Skip to content
Singapore Workplace Fairness Act (WFA)
Singapore’s Workplace Fairness Act requires employers to make employment decisions fairly and without discrimination on protected grounds. It converts what were previously non-binding Tripartite Guidelines into statutory obligations.
Last reviewed: 29 September 2026
What it covers
The protected grounds are age, nationality, sex, marital status, pregnancy, caregiving responsibilities, race, religion, language ability, disability and mental health condition.
The Act is enacted but not yet in force. Full commencement is expected by the end of 2027.
How it applies to AI in HR
The WFA does not regulate AI directly, but it removes the defence that an employer didn’t understand or control how an AI hiring tool reached its outcome. Once an employee or candidate raises a claim of discrimination, the burden shifts to the employer to show the decision was not discriminatory.
Employers using AI in recruitment or other employment decisions need outputs that are traceable and can be checked before a decision is acted on; AI is expected to inform a decision, not replace human judgement.
What this means for employers
An AI hiring tool’s opacity is not a defence. Employers remain responsible for the fairness of the outcome regardless of which tool produced it, which puts the emphasis on testing and documenting AI-assisted hiring tools before use, not just at audit time.
This page is general information, not legal advice. AI employment law is moving quickly; confirm your position with qualified counsel before relying on it.
AI regulation
Preparing for the WFA?
Talk to us about testing and documenting your AI-assisted hiring tools before the Act comes into force.
Talk to us