Workplace Fairness (Dispute Resolution) Bill passed in Parliament

27 November 2025

On 4 November 2025, the Workplace Fairness (Dispute Resolution) Bill (“Bill”) was passed in Parliament. The Bill seeks to establish a framework that provides workers who experience workplace discrimination with an avenue to seek redress amicably and expeditiously, with safeguards to deter frivolous and vexatious claims. A first Bill covering the scope of protections against discrimination and employers’ obligations was passed in Parliament on 8 January 2025. Taken together, the Workplace Fairness Act (“Act”) is a landmark legislation supporting fairer and more harmonious workplaces. For more on the first Bill, please see our article “Workplace Fairness Bill passed in Parliament to protect employees from discrimination”.

Amicable and expeditious dispute resolution process

With an emphasis on the amicable dissolution of disputes between workers and employers, the Act requires employers to put in place grievance handling processes to facilitate dispute resolution at the firm level. Workers are encouraged to raise disputes through these processes. If the dispute is not resolved within the firm, the parties must attempt mediation before any workplace discrimination claim can proceed to the Employment Claims Tribunals (“ECT”) or the High Court for adjudication.

The ECT has been designated the forum to hear workplace discrimination claims up to and including S$250,000. The ECT adopts a judge-led approach with simplified rules and procedures, and legal representation is not allowed. This process makes the proceedings more affordable and expeditious. Claims above this threshold will be heard in the High Court. All workplace discrimination claims will be heard in private at both the ECT and High Court.

Safeguards to deter frivolous and vexatious claims include the following:

  • Employers can apply to strike out frivolous and vexatious claims, and judges will be empowered to strike out such claims of their own motion;
  • Costs may be awarded against individuals who bring such claims;
  • Individuals who make such claims may be investigated by the Police for abusing court processes; and
  • Individuals who persistently pursue such claims can be restrained from commencing further legal proceedings.

Protection against workplace discrimination

As outlined in the first Bill passed on 8 January 2025, the Act improves protection against workplace discrimination by prohibiting employers from making adverse employment decisions on the basis that the candidate has a protected characteristic, such as age, nationality, gender, and race. The Act enables calibrated enforcement action against non-compliant employers, such as by issuing directions, administrative financial penalties, and civil penalties.

Preparing employers and workers for implementation

The Ministry of Manpower (“MOM”) aims for the Act to take effect end-2027. This gives employers and workers time to familiarise themselves with the Act and prepare for its implementation. MOM will continue education efforts such as the provision of templates, advisories, and workshops on the Act’s scope and requirements. 

Reference materials

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