MOM's release on the Workplace Fairness dispute-resolution legislation, passed in November 2025, states an aim for the Act to take effect in end-2027. That stated target should not be described as proof that every provision is already in force. Check subsequent official commencement and implementation announcements before giving a legal answer.

Employers can still improve the clarity and consistency of workplace processes now. Preparation should distinguish current duties and guidance from future implementation requirements.

Keep a dated source register

Record the official document, publication date, stated status and the person responsible for monitoring updates. Do not rely on an undated presentation or a vendor's summary as the definitive explanation of commencement.

Where the organisation needs a legal interpretation, ask the appropriate adviser to identify the applicable provision and date. Mark unresolved questions clearly instead of turning assumptions into a company policy.

Review job-related criteria

Check whether vacancies and interviews explain the actual work and evidence needed. Replace vague judgements with criteria connected to responsibilities. The hiring brief and interview scorecard can help managers explain their reasoning.

For example, “can coordinate competing service requests” can be explored through a relevant example. An unsupported impression that someone is not a “fit” is harder to assess and discuss. Keep the review focused on the work rather than personal assumptions.

Review records and access

Ask whether factual notes identify the evidence considered and the next action. Limit candidate and employee information to authorised people and approved systems. More data is not automatically better evidence, particularly when it is unrelated to the role.

Make sure managers know where to ask questions and how concerns should be raised. A process that exists only in a document may not help a person who does not know the correct contact or next step.

Prepare manager communication carefully

Brief managers on confirmed information and the limits of the briefing. Avoid announcing a complete compliance guarantee based on a checklist. Review templates, training and escalation arrangements as official implementation details develop.

The purpose of preparation is an understandable and fair process, with legal questions handled through the right route. It is not to turn a future-law headline into an automatic assessment of an individual complaint or hiring decision.

Official source

Checked on 27 October 2026. Read the official guidance for eligibility, exceptions and later updates. This is general information; individual cases may need qualified advice. Explore employer tools.