Equal Employment Opportunity Request Template for Singapore

An Equal Employment Opportunity Request is a formal application you can submit to report workplace discrimination in Singapore. These requests help ensure fair treatment under the Tripartite Guidelines on Fair Employment Practices and the Fair Consideration Framework, which protect workers from unfair treatment based on age, race, gender, religion, or disability.

When you file this request, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) investigates your case and works with employers to resolve discrimination issues. They can recommend corrective actions, provide mediation services, or escalate serious cases to the Ministry of Manpower for further enforcement measures.

File an Equal Employment Opportunity Request when you experience workplace discrimination in Singapore. Common triggers include being passed over for promotion due to age, receiving lower pay based on gender, facing harassment due to race or religion, or being denied reasonable accommodations for disabilities.

Time is critical - submit your request promptly after the incident to TAFEP while evidence and details are fresh. Document specific examples, dates, and witnesses. Early reporting helps stop discriminatory practices before they become systemic and gives authorities the best chance to investigate and resolve the situation effectively through mediation or enforcement.

• Workplace Discrimination Report: The standard form for reporting discriminatory practices based on protected characteristics like age, race, or gender - includes detailed incident descriptions and witness information
• Workplace Harassment Complaint: Specifically focused on reporting verbal, physical, or psychological harassment, with emphasis on documenting patterns of behavior
• Reasonable Accommodation Request: Used when seeking workplace modifications for disabilities or religious practices, requiring medical documentation or religious justification
• Salary Discrimination Appeal: Focused on wage disparity issues, requiring comparative data and performance metrics
• Unfair Hiring Practice Report: For reporting discriminatory recruitment processes, including job advertisement screening and interview practices

• Employees: Primary users who file Equal Employment Opportunity Requests when experiencing workplace discrimination or unfair treatment
• TAFEP Officers: Review and investigate complaints, conduct interviews, and recommend remedial actions
• HR Managers: Receive and respond to complaints, implement corrective measures, and maintain compliance records
• Ministry of Manpower: Handles escalated cases, enforces penalties, and monitors systemic discrimination patterns
• Union Representatives: Support employees in filing requests, provide guidance, and advocate for fair resolutions
• Legal Advisors: Guide both employers and employees through the process, ensuring proper documentation and compliance

• Incident Details: Document dates, times, locations, and specific examples of discriminatory behavior
• Evidence Collection: Gather emails, messages, performance reviews, witness statements, or any documentation supporting your case
• Personal Information: Prepare your employment details, job title, department, and duration of employment
• Timeline Records: Create a chronological record of events, including any prior informal complaints or discussions
• Contact Information: List relevant parties including witnesses, supervisors, and HR representatives
• Desired Outcome: Clearly state what resolution you seek, such as policy changes, corrective actions, or accommodations

• Personal Information: Full name, NRIC/FIN, contact details, job title, and employment duration
• Discriminatory Grounds: Specific protected characteristic(s) under TAFEP guidelines that form the basis of complaint
• Incident Description: Detailed account of discrimination, including dates, locations, and involved parties
• Evidence Declaration: List of supporting documents, witness statements, or other evidence attached
• Resolution Sought: Clear statement of requested remedial actions or outcomes
• Declaration of Truth: Signed statement confirming all information provided is accurate and made in good faith
• Consent Section: Authorization for TAFEP to investigate and share relevant information with involved parties

An Equal Employment Opportunity Request differs significantly from an Equal Opportunities Policy in both purpose and timing. While both documents promote workplace fairness, they serve distinct functions in Singapore's employment landscape.

• Purpose and Nature: An Equal Employment Opportunity Request is a reactive document filed by employees to report discrimination, while an Equal Opportunities Policy is a proactive company document that outlines fair treatment standards
• Timing of Use: Requests are filed after discrimination occurs, while policies are implemented beforehand to prevent discrimination
• Legal Standing: Requests trigger TAFEP investigations and potential enforcement actions, while policies serve as internal governance documents
• Content Focus: Requests detail specific incidents and evidence of discrimination, while policies outline broad principles and compliance procedures