The Workplace Fairness Act, Explained for Job Seekers in Singapore

· Keith Kwai

Brass balance scale on an office desk with colleagues walking past in the background, representing workplace fairness

Written by Keith KwaiUpdated 1 November 2026

The Workplace Fairness Act will make workplace discrimination in Singapore a legal matter, not only a guideline matter. But it is not in force yet, it will not cover every employer at first, and it will not make anyone hire you. Knowing exactly what it does and does not do is more useful than the headlines.

This guide is written for job seekers and employees, not lawyers or HR teams. It covers what the Act protects, how hiring will change, what you can do if you believe you were treated unfairly, and what applies today, before the Act takes effect. We are not lawyers, so for any specific situation, get proper advice. Where a rule matters, we link to the official or legal source.

The short version

  • Passed: The Workplace Fairness Act was passed in January 2025. A second Act setting out how disputes will be handled was passed in November 2025.
  • In force: Expected by the end of 2027. Until then, the Tripartite Guidelines on Fair Employment Practices continue to apply.
  • Who it protects: Job applicants and employees, from discrimination based on a set of protected characteristics, at every stage from hiring to termination.
  • Who it covers: Employers with 25 or more employees, at first. Smaller employers are exempt initially, with a review planned around five years after the law takes effect.
  • How you would make a claim: Through mediation first, then the Employment Claims Tribunal for claims up to $250,000, or the High Court above that.

What the Act protects you from

The Act prohibits employers from making employment decisions based on protected characteristics. These are:

  • Age
  • Nationality
  • Sex, marital status, pregnancy and caregiving responsibilities
  • Race, religion and language
  • Disability and mental health conditions

Employment decisions include hiring, promotion, training opportunities, appraisal, dismissal and retrenchment selection. The Act covers discrimination against an individual, discriminatory directions or policies, and discriminatory job advertisements or descriptions.

Exceptions that still apply

The Act is not a blanket ban on considering any of these factors. There are exceptions, including:

  • Genuine job requirements. An employer can consider a protected characteristic where it is a real and reasonable requirement of the job, for example a language that is needed to serve particular customers.
  • Citizenship and PR status. Employers can still prefer Singapore Citizens and PRs in line with national policy.
  • Religious organisations in certain roles.
  • Support for specific groups, such as hiring programmes for persons with disabilities or seniors.

These exceptions are why the wording of a job ad and the reasons behind a decision will matter so much once the Act is in force.

What changes for job seekers

Job ads should get cleaner

Ads that hint at a preferred age, sex or race, through phrases like young and dynamic team or suitable for recent graduates only, become a compliance risk. Many larger employers have already started reviewing their templates. If you see an ad like this today, it is already contrary to the Tripartite Guidelines.

Interviews should stick to the job

Questions about marital status, plans to have children, religion or age that are not relevant to the job should already be off the table under current guidelines. The Act adds legal weight. TAFEP publishes guidance for employers on non-discriminatory interview questions, so you can expect better-trained interviewers at larger firms.

Retrenchment selection will be scrutinised

The Act covers dismissal, including how people are selected for retrenchment. Selection based on age, pregnancy or caregiving responsibilities, rather than objective criteria, will be challengeable. Our guide to your first 30 days after retrenchment covers what to check if you are affected.

Employers must have a grievance process

Employers with 25 or more employees will need a proper process for handling grievances about discrimination, and must not retaliate against anyone who raises a complaint or gives evidence. For employees, that means an internal route that has to be taken seriously.

For the employer’s side of the Workplace Fairness Act, including the grievance process, see WorkRightSG, a sister site.

What the Act does not do

It is worth being clear about the limits, so expectations are realistic.

  • It does not guarantee you a job. Employers can still choose the candidate they believe is best, based on merit and job-related criteria.
  • It does not cover small employers at first. Firms with fewer than 25 employees are initially exempt from the Act, though the Tripartite Guidelines still apply to them.
  • It does not cover everyone. Certain groups, such as domestic workers, seafarers, the self-employed and platform workers, are excluded.
  • It does not make every rejection a claim. You will need to show that a protected characteristic was a reason for the decision. Not being hired is not, by itself, evidence of discrimination.
  • It is not in force yet. Until the end of 2027, the current guideline-based framework applies.

What you can do today

Hand writing notes in a notebook beside a phone showing a calendar, keeping a record of dates and events

You do not need to wait for 2027. The Tripartite Guidelines on Fair Employment Practices already require employers to recruit and treat employees on merit, and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) handles complaints. MOM can take administrative action against employers who breach the guidelines, including restricting their ability to hire foreign workers.

If you see a discriminatory job ad

You can report it to TAFEP. Keep a screenshot with the date and where it was posted.

If you are asked inappropriate interview questions

You can answer briefly and redirect to the job: I am fully able to meet the requirements of this role, including the travel. Could I ask more about the team? If the questions seemed designed to screen you out on a protected ground, write down what was asked and when, and consider reporting it to TAFEP.

If you believe you were selected for retrenchment unfairly

Ask your employer for the selection criteria. If you are a union member, speak to your union. You can also seek advice from TAFEP or the Tripartite Alliance for Dispute Management.

Keep records

Whatever the situation, keep a simple record: dates, what was said or written, who was involved and any documents. Records matter now, and they will matter even more under the Act.

How claims will work once the Act is in force

The second Act sets out the process. In broad terms:

  1. Raise it internally first, through your employer’s grievance process, where one is required.
  2. Mediation. Claims go to mediation, expected to be at the Tripartite Alliance for Dispute Management, before any hearing.
  3. Adjudication. If mediation fails, claims up to $250,000 can go to the Employment Claims Tribunal. Larger claims go to the High Court.

Details such as time limits and forms will be confirmed closer to the start date. Check the official sources before taking action.

Three scenarios: how the Act might apply

These are simplified illustrations to show how the Act’s principles work, not legal advice. Real cases depend on the facts and the final rules.

The job ad asking for someone young

A company with 200 employees advertises a marketing executive role for a young, energetic graduate. Under the Act, an advertisement that indicates a preference based on age is a form of discrimination, unless a genuine job requirement applies, which is unlikely for a marketing role. Today, the same ad already goes against the Tripartite Guidelines and can be reported to TAFEP.

The interview question about family plans

During an interview at a 60-person firm, a candidate is asked whether she plans to have children soon, and is not hired. The question is not relevant to the job and touches on pregnancy and caregiving, which are protected characteristics. Whether the Act was breached would depend on whether that factor influenced the decision. Writing down the question, the date and who asked it would matter if she later raised a complaint.

The retrenchment exercise

A company with 80 staff retrenches ten people and selects mostly employees over 55, without published criteria. Under the Act, selection for dismissal based on age would be challengeable. The company would need to show it used objective, job-related criteria such as role redundancy or performance. Employees could ask for the criteria and raise the issue through the grievance process, then mediation.

Notice what these have in common: the evidence is in the wording of ads, the questions asked and the criteria used. That is why keeping records matters.

How to use the Act in your job search

Most job seekers will never make a claim. The Act is more useful as a lens for reading employers.

  • Read job ads carefully. An employer still using age-coded language in 2026 is telling you something about its culture.
  • Notice the interview. Structured, job-related questions and diverse panels are signs of a fair process. Personal questions unrelated to the role are a warning sign.
  • Remove unnecessary personal details from your CV. Date of birth, NRIC, marital status and a photo are not needed at application stage. Our guide to job hunting after 50 explains how to reduce age bias on your CV.
  • Ask about inclusion. Questions about flexible work, caregiving support or how the company handles grievances are reasonable, and the answers are informative.

For employees in their 50s and 60s

Age discrimination is one of the most common concerns raised by job seekers in Singapore, and the Act names age as a protected characteristic. Alongside it, the retirement and re-employment ages rose to 64 and 69 in July 2026, and the Government has accepted recommendations to move them to 65 and 70 from January 2029. Together, these changes strengthen the position of older workers, though they do not remove the practical challenge of age bias in hiring.

Frequently asked questions

When does the Workplace Fairness Act take effect?

It is expected to come into force by the end of 2027. Until then, the Tripartite Guidelines on Fair Employment Practices apply.

Which characteristics are protected?

Age; nationality; sex, marital status, pregnancy and caregiving responsibilities; race, religion and language; and disability and mental health conditions.

Does the Act apply to small companies?

Employers with fewer than 25 employees are initially exempt, with a review planned about five years after the Act takes effect. The Tripartite Guidelines still apply to them.

Can I report discrimination before the Act is in force?

Yes. You can report to TAFEP under the current Tripartite Guidelines, and MOM can take action against employers who breach them.

Can an employer still prefer Singapore Citizens?

Yes. Preferring Singapore Citizens and PRs in line with national policy is one of the exceptions in the Act.

Focus on what you control

Laws set the floor. Getting the job still depends on how clearly your CV and interviews show you can do it. Our free CV review and interview coaching are built for that.

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