We’re halfway through 2025, and Singapore’s HR landscape has already seen significant changes, from the implementation of new workplace fairness laws to evolving expectations around hybrid work and mental wellness. If your company is still relying on outdated HR policies crafted pre-pandemic or even just last year, now is the time for a serious refresh.
Regulatory updates, employee expectations, and tech advancements are reshaping what it means to be a responsible employer in Singapore. Forward-thinking businesses are no longer asking “Should we review our HR policies?” but rather “How fast can we adapt?”
In this article, we’ll walk through the key HR policies every Singapore-based company should review and why mid-year is the perfect time to do it.
Workplace Flexibility Policy: Because Flexibility Is Expected Now
Why it matters:
With the rise of hybrid working and flexible hours, companies without a solid flexibility policy risk inconsistent management and frustrated employees.
What to cover:
- Eligibility (who can work from home or use flexible hours)
- Approval process and notification expectations
- Tools and equipment guidelines
- Performance tracking and communication standards
Update tip:
Align your policy with Singapore’s latest guidelines on flexible work arrangements and clearly state expectations for hybrid roles.
Leave & Public Holiday Policy: Clear, Fair, and Transparent
Why it matters:
As Singaporeans place more emphasis on work-life balance, employers must offer leave policies that are clear, fair, and compliant.
What to include:
- Statutory leave entitlements (maternity, paternity, childcare, annual, medical)
- Public holiday observance and compensation
- Rules on leave carry-forward and encashment
- Sick leave documentation requirements
Update tip:
Update public holiday lists and include recent enhancements to parental leave provisions.
Fair Employment & Anti-Discrimination Policy: A Must with New Legislation
Why it matters:
Singapore will introduce stronger anti-discrimination legislation in 2025, making formal workplace fairness policies essential.
What to include:
- Clear definitions of protected attributes (age, race, religion, etc.)
- Zero-tolerance for harassment or bias
- Reporting mechanisms and confidentiality provisions
- Investigation and remediation procedures
Pro tip:
Align the policy with TAFEP guidelines and make it part of onboarding for new hires.
Performance Management Policy: Objective, Transparent, and Aligned
Why it matters:
Employees today expect clarity on performance expectations, review processes, and outcomes tied to increments or promotions.
What to include:
- Frequency of evaluations (probation, annual, quarterly)
- Key Performance Indicators (KPIs) and goal-setting process
- Review and appeal process
- Link to compensation, bonuses, and advancement
2025 trend:
Incorporate digital or AI-powered assessment tools responsibly and transparently.
Salary, Overtime & Payslip Policy: Staying Statutory and Streamlined
Why it matters:
Under Singapore’s Employment Act, employers must provide itemized payslips and pay employees on schedule, but overtime and shift work adds complexity.
What to include:
- Salary payment schedule and format
- Overtime calculations aligned with MOM regulations
- Shift, rest day, and public holiday pay
- Payslip transparency standards
Compliance tip:
Ensure your payroll system reflects CPF rate changes and supports automated payslip generation.
Data Protection & Confidentiality Policy: Trust Through Compliance
Why it matters:
With greater reliance on digital tools and HR systems, protecting employee data is non-negotiable under Singapore’s PDPA laws.
What to include:
- Categories of personal data collected
- Purpose and retention period
- Access control and encryption protocols
- Procedure for data deletion or audit requests
2025 update tip:
Mention specific data types like biometric identifiers or cloud storage policies if relevant.
Grievance & Disciplinary Policy: Building Fairness and Transparency
Why it matters:
Having a clear, fair, and accessible grievance process improves workplace trust and reduces risk.
What to include:
- Definitions of reportable behavior
- Reporting channels and confidentiality assurances
- Investigation steps, hearings, and decision-making
- Appeal and resolution procedures
Reminder:
Ensure the language is easy to understand and not overly legalistic.
Workplace Safety & Mental Health Policy: Supporting Well-being
Why it matters:
Wellness now includes mental health teams expect mental health support, and employers want to mitigate burnout and turnover.
What to include:
- Employee assistance program (EAP) availability
- Emergency contact and support procedures
- Wellness resources and awareness initiatives
- Regular check-ins or workshops on mental well-being
2025 wellness trend:
Consider short refresher breaks or mental health days as part of total wellness strategy.
Why Refreshing HR Policies Now Pays Off
Refreshing your HR policies mid-year isn’t a box-ticking exercise. It’s a smart move that can strengthen your business from the inside out. When policies are clear, current, and aligned with today’s needs, everyone, from leadership to frontline staff benefits.
- You protect your business from legal and reputational risk
- You build transparency and trust across your workforce
- You make HR more efficient, removing uncertainty and guesswork
- You become more attractive to top talent, signaling modern, inclusive practices
Make HR Policy Management Simple with HRMLabs
Keeping your HR policies up-to-date is important—but managing them manually in shared folders or outdated documents? That’s a recipe for confusion and compliance headaches. In 2025, it’s time to take the smarter route.
With HRMLabs, managing HR policies becomes effortless, scalable, and secure. Our platform is designed for busy HR professionals who want less admin and more control.
- Digitize and centralize all HR policies for easy access
- Link leave, payroll, and scheduling into one intuitive platform
- Roll out new policy changes with version control and reminders
- Track acknowledgment rates and update history with audit logs
Whether you manage a small team in Singapore or operate across Malaysia, Indonesia, the Philippines, or Vietnam, HRMLabs supports your multilingual, multi-entity policy needs—with flexible features and real-person support, no chatbots here.
Final Thought
2025 isn’t just another year in HR, it’s a time to build resilience and clarity through well-crafted policies. Updating your HR policies isn’t just compliance is a strategic investment in culture, retention, and operational excellence.
Want to simplify policy updates and protect your business?
Start with HRMLabs for a clean, compliant, and future-ready HR system.
