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 * 
 * Getting Started
 * Fair
 * Tripartite Guidelines


BEING FAIR

Part of:


Getting Started

 * 1. Abide by the Tripartite Guidelines on Fair Employment Practices
 * 2. Realise the Benefits of Being a Fair Employer
 * 3. Make Your Fair@Work Promise
 * 4. Sign the Employers' Pledge of Fair Employment Practices
 * 5. View Signers of the Employers' Pledge


1. ABIDE BY THE TRIPARTITE GUIDELINES ON FAIR EMPLOYMENT PRACTICES

The Tripartite Guidelines on Fair Employment Practices (TGFEP) help
organisations adopt fair and merit-based employment practices. All employers in
Singapore are expected to adhere to the Tripartite Guidelines.

According to the Guidelines, employers must recruit and select employees on the
basis of merit (such as skills, experience or ability to perform the job), and
regardless of age, race, gender, religion, marital status and family
responsibilities, or disability. This list is not exhaustive and highlights more
common examples of discrimination. TAFEP will look into all cases of workplace
discrimination, even if they arise from attributes that are not cited as
examples in the Guidelines.

 


BEING FAIR

Fair employers develop merit-based workplaces by adhering to the Tripartite
Guidelines on Fair Employment Practices, and implementing good employment
practices.

Fair employment practices are based on the five principles below.


RECRUIT BASED ON MERIT

Recruit and select employees on the basis of merit (such as skills, experience
or ability to perform the job), and regardless of age, race, gender, religion,
marital status and family responsibilities, or disability.


RESPECT EMPLOYEES

Treat employees fairly and with respect and implement progressive human resource
management systems.


PROVIDE FAIR OPPORTUNITIES

Provide employees with fair opportunity to be considered for training and
development based on their strengths and needs to help them achieve their full
potential.


REWARD FAIRLY

Reward employees fairly based on their ability, performance, contribution and
experience.


COMPLY WITH LABOUR LAWS

Abide by labour laws and adopt the Tripartite Guidelines on Fair Employment
Practices.

 

For additional information on how the Tripartite Guidelines may apply to the
following employment practices, refer to:

 * Job advertisements
 * Job application forms
 * Job interviews
 * Grievance handling
 * Performance management
 * Dismissals
 * Retrenchments

Note: 
Under the Fair Consideration Framework , employers who do not abide by the
Tripartite Guidelines will face scrutiny from the Ministry of Manpower and have
their work pass privileges curtailed. For example, they could be debarred from
making and renewing work pass applications.

With effect from 1 Oct 2020, all employment agencies (EAs) have to meet new
licence conditions to strengthen fair hiring practices. The new licence
conditions will require EAs to comply with fair recruitment requirements stated
in the TGFEP when recruiting on behalf of their clients. View the “Fair
Recruitment Requirements - What Employment Agencies need to know” video here. 
 
 
 


TRIPARTITE GUIDELINES

Job Advertisements Job Application Forms Job Interviews Grievance Handling
Workplace Harmony Performance Management Dismissals Retrenchment
Download Guidelines Attempt e-Learning Module


JOB ADVERTISEMENTS

When stating the selection criteria in job advertisements, ensure that they are
related to the qualifications, skills, knowledge and experience of the
candidates. Don't use words or phrases that can come across as discriminatory.

The Tripartite Guidelines state what you must do as a fair employer. For
additional information on how the Tripartite Guidelines may apply, refer here.  

AGE

 * In general, avoid using age as a selection criterion unless you are bound by
   legal or regulatory requirements. In such cases, you may state this upfront.
   You may also state that a job is suitable for older workers, in support of
   national efforts to enhance employment opportunities for older workers.
 * If the nature of the job is physically demanding, such as in the handling of
   heavy cargo, state this requirement in the job description and avoid
   indicating a specific age group.

For example,

You can state You should not state
 * Candidates are required to load and unload sacks of rice of at least 10kg
   each.
 * Candidates are required to handle heavy equipment.
 * Recruiting cashiers. Job is suitable for older workers.

 * Minimum aged 21 and above
 * Below 30 only
 * Age 25 to 30 only
 * Young/Youthful working environment

GENDER

 * Avoid using gender as a selection criterion unless practical requirements are
   involved. In such cases, you must state the reason clearly.
 * State that "both genders may apply" for gender-centric job titles (e.g.
   draughtsman, chambermaid).

For example,

You can state You should not state Health spa requires female therapists to do
personal body massage and spa treatments for its female customers.

 * Strong guys needed
 * Preferably female
 * Female working environment

RACE

You should avoid using race as a selection criterion.

For example,

You can state You should not state All races are welcome.
 * Chinese/Malay/Indian preferred
 * Chinese/Malay/Indian only
 * Chinese/Malay/Tamil speaking environment




RELIGION

Avoid using religion as a selection criterion unless the job requires the
applicant to perform religious functions or fulfil religious certification
standards. In such cases, you must present the requirements clearly, objectively
and sensitively.

For example,

You can state You should not state Hindu priest required to perform wedding
ceremony.
 * Christian/Buddhist/Muslim/Hindu preferred
 * Christian/Buddhist/Muslim/Hindu only

LANGUAGE

 * If you require proficiency in a particular language, clearly state the reason
   for it.
 * Ensure that your job advertisement is in the same language as your
   advertisement media. If your job has any other language text, you should
   provide the reasons for it, which must be job-related.

For example,

You can state You should not state
 * Chinese-language teacher for pre-school centre, good credit in 'O'-Level
   Chinese required.
 * Translator for a leading Malay sports magazine. Proficiency in Malay is a
   must.
 * Tour Guides to take Chinese/Japanese/Indian tourist groups. Knowledge of
   Mandarin/Japanese/Indian dialects is essential.

 * Bilingual in English and Mandarin/Malay/Tamil
 * Native English language/speaking
 * Mandarin/Malay/Tamil
 * Mandarin/Malay/Tamil language/speaking is an advantage
 * Tagalog/Thai language/speaking

NATIONALITY

Avoid using nationality as a selection criterion. In particular, words or
phrases that indicate a preference for non-Singaporeans should not be used.

For example,

You can state You should not state Only Singaporeans

 * Non-Singaporeans/SPRs/foreigners/international candidates/specific
   nationality/preferred/welcome/only/can also apply/will also be considered
 * 新公民 ("New citizen") preferred/welcome/only
 * Specific nationality in describing job roles or titles, for example Italian
   chef preferred, Spanish secretary welcome
 * Native English speaker preferred/welcome/only
 * Candidates with Korean as first language preferred
 * Candidates’ whose Mother Tongue is Tagalog will have an added advantage
 * EP/S Pass/WP/DP/LTSVP Holders preferred/welcome/only
 * Work passes will be applied for successful candidates
 * S Pass quota available
 * Completed, are exempted from, or are not liable for National Service

MARITAL STATUS AND FAMILY RESPONSIBILITIES

Avoid using marital status or family responsibilities as a selection criterion.


JOB APPLICATION FORMS

The Tripartite Guidelines state what you must do as a fair employer. For
additional information on how the Tripartite Guidelines may apply, refer here.

 * Review your job application form to ensure that each field is relevant to the
   job (e.g. skills, qualification and experience). You may refer to TAFEP's
   sample job application form (Word document) for more guidance.
 * Remove fields on age, gender, race, religion, marital status and family
   responsibilities, or disability. If you require information that may be
   viewed as discriminatory, you should state your reasons clearly.
 * Remove fields on photographs or national service liability. If you require
   these for specific purposes, you should request for these at the point of job
   offer or state your reasons clearly.
 * Allow for other forms of identification (e.g. passport number), as NRIC
   numbers can reveal the age of a person. If you require an applicant's NRIC
   number for specific purposes, you should request for it at the point of job
   offer, or state your reasons clearly.

For example, for the post of a Clerical Assistant:

You can ask You should not ask for
 * Whether the applicant has the required skills (e.g. IT and literacy skills).
 * Whether the applicant has experience in a similar job.

 * Age (e.g. NRIC, date of birth)
 * Gender
 * Race
 * Religion
 * Marital status and family responsibilities (e.g. whether pregnant or have
   children)
 * Disability
 * Photographs
 * National service liability


JOB INTERVIEWS

The Tripartite Guidelines state what you must do as a fair employer. For
additional information on how the Tripartite Guidelines may apply, refer here.  

 * Create a list of selection criteria and apply this consistently for all
   candidates.
 * Create a list of interview questions that are directly related to the
   selection criteria. You may refer to TAFEP's list of non-discriminatory
   interview questions for more guidance.
 * Create a proper record of the interview, assessment process and job offer
   made, and keep these documents for at least one year.
 * Avoid asking discriminatory questions. If you must ask questions that may be
   perceived as discriminatory, explain these reasons to your interviewee.
 * Be transparent on your job requirements. For example, you should inform your
   interviewee if the job has irregular working hours or requires frequent
   overseas travel.
 * If you require a specific dress code, bring up the request in a clear and
   sensitive manner.
 * If you are unable to accommodate religious practices due to operational
   reasons, share your concerns in a clear and sensitive manner.
 * If tests are to be used for selection purposes, ensure that they are related
   to the job requirements, and review them regularly for relevance and
   unbiasedness in content or scoring.

For example, for the job of a Project Manager:

You can ask You should not ask
 * How did you handle some of your past projects?
 * How did you contribute to the outcomes achieved?
 * Why do you think you are suitable for this position?

 * How old are you?
 * What is your race and religion?
 * Are you married?
 * Are you planning to have children soon?
 * Do you have any disabilities?


GRIEVANCE HANDLING

The Tripartite Guidelines state what you must do as a fair employer. For
additional information on how the Tripartite Guidelines may apply, refer here. 

 * Handle all complaints of discrimination seriously.
 * Conduct proper investigations into complaints.
 * Respond to the affected person promptly and proactively.
 * Record and file grievances confidentially.
 * Treat both complainant and respondent fairly.
 * Involve unions in the process for unionised companies.
 * Conduct training for all managers and supervisors involved in handling
   grievance.


WORKPLACE HARMONY

A harmonious workplace is one where there is respect for and between all
individuals at the workplace, regardless of their background and beliefs, so
that everyone feels comfortable and safe to contribute and engage with others at
work.

Even as employers and employees are doing more to support various causes at the
workplace, it is important to exercise sensitivity, especially when activities
are held in support of causes unrelated to the business of the employer, or the
job that employees are hired to do. This will contribute to workplaces remaining
harmonious and productive.




BUILDING AND MAINTAINING A HARMONIOUS WORKPLACE  

a. Employers should be sensitive to the diverse cultures, values and beliefs of
their employees when developing, promoting or implementing events, programmes
and policies that are not related to work.

b. Support for any cause should not lead to bullying, harassment or ostracism at
the workplace in any circumstances. Employers should provide employees with a
safe environment to raise their concerns, including through a proper grievance
handling process.

c. Employees should be assessed for performance, promotion and related areas
based only on work-related requirements, as stipulated in these guidelines. 

d. Employees should not be required or pressured to participate in events and
programmes that are not related to work. Non-support or non-participation should
not affect their employment outcomes. 

e. Employers should continue to demonstrate and communicate the importance of an
inclusive and harmonious workplace. 


PERFORMANCE MANAGEMENT

The Tripartite Guidelines state what you must do as a fair employer. For
additional information on how the Tripartite Guidelines may apply, refer here. 

 * Develop measurable standards for evaluating job performance.
 * Review your criteria regularly to check against discrimination.
 * Document and keep all performance reviews for at least one year. This will
   help you appraise objectively during the next appraisal.
 * Set up an internal appeal process to address employees' questions or concerns
   on their appraisals.
 * Communicate posting and training opportunities to all eligible employees.


DISMISSALS

The Tripartite Guidelines state what you must do as a fair employer. For
additional information on how the Tripartite Guidelines may apply, refer here. 

 * Conduct an inquiry to allow your employee to present his/her case before you
   make a decision on dismissal. For more information, you may refer to
   Termination Due to Employee Misconduct .
 * Pay your affected employee on the last day of employment or within three
   working days from the date of dismissal


RETRENCHMENT

Before you start any retrenchment exercise, please refer to the Tripartite
Advisory on Managing Excess Manpower and Responsible Retrenchment (PDF) for
alternative solutions.

The Tripartite Guidelines state what you must do as a fair employer. For
additional information on how the Tripartite Guidelines may apply, refer here. 

 * Always consult the unions (if your company is unionised).
 * Consider alternative solutions (e.g. job redesign or upskilling).
 * Use fair and objective criteria to select employees for retrenchment, and be
   empathetic.

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