新加坡2025-2026年职场公平与工作准证合规指南
作者：东南亚合规中心编辑团队
TL;DR · 核心要点
新加坡人力部（MOM）于2024–2025年密集发布多项职场公平与外劳管理新规，核心是《职场公平（争议解决）法案》（2025年10月14日公布，2026年分阶段实施）及配套工作准证政策更新。关键合规要点包括：1）所有雇主须建立内部投诉处理机制并保存记录；2）外籍员工申诉将统一由新设的职场公平仲裁庭（WFAT）受理；3）EP/SP/WP申请需同步提交公平雇佣实践声明；4）2026年起公共假期安排已公布（含新增‘新加坡日’观察日）。企业须立即审查雇佣政策、更新HR流程，并确保2025年Q4前完成管理层培训。未合规企业可能面临工作准证暂停、罚款或取消招聘配额。
✅ 合规行动清单 · Compliance Checklist
- ›立即修订员工手册与投诉处理流程，明确内部申诉渠道并存档至少3年（依据2025年10月《职场公平法案》）
- ›在2025年12月31日前完成HR及管理层关于公平雇佣实践的MOM认证培训
- ›自2026年1月起，所有EP/SP/WP续签申请须同步提交经签署的《公平雇佣实践声明》至MOM系统
- ›Revise employee handbooks and grievance procedures to include clear internal complaint pathways; retain all records for 3 years per the Workplace Fairness Bill (Oct 2025)
- ›Complete MOM-accredited Fair Employment Practices training for HR and line managers by 31 December 2025
- ›Submit a signed Fair Employment Practice Declaration with every EP/SP/WP renewal application starting 1 January 2026
English Summary
Singapore’s Ministry of Manpower (MOM) introduced the Workplace Fairness (Dispute Resolution) Bill on 14 October 2025, effective in phases from Q1 2026. It mandates fair employment practices for all employers, establishes the Workplace Fairness Arbitration Tribunal (WFAT), and integrates fairness compliance into work pass applications (EP/SP/WP). Employers must implement internal grievance mechanisms, retain records for 3 years, and submit a Fair Employment Practice Declaration with each pass application. The 2026 Public Holidays list was issued on 16 June 2025 — including statutory observance days affecting payroll and leave planning. Foreign businesses operating in Singapore must train HR teams by December 2025, update employee handbooks by March 2026, and ensure all work pass renewals post-January 2026 include certified fairness attestations. Non-compliance may trigger work pass suspension, levy penalties, or recruitment quota reductions.
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