Tripartite Guidelines on Fair Employment Practices: What Singapore SMEs Need to Know

In Singapore’s business environment, fair and responsible employment practices are no longer optional — they are a core expectation. The Tripartite Guidelines on Fair Employment Practices provide a structured framework to help employers build inclusive, merit-based and legally compliant workplaces. 

For Singapore SMEs, understanding and applying these guidelines is critical not only for compliance, but also for attracting talent, strengthening organizational culture, and supporting long-term business growth. 

What Are the Tripartite Guidelines on Fair Employment Practices? 

The Tripartite Guidelines on Fair Employment Practices are jointly developed by the Ministry of Manpower (MOM), employers, and unions to promote fair, merit-based employment decisions across the employee lifecycle. 

They apply to all employers in Singapore and cover recruitment, performance management, employee development, and workplace harmony. Official guidelines can be found here. 

Why the Tripartite Guidelines Matter for Singapore SMEs 

SMEs often operate with lean teams and informal HR processes. However, this can expose businesses to compliance risks, particularly during hiring. 

By aligning with the Tripartite Guidelines on Fair Employment Practices, SMEs can: 

• Reduce risk of discriminatory hiring complaints 

• Attract a wider and more qualified talent pool 

• Improve employee trust and retention 

• Strengthen credibility with regulators and partners

Key Principles of the Tripartite Guidelines on Fair Employment Practices 

1. Recruit and Select Based on Merit 

Employment decisions must be based on skills, experience, qualifications, and ability to perform the job — not personal characteristics unrelated to job performance. 

This principle is especially important when drafting job advertisements. 

2. Job Advertisement Examples: What You CAN and CANNOT Use 

Under the Tripartite Guidelines on Fair Employment Practices, job advertisements must be fair, objective, and job-related. 

Examples of Acceptable Job Advertisement Criteria 

These focus strictly on job requirements and competencies: 

• “Minimum 3 years of experience in accounting or bookkeeping” 

• “Proficient in Xero and Microsoft Excel” 

• “Strong communication skills in English for client reporting” 

• “Ability to manage multiple deadlines independently” 

• “Relevant diploma or degree in Finance or Accounting” 

These examples are acceptable because they are directly related to job performance. 

Examples of Unacceptable Job Advertisement Criteria 

The following should not be included, as they are unrelated to job requirements and may be considered discriminatory: 

• “Age below 35” 

• “Only female candidates” 

• “Must be single / married” 

• “Chinese-speaking only” (unless objectively required for the role and properly justified) 

• “Singaporean preferred” (unless permitted under specific regulations) 

• “Christian / Muslim candidates only” 

Such criteria may limit fair access to employment and are discouraged under the Tripartite Guidelines on Fair Employment Practices. 

3. How to Rephrase Job Ads Correctly 

Instead of stating personal attributes, employers should reframe requirements objectively. 

Not recommended: “Chinese-speaking only” 

Recommended: “Role requires frequent communication with Mandarin-speaking clients” 

This approach ensures compliance while still addressing legitimate business needs. 

4. Other Key Principles SMEs Should Apply 

Fair Treatment and Respect 

• Employers should maintain respectful workplace policies and clear communication channels. 

Fair Access to Training and Development 

• Opportunities for training and career progression should be based on performance and potential. 

Fair Rewards and Performance Management 

• Compensation and promotions should be tied to measurable contributions and outcomes. 

Compliance with Employment Laws 

• The guidelines complement Singapore’s employment legislation and should be embedded into daily HR practices. 

How CR Consultancy Supports SMEs 

At CR Consultancy, we help Singapore SMEs: 

• Review and refine job advertisements and hiring processes 

• Align HR policies with the Tripartite Guidelines on Fair Employment Practices 

• Reduce compliance risks while maintaining operational flexibility 

• Build fair, sustainable, and scalable people practices 

Final Thoughts 

The Tripartite Guidelines on Fair Employment Practices provide a clear and practical roadmap for SMEs to hire fairly, manage responsibly, and grow sustainably. 

By adopting these guidelines — starting with compliant job advertisements — SMEs can protect their business, attract better talent, and build a stronger employer brand. 

For guidance tailored to your business, contact us today.