Regulators in Singapore have proposed new protections against workplace discrimination, and have opened a public consultation into their proposals.
In an interim report (25-page / 516KB), a committee set up to review Singapore’s workplace fairness legislation by Ministry of Manpower (MOM) have made 20 recommendations for reform.
The 20 recommendations focus on four objectives: protecting workers from workplace discrimination; supporting business needs and national objectives; resolving complaints and disputes to maintain workplace harmony; and ensuring appropriate recourse against workplace discrimination and penalties for breaches.
Mayumi Soh of Pinsent Masons MPillay, the Singapore joint law venture between MPillay and Pinsent Masons, said: “The Tripartite Committee has been working to implement guidelines and frameworks over the years; the new foray into imposing legislation to tackle workplace discrimination indicates renewed effort and initiative to change the workplace environment for the better.”
The proposals would protect workers from discrimination based on age, nationality, sex, marital status, pregnancy status, caregiving responsibilities, race, religion, language, disability and mental health conditions. The protections would apply all employment stages including hiring, promotion, training and dismissal; and would prohibit retaliation against workers who report cases of workplace discrimination.
The proposed rules will seek to provide recourse against workplace discrimination and appropriate penalties for breaches. For example, workers who suffer workplace discrimination could be compensated by up to S$30,000 for union-assisted claims. Non-union members could receive up to S$20,000 for such claims. Employers would also be required to set up a handling procedure for workplace complaints.
Religious organisations would be permitted to make employment decisions based on religious requirements; and employers would be entitled to give priority to disabled and senior people who are at least 55 years old when making hiring decisions.
The public consultation period will last one month, after which the Tripartite Committee on workplace fairness will refine its recommendations before publishing a final version later in the year. The bill is expected to be enacted in 2024.
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