eduKate Singapore

VIEW THIS AS

Auto mode follows the Route Engine until you choose a viewpoint.

YOU ARE HERE

ROUTE CHECK

CONNECTED TO

WHAT NEXT

Use the canonical route for this room, or HELP if you are unsure.

Next useful routeCanonical hubHELP

Getting Help in Singapore | Workplace Harassment, Discrimination and TAFEP Reports

—

by

eduKate Asia
Editorial illustration showing two 26-year-old adults listening carefully and repairing a misunderstanding during a respectful conversation.

If you are experiencing harassment or discrimination at work in Singapore, you can seek help even when you are not sure whether the conduct meets the legal definition of an offence. First protect your immediate safety, preserve relevant records and identify your workplace’s grievance channel. If reporting internally is unsafe, involves the person responsible for handling complaints, or has produced no adequate response, contact the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). TAFEP accepts online reports and provides advice on employment discrimination and harassment.

TAFEP’s published contact number is 6838 0969, with office-hour telephone support Monday to Friday, 8.30am–5.30pm, excluding public holidays and the stated lunch break. For immediate physical danger, contact Police 999, not an office-hour employment helpline. Where conduct may be criminal, an online Police report or a complaint under the Protection from Harassment Act (POHA) may also be relevant. These routes do different things.

The most important 2026 distinction: Singapore’s Workplace Fairness Act has been passed but is scheduled to take effect at the end of 2027, according to TAFEP’s official Workplace Fairness guide. Do not present its future statutory claim process as already available in November 2026. In the meantime, TAFEP assists under current tripartite guidelines and existing laws.

Quick action guide:

  • Immediate threat or violence: get to a safe place and contact Police 999.
  • Workplace harassment: preserve evidence, report through a safe and impartial HR or management channel, or seek TAFEP advice.
  • Discriminatory hiring, promotion or treatment: report through TAFEP’s official contact form, using factual details.
  • Supervisor or HR person is responsible: report to an independent senior person or ask TAFEP about an impartial investigation.
  • Dismissed after reporting harassment or discrimination: urgently check the one-month wrongful-dismissal claim deadline through TADM, where applicable.
  • Stalking, online harassment or threats: consider the Police and, where eligible, the Protection from Harassment Court (PHC).
  • Need emotional support: consult a suitable professional; national mindline 1771 is a 24-hour first-stop mental health support service.

Contents

Workplace Harassment Versus Discrimination

The terms are sometimes used interchangeably, but they describe different concerns.

Harassment may include threatening, abusive or insulting communication, sexual harassment, unwanted conduct, repeated intimidation or other behaviour causing alarm or distress. It can happen in person, during workplace messaging or in work-related online interactions.

Discrimination involves employment decisions or practices that treat people unfairly for reasons unrelated to professional merit, such as particular personal characteristics. TAFEP lists examples involving age, nationality, sex, pregnancy, caregiving responsibilities, race, religion, language ability, disability and mental health conditions under the planned Workplace Fairness Act.

Not every rude comment is automatically a legally established case of harassment. Not every rejection at an interview proves discrimination. But you do not need to resolve the ultimate legal question yourself before asking TAFEP for help.

The useful first step is to describe what happened, who was involved, how it affected you and what response you need.

Step 1: Protect Your Safety and Wellbeing

If there are credible threats of violence, stalking, sexual assault or another immediate danger, put safety before workplace procedure. Go to a place where you can obtain assistance, contact security or emergency services when necessary, and seek medical care for injuries.

For non-immediate situations, you might reduce avoidable contact with the person while the employer investigates, request a different reporting arrangement or ask for another appropriate interim workplace safety measure. The solution depends on the job and circumstances.

TAFEP’s harassment guidance encourages people to obtain assistance, preserve relevant evidence and use workplace grievance procedures. It also recognises that a person may need emotional support as well as employment help.

Do not assume you must confront someone directly where that would be unsafe. Reporting through an appropriate person or external organisation can be safer.

Step 2: Build a Factual Incident Record

An accurate record helps an investigator distinguish a single disagreement from repeated behaviour or possible discriminatory decisions.

For each relevant incident, note:

  • Date, approximate time and location or digital platform.
  • Names or positions of people involved.
  • Specific words, conduct or workplace decision complained about.
  • Who witnessed it and what they directly observed.
  • Screenshots, emails, messages or documents that you lawfully possess.
  • Any impact on work arrangements, safety, wellbeing or career progression.
  • Whom you told, when you told them and how they responded.

Keep the original context. Do not edit messages to make them appear more serious, invent a witness or collect confidential company records you are not authorised to access.

If a witness is willing to provide an account, let them use their own words. A good investigation should hear more than one side before making findings.

How to Report Harassment to HR or Management

Start with the employer’s established reporting process when it is appropriate and safe. That may be through a supervisor, HR, an ethics hotline, a designated grievance officer or another independent channel.

A concise written report can say:

“I wish to raise a concern about conduct affecting my workplace safety and wellbeing. On [date] at [location], [specific incident] occurred. The people involved were [names or roles]. I have [evidence] and am asking for a fair investigation, appropriate interim protection and an explanation of the reporting process. Please let me know who will handle the matter and how confidentiality will be managed.”

This asks for a process and a safe outcome rather than demanding a finding of guilt before an investigation.

TAFEP’s employer guidance emphasises neutral investigators, confidentiality, fair treatment of both sides, progress communication, appropriate action and non-retaliation.

What if Your Supervisor Is the Harasser?

You should not have to rely on the person you are complaining about to decide whether your complaint has merit.

TAFEP advises using another appropriate route: HR, senior management, regional or headquarters HR, or an independent third party when the allegation involves the highest level of management.

Explain any conflict of interest in the ordinary reporting chain. For example, “The person named is my direct manager and normally receives grievances, so I need an alternative channel.”

If no safe internal channel exists or the employer does not respond adequately, contact TAFEP. Explain whether you have already tried internal reporting, when it happened and what concerns you have about the proposed process.

How to Report to TAFEP

Use TAFEP’s official contact page. It offers separate choices for workplace discrimination, workplace harassment, general employment enquiries and other matters.

The report should be factually specific. Include your name and contact information, employer details, your role, what happened, supporting evidence and any earlier reports made internally.

TAFEP says it may contact the employer to request a fair investigation or address problematic practices, while taking confidentiality concerns into account. If you are worried about the employer discovering your identity, tell TAFEP this before requesting intervention.

Is the report completely anonymous?

TAFEP accepts enquiries from people worried about revealing their identity, but a complaint concerning a specific person’s treatment may be harder to investigate without relevant facts. The agency explains that sharing identity can help the employer investigate and address the matter.

Do not assume that every report remains anonymous under all circumstances. Discuss the investigation process, information-sharing and your concerns with TAFEP.

Can TAFEP force my employer to pay damages?

No. TAFEP states that it cannot determine or negotiate monetary compensation for workplace harassment. Other legal or employment dispute routes may apply.

TAFEP may assess whether the employer’s policies and handling are appropriate, request investigation, recommend improvements and, for discrimination cases, refer serious findings to MOM for enforcement consideration.

These are different functions from a court order for compensation or a TADM salary claim.

Reporting Workplace Discrimination

Examples worth raising for assessment may include an advertisement excluding applicants on an irrelevant personal characteristic, a training opportunity denied for an apparent discriminatory reason, or a workplace decision involving pregnancy, disability or caregiving responsibilities.

However, you need facts, not an assumption that every adverse decision is discriminatory. A lawful job requirement, documented performance problem or objective business need can produce a negative outcome without necessarily being unlawful discrimination.

Keep job advertisements, interview messages, decision notices, applicable policies and your own performance or qualification records. Describe why you believe the particular characteristic influenced the decision.

TAFEP’s guide for individuals explains how to raise concerns, use internal grievance channels and contact TAFEP where unresolved.

What Changes Under the Workplace Fairness Act in 2027?

As of 5 November 2026, the Workplace Fairness Act is not yet in force. TAFEP says it is scheduled for implementation at end-2027. It will establish a statutory structure for certain discriminatory employment decisions and the associated dispute-resolution process.

The planned protections address specified characteristics in hiring, appraisal, training selection, promotion and dismissal. They are intended to complement, not simply replace, the broader Tripartite Guidelines on Fair Employment Practices.

Do not delay a current complaint until 2027. Today’s workplace harassment, wrongful dismissal and other disputes may already have avenues through TAFEP, existing employment rules, Police reporting or POHA, with time limits that may pass before the new law begins.

For any future case, verify the eventual commencement date and actual procedure rather than relying on an article written before implementation.

What If You Were Dismissed After Reporting Harassment?

This is where it is important to separate TAFEP workplace support from a wrongful dismissal claim.

TAFEP says a worker who believes they were dismissed for reporting harassment may consider a wrongful dismissal claim through the Tripartite Alliance for Dispute Management (TADM).

The general deadline for most such claims is within one month after your last day of employment. If you are close to that deadline, checking the actual claim eligibility and filing procedure is urgent.

Keep the termination letter, dates of complaints, employer responses, performance records and relevant correspondence. Do not assume that an internal review or TAFEP inquiry automatically suspends TADM’s filing clock.

See Getting Help in Singapore | Unpaid Salary, Wrongful Dismissal and TADM Claims for the relevant employment-claim distinction.

What if Harassment Happens on WhatsApp or Social Media?

Workplace harassment can happen through work chats, repeated direct messages, public posts, inappropriate image-sharing, threats or impersonation. The fact that the behaviour happened off the office floor does not automatically make it irrelevant.

Preserve the complete messages and useful context. Avoid reposting private or explicit content publicly as proof. Depending on the conduct, there may be platform reporting options, internal workplace processes or legal remedies.

The Singapore Judiciary’s guide to protection from harassment explains that POHA can apply to harassment, stalking and relevant online behaviour. Whether your case qualifies requires its actual facts.

If personal safety is threatened, obtain urgent Police help rather than relying only on reporting buttons.

Protection from Harassment Act and Court Remedies

POHA provides statutory remedies for qualifying harassment, stalking and related acts. The Protection from Harassment Court can hear appropriate civil applications.

The Judiciary distinguishes civil protection orders, other non-monetary orders and claims for damages. Criminal issues can be reported to the Police, and those proceedings are separate from a civil application.

The simplified PHC procedure uses the Community Justice and Tribunals System (CJTS) for eligible matters. The Judiciary’s guide says such proceedings have limits, including a S$20,000 maximum monetary claim and a two-year filing period for eligible simplified claims. Other cases may require standard proceedings.

Do not start court action merely because a colleague has been rude. Assess whether the facts, evidence, legal requirements and remedy fit the statute, and obtain advice where necessary.

Sexual Harassment: Where to Get Help

Unwanted sexual remarks, threats or conduct may be serious even if no physical contact occurred. The relevant response may involve employer safeguarding, TAFEP guidance, Police reporting or specialist emotional support.

TAFEP’s affected-individual guidance identifies the Sexual Assault Care Centre at AWARE, with 6779 0282 and sacc@aware.org.sg, as a support route.

A person may need professional medical care or emergency protection. Avoid pressuring them to tell every detail repeatedly to colleagues. Let the person know what reporting and support options exist, while recognising any mandatory safeguarding or legal duties that may apply.

An employer should handle allegations fairly and sensitively, including the needs of both the person reporting and the person accused, without prejudging the findings.

What If a Customer or Client Harasses You?

Harassment can come from a customer, vendor or third party rather than a co-worker. TAFEP says even platform workers and self-employed individuals may approach it for advice on harassment connected with their work.

Where the setting is a shop, clinic, service counter or customer-facing role, explain whether management can provide safe staffing arrangements, security support or other appropriate measures.

Do not assume the company has no responsibility to consider the issue merely because the person complained about is not employed by the same organisation. The specific legal duties and possible options depend on the circumstances.

What to Expect From a Workplace Investigation

A fair investigation should gather accounts from those involved, consider reliable evidence, appoint impartial people to review the matter and avoid unnecessary disclosure.

TAFEP expects employers to communicate and address reported concerns appropriately. Its public case study about a worker who received no updates demonstrates why closing the loop matters even after the company has investigated. An investigation should not become an indefinite period of silence.

Ask for a contact person, the process to be followed and when a next update is expected. It may not be possible to disclose every disciplinary detail about another employee, but the complainant can still reasonably ask what protective steps concern their own situation.

What if the employer says no harassment occurred?

Ask for an explanation of the process, whether relevant evidence and witnesses were considered, and what avenues of review exist. You may ask TAFEP for advice on whether the employer handled the matter fairly.

TAFEP cannot simply overturn every management decision. The appropriate next step might be improved workplace safeguards, external legal advice or another authority, depending on the facts.

Supporting Someone Who Reports Harassment

If a colleague tells you about an incident, avoid instantly declaring either side guilty. Listen respectfully, ask about immediate safety and help them identify a reporting channel or support person.

If you were a witness, give an accurate account of what you saw or heard. Distinguish your observations from rumours and resist pressure to coordinate stories.

Do not share a colleague’s private report, sexual content or medical information in a group chat. If you are a manager, check your duty to escalate credible safety concerns through the employer’s formal process.

What If You Need Counselling or Legal Advice?

Workplace harassment can affect sleep, concentration, confidence and health. A counselling or medical appointment may help someone manage the impact while an employment report is handled separately.

Singapore’s national mindline 1771 offers 24-hour mental health guidance. See Getting Help in Singapore | Mental Health Helplines and Counselling.

For legal remedies, Pro Bono SG’s community legal clinics may provide a basic first conversation for eligible people. More information is available in Getting Help in Singapore | Free Legal Advice and Legal Aid.

Four-Week Practical Action Plan

Immediately: secure your safety, seek medical attention where necessary and keep critical messages or documents. If danger is immediate, contact Police rather than waiting for an internal meeting.

Week 1: prepare a factual incident record, check the company policy and use the appropriate reporting channel. Where that channel is conflicted or unsafe, contact TAFEP.

Week 2: ask who is investigating, what interim safeguards are in place and when you will receive updates. Save relevant correspondence.

Week 3: review whether the matter has been handled fairly, consider further TAFEP guidance and obtain legal advice if POHA or employment rights may be involved.

Week 4: follow up on unresolved safeguards and findings. If you have been dismissed, do not follow this four-week schedule instead of filing within the actual one-month legal deadline.

The plan is a reader’s organising aid, not an official processing timetable. A serious threat or statutory deadline takes priority.

Frequently Asked Questions

Who should I report workplace harassment to in Singapore?

Use a safe workplace grievance channel, or contact TAFEP for advice and assistance. Serious threats or suspected criminal conduct may warrant Police involvement.

What is the TAFEP hotline?

TAFEP lists 6838 0969, with service on working weekdays during its published office hours. Its online reporting form is at tal.sg/tafep/contact-us.

Can TAFEP guarantee a payout?

No. TAFEP does not determine or negotiate monetary damages for harassment. Legal or employment-claim procedures are different.

What if the harasser is the owner or CEO?

Ask TAFEP about impartial handling. Its guidance recommends that the company appoint an independent third party when allegations involve its highest authority.

Can I report anonymously?

You can discuss privacy concerns with TAFEP. Case-specific investigation may require disclosure of relevant identity and facts, so full anonymity cannot be assumed.

Is the Workplace Fairness Act already in force in November 2026?

No. TAFEP says it is scheduled to take effect at the end of 2027. Existing guidelines and other laws remain relevant now.

Can I go to Police for workplace harassment?

Where conduct may constitute an offence, Police reporting may be appropriate. For immediate danger, call 999.

Can I apply for a protection order?

Possibly, if the case meets the Protection from Harassment Act’s criteria. The Judiciary’s PHC guidance explains the eligibility, procedure and evidence requirements.

What if I am fired after making a report?

Check TADM wrongful dismissal rules immediately. The general deadline for a qualifying claim is one month after the last day of work.

The Next Useful Action

Write down what happened and preserve the supporting evidence. If safe, use your employer’s independent grievance process. If it is unsafe, compromised or ineffective, contact TAFEP and explain your concerns. Where someone is in immediate danger, prioritise emergency help.

The aim is not to win a public argument. It is to obtain a safe reporting channel, an impartial examination of the facts and a proportionate response.

Official Sources and Related Reading

Reviewed 5 November 2026. This independent information guide does not make reports, conduct investigations or provide legal advice. Check current agency procedures and relevant deadlines before acting.