New laws offer protection, but fear of discrimination still holds employees back from speaking out.
Despite evolving attitudes towards mental health in Singapore, employees continue to fear workplace discrimination, even as the Workplace Fairness Bill is set to offer legal protections. While national efforts have improved mental health awareness, many workers remain hesitant to disclose their conditions due to concerns about career progression and stigma from colleagues and supervisors. The challenge now lies in bridging the gap between policies and actual workplace culture.
The COVID-19 pandemic has led to an increased focus on mental well-being, prompting both the Singaporean government and private sectors to introduce policies aimed at fostering a more inclusive work environment. However, data from the Fair Employment Practices Report 2023 reveals that while discrimination linked to mental health has decreased, cases of bias and unfair treatment persist. Employees report concerns about being viewed as “weak” or “less capable,” with many choosing to conceal their conditions rather than risk career setbacks.
Lingering Stigma in the Workplace
The case of Amanda, a 30-year-old finance professional, illustrates how mental health stigma manifests even in progressive workplaces. After suffering a miscarriage and personal losses, she was diagnosed with post-traumatic stress disorder (PTSD) and took a six-month leave. Upon returning, her supervisor chastised her, implying she lacked resilience. Even after submitting feedback to human resources (HR), Amanda noticed a shift in her manager’s attitude, leading to fewer career development opportunities.
Such experiences are not isolated. Rachel, a 32-year-old civil servant, avoids disclosing her psychosis diagnosis out of fear that her superiors might question her capabilities. She recalled instances where HR leaders expressed disbelief that employees with mental health struggles could function logically, reinforcing harmful stereotypes. This unspoken bias makes employees hesitant to seek accommodations or discuss their mental well-being at work.
Progress in Awareness, But Gaps Remain
The Singapore Human Resources Institute (SHRI) has noted an increase in corporate wellness programs, employee assistance services, and mental health initiatives in recent years. Campaigns such as the Tripartite Advisory on Mental Health and Well-being at Workplaces (2023) have encouraged employers to adopt better practices, leading to a decline in reported discrimination cases.
According to MOM’s Fair Employment Practices Report 2023, workplace discrimination related to mental health dropped from 4.7% in 2022 to 1.6% in 2023, while job-seeker discrimination decreased from 5% to 2.9%. Despite this progress, the reality remains that many employees fear career stagnation if they disclose mental health challenges.
The Workplace Fairness Bill: A New Chapter?
With the passage of the Workplace Fairness Bill (2024), employees with diagnosed mental health conditions will now be legally protected from employment-related discrimination. The law prevents companies from making hiring, firing, or appraisal decisions based on five protected characteristics, including mental health.
However, legal experts warn that implementing this bill presents challenges. Stefanie Yuen-Thio, joint managing partner at TSMP Law Corporation, highlights the difficulty in assessing how mental health conditions impact job performance, as opposed to more visible disabilities. Meanwhile, WongPartnership’s employment practice co-head Jenny Tsin emphasizes that evidence such as performance reviews and internal communications will be crucial in proving discrimination cases.
Bridging Policy and Workplace Culture
While legal protections are a step forward, experts argue that true progress requires cultural change within workplaces. SHRI President D.N. Prasad stresses that bias often stems from lack of education rather than intentional malice. To combat this, companies must foster environments where employees feel safe discussing their mental health without repercussions.
Theodoric Chew, co-founder of Intellect, a mental health solutions company, warns that stigma fuels discrimination. He explains that assuming an employee’s mental health condition will affect their performance is stigma, while denying them a promotion based on this assumption is discrimination. This distinction is crucial in ensuring fair treatment.
The conversation around mental health in Singapore’s workplaces has come a long way, with national policies and corporate initiatives making notable progress. However, the real test lies in shifting workplace culture from mere awareness to genuine inclusivity. Employees should not have to choose between their mental health and career advancement. As companies adapt to the Workplace Fairness Bill, fostering a culture of openness, accountability, and support will be essential in ensuring that mental health discrimination becomes a thing of the past.
Sources: Asia News Network (2025), Singapore Academy of Law (2025)
Keywords: Singapore Mental Health, Workplace Fairness Bill, Employee Rights Protection, Work Discrimination Cases, Fair Employment Practices
