3 complaints of workplace discrimination due to NS obligations lodged from 2024 to 2025

Three complaints were lodged alleging workplace discrimination due to National Service (NS) obligations between 2024 and 2025, Minister of State for Manpower Foo Cexiang said in Parliament on Sep. 9.

He added that NSmen who believe that they have been unfairly treated because of their NS obligations may seek assistance from the Ministry of Defence (MINDEF), Ministry of Manpower (MOM), or the Tripartite Alliance for Fair Employment Practices (TAFEP).

Have not needed enforcement action

Under the Enlistment Act, employers have specific statutory duties in relation to their employees’ NS obligations.

They include reinstating employees after NS, granting leave of absence for NS obligations, and not dismissing employees on account of their NS obligations.

"To date, MINDEF has not had to pursue formal enforcement action under these provisions," Foo said.

Where concerns have been raised, MINDEF would engage employers directly to clarify their obligations.

This approach has been effective in resolving issues, Foo assured.

Legal protections

Foo was responding to a Parliamentary question from Workers' Party Member of Parliament (MP) Kenneth Tiong about the figures for such complaints.

Tiong also asked why NS liability is not protected under the Workplace Fairness Act (WFA), and what protection a serviceman has against being passed over for promotion because of in-camp training.

Foo explained that the WFA, which will come into force at the end of 2027, takes a "calibrated approach".

The protected characteristics included in the Act account for about 95 per cent of discrimination complaints received by TAFEP and MOM.

MOM will also consider expanding the WFA's scope if other forms of discrimination complaints persist or increase significantly in number, Foo said.

NSmen are further protected under the Tripartite Guidelines on Fair Employment Practices (TGFEP), which prohibits all forms of workplace discrimination including those based on NS obligations.

Employers found breaching the guidelines will be required to correct their practices, and in egregious cases, even get their work pass privileges suspended by MOM.