Workplace Fairness (Dispute Resolution) Bill passes in Parliament; NTUC Labour MPs call for fairer, safer workplaces for all

Parliament has passed the Workplace Fairness (Dispute Resolution) Bill on 4 November 2025, forming the second piece of legislation under the Workplace Fairness Act (WFA).

The Bill provides a fair, accessible, and expeditious pathway for resolving workplace disputes amicably, without the need for legal representation.

Manpower Minister Tan See Leng, in moving the Bill for its second reading, said it “is a significant step in our ongoing journey towards fairer and more harmonious workplaces.”

He added: “There is no room for discrimination in our workplaces. When such cases unfortunately arise, we want the parties involved to be equipped with the necessary tools and resources that will allow them to resolve the issue amicably and expeditiously.”

Dr Tan explained that the Bill aims to provide an amicable, accessible and expeditious dispute resolution process for parties in workplace discrimination claims, while preserving workplace and social harmony.

Preparing for implementation by the end of 2027

When the first Workplace Fairness Bill was passed in Parliament early this year, Dr Tan announced that the WFA would come into force in 2026 or 2027.

However, following feedback from various stakeholders, Dr Tan said that the WFA will come into effect by the end of 2027 to give time for employers, workers and mediators to prepare.

Dr Tan said: “Employers need to review their HR processes, and workers need to know their protections and what constitutes a legitimate discrimination claim. We also need time to ensure our mediators are well-trained to effectively facilitate workplace discrimination cases.”

In the meantime, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) will work with unions to lead outreach efforts to educate workers and employers, especially SMEs, through step-by-step guides, templates, training, and advisory clinics.

Workers and jobseekers will also receive guidance on how to file claims and where to seek help, including from their unions or TAFEP.

NTUC and affiliated unions will help workers through the claims process

Labour MPs all spoke up in support of the Bill during the debate.

NTUC Secretary-General Ng Chee Meng said that even with fair systems, workers may feel anxious facing the process alone.

He said that union members will not face the dispute resolution process alone.

“NTUC and our Unions are here to guide you every step of the way – from the moment a dispute arises, through mediation, and if needed, all the way to the ECT (Employment Claims Tribunal).”

Mr Ng added that NTUC’s Ong Teng Cheong Labour Leadership Institute is working with TAFEP on courses for union leaders and industrial relations officers to equip them to handle workplace fairness claims.

He said: “We are also actively exploring mediation training provided by the Singapore Mediation Centre for our union leaders and industrial relations officers.”

Similarly, NTUC’s e2i Stakeholder Management Director Wan Rizal said that the process of seeking redress must not only be fair but also safe, especially for those going through difficult life circumstances or personal challenges.

“Every worker deserves to feel that if something goes wrong, the system will hear them, not haunt them. And for union members, we will go further. We will assist them,” he said.

Protection for every worker

Mr Ng added that NTUC believes every worker deserves a fair chance to succeed.

“Fairness must rest on skills, performance and potential, not on personal traits that have no bearing on a person’s ability to do the job.

“That is why NTUC supports the mediation-first, judge-led approach to resolving workplace fairness disputes under the Bill. A mediation-first process opens the space for workers and employers to understand each other’s perspectives and fully explore the possibilities for amicable settlement at the earliest possible stage.,” said Mr Ng.

NTUC Assistant Secretary-General Yeo Wan Ling emphasised that “fairness at work is not a slogan.”

She said: “For many workers, especially women, caregivers, and those in lower-wage roles, it is deeply personal.”

Ms Yeo shared stories from workers who faced bias after returning from maternity leave or taking time off for caregiving duties.

She said these are not isolated cases and that they are common experiences of silence and quiet resignation.

“That is why it is critical that this Bill requires employers to establish proper grievance-handling systems and to protect employees from retaliation when they raise concerns,” she said.

She also highlighted that fairness should not be a compliance burden but a shared standard that uplifts both workers and businesses.”

Use of AI and supporting senior workers

Mr Ng said that as workplaces evolve, AI-based hiring tools could intentionally favour certain groups over others.

He hopes that the tripartite partners can study how to ensure that such AI systems are fair, transparent and accountable so that technology can help workers, rather than hindering.

NTUC Deputy Secretary-General Desmond Tan highlighted that age discrimination remains a concern in workplaces.

He said that he has also heard concerns from seniors about ageism in hiring, training and promotion.

“As recruitment becomes increasingly digital, we must also guard against age bias in AI-based hiring tools,” he cautioned.

Mr Tan called for stronger guidance and governance standards for AI-powered HR systems to ensure that technology promotes fairness and does not perpetuate hidden discrimination.

Towards a culture of fairness

Mr Ng said that Singapore needs to continue to shift mindsets, raise HR standards and nurture strong labour-management cooperation so that fairness becomes part of our workplace culture.

Mr Wan Rizal echoed this sentiment: “Fairness at work strengthens the very fabric of our society. When every worker, regardless of race, religion, or background, feels respected and valued, we build not just stronger workplaces, but a stronger, more united Singapore.”

Tan See Leng: Turn to NTUC and unions for support

In his round-up speech, the Manpower Minister agreed with the NTUC Secretary-General that union members "can turn to NTUC and their unions for support, every step of the way."

He added: "From the moment a dispute arises, members can turn to unions for assistance, and unions can represent members at mediation and the ECT hearing."

Meanwhile, NTUC members in non-unionsed companies can turn to NTUC’s team of industrial relations experts and Tripartite Mediation Advisors for their support and advice on their claims, added Dr Tan.

Union members in unionised companies can approach their union representatives for help against workplace discrimination.

Union members in non-unionised companies can approach TADM@NTUC.