During this 1-day session, participants will be guided on the following :

Setting the Scene: The Changing Employment Law Landscape

1. Overview of the key statutes & frameworks :

Employment Act, Retirement & Re-employment Act, CPF Act, Employment Claims Act, Workplace Safety & Health Act and the Workplace Fairness Legislation

2. Key 2024–2026 developments:

Gig worker protections, flexible work rights, expanded anti-discrimination duties, enhanced MOM enforcement powers

3. Practical takeaway: “Are your HR policies 2025-ready?” Compliance Readiness checklist

Managing the Employment Relationship: From Hiring to Exit

1. Who qualifies as an employee, contractor, or gig worker – and why it matters legally

2. Key Employment Terms (KETs) and contract essentials: salary, benefits, CPF, overtime and leave

3. Drafting appropriate clauses and managing the employment contract

4. New statutory entitlements: maternity/paternity leave and flexible work requests

5. Managing performance fairly and lawfully – documentation, bias and fairness

6. Interactive activity: Review and improve your employment contract using a compliance checklist

Fairness, Diversity & Anti-Discrimination in Practice

1. Understanding the Workplace Fairness Legislation (2024): prohibited grounds, employer obligations, enforcement

2. Interaction with TAFEP Guidelines and new tripartite advisory updates

3. Avoiding discrimination in recruitment, promotion, performance management and redundancy

4. Incorporating Diversity, Equity and Inclusion (DEI) meaningfully — without overstepping legal lines

5.Case study: Responding to a discrimination complaint and implementing fair corrective action

Managing Workplace Harassment and Behavioural Issues

1. Legal obligations under the Protection from Harassment Act, Workplace Safety & Health Act and TAFEP Harassment Guidelines

2. Handling complaints: internal reporting, confidentiality and due inquiry

3. Recognising harassment vs. interpersonal conflict — assessing severity and next steps

4. When to escalate to Police or MOM

5. Building a psychologically safe and respectful culture — prevention, bystander intervention and support mechanisms

6. Interactive role play: Investigating a harassment complaint involving a manager and ensuring procedural fairness

Grievance Management & Internal Investigations

1. What counts as a grievance, and how it differs from misconduct and whistleblowing

2. Establishing a structured grievance framework:

Policies, reporting channels, timelines, confidentiality, escalation

Integrating grievance handling into workplace fairness obligations

3. Conducting due inquiries — legal standards and best practices from MOM/ECT cases

4. Documentation and communication of findings

5. Simulation exercise: Running a fair grievance inquiry from complaint to resolution

6. Takeaway: Model grievance management policy and checklist

Termination, Retrenchment & Dispute Resolution

1. Fair and lawful termination: notice, payment in lieu, mutual separation, documentation

2. New Tripartite Guidelines on Managing Excess Manpower (2024) – fair redundancy procedures and communication

3. Restraint of trade, non-competes, and post-employment obligations

4. Navigating TADM and ECT processes for employment disputes

5. Checklist: “Before You Terminate” – ensuring fairness, legality and defensibility

Building a Fair and Compliant Workplace Culture

1. Integrating compliance into everyday management and leadership behaviour

2. Empowering managers to recognise and address fairness and grievance issues early

3. Action Plan: Aligning policies, training and culture with new legal obligations

Wrap-up and open Q&A

*** Bonus Topic Coverage ***

Discussion and sharing on Flexible Work Arrangement (FWA) new guidelines are included

At the end of the workshop, participants would be able to :

1. apply key Singapore employment laws confidently and correctly

2. understand and implement fair employment and anti-discrimination practices

3. respond effectively to harassment and misconduct complaints

4. design and operate robust grievance management and due inquiry processes

5. handle terminations and redundancies with fairness and compliance

6. build a culture that sustains respect, trust and legal integrity

“The speaker was very engaging and understandable. The case examples made the topic relatable and the contents captivated my interest throughout.” ----- Fatin Fong, Accounts & HR Manager

“Good for hiring/people managers to attend for alignment.” ----- Irene Chung, HR Director

Business owners, HR professionals, practitioners, executives and any other personnel involved in HR related work or issues in Singapore