Bullying and Harassment Policy Template for Singapore

A Bullying and Harassment Policy outlines clear rules and procedures to protect employees from harmful workplace behavior, aligning with Singapore's Workplace Safety and Health Act and Tripartite Guidelines. It defines unacceptable conduct like verbal abuse, physical intimidation, and cyberbullying, while establishing reporting channels for affected staff.

The policy creates a framework for swift investigation of complaints, fair disciplinary measures, and protection against retaliation. Beyond meeting legal requirements, it helps build a respectful work culture where employees feel safe and supported. Organizations must review and update these policies regularly to address emerging issues like digital harassment and ensure compliance with Ministry of Manpower standards.

Use a Bullying and Harassment Policy when establishing new workplace operations in Singapore or updating existing employee conduct guidelines. It becomes essential during company expansion, after workplace incidents, or when integrating teams from different cultural backgrounds. The policy proves particularly valuable when addressing complaints about inappropriate behavior, digital harassment, or discriminatory practices.

Implement this policy before workplace conflicts escalate into serious issues requiring MOM intervention. Many organizations activate these policies during corporate restructuring, after mergers, or when expanding into new industry sectors. It's crucial for protecting both employees and the organization, especially when dealing with cross-border teams or implementing hybrid work arrangements under Singapore's employment framework.

• Standard Policy: Core version covering essential workplace conduct rules, reporting procedures, and investigation processes aligned with Singapore's Tripartite Guidelines
• Comprehensive Policy: Extended version including detailed cyberbullying provisions, remote work considerations, and cross-cultural sensitivity guidelines
• Industry-Specific Policy: Tailored versions for sectors like healthcare, education, or hospitality, addressing unique workplace dynamics
• SME-Focused Policy: Streamlined version for small businesses, maintaining legal compliance while fitting smaller organizational structures
• Multinational Policy: Enhanced version addressing cross-border workplace interactions, cultural differences, and international compliance requirements

• HR Managers: Draft and maintain the policy, coordinate investigations, and ensure alignment with MOM guidelines
• Legal Counsel: Review policy content, verify compliance with Singapore employment laws, and advise on enforcement
• Department Heads: Implement policy guidelines, monitor workplace conduct, and report violations to HR
• All Employees: Must understand, follow, and report violations through designated channels
• Union Representatives: Provide input during policy development and support affected workers
• External Consultants: Help customize policies for specific industries or workplace cultures
• Company Directors: Approve policy updates and oversee implementation

• Company Structure: Document your organization's size, industry, and reporting hierarchy
• Current Policies: Review existing workplace conduct guidelines and incident records
• Legal Requirements: Check MOM guidelines and Tripartite Alliance requirements
• Reporting Channels: Map out clear procedures for complaints and investigations
• Cultural Context: Consider workplace diversity and communication norms
• Training Plans: Outline how staff will learn about the policy
• Review Process: Plan regular policy updates and effectiveness assessments
• Digital Elements: Include provisions for online conduct and remote work scenarios

• Policy Scope: Clear definitions of bullying, harassment, and prohibited behaviors
• Legal Framework: Reference to Singapore's employment laws and Tripartite Guidelines
• Reporting Procedures: Detailed complaint channels and confidentiality protections
• Investigation Process: Steps for fair and thorough incident investigation
• Disciplinary Actions: Consequences for policy violations, aligned with employment law
• Protection Measures: Anti-retaliation provisions and witness safeguards
• Training Requirements: Mandatory awareness programs and documentation
• Review Mechanism: Schedule for policy updates and effectiveness assessment

A Bullying and Harassment Policy is often confused with a Sexual Harassment Policy, but they serve distinct purposes in Singapore's workplace framework. While both protect employees and define unacceptable behavior, their scope and application differ significantly.

• Scope of Coverage: Bullying and Harassment Policy addresses a broader range of misconduct, including verbal abuse, intimidation, and cyberbullying, while Sexual Harassment Policy specifically targets unwanted sexual advances or conduct
• Legal Framework: Sexual harassment policies align primarily with the Protection from Harassment Act (POHA), while bullying policies draw from broader workplace safety and employment regulations
• Investigation Procedures: Sexual harassment cases often require specialized handling, confidentiality measures, and external reporting protocols, whereas bullying cases typically follow internal grievance procedures
• Remedial Actions: Sexual harassment violations may trigger mandatory reporting to authorities, while bullying incidents usually involve progressive disciplinary measures within the organization