Handling workplace harrassment

Transgender persons are at increased risk of harassment and discrimination particularly when their legal gender marker does not match their appearance, or when their gender expression not consistent with workplace expectations. This section helps you understand what workplace harassment and discrimination are, and what you can do about it.

Definition of harassment

In Singapore, the Ministry of Manpower (MOM) defines harassment in the following manner:

Workplace harassment can occur when one party at the workplace demonstrates behaviour that causes or is likely to cause harassment, alarm or distress to another party. Such behaviour can violate a person’s dignity or create an unfavourable work environment for them, which poses a risk to the person’s safety and health.

Workplace harassment can take different forms.

Examples of behaviour that may be considered harassment include but are not limited to:

  • Threatening, abusive, or insulting language, comments or other non-verbal gestures
  • Cyber bullying
  • Sexual harassment
  • Stalking

    • Workplace harassment can also take place through different modes of communications, such as by email, text messaging or social media. It can occur outside of the office space, such as on business trips, clients’ premises or other work-related occasions.

    Workplace harassment can be directed at and/or carried out by:

  • Co-workers
  • Managers and workers
  • Other people at the workplace, e.g. customers, contractors, interns and volunteers

    • Some forms of harassment may also constitute a criminal offence as defined in the Protection from Harassment Act (POHA), including:

  • Intentionally causing harassment, alarm or distress by using threatening, abusive or insulting words, behaviour or communication
  • Intentionally publishing identity information, which causes the target harassment, alarm or distress
  • Threatening to use or provoke the use of violence against the target

    • For more information on harassment, see this TAFEP page for a video outlining various workplace harassment scenarios.

    Definition of discrimination

    Discrimination is when a person is intentionally treated less favourably than others based on reasons other than merit.

    Discrimination can occur based on characteristics including but not limited to race, ethnicity, religion, sex, gender identity, sexual orientation, disability, political opinion, social economic status, mental health, marital status or union status.

    In Singapore, workplace discrimination is covered under two key frameworks:

    the Workplace Fairness Act (WFA),

    and the Tripartite Guidelines on Fair Employment Practices (TGFEP).

    Neither explicitly protects LGBTQ+ identities from discrimination.

    This means there is far less legal protection when it comes to discrimination directly stemming from LGBTQ+ identities. We explore what protection there is for LGBTQ+ workers.

    What is the Workplace Fairness Act (WFA)?

    The WFA is a new law that was passed by Parliament in January 2025 and is expected to come into effect in 2026 or 2027.

    The Act prohibits discrimination against workers on the basis of protected characteristics, namely: age, nationality, sex, marital status, pregnancy status, caregiving responsibilities, race, religion, language, disability and mental health conditions.

    Notably, the definition of sex under the WFA explicitly excludes sexual orientation and gender identity (SOGI). A person’s registered sex as reflected in their NRIC, work pass, other long-term pass or passport is taken as prima facie evidence of their sex. Unfortunately, this means trans workers who feel discriminated against on the basis of their gender identity will not be directly protected under the WFA.

    However, during the parliamentary debate on the law, Minister for Manpower Tan See Leng assured Parliament:

    ‘Let me state clearly that we do not tolerate workplace discrimination, including towards LGBT individuals. We currently handle such cases under the TGFEP (Tripartite Guidelines on Fair Employment Practices) and will continue to do so.’

    What are the Tripartite Guidelines on Fair Employment Practices?

    The TGFEP is a set of guidelines issued by the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP).

    While the guidelines do not carry the same force of the law as the WFA, complaints made may be investigated by the MOM and employers who are found to be in breach of TGFEP may have their foreign employment work pass quotas curtailed.

    Here is what TAFEP has to say:

    The Tripartite Guidelines on Fair Employment Practices (TGFEP) help organisations adopt fair and merit-based employment practices. All employers in Singapore are expected to adhere to the Tripartite Guidelines. According to the Guidelines, employers must recruit and select employees on the basis of merit (such as skills, experience or ability to perform the job), and regardless of age, race, gender, religion, marital status and family responsibilities, or disability. This list is not exhaustive and highlights more common examples of discrimination. TAFEP will look into all cases of workplace discrimination, even if they arise from attributes that are not cited as examples in the Guidelines.

    Dismissal due to discrimination, even on the basis of SOGI which is not explicitly listed as a protected characteristic, is also considered wrongful under the Tripartite Guidelines on Wrongful Dismissal.

    What to do if you experience harrassment or discrimination?

    Discrimination against LGBTQ+ individuals in Singapore is grossly underreported.

    A 2024 study led by researchers from The Courage Lab at the NUS Saw Swee Hock School of Public Health found over half of LGBTQ+ participants experienced at least one form of workplace discrimination or harassment in their lifetime. Yet, just one in 10 respondents had ever reported their experience of harassment to their company, MOM or TAFEP, with most citing a lack of expected support or fear of retaliation from their employers as reasons for not reporting.

    If you wish to escalate…

  • Check your company’s internal policies. Even though SOGI may not be explicitly covered under the law in Singapore, some companies may have HR policies that do offer some protection. Familiarise yourself with the company’s stance on the issue if possible.
  • Document your experiences in as much detail as possible. Tell a safe person what happened and record details that can be used to support your claim if you choose to file a complaint later. For instance, make voice notes or selfie videos where you talk about what happened, or send emails to yourself shortly after each incident. Contemporaneous records can serve as helpful evidence to establish a pattern of behaviour, even if you are not able to capture direct evidence of the discriminatory action.
  • Make an effort to communicate with the other party, if you are able to. Sometimes, you may experience harassment even if the other person did not intend to harass you. If it is safe to do so, let the harasser know that their action is making you uncomfortable, and explain how their behaviour makes you feel and why. A mediator is likely to ask if you have tried telling the harasser to stop their behaviour. If the harassment continues despite your efforts to communicate, it will strengthen your case.
  • Speak to your direct supervisor about the problem or file a complaint with your company’s HR department. Internal channels are typically your first port of call for resolving workplace disputes involving co-workers or managers.
  • Failing that, report your experience to TAFEP.

    • If you have faced harassment or discrimination at the workplace, we highly encourage you to report your experience to TAFEP.

    Since the WFA does not protect LGBTQ+ persons, you may be concerned about retaliation from your employer if and when TAFEP engages them. Nevertheless, members from the community have found TAFEP’s advice helpful. Your employer will not be informed about your report without your permission. TAFEP also operates a hotline that can provide immediate assistance, depending on how complex the enquiry is.

    It is also helpful to the rest of the community for you to report your case to TAFEP, as the main reason cited in Parliament for not protecting LGBTQ+ people outright is because of the low number of reports TAFEP receives from them.

    You may reach TAFEP at 6838 0969, available from Monday to Friday 8.30am to 5.30pm, excluding lunch hours (12pm to 1pm) and Public Holidays.

    If you suspect that you have been dismissed due to your Gender Identity, you may seek mediation through the Tripartite Alliance for Dispute Management (TADM). Possible outcomes include reinstating your job, or offering partial compensation.

    For more information on workplace discrimination, see this article by Same But Different.

    You may also write to us if you need further assistance or advice.

    Email us

    Other avenues for redress

    If your concerns are not adequately addressed by TAFEP and TADM, and you feel you need to escalate the matter further, here are some options.

    Protection from Harassment Act (POHA)

    If the harassment you are experiencing goes beyond the workplace and meets the definition under POHA, you can directly apply for a Protection Order, which legally requires a harasser to stop harassing, threatening or stalking you.

    For more information on POHA and the process of applying for a PO, visit their website.

    How to file and serve a POHA application

    Employment Claims Tribunal (ECT)

    If you have a dispute with your employer and have already undergone a failed mediation by TADM, you may receive a Claim Referral Certificate which would entitle you to file a claim with the ECT. Parties cannot be represented by lawyers in ECT proceedings and the maximum claim amount is $30,000 if you have attempted mediation before filing your claim with the ECT.

    Find out more about the ECT here

    File a civil lawsuit

    If you feel you have grounds for a claim that exceeds the limit of $30,000 under the ECT, or wish to bring any other claims against your employer, you may wish to consult a lawyer.

    You can find a directory of queer-friendly lawyers at the Same But Different website, or attend a free legal clinic for pro-bono aid.

    Queer-friendly lawyers directory

    Free legal clinic list