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When people leave because they feel unfairly treated, word gets around. In a tight labour market, your reputation as an employer matters more than many realise, experts from Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) write.
The Workplace Fairness Act (WFA) takes effect at the end of 2027. Although this may seem distant, early preparation will help organisations to be ready when the law takes effect.
The WFA builds on the fundamental principles of the Tripartite Guidelines on Fair Employment Practices (TGFEP), which expect employers to make employment decisions based on merit, not personal characteristics. With the WFA, these expectations will be given legal effect. Employers who make adverse employment decisions such as in hiring, appraisal, training selection, promotion, or dismissal based on protected characteristics will face administrative financial penalties and, in serious cases, heavier civil penalties.
Compliance is only one reason to act early. Employers who practise fair employment can reap tangible benefits. Decisions grounded in clear, job-related criteria are defensible when questions arise. When employees experience consistency in decision-making, they are more likely to trust the process. This encourages them to raise concerns early and supports stronger retention in the organisation.
Conversely, when people leave because they feel unfairly treated, word gets around. In a tight labour market, your reputation as an employer matters more than many realise.
What the WFA requires
The WFA prohibits adverse employment decisions based on protected characteristics across three stages of the employment cycle:
- Pre-employment: Decisions related to hiring, such as screening applicants, inviting candidates for interviews, and making or not making an offer of employment
- In-employment: Decisions related to performance appraisals, promotions, demotions, and provision of training
- End-employment: Decisions related to termination of employment, with or without notice
The WFA also requires a documented grievance handling process – a written process that commits your organisation to inquire about and review each grievance, communicate the outcome, keep records, and protect confidentiality. Employees must be informed of this process in writing.
Fair employment practices take time to be implemented effectively. This includes drafting, reviewing and clearly communicating grievance handling processes, as well as ensuring hiring, promotion, and performance review decisions are supported by documented, job-related reasoning. Managers must also be trained to apply such practices consistently and with confidence. These do not happen overnight.
Assess where you stand with the FPEIndex Workplace Fairness module
To support this, TAFEP, in collaboration with the Institute for Human Resource Professionals (IHRP), has developed a Workplace Fairness module. Designed as a self-check for alignment with both the WFA and the TGFEP, the module is a part of the Fair & Progressive Employment Index (FPEIndex), a free online self-assessment tool that helps employers evaluate how their current practices measure up.
The FPEIndex uses a modular format that can be completed on a flexible basis so you can focus on what matters most to your organisation. Beyond compliance, the FPEIndex covers broader dimensions such as Leadership, Systems, and Communication.
The Workplace Fairness module maps directly to the WFA requirements. It starts with general awareness of the WFA and TGFEP, before looking at practices across the three employment stages. For example, it covers areas like whether job advertisements use non-discriminatory language, whether performance appraisals use objective standards, and whether there is a documented grievance handling process.
This comprehensive set of indicators helps employers to understand how fair their organisation’s employment practices are throughout the employee life cycle, from how prospective employees are selected to whether they have clear recourse in the event of disputes.
Once you complete the assessment, you will receive:
- Practical recommendations to strengthen your employment practices
- Analysis of your organisation’s performance benchmarked against industry peers
- A downloadable report for further planning
The Workplace Fairness module takes about 20 minutes to complete and provides a good starting point before the WFA kicks in. The results and recommendations will help you build a workplace that is not only compliant, but also harmonious and inclusive.
Get started today at https://fairprogressive.sg.
The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) provides information and resources to help employers and HR professionals keep abreast of HR best practices. Visit tafep.sg to find out more.
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