How the Singapore Fairness at Work Law Impacts Hiring Practices

Big changes are coming to Singapore’s workplaces with the new Workplace Fairness Legislation (WFL) that took effect in late 2024. Unlike the old voluntary guidelines, this law brings enforceable rules to make hiring practices fairer and eliminate discrimination. For employers, this means rethinking how they recruit. For job seekers, it’s about getting a fair shot at opportunities.

Here’s how this new law is shaking things up.

From Suggestions to Serious Rules

Until now, Singapore’s Tripartite Guidelines on Fair Employment Practices (TGFEP) set expectations for fair hiring, but they weren’t legally binding. Companies could follow them, or not, without much consequence.

The WFL changes that by turning these guidelines into enforceable rules. It’s no longer just about doing the “right thing”—fair hiring is now the law, and businesses that don’t comply will face penalties.

What Does This Mean for Employers?

For businesses, the WFL brings some big shifts in how they handle recruitment:

• No More Discrimination

  Employers can no longer consider factors like age, gender, race, marital status, religion, or caregiving responsibilities when hiring. It’s all about qualifications and whether a person can do the job.

  
  

• Transparent Hiring Processes

  Companies will need to keep records of every step in the recruitment process, from job ads to interview notes. This helps ensure accountability and provides proof of fairness if complaints arise.

  
  

• Grievance Mechanisms

  If someone feels discriminated against, they now have a clear way to report it. Companies must set up formal systems to handle such complaints while protecting confidentiality.

  
  

• Bias Training

  Employers will need to train their teams to recognise and address unconscious biases. This ensures decisions are based on merit, not assumptions or stereotypes.

A Step Forward for Job Seekers

For job seekers, especially those who’ve faced bias in the past, the WFL is a game-changer. Whether you’re an older worker, a parent juggling caregiving responsibilities, or someone with a disability, this law ensures you’ll be judged on what you bring to the table—not on factors beyond your control.

And if you ever feel you’ve been treated unfairly, you can now speak up without worrying about retaliation. That’s a big deal in creating a more open and fair job market.

What About Smaller Companies?

The law gives smaller businesses (those with fewer than 25 employees) some time to adapt. They’re exempt for the first five years, but eventually, they’ll need to comply, too.

Even so, meeting these new standards might feel challenging for SMEs with limited resources. Thankfully, groups like the Institute for Human Resource Professionals (IHRP) and the Singapore Human Resources Institute (SHRI) are offering training and support to help them make the transition.

Why This Matters

This is not just about avoiding fines or following the law. It’s about building workplaces where everyone feels valued and has a fair chance to succeed.

Companies that prioritise fairness aren’t just doing the right thing—they’re also building trust with employees and attracting top talent. Simple changes like rewriting job descriptions to avoid exclusionary language, standardising interview questions, and tracking hiring data to spot potential biases can go a long way.

The Bigger Picture

The Workplace Fairness Legislation is not merely a new set of rules; it represents a move toward a more inclusive and equitable society. It serves as a reminder that workplaces should be environments where individuals are valued for their skills rather than judged based on their identity.

For job seekers, this law provides hope for a fairer job market. For employers, it offers an opportunity to take the lead in creating stronger and more inclusive teams. In the end, fairness isn’t just good for individuals—it’s good for everyone.

Psst! This blog was created after a lot of thought by a real person. #NoGenerativeAI