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With the WFA set to take effect soon, a new survey highlights gaps in awareness and calls for stronger leadership support, more training, and clearer roles in promoting fair practices at work.
As Singapore prepares for the implementation of the Workplace Fairness Act (WFA), a new survey has found that while many managers are aware of the legislation, gaps remain in understanding its implications and in organisational readiness.
According to NTUC LearningHub’s Industry Insights Report 2025 on human resources, 28% of managers say they understand the WFA’s implications for hiring and workplace practices, while 34% are aware of the specific actions their organisations must take to comply. However, more than three in ten (34%) acknowledge they are aware of the Act but lack full details, and close to one in five (18%) have never heard of it.
When asked what would help them better manage workplace issues and promote fair practices, more than half (54%) of managers cited increased leadership support. This was followed by targeted training on specific workplace issues (47%), improved clarity of roles and responsibilities (46%), more frequent training opportunities (40%), and access to external expertise or consultation (32%).
Despite these needs, training uptake among managers remains low. Only one in four (25%) attended training related to HR practices in the past year. Almost half (48%) have not but plan to within the next year, while 27% say they have no plans at all to do so.
The report, which surveyed 200 managers across HR, business operations, and administration, also found that 55% of respondents believe their organisations comply with labour laws such as the Employment Act, and 54% say their organisations already practise fair and consistent recruitment. Yet, over two in five (43%) feel their organisations should place greater emphasis on fair and inclusive hiring.
On preparedness for the WFA, only 9% of managers say their organisation has taken specific actions to a large extent. More than half (54%) have done so to a moderate extent, while 24% cite a small extent and 13% a negligible extent.
When it comes to accountability, HR is most often viewed as responsible for:
- Fair hiring (44%)
- Grievance handling (46%)
Still, many respondents believe the responsibility should also be shared with:
- C-suite leaders: 28% for fair hiring, 14% for grievance handling
- Hiring managers: 24% for fair hiring, 13% for grievance handling
- Line managers: 19% for grievance handling
Commenting on the findings, Amos Tan, Assistant Chief Executive and Chief Core Skills Officer at NTUC LearningHub, said: "As the Workplace Fairness Act nears implementation, organisations must act decisively to equip managers with the skills and understanding needed to support fair practices."
He added that supporting fair practices will require efforts beyond the HR function, with leaders across all levels playing a role in building inclusive and respectful workplaces. He also noted that emerging technologies, beyond generative AI, could enhance HR functions, but organisations will need to invest in both digital and human skills to ensure ethical and effective adoption.
ALSO READ: Is your organisation ready for the Workplace Fairness Act?
Lead image / NTUC LearningHub Facebook
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