Workplace Fairness (Dispute Resolution) Bill introduced

29 October 2025

On 14 October 2025, the Workplace Fairness (Dispute Resolution) Bill (“Bill”) was introduced in Parliament. On the same day, the Ministry of Manpower published a press release providing an overview of the Bill.

The workplace fairness legislation (“WFL”) aims to uphold and strengthen Singapore’s fair and harmonious workplace norms, ensuring merit-based employment practices. The WFL will be introduced in two Bills. The first Bill, the Workplace Fairness Bill, covering protection against discrimination and employers’ obligations, was passed in Parliament on 8 January 2025. The second Bill, the Workplace Fairness (Dispute Resolution) Bill, was introduced on 14 October 2025 and sets out the process for making claims for workplace discrimination. For more about the Workplace Fairness Bill, please read our article “Workplace Fairness Bill passed in Parliament to protect employees from discrimination”.

Designed in close cooperation with the tripartite partners, MOM, the National Trades Union Congress (“NTUC”), and the Singapore National Employers Federation (“SNEF”), the dispute resolution process aims to provide a fair, accessible, and expeditious pathway for resolving disputes amicably.

Implementation timeline

Employers are encouraged to review their HR practices in alignment with the existing Tripartite Guidelines on Fair Employment Practices.

If the second Bill is passed by Parliament, MOM intends for the WFL (comprising both Bills) to be implemented in 2027.

Resolving workplace discrimination claims amicably

The dispute resolution process for workplace discrimination claims encourages parties to resolve disputes amicably among themselves. An individual who experiences workplace discrimination should first raise the matter internally through the firm’s grievance handling process. If the matter is not resolved within the firm and the individual wishes to make a claim against the firm, parties should first attempt mediation, before proceeding to adjudication as the last resort. An overview of the dispute resolution framework can be found at Annex A to the MOM press release.

Effective and affordable dispute resolution at Employment Claims Tribunals

The Employment Claims Tribunals (“ECT”) was established to help workers and employers resolve their employment disputes more expeditiously and affordably than by going through litigation in the regular courts. The ECT will hear workplace discrimination claims up to and including S$250,000. Claims above this threshold will be heard in the High Court. The table below provides an overview of the respective judicial forums.

(Source: MOM website www.mom.gov.sg)

While legal representation is not allowed at the ECT, workers and employers can turn to their respective unions for union representation under specific conditions:

• For workers: Union representatives may represent union members in unionised companies for claims up to S$250,000 (inclusive) in mediation sessions and ECT hearings.
• For employers: Union representatives (e.g. from SNEF) may represent employer members in mediation sessions and ECT hearings only for claims between S$30,000 and S$250,000 (inclusive), and when the worker can be represented by their worker union.

Union members in non-unionised companies will have access to tripartite mediation advisors who can assist in mediation to promote amicable settlements.

Rules for workplace discrimination claims

Regardless of the judicial forum, all workplace discrimination claims will be heard according to a common set of rules that aim to facilitate amicable and expeditious resolution of disputes while preserving workplace and social harmony. The following rules will apply across both judicial forums:

• Claimants are required to attempt mediation before filing a claim at the ECT or High Court.
• Requests for mediation must be submitted within prescribed time bars. More information on the time bars can be found in Annex B to the MOM press release.
• Claims will be heard in private, and parties have a duty to consider amicable resolution during adjudication.
• The ECT and High Court will adopt a judge-led approach where judges take a proactive role in managing the case.
• Firms may apply to strike out claims, and the ECT and High Court can do so on its own initiative. The ECT and High Court will be empowered to strike out frivolous claims and award costs against claimants who file such claims. Aside from adverse cost orders, individuals who pursue frivolous or vexatious claims may face restrictions on further proceedings or investigation under the Administration of Justice (Protection) Act 2016.

Reference materials

The following materials are available on Singapore Statutes Online sso.agc.gov.sg and MOM website www.mom.gov.sg:

• Workplace Fairness (Dispute Resolution) Bill
• Press release: Workplace Fairness (Dispute Resolution) Bill
• Annex A: Overview of Dispute Resolution Framework
• Annex B: Time Bars