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Written Answer to PQ on Effectiveness of WCN and protection against workplace discrimination

NOTICE PAPER NO. 1228 OF 2026 FOR THE SITTING ON OR AFTER 9 SEPTEMBER 2026
QUESTION NO. 1896 FOR WRITTEN ANSWER

MP: Mr Yip Hon Weng

To ask the Acting Minister for Manpower (a) which measurable improvements in help-seeking, workplace stigma and employee retention have resulted from the Well-Being Champions Network since 2023, including a breakdown of outcomes by sex; (b) whether cases of workers suffering career disadvantage after disclosing a mental-health condition or seeking support are tracked; and (c) whether voluntary guidance remains sufficient to address such disadvantage.

Answer:

The Well-Being Champions Network (WCN) is a community of practice for individuals to exchange best practices, and access resources and training, to strengthen mental well-being within their organisations. To encourage participation in the WCN as a capability building network, MOM does not require organisations to report on their mental well-being performance. Thus, data on help-seeking behaviour, workplace stigma, and employee retention is not available. That said, the WCN has gained significant traction since its launch in 2023, growing steadily from an initial 145 companies to 800 today, comprising over 2,000 champions and covering an estimated workforce of 300,000 employees.

2 Employees who have experienced career disadvantage following disclosure of mental health conditions or after seeking support may seek assistance from the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), TAFEP received fewer than five complaints on disability and mental health per year over the past five years.

3 Employers are expected to abide by the Tripartite Guidelines on Fair Employment Practices (TGFEP) and ensure that employment decisions are based on objective, job-relevant considerations. With the Workplace Fairness Act coming into force in 2027, this will strengthen protections against workplace discrimination by prohibiting adverse employment decisions based on mental health conditions.