Committee of Supply 2023 debate, Day 4: Tan See Leng on stronger enforcement levers and protection against workplace discrimination

All forms of discrimination are not tolerated, and proposed new legislation will provide stronger protection against discrimination in the workplace on the grounds of nationality, age, sex, race, religion, disability and mental health conditions, said Manpower Minister Tan See Leng. Speaking in Parliament on Wednesday (Mar 1), he stressed that stronger protection under the Tripartite Guidelines on Fair Employment Practices (TGFEP) supports Singapore's key social and economic objectives. He said the tripartite partners will work with stakeholders to ensure that there is clarity on issues, such as definitions and scope of employers' responsibilities, to enable the legislation to achieve its intended effect. There will be a wider range of enforcement levers against errant employers. The Fair Consideration Framework job advertising requirement will also be legislated. The Tripartite Committee has also recommended protection against retaliation for those who report workplace discrimination or harassment to give assurance to employees to come forward to report it. Dr Tan pointed out that small firms may not have the corporate competencies to comprehensively implement the new rules from day one. The proposed legislation is “only the first step”. So small firms with fewer than 25 employees will be exempted. Workers in small firms will still be covered by TGFEP. The Government will monitor the ground situation after legislation is introduced and review the exemption with a view to tightening it within five years. The Tripartite Committee has recommended giving religious organisations the discretion to make employment decisions based on religion and their religious requirements. Dr Tan stressed that this discretion given to religious organisations is very “carefully scoped” and will only apply to places of worship and religious organisations with sole religious purpose and function. Dr Tan stressed the need to preserve Singapore's harmonious and non-litigious workplace culture. To this end, the Tripartite Committee recommended that disputes should be resolved within the firm in the first instance and if not, through mediation to repair the employment relationship where possible, with adjudication at the courts only as a last resort.