How to Set Up a Workplace Fairness Policy in Singapore
Set up a workplace fairness policy that supports fair hiring, performance management, promotion, termination, grievance handling, and anti-retaliation.
A workplace fairness policy is the backbone of compliance. Here is how to structure one.
Purpose
State the organisation's commitment to fair employment practices and to the Workplace Fairness Act.
Scope
Cover all employees, contractors, interns, and applicants.
Protected characteristics
List protected characteristics in line with the Act.
Employment decisions covered
Hiring, training, appraisal, promotion, transfer, discipline, and termination.
Roles and responsibilities
Define the responsibilities of leaders, line managers, HR, and the grievance officer.
Reporting channels
Provide multiple confidential channels including a designated email, HR, and an independent escalation route.
Investigation process
Include acknowledgement timelines, evidence handling, interviews, and a written outcome.
Confidentiality
Limit access on a need-to-know basis.
Anti-retaliation
Explicitly prohibit retaliation and define monitoring after a complaint.
Documentation and review
Annual review, version control, and senior leadership sign-off.
Speak to the SAFEteam™ team about a policy setup package and HR governance advisory.
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Disclaimer. This article is for general educational and organisational readiness purposes only. It should not be treated as legal advice. Organisations should seek appropriate legal or professional advice for specific employment law matters.