Managing workplace harassment: the Tripartite Advisory on managing harassment

Following the enactment of the Protection from Harassment Act 2014 (the “PHA”), the Ministry of Manpower, National Trades Union Congress and Singapore National Employers Federation have jointly issued a Tripartite Advisory on Managing Workplace Harassment (the “Advisory”) to help employers and employees prevent and manage workplace harassment. The Advisory reinforces the scope of the PHA and provides practical guidance on the core values, principles and good practices that should be implemented by organisations to ensure compliance with the PHA. The Advisory also recommends proactive management and remedial actions that employers and affected persons can take if harassment occurs at the workplace.

What amounts to workplace harassment?

Workplace harassment can take different forms, can take place through different modes of communications such as by e-mail, text messaging or social media, and can occur outside of the office space on business trips or client meetings. Examples of behaviour that may be considered harassment are as follows:

  • threatening, abusive or insulting language, comments or other non-verbal gestures
  • cyber bullying
  • sexual harassment
  • stalking

Core Values set out in the Advisory

Employers are recommended to establish a set of core values to guide the way their employees work with clients, with each other and within the organisation. The core values are as follows:

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Principles set out in the Advisory

Employers are also encouraged to develop and implement measures to manage harassment at workplace. The Advisory proposes the adoption of the following principles to ensure that the measures implemented by the organisation are effective and practical:

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Good Practices recommended in the Advisory

Employers are strongly encouraged to consider implementing the following good practices to prevent and respond to harassment that may potentially occur at the workplace:

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