Singapore's Workplace Fairness (Dispute Resolution) Bill Explained

In Singapore, fairness at work is becoming a priority driven by real progress. The latest Fair Employment Practices Report shows that only 6% of employees experienced discrimination in 2023, down sharply from 24.1% in 2018. This drop highlights the effectiveness of workplace fairness legislation in shaping fairer workplaces.

Building on this progress, Singapore has recently introduced the Workplace Fairness (Dispute Resolution) Bill. It’s a key part of the broader push toward workplace fairness legislation, providing clear, accessible paths for employees to raise and resolve workplace fairness disputes.

This article explains what the Workplace Fairness (Dispute Resolution) Bill does, how dispute resolution under the law works, and what this change means for your organization. You’ll also see how an all-in-one HR platform like Omni can help with compliance by centralizing records, streamlining workflows, and updating HR systems to meet the legislation.

What is the Workplace Fairness (Dispute Resolution) Bill?

The Workplace Fairness (Dispute Resolution) Bill, passed on 4 November 2025, provides a clear framework for resolving fairness-related disputes and workplace discrimination Singapore issues in a way that’s both amicable and efficient.

As the second major component of the broader Workplace Fairness Act framework, it complements other workplace fairness legislation with the same goal. Its primary aim is to give employees accessible channels to raise concerns while guiding employers on consistent, structured responses. 

By clarifying the roles of employees and employers, the Workplace Fairness (Dispute Resolution) Bill standardizes resolution processes, supporting compliance and reinforcing workplace fairness legislation principles such as accountability and inclusivity.

Why It Matters for Employers and HR Leaders

With the Dispute Resolution Singapore Bill now passed, employers must be ready. The workplace fairness legislation requires companies with 25+ employees to have formal grievance‑handling processes in place, putting a spotlight on internal HR policies, complaint-handling channels, and documentation workflows. 

Beyond legal compliance, this is an opportunity to build trust and embed fairness into your company culture. When employees know there’s a clear, safe, and fair process to raise concerns, they’re more likely to speak up. In turn, that helps you address issues early and prevent disputes from escalating into formal claims.

Preparing now gives you a head start since the Act is expected to take effect by the end of 2027. You have time to review your practices, train managers, update documentation, and ensure that your HR systems match what workplace fairness legislation expects.  

For many teams, executing these processes across departments can be difficult with spreadsheets and emails alone. Platforms like Omni HR can help centralize complaint records, manager actions, and case timelines into a single platform, supporting audit readiness under evolving workplace fairness legislation.

Read next: Top Regulatory Compliance Monitoring Software for Asia 2025

How the Dispute Resolution Framework Works Under Workplace Fairness Legislation

The Dispute Resolution Singapore Bill encourages early, amicable resolution through a three-stage process:

1. Internal resolution: Employees raise concerns through your company’s grievance process. HR and managers work together to resolve the issue fairly and transparently.

2. Mediation: If unresolved, cases move to mandatory mediation via a neutral third-party. This encourages agreement without formal legal proceedings.

3. Formal adjudication: Only if mediation fails does the case proceed to formal channels. The Employment Claims Tribunals (ECT) handle claims up to S$250,000, while larger claims go to the High Court.

Examples

Scenario: An age-based discrimination claim through all three levels of resolution

Stage 1 – Internal resolution
An employee notices junior colleagues receiving higher-profile projects and raises the concern through the company’s grievance process. HR facilitates a discussion with the manager, who reviews project allocation practices. However, the parties are unable to reach an agreement, and the issue remains unresolved.

Stage 2 – Mediation
Since internal resolution fails, the case proceeds to mandatory mediation with a neutral third-party. Both the employee and employer attend mediation to discuss the concerns and proposed remedies. Despite structured discussions, they are unable to achieve a mutually acceptable settlement.

Stage 3 – Formal adjudication
With mediation unsuccessful, the employee files a claim with the Employment Claims Tribunal (ECT). After examining evidence, including project assignments and performance records, the ECT rules in the employee’s favor and awards S$180,000 in damages, as the claim falls within the S$250,000 jurisdictional cap.

Workplace Discrimination Resolution Singapore: Scope and Protected Characteristics

The Dispute Resolution Bill, similar to most workplace fairness legislation, protects employees from discrimination based on age, nationality, sex, marital status, race, religion, pregnancy, language ability, caregiving responsibilities, disability, or mental health condition. 

Claims can arise at any point in employment, such as hiring, promotions, or terminations, as well as from workplace harassment or unfair treatment (e.g., salary decisions).

Issues that are unrelated to protected characteristics, such as routine performance feedback, standard disciplinary actions, or personal disagreements that don’t involve discrimination, aren’t covered by workplace fairness legislation. 

Internal Grievance Handling: A New Employer Duty

The Workplace Fairness (Dispute Resolution) Bill requires companies to have a transparent, documented grievance-handling process. To execute this, focus on these elements:

• Documented processes: Every concern should follow a set procedure (e.g., an employee reporting harassment fills out a standard form that HR logs and tracks).
• Accessible channels: Employees should have multiple ways to raise issues (e.g., email, HR portals, or anonymous hotlines). This encourages reporting without fear.
• Confidentiality: Sensitive matters should be handled discreetly to protect all parties.
• Clear procedures and timelines: Employees should know who handles their case, how long each stage takes, and what the next steps are.

Embedding these practices supports faster resolution, compliance with workplace fairness legislation, and a stronger culture of fairness and trust.

HR teams often use centralized platforms such as Omni HR to standardize reporting forms, restrict sensitive case access, and securely store complaint documentation to ensure compliance with grievance handling procedures.

Mediation Requirements Under the Workplace Fairness Legislation

Before disputes reach the ECT or the High Court, mandatory mediation is required. This gives both sides a chance to resolve matters, keeps relationships intact, and protects your company’s reputation. 

To make mediation work effectively, HR should:

• Select and train mediators: Select mediators who are formally approved or appointed under the legislation and provide structured training on fair dispute handling.
• Set up clear mediation protocols: Define steps, timelines, and reporting requirements.
• Prepare documentation templates: Keep standardized records of complaints, discussions, and outcomes to track progress and support compliance.
• Communicate processes to employees: Ensure all staff know how to access mediation, emphasizing confidentiality and support.

Taking these steps means that even if a matter isn’t resolved, you’re confident that your company has acted fairly, transparently, responsibly, and in accordance with workplace fairness legislation. 

When Workplace Discrimination Claims Escalate: The ECT & High Court Pathway

If mediation fails, the Workplace Fairness (Dispute Resolution) Bill provides two formal pathways depending on the claim’s size and complexity. Understanding these pathways helps you prepare documentation, follow timelines, and manage the process smoothly.

Which pathway applies

• Employment Claims Tribunals (ECT): Handles claims ≤ S$250,000 via a simplified tribunal process without legal representation.
• High Court: Handles claims > S$250,000 or complex cases, with standard civil court procedures (including full hearings and legal representation).

Both pathways have confidential hearings and keep proceedings private to protect employees and the company. Workers can have union representation, while employers may only have representation in certain situations.

Timelines and filing

Claims must be raised within set timeframes, including deadlines for requesting mediation and filing formal complaints:

• Pre-employment or end-of-employment: Within 1 month.
• In-employment: Within 6 months.

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Generally speaking, early reporting helps prevent stale claims. MOM can, however, accept late submissions if there are reasonable grounds (e.g., illness, pregnancy, maternity leave, or incapacity). 

Evidence and documentation

• Record keeping: Maintain emails, HR logs, performance records, and other relevant documents.
• Presentation: Be ready to present evidence in a clear, organized way. 

Using a unified HRIS such as Omni HR enables organizations to maintain searchable records, including emails, performance reviews, written warnings, and policy acknowledgements, commonly required during formal dispute proceedings.

Timeline for Implementation & What HR Should Do Now

The workplace fairness legislation will take full effect by the end of 2027. Here’s what to do before then:

Immediate actions:

• Review all HR policies to make sure they align with the Workplace Fairness (Dispute Resolution) Bill requirements.
• Train HR staff and managers on handling grievances and supporting employees through mediation.
• Set up mediation channels and protocols, so employees have clear, accessible ways to raise concerns.

Medium-term actions:

• Update internal processes, documentation, and workflows to reflect the new legislation.
• Communicate policy and process changes to all employees clearly and regularly.
• Foster a workplace culture that emphasizes fairness, trust, and early resolution of concerns.

Practical Checklist for HR Leaders

To prepare for the Workplace Fairness (Dispute Resolution) Bill, follow this practical checklist:

• Review grievance policies: Make sure all complaint-handling procedures are up to date and comply with the new legislation.
• Train HR and leadership: Provide training on dispute resolution, mediation, and handling sensitive employee concerns.
• Establish mediation resources: Identify mediators and set up clear protocols to support fair and timely resolution.
• Document incidents and evidence: Keep thorough records of complaints, investigations, and outcomes to support compliance on a centralized HR system like Omni.
• Update contracts and policies: Align employment contracts and anti-discrimination policies with the requirements of the Workplace Fairness (Dispute Resolution) Bill.

Connecting to Broader Workplace Fairness Legislation

As mentioned earlier, the Workplace Fairness (Dispute Resolution) Singapore Bill functions alongside other workplace fairness legislation to create a complete framework for fair workplaces. 

Specifically, paired with the Workplace Fairness Bill, passed on 8 January 2025, which sets protections against discrimination and promotes equitable employment practices, they form the Workplace Fairness Act.

This unified framework supports fair treatment, prevents disputes from escalating, and helps employers build a positive workplace culture.

How HR Technology Supports Compliance with Workplace Fairness Legislation

Preparing for the Workplace Fairness (Dispute Resolution) Bill isn’t only about updating policies; it’s about having the right systems to support consistent, documented, and fair processes.

An all-in-one HR platform like Omni HR can play a practical enabling role by centralizing employee data, workflows, and documentation needed to support grievance handling and dispute resolution under workplace fairness legislation.

Our core HRIS features allow employers to build compliant internal resolution processes, including:

• Employee self-service (ESS) portals for submitting forms, feedback, or complaints through structured internal workflows.
• Secure document storage for maintaining investigation notes, policy acknowledgments, meeting records, and mediation documentation.
• Role-based access controls ensure that confidentiality is preserved, and sensitive information is restricted to authorized HR staff and leaders.
• Configurable forms and automated workflows that allow companies to create internal grievance reporting channels aligned with the Bill’s requirements.
• Audit-ready reporting for demonstrating consistent handling of complaints and resolution actions.

By bringing policies, records, approvals, and employee communications into a single system, HR teams can better manage internal dispute processes, from initial reporting and documentation to mediation tracking and final resolution review, in a way that supports transparency and accountability without increasing administrative burden. Book a demo with our team today to learn more. 

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Frequently Asked Questions

1. What is the Workplace Fairness (Dispute Resolution) Bill?

The Workplace Fairness (Dispute Resolution) Bill establishes a structured framework for resolving workplace discrimination Singapore cases and fairness-related disputes. It promotes early internal resolution, mandatory third-party mediation, and, if necessary, formal adjudication through the Employment Claims Tribunals (ECT) or the courts.

2. Which employers must comply with the legislation?

Under the broader workplace fairness legislation framework, employers with 25 or more employees must implement formal grievance-handling processes to ensure employees have clear, safe, and fair channels for raising workplace fairness concerns.

3. Are all employee complaints covered under this law?

No. The workplace fairness legislation applies only to complaints involving legally protected characteristics linked to workplace discrimination Singapore, including age, nationality, sex, marital status, race, religion, caregiving responsibilities, disability, and mental health conditions. Routine workplace disputes unrelated to discrimination are outside the scope of the law.

4. Do companies need special software to comply with the Bill?

The workplace fairness bill does not mandate the use of specific software. However, employers must maintain documented grievance procedures, uphold confidentiality, retain evidence, and demonstrate consistent handling of cases throughout the dispute resolution Singapore process. Centralized HR systems make these requirements significantly easier to manage at scale.

5. How can Omni HR support compliance with workplace fairness legislation?

Omni HR helps organizations meet workplace fairness legislation requirements by providing operational tools that support internal dispute resolution Singapore processes, including: 

• Employee self-service portals to submit internal forms and requests
• Configurable workflows to route complaints and approvals securely
• Role-based permissions to maintain confidentiality
• Document management for storing investigation records, meeting notes, and mediation outcomes
• Reporting and audit trails to demonstrate procedural consistency

Together, these features enable HR teams to build and maintain structured dispute-resolution frameworks aligned with the workplace fairness bill, helping ensure fair treatment and proper documentation in cases involving workplace discrimination Singapore.