A Guide for Employers on International Women’s Day: Ensuring Compliance for Female Employees in Singapore

International Women's Day is a time to look back and look forward- while we celebrate the progress made over the years toward gender equality in the workplace it is also the time to assess as to what more can be done and to reinforce commitments. World over laws have been enacted to ensure that female employees get equal opportunities, and necessary workplace protections. In Singapore, various employment laws and regulations have been enacted over a period to ensure that women join and more importantly remain part of the workforce. As per reports around 62.6% of women participate in the workforce (compared to 74.9% men); the share of females in the resident labour force is 47.2% as of 2023. Therefore, it is essential for employers to understand their legal obligations and attract and retain female employees.

This post highlights some of the employer compliance requirements under key Singaporean legislation when employing female employees.

Protection Against Workplace Discrimination & Harassment

Legislation: Workplace Fairness Act (2025- passed but to be notified) & Protection from Harassment Act (POHA)

Employers must:

• Prevent gender-based discrimination in hiring, promotions, and salaries.
• Establish anti-harassment policies including grievance mechanisms and confidential reporting channels.
• Conduct training on workplace respect and take disciplinary action against offenders.

Compliance Tip: Set up periodic training for employees to educate them about their rights and duties. Provide instances of what could constitute harassment during the course of training. ?Implement and maintain a well-documented internal grievance mechanism to handle complaints confidentially and fairly.

Maternity Protection & Benefits

Legislation: Employment Act & Child Development Co-Savings Act (CDCA)

These two Acts with the regulations provide the framework for maternity protection and benefits amongst other general compliances that covers working hours, rest days, parent leave, no wrongful termination. To help women balance work and home responsibilities, the Ministry of Manpower introduced part-time employment regulations under the Employment Act in 1996.

Specific to women: Compliances relating to maternity leave and benefits, dismissal during maternity absence

Employers must comply with the following maternity-related entitlements:

• 16 weeks of Government-Paid Maternity Leave (GPML) for Singaporean mothers (please note that there are some other qualifiers as well) and 12 weeks for non-Singaporeans under the Employment Act.
• Paid Childcare Leave-up to 6 days annually for parents of children under 7 years old.
• Protection Against Dismissal- Employers cannot terminate or demote an employee due to pregnancy.

Penalties for non-compliance in providing maternity benefits and protection can be fine up to $5000 or imprisonment up to 6 months or both with that amount and term doubled for repeat offenders

Compliance Tip: Employers must inform female employees (including part-time employees) of their maternity rights and ensure that leave is provided in accordance with the Act and. Maintain proper documentation to show compliance and claim government-paid benefits

Workplace Safety & Health for Female Employees and Pregnant Employees

Legislation: Workplace Safety and Health Act (WSHA)

While the WSHA provides the general compliance requirements in relation to maintaining safety and health of persons at a workplace, the definition of “health” of a person includes a reference to the “health of an unborn child where the person is pregnant.”

Employers must apart from the general compliances ensure that female employees and pregnant employees:

• Work in a safe environment free from exposure to hazardous materials or heavy lifting.
• Are provided adjusted work conditions, if necessary, based on medical advice.

Compliance Tip: Conduct risk assessments and make workplace accommodations for expectant mothers.

Apart from these legislations the Tripartite Alliance for Fair and Progressive Employment Practices (TAFPE) provides guidelines for employers on equal pay for equal work, flexible work arrangements by adopting remote working, hybrid models and do everything necessary to ensure that women enter and remain in the workforce. Singapore also has the Fair Consideration Framework for all employers which prohibits hiring discrimination on the basis of various criteria including sex. Non-compliance with the framework could result in the Ministry of Manpower curtailing work pass privileges

The Way Forward

While the Singapore government enacts legislations and to protect women from discrimination and harassment and promote work-life balance and equal opportunities, employers have a key role in ensuring compliance with the letter and spirit of these legislations. It is essential to build on these foundations and further attract and retain talent and in the process ensure workplace equality. ?By doing so, Singapore can be a model of gender equality and a thriving hub for talent and innovation.

Authored by: Swapna Umakanth

Disclaimer

The information provided on this blog is for general informational purposes only and is not a substitute for professional legal advice. We are not a law firm and are not authorized to practice law in your jurisdiction. Laws and regulations are complex and constantly changing, and information that may be true in one jurisdiction may not apply in another. Before acting on any information you read here, you should consult with a qualified lawyer practicing in the relevant jurisdiction for your specific legal issues or concerns. While we strive to provide accurate and up-to-date information, we make no guarantees that the information on this blog is completely current or error-free. We disclaim any liability for any actions taken or not taken based on the information on this blog.