A written process that commits you to looking into each grievance, reviewing it, telling the person the outcome in writing, keeping records and keeping it confidential. Employees have to be told about it in writing. Firms under 25 staff are exempt for now, but a draft costs nothing and the habit is worth having before the Act starts.
Grievance procedure
1. Purpose
This procedure sets out how [Company name] handles workplace grievances, including any concern that someone has been treated unfairly because of a characteristic protected under Singapore's Workplace Fairness Act. It is written to meet the elements in section 27 of the Act: inquiry, review, a written outcome, record-keeping and confidentiality.
2. How to raise a grievance
Raise it with the [receiver], in writing (email or letter) or in person. If you raise it in person, the [receiver] will write it down and confirm the note with you. You will receive an acknowledgement within [N] working days. If your grievance concerns the [receiver], raise it with the [reviewer] instead, who then takes the [receiver]'s role in this procedure.
3. Inquiry
The [receiver] will look into the grievance. This may include speaking with you, with anyone the grievance concerns and with witnesses, and reviewing relevant records. Everyone involved is expected to cooperate and to keep the matter confidential.
4. Review
Before any outcome is decided, the [reviewer] reviews the inquiry to check that it was fair, complete and free of conflicts of interest.
5. Written outcome
You will receive the outcome in writing within [M] working days of the acknowledgement, with the reasons and any action [Company name] will take. If more time is needed, you will be told why and given a new date.
6. Records
[Company name] keeps a record of each grievance: what was raised and when, what was looked into, who reviewed it, the outcome and the date it was communicated. Records are stored securely, available only to the people handling the matter, and kept for as long as needed to show this procedure was followed.
7. Confidentiality and no retaliation
Grievances are handled in confidence. Details are shared only with the people who need them to inquire, review and respond. No one will be penalised for raising a grievance in good faith or for taking part in an inquiry.
8. If you are not satisfied
You may ask the [reviewer] to look at the matter again. Nothing in this procedure takes away any right you have under the law to seek help from the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) or the Tripartite Alliance for Dispute Management (TADM).
9. Telling employees
Every employee receives this procedure in writing when they join and whenever it changes. It is reviewed at least once a year.
Keep the receipt: save a dated copy with your records, and note when you gave it to your team. The Fair Hiring File keeps that kind of dated record for each role.
What goes in each section
| Section | Why it's there |
|---|---|
| How to raise it | Confidential intake with a named role, a way to go around that role if the grievance is about them, and a promise to acknowledge quickly. |
| Inquiry | Section 27 asks you to look into the grievance. Say who does it and what that can involve. |
| Review | A second person checks the inquiry before the outcome. That's the "review" element, and it protects you if the first person got it wrong. |
| Written outcome | The person must be told the outcome in writing. A deadline makes it happen. |
| Records | What was raised, what was done, the outcome and when. This is what you show if TAFEP or TADM asks. |
| Confidentiality | Required by the Act. The no-retaliation line is good practice and keeps people willing to speak up. |
What this template leaves out
- The Act is expected to start at the end of 2027 and the final regulations may add detail. Recheck this page, and TAFEP's guidance, before you rely on it.
- It doesn't tell you how to run an inquiry well: who to interview, how to take notes, how to handle a grievance about the boss. TAFEP's grievance-handling guidance covers that.
- If your staff are covered by a collective agreement or a union procedure, that comes first.
- It isn't legal advice. For a grievance that could end up at TADM or in court, get a lawyer's view early.
Questions people ask
Do I need a grievance procedure if I have fewer than 25 staff?
Not under the Act, for now. The exemption for smaller firms is due to be reviewed within 5 years of the Act starting, and TAFEP's guidelines already expect every employer to handle grievances fairly. A short written procedure is cheap insurance.
Who should receive grievances in a small company?
A role, not a person, so the procedure survives staff changes: office manager, HR lead, a director. Always name a second route for grievances about that role.
How long should the outcome take?
The Act doesn't fix a number. Pick one you can keep, and build in a way to extend it with a reason. Two to three weeks is common for a small firm.
Sources
Checked on 3 November 2026. Rules change, so follow the links for the latest wording before you act.
Cite or link to this page
Free to quote with a link back. Copy either line:
Considered, "Workplace Fairness Act grievance procedure template", consideredhq.com, checked against official sources 4 Nov 2026. https://consideredhq.com/free-tools/workplace-fairness-act-grievance-procedure/<a href="https://consideredhq.com/free-tools/workplace-fairness-act-grievance-procedure/">Workplace Fairness Act grievance procedure template</a> (Considered, checked 4 Nov 2026)