.
- Don't go to the ECT first. TADM mediation is mandatory; the ECT will reject claims that haven't been mediated.
- Don't assume small employers are unreachable. Even sub-25-employee firms remain bound by TGFEP, and MOM can curtail their work-pass approvals.
About Workers' Rights in Singapore
Singapore has no universal minimum wage — instead, the Employment Act (Cap. 91) sets the floor for most private-sector workers, the Progressive Wage Model handles sectoral pay, and the Local Qualifying Salary (S$1,600/month) gates foreign worker hiring. CPF takes mandatory contributions for retirement, healthcare, and housing. Safety runs under the Workplace Safety and Health Act (Cap. 354A), and on-the-job injuries are no-fault under the Work Injury Compensation Act 2019. Disputes go to TADM mediation first, then the Employment Claims Tribunals within 1 year. The Workplace Fairness Act 2025 covers discrimination.
Common Questions
What is the workplace fairness act 2025 right in Singapore?
Singapore's first dedicated anti-discrimination statute. The Workplace Fairness Act 2025 (Act 9 of 2025) was passed on 8 January 2025, with the companion procedural Workplace Fairness (Dispute Resolution) Act 2025 (Act 33 of 2025) passed on 4 November 2025. Both Acts are currently uncommenced — they take effect by end of 2027 — but the legal architecture is set. Until commencement, the non-binding Tripartite Guidelines on Fair Employment Practices (TGFEP) remain the operative standard, enforced by MOM via work-pass curtailment.The WFA prohibits adverse employment decisions (hiring, appraisal,...
When does it apply — workplace fairness act 2025?
You are an employee or job applicant in Singapore.Your employer has 25 or more employees (smaller firms covered only by TGFEP).The adverse decision relates to one of the five protected-characteristic groups above.After commencement (end-2027): timing matters — claims have specific filing deadlines under the Dispute Resolution Act 2025.
What should I do if I face workplace discrimination in Singapore under the new Workplace Fairness Act?
Pre-commencement (until end-2027): file a TAFEP complaint at tal.sg/tafep or escalate to MOM. MOM can curtail work-pass privileges for offending employers even today.Once the WFA is in force:Step 1 — internal grievance: raise the issue through your employer's internal grievance process. The Act requires every covered employer to have one in place.Step 2 — mandatory TADM mediation: request mediation through the Tripartite Alliance for Dispute Management — this is a precondition to filing at the Employment Claims Tribunal (ECT).Step 3 — Employment Claims Tribunal: the ECT hears WFA claims up to...
What should you NOT do — workplace fairness act 2025?
Don't skip the internal grievance step after commencement — the Act and the Dispute Resolution Act treat it as a procedural precondition.Don't go to the ECT first. TADM mediation is mandatory; the ECT will reject claims that haven't been mediated.Don't assume small employers are unreachable. Even sub-25-employee firms remain bound by TGFEP, and MOM can curtail their work-pass approvals.