Fair Hiring in Singapore: What the Workplace Fairness Act Means for Your Job Ads and Hiring

Short answer: Singapore is introducing its first dedicated workplace anti-discrimination law — the Workplace Fairness Act (WFA). It was passed by Parliament in 2025 and is expected to come into force around the end of 2027. Once in effect, it will be unlawful to make hiring, promotion, or dismissal decisions based on protected characteristics — and job ads that state such preferences (an age range, “Chinese-speaking only” where not a genuine requirement, or a photo request) will breach the law. It applies to employers with 25+ employees first, with smaller firms exempt initially. Until it commences, the TAFEP Tripartite Guidelines still apply — fair hiring is already expected today.

Do now: audit job-ad templates, remove protected-characteristic preferences, base every requirement on the actual job, and put a grievance process in place before enforcement begins.

What is the Workplace Fairness Act?

For years, fair hiring in Singapore was governed by guidelines — the Tripartite Guidelines on Fair Employment Practices, overseen by TAFEP. The Workplace Fairness Act moves the core of those expectations from guideline into enforceable law.

• The first WFA Bill was passed on 8 January 2025.
• A second Bill (Workplace Fairness (Dispute Resolution)) was passed on 4 November 2025, setting up how claims are handled.
• The law is expected to take effect around the end of 2027, giving employers lead time to prepare.

Who does it cover?

• Employers with 25 or more employees are covered when the Act commences.
• Smaller employers (under 25) are exempt initially — the threshold is to be reviewed within about five years.
• Covers recruitment, promotion, appraisal, training selection, and dismissal.

 

The protected characteristics

The Act protects against discrimination on the basis of 12 characteristics:

• Age
• Nationality
• Sex, marital status, pregnancy status, caregiving responsibilities
• Race, religion, language
• Disability and mental health conditions
• Union membership

What changes for your job ads and hiring?

This is where most employers get caught out. Once the WFA is in force, a job advertisement or hiring process should not:

• State an age preference (“25–35 years old”).
• Require a photo, age, or marital/pregnancy status without a genuine reason.
• Specify a race, religion, or language preference unless a genuine job requirement.
• Screen out caregivers or people with disabilities/mental health conditions without job-related justification.

The Act also introduces mandatory grievance-handling, protection against retaliation, and a dispute-resolution route via the Employment Claims Tribunal (claims up to S$250,000).

Genuine job requirements are still allowed. The law targets unfair discrimination, not legitimate, job-based selection — just be ready to justify it.

What should employers do now (before end-2027)?

1. Audit job-ad templates — strip age ranges, photos, non-genuine protected-characteristic language.
2. Write requirements around the job, not the person.
3. Standardise shortlisting criteria.
4. Set up a grievance process with anti-retaliation rules.
5. Train hiring managers on what’s unlawful vs a genuine requirement.
6. Keep records of why each hiring decision was made.

How JustLogin helps

JustLogin’s HR and recruitment tools keep hiring fair and auditable — standardised requisitions and application forms (so protected-characteristic fields don’t creep back), consistent shortlisting, and a clean record of every decision. Explore JustLogin’s HR and recruitment software →

Frequently asked questions

When does Singapore’s Workplace Fairness Act come into force?

The Workplace Fairness Act was passed by Parliament in 2025 and is expected to take effect around the end of 2027. Employers are being given lead time to prepare.

Which employers does the Workplace Fairness Act apply to?

It applies to employers with 25 or more employees when it commences. Employers with fewer than 25 employees are exempt initially, and the threshold will be reviewed within about five years.

Can I still state a language requirement in a job ad in Singapore?

Only if it is a genuine job requirement, for example a role that genuinely requires fluency in a specific language to serve customers. Stating a language, race or religion preference that is not a genuine requirement would be unfair discrimination.

This article is general information, not legal advice. Statutory details based on MOM, TAFEP and Singapore Statutes Online as at July 2026; confirm current timelines before acting.