Meet Singapore's Workplace Fairness Act with a grievance channel people trust

From end-2027, employers in Singapore must run formal grievance-handling processes, protect anyone who reports discrimination or harassment, and keep their identity confidential. Whispli gives you a secure, confidential channel to capture concerns, handle them fairly, and prove you handled them right.

Give employees a safe, confidential way to report discrimination and harassment
Protect reporters from retaliation with anonymous, access-controlled channels
Document every case for a defensible, audit-ready record

Why preparing for the Workplace Fairness Act is harder than it looks

Grievance handling is still informal
The WFA will require every covered employer to run a formal grievance-handling process. Today most concerns are raised by email, in person, or through scattered HR channels that leave no consistent record and will not stand up to a tribunal.
Fear of retaliation keeps issues hidden
The Act protects employees who report discrimination or harassment and keeps their identity confidential. Without a safe, anonymous channel, many people stay silent, and the problems you most need to see never reach you.
No defensible trail when a claim arises
Once the dispute-resolution rules apply, complaints can go through mediation and on to the Employment Claims Tribunal. If you cannot show how a concern was received, handled, and resolved, you are exposed, no matter how fairly you acted.

Turn the WFA into a grievance process you can defend

Centralise every concern in one secure channel
Whispli replaces scattered emails and informal conversations with a single, secure channel where your people can raise discrimination and harassment concerns. Everything arrives in one consistent place, so no report gets lost in an inbox or a hallway conversation.
Protect everyone who speaks up
Anonymous reporting and tight access controls let employees come forward without fear of being identified or singled out. Their identity stays protected from the first message onward, which is exactly what makes people willing to use the channel.
Handle and document every case end to end
Every concern is triaged, investigated, and recorded in the same place, so handling stays consistent no matter who picks up the case. And because each step is logged as it happens, you always have a clear account of what was done.

Purpose-built for the Workplace Fairness Act

Formal grievance-handling channel

The WFA turns fair-employment practice into binding law and requires covered employers, those with 25 or more staff at first, to operate a formal grievance-handling process. Whispli delivers a documented, repeatable workflow for every discrimination or harassment complaint, from intake through categorisation and assignment.

Protection against retaliation

The Act makes it unlawful to treat an employee detrimentally for raising a good-faith complaint. Whispli's anonymous intake and case-level access controls remove the exposure that makes retaliation possible, so a complainant's identity need never reach the people they report.

Confidentiality of reporters

Employers carry a statutory duty to protect the identity of those who report. Whispli enforces it technically, with anonymised reporting, need-to-know permissions, and an auditable chain of custody on every record.

Mediation and tribunal readiness

The Workplace Fairness (Dispute Resolution) framework requires mandatory mediation before a claim can proceed to the Employment Claims Tribunal, which hears claims of up to SGD 250,000, or the High Court. Whispli's timestamped, end-to-end case record gives you defensible evidence of fair handling at every stage.

Key features to support fair, confidential reporting

Multiple intake channels

Let people report the way they feel safest: web, mobile app, email, Voice AI hotline, or in person. Every channel is available around the clock, so raising a concern is never the obstacle.

Multilingual access in 70+ languages

Singapore's workforce is global. Employees can report in their own language across more than 70 languages, so no one stays silent because the form is in the wrong one.

Anonymous two-way follow-up

Anonymity should not end the conversation. Whispli lets you message an anonymous reporter and ask follow-up questions through the platform, so you can investigate properly without ever exposing who came forward.

Automated triage and routing

Reports are categorised and assigned to the right case manager automatically, so sensitive matters reach the right hands fast and nothing slips through.

Investigation workflows and SLAs

Build your own investigation workflows with tasks, deadlines, acknowledgements of receipt, and automated reminders, so every case is handled consistently and on time.

Analytics and dashboards

Board-ready dashboards show volumes, case types, locations, and outcomes, so you can demonstrate that your process works and spot patterns before they become claims.

Outcomes organisations achieve with WFA-compliant processes

See Whispli in action

Ready before the 2027 deadline

Put formal grievance handling, confidentiality, and anti-retaliation safeguards in place now, so you are prepared well before the Workplace Fairness Act takes effect.

Issues surface earlier

A channel people trust is a channel people use. You hear about discrimination and harassment early, while a situation is still small and fixable, instead of discovering it through a formal claim.

Lower your legal and reputational risk

Handling concerns early and consistently means fewer escalate into formal disputes, and lowers your exposure to claims, penalties, and the reputational harm of a case gone wrong.

Empowering global organisations with higher engagement and stronger compliance outcomes

Organisations trust us
300
+

More than 300 companies, organisations and education institutions rely on Whispli to run their global speak-up programmes.

Countries
60
+

Whispli has been deployed in over 60 countries, demonstrating its flexibility and ease of configuration.

Languages
70
+

With no language barriers, Whispli empowers everyone to speak up confidently.

Industry
Environmental services
Company size
215,000+
Read full case study
"Whispli provided Veolia with a secure, flexible and easy to configure whistleblowing platform that strengthened trust and encouraged employees to speak up."
Bruno Masson, Vice Chairman of the Ethics Committee at Veolia
Bruno Masson
Vice Chairman of the Ethics Committee
Discover our platform

Get ahead of the Workplace Fairness Act

Move from scattered grievance channels to a single, secure platform built for confidential, fair reporting.

Talk to our experts and put the right speak-up process in place well before the 2027 deadline.

See Whispli in action

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Frequently asked questions

Which employers are covered by the Workplace Fairness Act?

The WFA applies first to employers with 25 or more employees, with smaller employers expected to follow in a later phase. It protects employees across the employment lifecycle, from hiring through to dismissal, against decisions based on protected characteristics such as age, nationality, sex, marital and pregnancy status, caregiving responsibilities, race, religion, language, disability, and mental health.

When does the Workplace Fairness Act take effect?

Parliament passed the Act in two parts, the substantive bill in January 2025 and the dispute-resolution bill in November 2025. It is expected to come into force at the end of 2027, so employers have time to put the right processes in place now.

Does the WFA protect people who report discrimination?

Yes. Employees who raise concerns in good faith are protected from retaliation, and their confidentiality is safeguarded. Disputes go through mediation first, and can then proceed to the Employment Claims Tribunal, which can hear claims of up to SGD 250,000, or the High Court for larger matters.

How does Whispli help with the Workplace Fairness Act?

Whispli gives you the confidential reporting and case-management infrastructure the Act calls for. It does not replace mediation or the tribunal, but it helps you receive concerns safely, handle them consistently, and keep a defensible record of how each case was managed.

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