Reports of Workplace Abuse and Harassment

Ms K Thanaletchimi asked the Minister for Manpower (a) how many reports of workplace abuse and harassment have been respectively reported to the Ministry in the past five years; and (b) whether the Ministry will consider making it mandatory for employers to report all incidents pertaining to workplace abuse and harassment and incorporating this obligation into the Workplace Safety and Health Act.

Mr Lim Swee Say: In the last five years, the Tripartite Alliance for Fair and Progressive Employment Practices (or TAFEP) received about 1,500 complaints on workplace issues. Among them six cases were related to allegations of workplace harassment. TAFEP had looked into all the six cases. In four of them, with the employees' consent, we engaged the employer and advised them to take corrective actions. For the two cases where the employees did not wish for TAFEP to engage the employer, we advised the employees on their options. All the six cases were closed after TAFEP had provided advice to the employers or employees.

To protect individuals against harassment including workplace harassment, the Government introduced the Protection from Harassment Act in 2014. Employees who face workplace harassment should seek help promptly and can report such incidents to MOM or TAFEP. They can also seek civil remedies directly through the Courts, or report egregious cases to the Police.

Employees can also report the matter to their employers if they wish to resolve the matter privately without involving the authorities. Employers are expected to intervene and take necessary actions to address the employees' concerns. Given that there are already multiple avenues for employees who face workplace harassment to seek help, there is no need to legislate mandatory reporting by employers.

To create more awareness among employers and employees, SNEF, NTUC and TAFEP conduct regular workshops addressing workplace grievances, including workplace harassment. Employers are also reminded of their obligations to prevent and manage workplace harassment through the Tripartite Advisory on Managing Workplace Harassment. Tripartite partners will monitor the workplace harassment situation closely, and make further interventions if necessary.