The fresh legislation raises claim limits
Singapore’s Parliament passed the Workplace Fairness (Dispute Resolution) Bill in November 2025, creating a comprehensive framework for handling workplace discrimination claims, according to a legal alert published by DLA Piper.
The legislation, which completes Singapore’s workplace fairness framework, is expected to take effect by the end of 2027. This implementation timeline gives employers additional time to understand the new statutory requirements and prepare their organisations.
The bill forms part of a broader push to strengthen workplace protections in Singapore. Earlier this year, the Workplace Fairness Act established the country’s first anti-discrimination law, defining prohibited conduct and employer obligations on protected characteristics such as age, race, nationality, sex, and caregiving responsibilities. Legal experts describe the new framework as a threshold shift, marking a move from voluntary compliance guidelines to enforceable statutory standards.
During parliamentary debate, Members of Parliament highlighted personal accounts from residents who had experienced workplace discrimination, illustrating the real-world impetus for the reforms and the government’s intent to strengthen protections.
Implications of the newly enacted bill
The bill establishes a mandatory three-step dispute resolution process. Employees must first attempt to resolve grievances through their employer’s internal process. Employers are required to investigate complaints, inform employees of outcomes, maintain written records, and protect confidentiality unless disclosure is necessary.
“This written process must also be communicated to all employees in writing,” the alert stated.
If internal resolution fails, parties must pursue mediation with a third-party mediator before proceeding to adjudication.
The Employment Claims Tribunal (ECT) will hear workplace discrimination cases valued up to S$250,000—a significant increase from the current S$30,000 limit for standard employment claims. Manpower minister Tan See Leng said cases at the tribunal are typically resolved within six months.
“The ECT adopts a judge-led approach with simplified rules and procedures, and legal representation is not allowed,” the notice explained.
High-value claims exceeding S$250,000 will proceed to the High Court. All workplace discrimination proceedings will be conducted privately at both venues, though judgments are expected to be publicly accessible.
The legislation includes safeguards against abuse. Judges can dismiss frivolous claims on their own initiative, and employers may apply to strike out vexatious complaints. Individuals pursuing baseless claims may face police investigation and cost awards.
“If they persist in pursuing these claims, they can be restrained from commencing further legal proceedings,” according to the alert.
Legal analysis suggests employers should prepare for an increase in employment disputes given the higher claim threshold. Discrimination allegations may also be combined with existing employment claims, including wrongful dismissal, contractual disputes, or salary issues, creating complex, multi-layered proceedings.
The notice described the Workplace Fairness Act as “a major turning point in Singapore’s employment landscape, signaling a shift toward stronger safeguards, clearer expectations of fair conduct, and a more structured approach to resolving workplace issues.”
Employers are advised to review existing hiring, grievance, anti-discrimination, and non-retaliation policies to ensure compliance before the law takes effect.
