1. Adoption of the Workplace Fairness (Dispute Resolution) Bill[[1]]
As mentioned in our last newsletter “Singapore Employment Law: September 2025 updates” dated 3rd October 2025, the Workplace Fairness Act 2025 was adopted by Parliament on 4th November 2025, as announced by Ministry of Manpower (“MOM”).
The Workplace Fairness (Dispute Resolution) Bill (the “Bill”) establishes Singapore’s first statutory framework for addressing workplace discrimination. It introduces a civil claim mechanism allowing employees or job applicants to challenge adverse employment decisions made based on protected characteristics. Before a claim may proceed to the Employment Claims Tribunals (“ECT”) or the High Court, the parties must first attempt mediation with a third-party mediator approved by the Commissioner for Workplace Fairness – the statutory authority responsible for administering and overseeing the workplace fairness dispute-resolution process[2]. If mediation is unsuccessful, claims of up to SGD 250,000 will be heard by the ECT under a simplified, judge-led process without legal representation, while more complex or higher-value matters may be referred to the High Court.
All discrimination claims will be heard in private to safeguard confidentiality and prevent unnecessary public exposure. The Bill also introduces safeguards against frivolous or abusive claims, empowering employers and the courts to strike out unmeritorious cases, impose cost orders, and address repeated misuse of the process.
The framework is intended to promote workplace harmony by encouraging early and amicable dispute resolution, while ensuring a fair avenue for genuine claims. The Bill is expected to come into force by the end of 2027, with MOM, the Tripartite Alliance for Fair & Progressive Employment Practices and the Tripartite Partners providing guidance and training to help employers prepare. Its broader objective is to encourage fair, respectful and transparent workplace practices.
2. Updated Employment Pass Qualifying Salary Thresholds from 2026[[3]]
From 1st January 2025 for new applications and from 1st January 2026 for renewals of passes, the employment pass qualifying gross monthly salary will increase from the current minimum of SGD 5,000 to SGD 5,600 for younger candidates, with age-adjusted thresholds rising progressively to SGD 10,700 for candidates aged 45 and above (previously capped at SGD 10,500).
In the financial services sector, the qualifying gross monthly salary will increase from SGD 5,500 to SGD 6,200 for younger candidates, with the upper age-adjusted limit rising from SGD 11,500 to SGD 11,800 for candidates aged 45 and above.
3. Ceasing of the Work Permit (Performing Artiste) Scheme from 1 June 2026[[4]]
The Work Permit (Performing Artiste) scheme, introduced in 2008 to allow licensed entertainment venues to hire foreign performers for short-term engagements, has been subject to extensive misuse. Recent enforcement operations uncovered syndicates using the scheme to place performers in unlicensed employment. As the scheme no longer serves its intended purpose, MOM will cease accepting new applications from 1 June 2026. Existing performers may remain until their permits expire or are cancelled.
This decision was made following consultations with the Singapore Nightlife Business Association to allow affected businesses sufficient time to adjust. Companies may engage performers through service providers, hire eligible foreign artistes under regular work passes, or rely on the Work Pass Exempt framework for short-term performances meeting government criteria.
MOM and Ministry of Trade and Industry will continue monitoring developments in the nightlife sector together with industry partners.
4. Highlights from the Labour Force in Singapore Advance Release 2025[[5]]
Despite a slight drop in labour force participation in 2025, other indicators point to continued labour market resilience: rising real incomes[6], a high share of permanent employment, and low unemployment and under-employment.
Unemployment remained low across all demographic groups, with both Professionals, Managers, Executives and Technicians (“PMETs”) and non-PMETs recording similar rates of 2.8%. Long-term unemployment and labour underutilisation also declined, reflecting stable hiring conditions and ongoing demand for labour.
Real incomes increased for lower-wage and median workers, supported by the expansion of the progressive wage model. Although fewer residents changed jobs compared with the previous year, most job movers continued to experience real income gains.
Looking ahead, global uncertainties may moderate hiring, but government initiatives in skills development, job redesign and career support are expected to strengthen workforce resilience and improve long-term employment outcomes.
The full report is available at: https://stats.mom.gov.sg/Pages/mrsd-labour-force-in-singapore-advance-release-2025.aspx
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[[1]] Ministry of Manpower’s website, “Workplace Fairness (Dispute Resolution) Bill Provides Framework For Resolving Workplace Discrimination Disputes Amicably And Expeditiously”
[[2]] Singapore Statutes Online’s website, “Workplace Fairness Act 2025”
[[3]] Ministry of Manpower’s website, “EP qualifying salary (Stage 1)”
[[4]] Ministry of Manpower’s website, “Work Permit (Performing Artiste) scheme will cease from 1 June 2026”
[[5]] Ministry of Manpower’s website, “Labour Force in Singapore Advance Release 2025”
[[6]] Real incomes refer to workers’ earnings adjusted for inflation, reflecting their actual purchasing power.
Disclaimer: This newsletter and its content are for informational purposes only and do not constitute legal advice. Readers should seek legal or professional advice before taking or refraining from any action.