[Singapore] Three-tier workplace dispute process proposed

In Singapore, legislation has been proposed which would introduce a new, three-tiered framework for resolving workplace disputes, if passed, impacting the way employers and employees resolve claims, Pinsent Masons reports.

The Workplace Fairness (Dispute Resolution) Bill is the second piece of legislation under the Workplace Fairness Act (WFA). 

It was reportedly introduced in parliament on October 14, 2025, to promote fair treatment within the workplace and the smooth adjudication of disputes. If passed, the legislation is expected to take effect by 2027.

Mayumi Soh - employment law expert at Pinsent Masons - said, “Employers should take note of the three-tiered framework for resolving workplace disputes and consider whether any changes will be required to its internal standard operating procedures.”

According to Ms Soh, the WFA will generally apply to employers with 25 or more employees in Singapore at the initial stage. The Tripartite Guidelines on Fair Employment Practices will continue to apply to all employers regardless of their size.

“Employers and their HR teams in Singapore should also review their internal grievances procedures, if any, to ensure compliance with the new WFA legislation. Even if an employer does not meet the current minimum threshold of 25 employees, it is good practice to put in place a grievance policy to ensure that there is a formal and consistent way which the employer will consider and review potential claims,” Ms Soh said.

In addition, the bill reportedly prohibits adverse employment decisions based on 11 protected characteristics:  age, nationality, sex, marital status, race, religion, pregnancy, language ability, caregiving responsibilities, disability or mental health condition.

Under the legislation, employees who believe they have been discriminated against will be able to raise the issue through their employer’s internal grievance-handling processes. This step is intended to ensure that any miscommunications are clarified and to preserve employment relationships, where possible.

Where matters are not resolved, the employee and their employer can proceed to mediation, seeking mutually agreeable outcomes within a prescribed period of time.

As a final step, employees may seek adjudication through the Employment Claims Tribunal (ECT) or the High Court. 

The bill reportedly proposes to expand the ECT’s monetary jurisdiction from a maximum of S$30,000 (approx. US$23,196) to S$250,000 (approx. US$192,875) for discrimination claims under the WFA, with the High Court handling claims above this threshold.

Ms Soh added, “We understand that the higher threshold is to ensure that majority of the cases can be addressed by ECT instead of going to court. It should be noted, however, that it is expected that lawyers will not be able to represent employers at the ECT, similar to the current position.”

Source: Pinsent Masons

(Link and quotes via original reporting)

In Singapore, legislation has been proposed which would introduce a new, three-tiered framework for resolving workplace disputes, if passed, impacting the way employers and employees resolve claims, Pinsent Masons reports.

The Workplace Fairness (Dispute Resolution) Bill is the second piece of legislation under the Workplace Fairness Act (WFA). 

It was reportedly introduced in parliament on October 14, 2025, to promote fair treatment within the workplace and the smooth adjudication of disputes. If passed, the legislation is expected to take effect by 2027.

Mayumi Soh - employment law expert at Pinsent Masons - said, “Employers should take note of the three-tiered framework for resolving workplace disputes and consider whether any changes will be required to its internal standard operating procedures.”

According to Ms Soh, the WFA will generally apply to employers with 25 or more employees in Singapore at the initial stage. The Tripartite Guidelines on Fair Employment Practices will continue to apply to all employers regardless of their size.

“Employers and their HR teams in Singapore should also review their internal grievances procedures, if any, to ensure compliance with the new WFA legislation. Even if an employer does not meet the current minimum threshold of 25 employees, it is good practice to put in place a grievance policy to ensure that there is a formal and consistent way which the employer will consider and review potential claims,” Ms Soh said.

In addition, the bill reportedly prohibits adverse employment decisions based on 11 protected characteristics:  age, nationality, sex, marital status, race, religion, pregnancy, language ability, caregiving responsibilities, disability or mental health condition.

Under the legislation, employees who believe they have been discriminated against will be able to raise the issue through their employer’s internal grievance-handling processes. This step is intended to ensure that any miscommunications are clarified and to preserve employment relationships, where possible.

Where matters are not resolved, the employee and their employer can proceed to mediation, seeking mutually agreeable outcomes within a prescribed period of time.

As a final step, employees may seek adjudication through the Employment Claims Tribunal (ECT) or the High Court. 

The bill reportedly proposes to expand the ECT’s monetary jurisdiction from a maximum of S$30,000 (approx. US$23,196) to S$250,000 (approx. US$192,875) for discrimination claims under the WFA, with the High Court handling claims above this threshold.

Ms Soh added, “We understand that the higher threshold is to ensure that majority of the cases can be addressed by ECT instead of going to court. It should be noted, however, that it is expected that lawyers will not be able to represent employers at the ECT, similar to the current position.”

Source: Pinsent Masons

(Link and quotes via original reporting)