Singapore’s upcoming Workplace Fairness Act, set to take effect at the end of 2027, will make it illegal for employers to retaliate against employees and whistleblowers who report workplace harassment or discrimination, Manpower Minister Tan See Leng told Parliament.
Responding to a parliamentary question on whether more protections are needed for employees involved in workplace bullying investigations, Tan said the new law will require employers to put formal grievance-handling processes in place and to safeguard those who come forward with complaints.
“When the new Workplace Fairness Act comes into force in end 2027, employers will be required to put in place grievance-handling processes for workplace harassment and discrimination, and must protect the confidentiality of employees who report grievances to the extent possible,” Tan said.
He added that employers will be explicitly prohibited from retaliating against employees and whistleblowers who raise genuine grievances. Financial penalties may be imposed on organisations that breach these requirements.
Tan noted that the legislation is intended to strengthen protections for workers who speak up, particularly in sensitive cases involving bullying, harassment or discrimination within organisations. His remarks came amid questions on whether existing measures sufficiently protect whistleblowers during internal investigations.
While the Act has yet to take effect, employers are already encouraged to adopt practices that prevent and address workplace harassment, including bullying, and to ensure that whistleblowers are not penalised for reporting concerns, Tan said.
Employees who believe they have experienced retaliation can currently seek help from the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), which provides guidance and assistance in resolving such cases.
Passed in 2025, the Workplace Fairness Act is considered a landmark piece of legislation aimed at strengthening protections against workplace discrimination in Singapore. The law covers discrimination based on protected characteristics across key employment decisions, including hiring, performance evaluations, training, promotions and dismissals.
TAFEP has said the Act “strengthens efforts to ensure fair and harmonious workplaces in Singapore” and provides clearer processes for individuals to bring claims against employers if they experience discrimination.
Once implemented, the Act is expected to place greater accountability on employers to foster safe, fair and inclusive workplaces, while offering stronger safeguards for employees who raise concerns without fear of reprisal.