Singapore: Public consultation on approach for resolving workplace fairness disputes and procedures for making workplace fairness claims (Closing date: 19 September 2025)

10 Sept 2025    2 minute read

In brief

In January 2025, Parliament passed the Workplace Fairness Act 2025, which seeks to protect employees against workplace discrimination by prohibiting adverse employment decisions based on certain protected characteristics. The Ministry of Manpower (MOM) has announced plans to introduce a second Workplace Fairness Bill by end-2025 (“Second Bill”) to establish procedures for making workplace discrimination claims.

Contents

Public consultation by MOM

MOM is currently seeking public feedback on key aspects of the Second Bill, specifically:

  1. The approach for amicable and expeditious resolution of workplace fairness disputes
  2. The judicial forum to hear workplace fairness claims
  3. The representation of parties by unions for workplace fairness claims

Feedback received will be considered by MOM in drafting the Second Bill. For more details, please refer to MOM’s consultation paper which can be accessed here.

Invitation to participate

This consultation presents a valuable opportunity to engage directly with MOM on shaping the future framework for workplace fairness claims. The Second Bill will govern how such claims are processed and resolved going forward.

We are considering submitting feedback to MOM, including views on:

  • The proposed expansion of the Employment Claims Tribunal’s jurisdiction to claims up to SGD 250,000
  • The proposed restriction on legal representation before the Employment Claims Tribunal

You may wish to provide feedback directly to MOM at this link. Alternatively please feel free to share your feedback with us and we will consider your feedback in the provision of our feedback to MOM. If you wish to share your feedback with us, please do so by 17 September 2025 (as the consultation will close on 19 September 2025).

Please feel free to reach out if you wish to discuss.

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