Selection Criteria for Individuals to Serve as Grievance Handling Officers in Workplaces

Mr Yip Hon Weng asked the Minister for Manpower (a) what are the qualifications and eligibility criteria for individuals to serve as grievance handling officers in workplaces; (b) whether there are specific considerations regarding the nationality of the officers with a view to ensuring impartiality and understanding of local workplace culture and sensitivities; and (c) how can employees be assured of impartiality and effectiveness of grievance handling processes regardless of the nationality of the grievance handling officer.

The grievance-handling process should provide a safe environment for employees to raise workplace concerns. Employees should be reassured that their complaints are handled fairly and effectively. Individuals who are part of this process should be trained to manage and investigate grievances independently and objectively, regardless of their nationality or background. Employers should put in place different levels of appeal so that grievances can be raised to appropriate parties if they are not resolved or if there are perceptions of partiality. Employers who need guidance on how to implement grievance handling processes can access resources, such as the Tripartite Guidelines on Fair Employment Practices and the Tripartite Alliance for Fair and Progressive Employment Practices' Grievance Handling Handbook and workshops.