Singapore
Overview
Please review the information below and then return to the workplace harassment prevention course.
Harassment is prohibited under national law, regardless of whether the conduct is related to a protected characteristic or not.
Applicable Laws
Singapore law does not expressly address employment discrimination. The Tripartite Guidelines on Fair Employment Practices, which are guidelines and do not have the force of law, state that employers should not discriminate against workers on the basis of age, race or marital status.
The Protection from Harassment Act 2014 prohibits an employer from harassing an employee, regardless of whether the conduct is related to a protected characteristic or not.
Protected Characteristics
Please refer to the Applicable Laws section.
Definitions
Harassment
Harassment is defined as:
- the use any threatening, abusive or insulting words or behaviour,
- making any threatening, abusive or insulting communication, or
- publishing any identity information of the target person or a relation, which causes the target person or any other person harassment, alarm or distress.
Filing a Claim in Singapore
A claim for workplace harassment may be filed in court.
Potential Remedies
In Singapore, an employee who has experienced workplace discrimination or harassment may be entitled to monetary and other remedies. An employer may be required to take certain actions to correct or redress discriminatory harassment or violations of workplace safety standards. Potential remedies are listed below.
- Compensation for lost wages and benefits
- Damages for injury to dignity or feelings
Retaliation Prohibited
Employer retaliation against an employee who files a complaint relating to discrimination or harassment or is involved in the complaint process is unlawful.
The information contained on this page is for informational purposes only.
It does not, and is not intended to, constitute legal advice.