.svg)
Singapore currently has no statute requiring employers to accommodate disability. Workplace disability practice is governed by the Tripartite Guidelines on Fair Employment Practices, administered by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), which are advisory but are enforced indirectly through the Ministry of Manpower’s work-pass and administrative levers.
That will change: the Workplace Fairness Act 2024, passed by Parliament in two parts on January 8 and November 4, 2025, is Singapore’s first binding anti-discrimination statute. It names disability and mental health condition as protected characteristics, prohibits adverse employment decisions based on them across hiring, appraisal, training, promotion and dismissal, and requires covered employers to maintain a written grievance-handling process.
It is expected to come into force by the end of 2027, initially for employers with 25 or more employees, with the small-employer exemption to be reviewed within five years. Note that the Employment Act does not contain an anti-discrimination provision.
Under the Tripartite Guidelines, employers are expected to recruit and select on merit, to consider reasonable adjustments that let an employee with a disability perform the role, and not to treat a disability as a bar to employment where the essential functions can be performed with support. Common adjustments include assistive technology, modified duties or schedules, flexible or remote work, and accessible workstations.
The Ministry of Manpower has indicated that a Tripartite Advisory on Reasonable Accommodations for Persons with Disabilities will complement the new Act, and employers should expect the advisory standard to harden once the Act commences. SG Enable administers the Open Door Programme, which funds workplace modifications, assistive technology and job redesign.
There is no statutory documentation rule today, but good practice under the Guidelines is to discuss the employee’s needs directly, request only the medical information needed to identify a suitable adjustment, and record the outcome. Medical information is personal data under the Personal Data Protection Act and must be collected and used only for a reasonable purpose with consent.
Once the Workplace Fairness Act commences, covered employers will need a written internal grievance procedure that protects complainant confidentiality, and claims will proceed through mandatory mediation before the Employment Claims Tribunals or the High Court.
Today, breaches of the Tripartite Guidelines are handled by TAFEP and the Ministry of Manpower, whose administrative actions can include curtailing an employer’s work-pass privileges. Under the Workplace Fairness Act, once in force, breaches will attract civil penalties, and employees will be able to bring claims of up to SGD 250,000 before the Employment Claims Tribunals under a simplified, judge-led process. Retaliation against employees who raise grievances will be prohibited.
Managing workplace adjustments requests under the Tripartite Guidelines on Fair Employment Practices; Workplace Fairness Act (passed 2025, in force from 2026–27) can be complex—multiple forms, response deadlines, and cross-department coordination all add complexity.
Disclo centralizes every case in one dashboard:
Ready to streamline your Singapore workplace adjustments workflow? Request a demo today.
This guide is provided for general informational purposes only and does not constitute legal advice. Employment laws change frequently and vary by jurisdiction. Consult qualified employment counsel before acting on any information here. Last reviewed: September 2026.
