Singapore – Bill Passed to Combat Workplace Discrimination
The Workplace Fairness Bill in Singapore was newly passed into law by the Singapore Parliament on January 8, 2025. It provides comprehensive protections against workplace discrimination, particularly targeting professionals, managers, and executives, as well as older workers. Check out our article to learn more about the retirement age in APAC. The new legislation in Singapore prohibits discrimination based on eleven key categories: age, nationality, sex, marital status, pregnancy status, and caregiving responsibilities, race, religion, and language, as well as disability and mental health conditions.
The legislation sets a baseline standard, allowing employers time to adapt to the new requirements. Existing measures, such as the Complementarity Assessment Framework (COMPASS), work in tandem with the new law to ensure fair hiring practices for both local and foreign workers.
The legislation acknowledges that indirect discrimination, such as issues related to religious practices (e.g., the wearing of the tudong or time for Friday prayers), should be handled through open communication between employers and employees.
Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) will continue to track and address complaints, using this data to refine and improve the legislation over time.
This legislation is an important step forward in creating a more equitable work environment for all Singaporean employees, ensuring that discrimination is systematically addressed and combated.
United Kingdom - Key Implications of the Proposed Domestic Abuse (Safe Leave) Bill for Employers
The Domestic Abuse (Safe Leave) Bill (“the Bill”) was introduced in the United Kingdom’s House of Commons on 8 January, 2025 as a private members' bill, aiming to grant victims of domestic abuse in the UK 10 days of paid leave annually. This would allow victims time off to address challenges such as finding alternative accommodation, attending court hearings, and securing legal advice, without the risk of losing their income. If passed, the Bill would provide victims of abuse with the support they need to prioritise their safety.
The legislation is modeled after similar initiatives in regions like Northern Ireland, Australia, and New Zealand, where paid leave for domestic abuse victims has already been implemented. While the bill is seen as a positive step forward, experts warn that 10 days may not be sufficient for long-term recovery or to leave an abusive situation. Many argue that the legislation addresses only part of the support that victims need and that employers should be prepared to offer more comprehensive resources, including flexible leave policies and long-term recovery options.
Employers will need to recognise the effects of domestic abuse on employees, ensuring they feel safe and supported in disclosing their situation. To aid in this, businesses should consider training HR and management staff on domestic abuse awareness, creating policies that provide clear guidance, and offering practical assistance such as referrals to relevant support agencies.
The second reading of the Bill is scheduled for 20 June 2025, at which point parliament will decide whether the bill will progress further.
Australia – Introduction of the Employee Choice Pathway in 2025
Casual employees in Australia will now have the right to request permanent employment through the new Employee Choice Pathway. This update offers casual workers greater flexibility to transition to permanent roles while ensuring employers maintain compliance with Fair Work Act requirements.
Key Highlights
Employees seeking to transition from casual to permanent employment under the Employee Choice Pathway must meet specific eligibility criteria, including having worked for at least six months (or 12 months for small business employers) from the required period and believing they no longer meet the definition of a casual employee.
On receiving such a request, employers are required to first consult with the employee to discuss the work arrangement and changes, and must then respond to such requests within 21 days and can only refuse if the employee still qualifies as casual under the updated definition from August 2024, there are fair and reasonable grounds for refusal, or compliance with legal recruitment or selection processes would be compromised.
Employees are restricted from submitting a request if they are currently in a dispute about converting to permanent employment, if a previous request was refused within the last six months, or if a related dispute has already been resolved through a formal process. If disputes remain unresolved, they can be escalated to the Fair Work Commission, which holds the authority to issue binding orders on casual-to-permanent conversions.
What This Means for Employers
Under the General Protections provisions, employers cannot take adverse action against employees for using the Employee Choice Pathway. Actions like dismissal or changes to hours to avoid conversion obligations are prohibited.
How Atlas HXM Can Provide Support
Atlas HXM is here to help employers navigate these complex legislative updates with ease. Our platform streamlines the management of workplace changes like Singapore’s Workplace Fairness Bill, the UK’s proposed Domestic Abuse (Safe Leave) Bill, and Australia’s Employee Choice Pathway.
From offering HR solutions and tools to review and update policies for compliance to providing expert insights, Atlas HXM is here to foster inclusive, supportive, and compliant work environments across the globe.