Three complaints of NS-related workplace discrimination lodged from 2024 to 2025

Employers found to have breached guidelines are made to correct their practices, and may in serious cases have their work pass privileges suspended, says the Manpower Ministry.

Operationally ready national servicemen refreshing their SAR21 drills during in-camp training. (Photo: Facebook/The Singapore Army)

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SINGAPORE: Three complaints alleging workplace discrimination linked to National Service (NS) obligations were lodged from 2024 to 2025, Minister of State for Manpower Foo Cexiang said in parliament on Wednesday (Sep 9).

Operationally ready national servicemen (NSmen) who believe they have been unfairly treated can approach the Ministry of Defence (MINDEF), Ministry of Manpower (MOM) or Tripartite Alliance for Fair Employment Practices (TAFEP) for assistance, he added.

Mr Foo was responding to Member of Parliament Kenneth Tiong (WP-Aljunied), who asked about such complaints and how servicemen are protected against being passed over for promotion because of in-camp training.

Mr Tiong also asked why NS liability is not covered under the Workplace Fairness Act , which is due to take effect end-2027.

CNA Games Guess Word Crack the word, one row at a time Buzzword Create words using the given letters Mini Sudoku Tiny puzzle, mighty brain teaser Mini Crossword Small grid, big challenge Word Search Spot as many words as you can Show More Show Less The Act establishes age, nationality, sex, race and disability as areas where workers are protected against discrimination. Employers who break the law can be ordered to attend educational workshops and pay financial penalties. Mr Foo said the Act is “calibrated” to cover protected characteristics accounting for about 95 per cent of discrimination complaints sent to TAFEP and MOM. The ministry will consider expanding its scope if evidence emerges of a sustained or significant increase in other forms of discrimination, he added. PROTECTION IN TRIPARTITE GUIDELINES AND ENLISTMENT ACT NSmen are currently protected under the Tripartite Guidelines on Fair Employment Practices, which prohibit workplace discrimination including on the basis of NS obligations, said Mr Foo. Employers found in breach must address complaints and correct their practices, and may in egregious cases have their work pass privileges suspended. Part 6 of the Enlistment Act also sets out specific duties of employers towards employees with NS obligations, including reinstating them after NS, granting leave of absence and not dismissing them over those obligations. “To date, MINDEF has not had to pursue formal enforcement action under these provisions,” said Mr Foo. “Where concerns have been raised, MINDEF engages employers directly to clarify their obligations, and this approach has been effective in resolving issues.” Mr Tiong noted that Australia and the United States, which have volunteer armies, have laws protecting reservists and people who must perform military service from discrimination by an employer. “But for us, (with) a conscript army, a promotion gets no legal protection. Does the ministry not agree with me that it is a gap that we should remedy?” he asked. Mr Foo said a "significant number" of employers have been supportive of workers' NS obligations, which he said is reflected in the low number of NS-related concerns raised with TAFEP and the ministries. Authorities will continue monitoring feedback and review the legislation if needed, he added.

The Act establishes age, nationality, sex, race and disability as areas where workers are protected against discrimination. Employers who break the law can be ordered to attend educational workshops and pay financial penalties.

Mr Foo said the Act is “calibrated” to cover protected characteristics accounting for about 95 per cent of discrimination complaints sent to TAFEP and MOM.

The ministry will consider expanding its scope if evidence emerges of a sustained or significant increase in other forms of discrimination, he added.

PROTECTION IN TRIPARTITE GUIDELINES AND ENLISTMENT ACT

NSmen are currently protected under the Tripartite Guidelines on Fair Employment Practices, which prohibit workplace discrimination including on the basis of NS obligations, said Mr Foo.

Employers found in breach must address complaints and correct their practices, and may in egregious cases have their work pass privileges suspended.

Part 6 of the Enlistment Act also sets out specific duties of employers towards employees with NS obligations, including reinstating them after NS, granting leave of absence and not dismissing them over those obligations.

“To date, MINDEF has not had to pursue formal enforcement action under these provisions,” said Mr Foo. “Where concerns have been raised, MINDEF engages employers directly to clarify their obligations, and this approach has been effective in resolving issues.”

Mr Tiong noted that Australia and the United States, which have volunteer armies, have laws protecting reservists and people who must perform military service from discrimination by an employer.

“But for us, (with) a conscript army, a promotion gets no legal protection. Does the ministry not agree with me that it is a gap that we should remedy?” he asked.

Mr Foo said a "significant number" of employers have been supportive of workers' NS obligations, which he said is reflected in the low number of NS-related concerns raised with TAFEP and the ministries.

Authorities will continue monitoring feedback and review the legislation if needed, he added.

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人力部表示，发现违反规定的雇主将被要求纠正其做法，严重情况下，其工作准证特权可能会被暂停。

处于作战状态的国民服役人员在营地训练期间复习 SAR21 演练。（图片：Facebook/新加坡陆军）

这段音频由人工智能工具生成。

新加坡：人力部政务部长傅采祥周三（9月9日）在国会表示，2024年至2025年期间，共收到三起与国民服役义务相关的职场歧视投诉。

他补充说，处于作战准备状态的国民服役人员（NSmen）如果认为自己受到了不公平的待遇，可以向国防部（MINDEF）、人力部（MOM）或三方公平就业联盟（TAFEP）寻求帮助。

傅先生是在回应国会议员张建宗（工人党-阿裕尼）的提问，张建宗询问了有关此类投诉以及如何保护军人免于因营地训练而错失晋升机会。

Tiong先生还询问，为什么国民服役责任不在将于2027年底生效的《工作场所公平法》的涵盖范围内。

CNA游戏 猜词游戏 逐行破解单词 流行词游戏 用给定的字母组成单词 迷你数独 小谜题，脑力挑战 迷你填字游戏 小方格，大挑战 单词搜索 尽可能多地找出单词 显示更多 显示更少 该法案规定，年龄、国籍、性别、种族和残疾是保护劳动者免受歧视的领域。违反该法案的雇主可能被责令参加教育研讨会并支付罚款。Foo先生表示，该法案经过“调整”，涵盖了约占提交给TAFEP和MOM的歧视投诉95%的受保护特征。他补充说，如果出现其他形式歧视持续或显著增加的证据，该部门将考虑扩大其适用范围。 三方准则和征兵法中的保护 Foo先生表示，国民服役人员目前受到《公平就业实践三方准则》的保护，该准则禁止工作场所歧视，包括基于国民服役义务的歧视。违规雇主必须处理投诉并纠正其做法，在情节严重的情况下，其工作准证特权可能会被暂停。征兵法令第六部分还规定了雇主对负有国民服役义务的雇员的具体责任，包括在国民服役期满后恢复其职位、批准休假以及不得因其履行国民服役义务而解雇他们。“迄今为止，国防部尚未根据这些条款采取正式的执法行动，”傅先生说。“一旦出现问题，国防部会直接与雇主沟通，以澄清其义务，这种方法在解决问题方面行之有效。”张先生指出，澳大利亚和美国实行志愿兵役制，并有法律保护预备役人员和必须服兵役的人员免受雇主歧视。“但对于我们实行义务兵役制的国家来说，晋升没有任何法律保护。国防部难道不认为这是一个我们应该弥补的法律漏洞吗？”他问道。傅先生表示，相当一部分雇主支持员工履行国民服役义务，这一点从向TAFEP和各部委提出的与国民服役相关的投诉数量较少便可见一斑。他还补充说，当局将继续监测反馈意见，并在必要时审查相关立法。

该法案规定，年龄、国籍、性别、种族和残疾是劳动者免受歧视的保护领域。违反该法案的雇主可能被责令参加教育培训并支付罚款。

Foo 先生表示，该法案经过“调整”，可以涵盖受保护的特征，这些特征约占向 TAFEP 和 MOM 提交的歧视投诉的 95%。

他还补充说，如果出现其他形式歧视持续或显著增加的证据，该部将考虑扩大调查范围。

三方指导原则和征兵法案中的保护

Foo先生表示，国民服役人员目前受到《三方公平就业准则》的保护，该准则禁止工作场所歧视，包括基于国民服役义务的歧视。

被发现违规的雇主必须处理投诉并纠正其做法，在情节严重的情况下，其工作准证特权可能会被暂停。

《征兵法》第 6 部分还规定了雇主对负有国民服役义务的雇员的具体义务，包括在国民服役期满后恢复其职位、准予休假以及不得因履行国民服役义务而解雇其。

傅先生表示：“迄今为止，国防部尚未根据这些条款采取正式的执法行动。如有任何问题，国防部会直接与雇主沟通，以澄清其义务，这种方式在解决问题方面卓有成效。”

Tiong先生指出，澳大利亚和美国这两个实行志愿兵役制的国家都有法律保护预备役人员和必须服兵役的人员免受雇主歧视。

“但对我们这些实行义务兵役制的人来说，晋升得不到任何法律保障。难道国防部不认为这是一个需要弥补的漏洞吗？”他问道。

Foo先生表示，相当一部分雇主支持员工履行国民服役义务，他表示，这体现在向TAFEP和各部委提出的与国民服役相关的担忧数量较少。

他补充说，当局将继续关注反馈意见，并在必要时审查相关立法。

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