The Workplace Fairness Act 2024[1] (WFA) was passed into law by the Singapore Parliament (Parliament) on 8 January 2025, signifying a significant step in legally prohibiting certain discriminatory behaviours in the workplace, and mandatorily requiring employers in Singapore to implement grievance handling procedures to meet compulsory requirements.
This landmark legislation
The Worker Protection (Amendment of Equality Act 2010) Bill (the Bill) received Royal Assent on 26 October 2023, becoming the Worker Protection (Amendment of Equality Act 2010) Act 2023 (the Act). The Act will come into force in October 2024, and will extend to England, Wales and Scotland.
The Act amends provisions in
On 4 August 2023, the Tripartite Committee on Workplace Fairness (Tripartite Committee) released[1] its final policy recommendations on the proposed legislative framework to enhance workplace fairness (referred to as the Workplace Fairness Legislation, or WFL), by way of a Final Report that has been accepted by the Singapore Government (Final
In Syeed v. Bloomberg L.P. 2023 WL 350565, the New York Court of Appeals recently accepted certification of a question on state law put to it by the United States Court of Appeals for the Second Circuit, namely:
Whether a nonresident plaintiff not yet employed in New York City or State satisfies the impact requirement
On January 31, 2023, the U.S. Equal Employment Opportunity Commission (EEOC) held a public hearing entitled “Navigating Employment Discrimination in AI and Automated Systems: A New Civil Rights Frontier”.[1] During the hearing, the EEOC explored the potential benefits and harms associated with artificial intelligence (AI) and other automated
On 29 August 2021, Singapore Prime Minister Lee Hsien Loong announced that the Government will enact new laws to formally enshrine the Tripartite Guidelines on Fair Employment Practices (“TAFEP Guidelines”) into statute.1
There are, at present, no specific laws in Singapore which directly regulate workplace discrimination. Employers are, however, expected to abide
One of the challenging circumstances often facing an employer is having to make a tough decision (e.g. termination) with respect to an employee who is known to have a protected characteristic under human rights law. Whether the employee is elderly, has a disability, is gay, or has another protected characteristic, the concern is that the
On 24 June 2021, the Federal Government introduced the Sex Discrimination and Fair Work (Respect at Work) Amendments Bill 2021 (Cth) (Bill) into the Senate. The Bill amends both the Sex Discrimination Act 1984 (Cth) (SDA) and the Fair Work Act 2009 (Cth) (FWA) in response to the Respect@Work
On 17 June 2021, the Australian Human Rights Commission (AHRC) released the “Equality across the board: Investing in workplaces that work for everyone (2021)” report (AHRC Report). The report collates survey and interview data from 118 ASX200 listed companies to portray how these companies are currently combatting the issue
A recent decision of the Employment Appeal Tribunal (EAT) in Allay (UK) Limited v Mr S Gehlen provides useful guidance to employers seeking to rely on the “reasonable steps” defence to a claim of discrimination, harassment or victimisation.
An employer can be liable for acts of discrimination, harassment and victimisation carried out by its employees