As reported in The Straits Times (15 Oct 2025)
Singapore is moving closer to implementing comprehensive workplace fairness laws by 2027, with a new Workplace Fairness (Dispute Resolution) Bill introduced in Parliament on October 14, 2025. The legislation aims to provide a clear, structured process for workers to file discrimination claims and resolve disputes through mediation before adjudication.
The Bill — the second in a two-part legislative framework — outlines a “mediation-first” approach, ensuring that complaints are resolved quickly, privately, and fairly.
A Clear Path for Discrimination Redress
Under the proposed law, workers who believe they have faced discrimination must first raise their concerns through their company’s internal grievance process. If the issue remains unresolved, they can proceed to mediation facilitated by neutral mediators.
If mediation fails, the case may be escalated to the Employment Claims Tribunals (ECT) — or to the High Court for claims exceeding the ECT’s jurisdiction.
Unlike previous frameworks for salary or wrongful dismissal disputes, which had claim limits of $20,000 to $30,000, the new Bill raises the cap significantly — allowing workplace discrimination cases involving claims up to $250,000 to be heard at the ECT.
Claims above this amount will be heard in the High Court, ensuring broader accessibility for professionals, managers, and executives.
Private Hearings to Safeguard Workplace Harmony
All proceedings, whether at the ECT or High Court, will be held in private. According to the Ministry of Manpower (MOM), this confidentiality allows both employers and employees to “speak freely without fear of public misrepresentation.”
However, judgments can still be published, and parties found guilty of employment offences may face open court proceedings.
MOM emphasised that workplace harmony remains a key priority. The new framework, jointly supported by the Government, employers, and the labour movement, is designed to offer a fair and efficient avenue for resolution while avoiding lengthy and costly litigation.
Timelines and Limits for Filing Claims
The Bill sets specific time limits for filing claims:
- One month from the date an adverse decision is communicated (for pre-employment claims such as hiring discrimination).
- Six months for claims arising during employment.
- One month from the last day of employment (for post-employment discrimination claims).
Exceptions may be granted in cases involving pregnancy, injury, or other extenuating circumstances.
The law ensures most cases fall within the ECT’s jurisdiction, which offers a judge-led, accessible process where lawyers are not permitted to represent parties. Judges will guide claimants and employers through the relevant evidence and procedures.
Both employees and employers may seek union representation if eligible.
Expert Views and Implications
Legal experts have welcomed the higher claims limit as a meaningful step toward fairer access.
Ng Zhao Yang, employment lawyer and principal at Baker McKenzie Wong & Leow, noted that the increased threshold “marks a significant jump from the existing maximum for wrongful dismissal cases” and allows more professionals to pursue redress.
However, he added that both employers and employees will need clarity on how claim amounts are calculated to prevent unrealistic expectations.
The Bill complements the earlier Workplace Fairness Act, passed in January 2025, which defines protected characteristics and codifies anti-discrimination obligations for employers. Together, the two laws aim to strengthen Singapore’s commitment to fair and equitable workplaces.
A Step Toward Fairer Workplaces
With this Bill, Singapore formalises a structured dispute resolution pathway that balances efficiency, privacy, and fairness — setting a new standard for workplace relations in the region.
As the Ministry of Manpower put it, the reforms are designed to create “an expeditious, just and easy-to-understand process that ensures access to redress without legal representation.”
New Bill Establishes Formal Process for Workplace Discrimination Claims in Singapore
As reported in The Straits Times (15 Oct 2025)
Singapore is moving closer to implementing comprehensive workplace fairness laws by 2027, with a new Workplace Fairness (Dispute Resolution) Bill introduced in Parliament on October 14, 2025. The legislation aims to provide a clear, structured process for workers to file discrimination claims and resolve disputes through mediation before adjudication.
The Bill — the second in a two-part legislative framework — outlines a “mediation-first” approach, ensuring that complaints are resolved quickly, privately, and fairly.
A Clear Path for Discrimination Redress
Under the proposed law, workers who believe they have faced discrimination must first raise their concerns through their company’s internal grievance process. If the issue remains unresolved, they can proceed to mediation facilitated by neutral mediators.
If mediation fails, the case may be escalated to the Employment Claims Tribunals (ECT) — or to the High Court for claims exceeding the ECT’s jurisdiction.
Unlike previous frameworks for salary or wrongful dismissal disputes, which had claim limits of $20,000 to $30,000, the new Bill raises the cap significantly — allowing workplace discrimination cases involving claims up to $250,000 to be heard at the ECT.
Claims above this amount will be heard in the High Court, ensuring broader accessibility for professionals, managers, and executives.
Private Hearings to Safeguard Workplace Harmony
All proceedings, whether at the ECT or High Court, will be held in private. According to the Ministry of Manpower (MOM), this confidentiality allows both employers and employees to “speak freely without fear of public misrepresentation.”
However, judgments can still be published, and parties found guilty of employment offences may face open court proceedings.
MOM emphasised that workplace harmony remains a key priority. The new framework, jointly supported by the Government, employers, and the labour movement, is designed to offer a fair and efficient avenue for resolution while avoiding lengthy and costly litigation.
Timelines and Limits for Filing Claims
The Bill sets specific time limits for filing claims:
- One month from the date an adverse decision is communicated (for pre-employment claims such as hiring discrimination).
- Six months for claims arising during employment.
- One month from the last day of employment (for post-employment discrimination claims).
Exceptions may be granted in cases involving pregnancy, injury, or other extenuating circumstances.
The law ensures most cases fall within the ECT’s jurisdiction, which offers a judge-led, accessible process where lawyers are not permitted to represent parties. Judges will guide claimants and employers through the relevant evidence and procedures.
Both employees and employers may seek union representation if eligible.
Expert Views and Implications
Legal experts have welcomed the higher claims limit as a meaningful step toward fairer access.
Ng Zhao Yang, employment lawyer and principal at Baker McKenzie Wong & Leow, noted that the increased threshold “marks a significant jump from the existing maximum for wrongful dismissal cases” and allows more professionals to pursue redress.
However, he added that both employers and employees will need clarity on how claim amounts are calculated to prevent unrealistic expectations.
The Bill complements the earlier Workplace Fairness Act, passed in January 2025, which defines protected characteristics and codifies anti-discrimination obligations for employers. Together, the two laws aim to strengthen Singapore’s commitment to fair and equitable workplaces.
A Step Toward Fairer Workplaces
With this Bill, Singapore formalises a structured dispute resolution pathway that balances efficiency, privacy, and fairness — setting a new standard for workplace relations in the region.
As the Ministry of Manpower put it, the reforms are designed to create “an expeditious, just and easy-to-understand process that ensures access to redress without legal representation.”
