Singapore’s 2024 anti-discrimination law brings broad worker protections. HR must adapt policies for fair treatment and compliance.
Singapore is set to introduce anti-discrimination legislation in 2024 based on the Tripartite Committee on Workplace Fairness’s recommendations.
The legislation will prohibit discrimination based on key characteristics, including age, nationality, sex, race, religion, disability, and mental health.
Workers will gain broader protections, avenues to report discrimination and improved job access.
The legislation aims to eradicate workplace discrimination, signaling a strong commitment from the government.
HR Executives should prepare to adjust policies, ensure fair treatment, and support compliance with the upcoming legislation to create inclusive and discrimination-free work environments.
Implications for HR Executives in Singapore:
Policy Overhaul: HR executives need to update policies to align with the new anti-discrimination legislation and ensure fair treatment of employees across various characteristics.
Reporting Mechanisms: Implement efficient and secure channels for employees to report discrimination without fear of retaliation, complying with the new legislation’s assurance for reporting errant employers.
Diversity and Inclusion Training: Conduct training programs for employees and managers on anti-discrimination practices, emphasising the importance of inclusive workplace culture.
Recruitment Practices: Review recruitment processes to ensure fair and non-discriminatory hiring decisions based on protected characteristics.
Accommodating Disabilities: Prepare for the issuance of a “tripartite advisory” on reasonable accommodations for employees with disabilities, ensuring compliance and support for these employees.
Penalties and Enforcement: HR executives should understand the range of penalties that can be imposed on errant employers and work to prevent discriminatory practices within their organisations.
Ongoing Compliance: Continuously monitor and adapt HR practices to remain compliant with the evolving legislation and uphold fair treatment and diversity.
By addressing these implications, HR executives can contribute to creating a workplace environment that respects the rights of employees and fosters diversity and inclusion while avoiding potential legal issues.
Do you need to update your organisation’s HR policies on anti-discrimination?
Yes: 53.85%
No: 7.69%
Maybe: 23.08%
Not sure: 15.38%
