The Code on Accessibility in the Built Environment 2020 (CABE) applies to all new and major retrofitted workplaces, requiring features that support employees with disabilities (Ministry of National Development, Section 2.1). Meanwhile, the Employment Act (Cap. 91, Section 85) prohibits discrimination based on physical or mental disability for employees earning up to SGD 4,500 per month, with broader protection under tripartite guidelines. In this context, a “person with disabilities” follows the definition in the Enabling Masterplan, covering physical, sensory, intellectual, and psychosocial impairments.
Under CABE, employers must adapt built environments—install ramps, widen corridors and provide accessible restrooms. The Employment Act and Tripartite Advisory on Workplace Adaptations for Employees with Disabilities (2021) extend protection into hiring, pay, job assignments and termination. Common workplace adjustments include ergonomic workstations, flexible work hours, assistive software and on-site parking close to building entrances.
Employees should submit a written workplace adjustments request outlining their disability and desired modifications. Employers may request confidential medical documentation to gauge functional limitations. Though CABE itself doesn’t set strict deadlines, the Tripartite Advisory recommends acknowledging requests within five working days and proposing an action plan within 14 working days.
Complaints can be filed with the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) via their online form at www.tafep.sg. TAFEP may facilitate mediation between employer and employee, issue advisory letters or refer serious breaches to the Ministry of Manpower. While there are no direct fines, non-compliance risks reputational harm and, in repeated cases, government-led compliance checks.
Managing workplace adjustments requests under the Code on Accessibility in the Built Environment 2020 & Employment Act protections can be complex—multiple forms, strict timelines, and cross-team coordination all add burden.
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Set up a clear internal policy that outlines who staff should contact and what information to provide. A well-publicized process reduces confusion and speeds resolution.
Designate a point person or team to review each request, consult with the employee directly and document all steps taken. Consistent record-keeping protects against misunderstandings.
Train hiring managers on the types of workplace adjustments commonly needed, from software tools for visual impairments to quiet workspaces for those with sensory sensitivities.
Avoid ad hoc decisions. Treat each request individually but follow the same structured process so every employee receives fair consideration.
