Dispute Resolution Bill explained: How workers and employers can get a fairer resolution

When the first Workplace Fairness Bill was passed in January 2025, it set the stage for stronger safeguards against workplace discrimination.

Now the second Bill, tabled in Parliament on 14 October 2025, fills in the rest of the picture. The Workplace Fairness (Dispute Resolution) Bill outlines how workers can resolve disputes in a way that is quick, fair and just.

While the first Bill laid out the protected characteristics and the mandatory internal grievance handling mechanisms, the latest Bill now defines the framework for resolving disputes.

It also details the procedures for making discrimination claims, specifying how workers and employers can raise, mediate and resolve disputes under a clear, judge-led system.

Together, both Bills form the foundation of Singapore’s first comprehensive anti-discrimination law, expected to take effect in 2027.

Benefits for workers and employers

At its heart, the Workplace Fairness Act (WFA) is designed to preserve harmony and trust in the workplace.

For workers, it provides a formal and accessible avenue to seek redress if they experience discrimination.

For employers, it ensures disputes are handled amicably and efficiently, reducing the risk of costly or drawn-out litigation.

The law encourages early and open communication, allowing parties to resolve misunderstandings before they escalate.

It also protects employers who act in good faith. The framework includes safeguards against unmerited claims and a clear set of rules to prevent abuse of the system.

Framework for resolving workplace disputes

Dispute Resolution Framework [Infographic by MOM]

The proposed law introduces a three-step dispute resolution process, designed to prioritise dialogue and mediation before legal escalation.

Step 1: Grievance Handling

Every employer will be required to have an internal grievance process. This allows workers to raise concerns directly with their employer, supported by clear procedures.

The aim is to resolve disputes at the firm level, preserving the employer-employee working relationship where possible.

Workers can also seek help from their union or the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) at this stage.

Step 2: Mediation

If internal efforts fail, the next step is mediation, where both sides can negotiate a mutually agreeable outcome with the help of an impartial mediator.

Mediation is compulsory before any claim proceeds to court. This reflects the Government’s preference for non-litigious resolution and maintaining workplace harmony.

Step 3: Adjudication

Only when mediation fails will the matter proceed to adjudication. This will be handled by the Employment Claims Tribunals (ECT) or the High Court, depending on the claim amount.

Judicial platforms for claims

Under the Bill, the ECT will expand its current jurisdiction to include workplace discrimination claims up to $250,000.

The ECT currently hears claims for up to $20,000, or $30,000 if the claims are assisted by unions.

The ECT is known for its simplified procedures and absence of lawyers, making it easier for individuals to present their own cases affordably.

ECT judges play an active and guiding role in the process. This helps parties focus on relevant issues, ensuring proceedings remain fair and efficient.

Cases where claims are above $250,000 will be heard in the High Court, where formal court procedures and legal representation are allowed.

This tiered approach ensures proportionality. It allows smaller claims to be resolved swiftly while maintaining a formal judicial pathway for more complex or higher claims cases.

Rules for claims

The new Bill adopts a judge-led approach, where the court actively guides parties through the process to achieve a fairer outcome quickly. Judges can:

• help parties focus on the core issues,

• filter out irrelevant or excessive claims, and

• direct both sides to provide necessary evidence.

All workplace fairness hearings will be conducted in private. This is to create a safe environment where both sides can share their accounts honestly, especially on sensitive matters, such as race, religion, or gender discrimination.

Representation during mediation and ECT hearings

Because legal representation is not allowed at the ECT, workers and employers can seek help from their respective unions.

Worker union representatives can advise members on their rights and obligations, and represent them during mediation or hearings for claims of up to $250,000.

However, employers may only be represented if the worker filing the claim has union representation, and the claim is between $30,000 to $250,000.

Union members working in non-unionised companies can leverage experienced industrial relations practitioners as Tripartite Mediation Advisors. These advisors can also help promote amicable settlements.

Safeguards against frivolous claims

To protect the integrity of the process, the Bill introduces several safeguards against frivolous or inflated claims.

Judges can strike out claims found to be without merit, and costs can be imposed on parties who abuse the process.

The Ministry of Manpower (MOM) will also develop guidelines for appropriate claim amounts and categories, preventing exaggerated demands.

Additionally, time bars will apply to ensure claims are made promptly:

• Within one month for pre-employment or end-of-employment discrimination.

• Within six months for incidents during employment.

This ensures that the evidence remains fresh and gives employers certainty that old grievances won’t resurface years later.

Towards a Fairer and More Cohesive Workforce

Beyond legislation, the Government and tripartite partners will be rolling out education and support initiatives to help employers and workers prepare for the implementation of the WFA.

Once passed, MOM expects to implement the changes by 2027.

Ultimately, the WFA is not merely about penalties or procedures. It is about fostering respect and equality at work, which is a big step towards creating a fair and inclusive working environment for all.

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