Managing Workplace Harassment

We are committed to creating fair and safe workplaces for all women by actively combating gender discrimination and harassment at workplaces. To achieve this, we actively engage employers and provide practical guidance on implementing policies and practices that prevent and manage gender discrimination and harassment.

Since 2022, through a series of memorandums of understanding with 22 SMEs, we have provided access to NTUC’s expertise and resources to help these employers establish clear grievance handling mechanisms and enforce appropriate disciplinary measures. the partnership empowers small and medium-sized enterprises (SMEs) many of which lack the capacity or know-how, to build safer, more inclusive environments for their employees.

By taking the lead in establishing clear policies and setting robust standards against workplace discrimination and harassment, WAF sets a strong example for the broader business community. We aspire to foster a culture of accountability and respect across industries — making fair and inclusive workplaces the norm rather than the exception.

[3-Prong Approach to Create Harassment-Free Workplaces]

If you are looking for more information regarding managing and preventing workplace harassment, feel free to learn more about our Tripartite Advisory on Managing Workplace Harassment.

Workplace Advisory and Assistance

For NTUC members who need advice and assistance on workplace harassment, approach your union or contact the NTUC Workplace Advisory.

Non-NTUC members may visit the TAFEP Workplace Harassment Resource and Recourse Centre for help.

Our Caregiving Ecosystem

Flexible Work Arrangements and Workplace Fairness practices form just a part of the broader Caregiving Ecosystem we envision. Other initiatives that factor into a completed and comprehensive ecosystem of support include parental leaves, caregiving support such as childcare services, and not missing out on our trusted helpers back at home. 

As a Union sister once summed up the sentiments of a working mother best: “It is not that women do not want to return to work after a having a child. Many women can in fact, strike a good balance between family and work. However, what women need is peace of mind when they are back in the workplace, and the very thing that will cause a woman to give up her career is the absence of a trusted network of care for her children”.

By ensuring that your loved ones are well-cared for with an enhanced suite of support at home, we help workers head to work each day with a peace of mind. 

Many of us rely on Migrant Domestic Workers (MDWs) to provide vital support at home when it comes to caring for the elderly or young children while both parents are away at work. As such, NTUC supports the Caregiving Ecosystem by also caring for the welfare of employers of MDWs. First-time employers of Migrant Domestic Workers (MDWs) often need help in navigating the complexities of employer-helper relations, and to support our mothers, we launched a new initiative in 2024, Getting To-Gather: Power of Women. This initiative brings together resources and partners, such as the Association of Employment Agencies (AEAS) and the NTUC’s Centre for Domestic Employees (CDE) to strengthen relations between caregivers and their MDWs via fun care-carnivals and awards recognising good relations between MDWs and their employers. 

On 22 June 2025, we partnered with CDE to bring the May Day Domestic Employees Celebration to life, where MDWs and their employers were able to enjoy an exciting line-up of activities from karaoke and live performances, to receiving goodie bags and participating in lucky draws. As part of NTUC WAF’s Fashion Jamboree event, we brought in 50 boxes of generously donated clothes, creating a vibrant pop-up "shop" where migrant domestic workers could browse and pick outfits of their choice—celebrating their style, dignity, and well-being in a fun, empowering way.