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Speaking to us on this podcast is Faith Li, General Manager of the Tripartite Alliance for Fair and Progressive Employment Practices (also known as TAFEP).
Welcome to this episode of HRadiO, the podcast by Human Resources Online (HRO) that gives you insights into the latest trends in HR & leadership. In this edition, we’re discussing "The state of workplace fairness in Singapore".
In August 2023, Singapore’s Government accepted the final set of 22 recommendations by the Tripartite Committee on Workplace Fairness. This was a huge milestone for employees, employers, and the society.
In fact, Minister for Manpower, Dr Tan See Leng said of the Workplace Fairness legislation that it “marks a significant step in Singapore employment law, and it will be scoped to achieve three wins: preserve harmonious workplaces, better protect workers, and support business growth in Singapore”.
On this episode, we have a special guest who is going to decode this development for us – Faith Li, General Manager, Tripartite Alliance for Fair and Progressive Employment Practices (also known as TAFEP). TAFEP works closely with the Ministry of Manpower to ensure employers adhere to the Tripartite Guidelines on Fair Employment Practices and the Fair Consideration Framework.
Listen to the podcast for insights on:
- The evolving role of TAFEP in ensuring the state of workplace fairness in Singapore: TAFEP continues to serve as the first point of contact outside the firm for workers who experience discrimination. Employers can also turn to TAFEP for resources, guidance, checklists, templates, and all the other good things to make sure their practices and processes are on the right side of the law.
- Safeguards put in place against frivolous claims: When TAFEP receives a report, we ask a lot of questions about specific incidents that led the claimant to believe that he or she has suffered from adverse employment outcomes because of protected characteristics. This helps to filter out reports that may be weak or have no basis. Second, the Employment Claims Tribunals can strike out frivolous claims, and/or award costs against such claimants.
- The need for introducing legislation: Any form of workplace discrimination is one too many. The legislation provides an opportunity to put in place certain requirements that would serve the workplace well. Under the legislation, employers will be required to put in place grievance handling procedures to allow aggrieved employees to resolve disputes amicably within the firm in the first instance.
- Examples of workplace discrimination: With discrimination defined as making an adverse employment decision because of any protected characteristic, these would include age; nationality; sex, marital status, pregnancy status, caregiving responsibilities; race, religion, language; and disability and mental health conditions.
- How HR professionals and employers should prepare for the upcoming WFL: As a start, what HR professionals need to pay attention to is to be familiar with the recommendations proposed by the Tripartite Committee. These would be a reflection of what the eventual (workplace fairness) legislation will be.
Intrigued? Head over to the podcast to give it a listen.
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Learn about the recommendations proposed by the Tripartite Committee on Workplace Fairness, along with real-life case examples of workplace discrimination in this article by TAFEP.
Familiarise yourself further with the upcoming WFL, and the two key areas where you can start by reviewing your organisation’s policies and practices by reading this article by TAFEP.
TAFEP provides information and resources to help employers and HR professionals keep abreast of HR best practices. Visit tafep.sg to find out more.
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