Some S’pore firms take steps to train staff to handle workplace grievances, to align with new laws
Source: Straits Times
Article Date: 03 Feb 2025
Author: Sharon Salim
Specialised training includes being more sensitive in handling workplace grievances.
Some firms in Singapore have taken the first steps to conduct specialised training for in-house human resources (HR) teams to comply with new laws tackling workplace discrimination.
Their actions follow a landmark Workplace Fairness Bill that was passed in Parliament on Jan 8, which specifies that it is unlawful to make employment decisions such as hiring, firing and appraisals based on five characteristics.
The characteristics are age; nationality; sex, marital status, pregnancy status and caregiving responsibilities; race, religion and language; and disability and mental health conditions.
Employers will have to set up grievance-handling processes and inform employees about the procedures.
Etiqa Insurance Singapore, which implemented a grievance-handling process in 2018, has backed the objectives laid out in the Bill.
Human capital director Collin Sta Maria said the company is working on a framework to train its HR managers on how to be more sensitive in handling workplace grievances. There are plans to provide enhanced leave policies tailored to personal circumstances, and give staff access to professional counselling services.
Etiqa is also developing targeted training sessions to better equip its HR team to identify and address potential biases. For example, they will be trained to understand the five sets of protected characteristics outlined in the Bill, and learn best practices in maintaining confidentiality and impartiality in grievance resolution processes.
Manpower Minister Tan See Leng said in Parliament on Jan 7 that cases that cannot be resolved through a firm’s grievance-handling process can go to mediation before a workplace discrimination claim proceeds.
Meanwhile, about 250 employees at Intellect, a Singapore-headquartered integrated mental health company, have access to an existing dedicated channel called Dear HR to report workplace grievances.
Its global head of people team, Ms Praveena Chandrasegaran, said there are plans to get her HR team of eight to go for mental health first-aid certification courses and workplace fairness training, to ensure compliance with the new regulations.
She noted that the success of the new Bill depends on its practical implementation. “Clear guidance will be crucial for businesses and employees to fully understand and benefit from these new protections,” she said.
An example of such implementation is introducing policies that provide reasonable accommodations to help employees transition back to work after mental health-related leave. For instance, offering flexible working hours and looking at environmental adjustments and job redesign.
Ms Chandrasegaran pointed out that fostering workplace fairness extends beyond HR. It requires a collective effort from hiring managers, leadership and the broader teams to cultivate a culture of psychological safety. She added that about 50 staff are trained as mental health first-aiders or are trainers themselves.
Technology company IBM Singapore was an early adopter of the grievance-handling process, and has had access to an employee concerns portal for 15 years.
Ms Tan Siew San, its general manager and technology leader, said the staff portal provides guidance on how workers can raise concerns around behaviour such as workplace bullying and discrimination, and connect with someone for help.
For instance, employees can appeal to a higher level of management for mediation if they think they have been unfairly treated by their immediate manager.
Ms Tan added that employees also have access to 200 business resource groups worldwide to meet others with similar identities and interests, such as individuals with neurodivergence and diverse abilities. “This encourages them to be authentically themselves at work,” she said.
The Straits Times understands that while some firms are preparing for changes, they prefer to wait for more details on the implementation of the legislation and what the second Bill would entail. Meanwhile, others already have a similar framework in place.
The second Bill, which will be separately tabled in 2025, will pertain more specifically to how private employment claims can be made for workplace discrimination.
If passed, both Bills are expected to take effect concurrently in 2026 or 2027.
Mr Lim Yong Yi, managing director of Ranger Investigation and Security Services, voiced concerns that some outsourced services may not be adequately covered in the Bill.
This point was also raised earlier by Nominated MP Raj Joshua Thomas, president of the Security Association Singapore, during the debate on the Bill.
Mr Lim told ST: “Our employees are deployed remotely from our offices at client sites, where the service buyer often stipulates the conditions or requirements for them.”
He added that service buyers who impose unfair practices on security officers are not subject to the law, which may “diminish the effectiveness” of efforts for workplace fairness.
“With this new law, I look forward to continued enhancements to improve workplace fairness and eradicate bad practices in our workplaces,” said Mr Lim.
Source: The Straits Times © SPH Media Limited. Permission required for reproduction.
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