Singapore’s commitment to fair and merit-based hiring is a key pillar of its diverse and competitive workforce. The Tripartite Guidelines on Fair Employment Practices (TGFEP) outline clear expectations on how employers should recruit, manage, and treat employees.

Companies that fail to comply may face MOM investigations, loss of work pass privileges, and reputational harm. Understanding these principles helps employers build fair, responsible, and compliant workplaces.

1. Recruitment Practices: Building a Fair Foundation

Employers should avoid asking for personal information such as

• Age
• Race
• Religion
• Marital status,
• Ask for photographs

Unless legally required, or relevant to the job scope. If a job requires proficiency in a specific language or understanding of certain religious practices, the reason should be explained clearly and tied to job tasks. Employers who do not follow fair hiring practices may face action under the Fair Consideration Framework, including work pass restrictions.

2. Handling Discrimination and Complaints Effectively

Workplace issues may arise even in well-intentioned organisations. Employers should handle all complaints of discrimination or unfair treatment seriously and professionally.

Complaints must be acknowledged and documented promptly. Investigations should be impartial and confidential, giving both parties the chance to be heard. Employers should also ensure that employees have accessible channels to raise concerns and that managers are trained to handle these matters appropriately.

3. Promoting Workplace Harmony and Respect for Diversity

Companies should avoid practices that pressure employees to participate in non-work social activities or cultural celebrations. These should remain voluntary and should never influence performance evaluations or promotion decisions. 

4. Fair Performance Management, Dismissals, and Retrenchments

The TGFEP sets expectations for fair management throughout the employment lifecycle.

Performance management should be clear and measurable. Employees should understand how they are evaluated and have the opportunity to provide feedback or appeal assessments.

When dismissals occur, they must be based on objective and well-documented reasons. Employees should be given the opportunity to respond to concerns and should receive all outstanding wages promptly.

If retrenchments are necessary, employers should explore alternatives such as redeployment or reskilling first. When retrenchment is unavoidable, selection must be fair, communication must be handled with care, and affected employees should receive sufficient notice and support.

5. Consequences of Non-Compliance

Companies that fail to align with the TGFEP may face MOM investigations, increased scrutiny, or suspension of work pass privileges. Beyond regulatory consequences, non-compliance can damage an organisation’s reputation and reduce its ability to attract and retain talent.

6. Practical Steps for Employers

Employers can strengthen their alignment with the TGFEP by reviewing job advertisements, removing non-merit factors from hiring criteria, establishing clear anti-discrimination procedures, training managers, and keeping documentation for all employment decisions. Resources from MOM and TAFEP are available to support compliance.

The Bottom Line

The Tripartite Guidelines on Fair Employment Practices offer a clear framework for creating workplaces that prioritise fairness, merit, and respect. By integrating these practices, employers safeguard their regulatory standing, strengthen team morale, and build cultures where employees feel valued and supported.

Take the time to review your current processes and make improvements where needed. Fair employment is more than a compliance requirement. It is an investment in your people and a foundation for long-term business success.

If you would like support reviewing your HR processes or strengthening your employment practices, our team at Verti is here to help. You can reach us at contactus@verti.sg or +65 6909 5691.