Being on the receiving end of workplace harassment in Singapore can leave you second-guessing yourself, dreading the office, and unsure who to turn to. You are not overreacting, and you are not alone. Harassment at work is a real problem that affects people across industries and seniority levels, and there are clear, practical steps you can take to protect yourself and to get support. This guide explains what harassment generally looks like, how to respond calmly, and where help exists, so you can move from feeling stuck to knowing your options.
This is general information to help you understand your options, not legal advice. Every situation is different, and what applies to you depends on your circumstances, your employer’s policies, and current rules, so verify specifics with the relevant authority or a qualified professional.
What Counts as Workplace Harassment
Broadly, workplace harassment is unwelcome behaviour that makes a person feel intimidated, humiliated, threatened, or offended, and that a reasonable person would find unacceptable. It is about the impact on you and whether the conduct is reasonable, not about whether the other person says they were “only joking”. It can come from a manager, a colleague, a subordinate, a client, or a vendor.
Harassment can take many forms, and it is not always loud or obvious. Common examples include:
- Repeated insults, threats, or abusive language, in person or online.
- Persistent unwanted comments about your appearance, race, religion, gender, or personal life.
- Sexual advances, suggestive remarks, or unwanted physical contact.
- Deliberate exclusion, spreading of malicious rumours, or targeted humiliation in front of others.
- Threatening or aggressive messages sent through email, chat apps, or social media.
- Stalking-type behaviour, such as following you or monitoring you in a way that causes distress.
A one-off disagreement or robust feedback is not usually harassment. What tends to matter is a pattern of unwelcome conduct, or a single serious incident, that causes real distress and would trouble a reasonable person in your position. If you are unsure whether something crosses the line, that uncertainty is itself a good reason to document what happened and seek guidance.
First Steps to Take Right Away
When something happens, your instinct may be to brush it off or hope it stops. Sometimes it does, but often it helps to act early while the details are fresh. Consider these steps.
- Prioritise your safety. If you feel physically threatened, remove yourself from the situation and, in an emergency, contact the Police.
- Document everything. Write down what happened, the date, the time, the location, who was involved, and who else saw or heard it. Save relevant messages, emails, and screenshots. Keep this record somewhere private, ideally not only on a work device.
- Be clear where you safely can. If you feel comfortable and safe doing so, you can tell the person the behaviour is unwelcome and ask them to stop. You are never obliged to confront anyone if it does not feel safe.
- Talk to someone you trust. A friend, family member, or trusted colleague can help you think clearly and remind you that the problem is the behaviour, not you.
- Check your company policy. Many employers have a grievance or code-of-conduct policy that sets out how to raise concerns and who handles them.
Keeping a factual, dated record is one of the most useful things you can do. It supports you if you later raise the matter formally, and it helps you see patterns you might otherwise doubt.
Raising It Through the Right Channels
Once you have a record, you have choices about how to escalate. You do not have to do everything at once, and you can seek advice before deciding.
| Channel | Best for | Keep in mind |
|---|---|---|
| Your manager or a trusted senior | Early concerns, when the issue is not with that person | Ask for the conversation and outcome to be noted |
| Human Resources (HR) | Formal grievances and policy breaches | Submit in writing and keep a copy |
| TAFEP (Tripartite Alliance for Fair and Progressive Employment Practices) | Fair-employment concerns and advice when internal channels fall short | Offers guidance and can look into workplace grievances |
| MOM (Ministry of Manpower) | Employment-related complaints and support | Can advise on your situation and next steps |
| The Police | Behaviour that may be criminal, such as threats or assault | For urgent safety, contact them without delay |
Where possible, start by reporting internally to your manager or HR, since employers are expected to look into grievances seriously and to protect staff. Put your complaint in writing, stick to the facts, and attach your evidence. If the harasser is your manager, or if the internal response is inadequate, you can raise it with TAFEP for fair-employment guidance, or approach MOM. TAFEP and MOM can advise on your options and, in appropriate cases, look into the matter.
It also helps to know that Singapore has the Protection from Harassment Act, a law that provides remedies for people who face harassment, including in some workplace situations. What relief may be available depends entirely on the facts, so if you are considering this route, get proper legal advice about how it applies to you.
Looking After Yourself Through It
Dealing with harassment is draining, and the stress can spill into your sleep, mood, and confidence. Caring for your wellbeing is not a distraction from resolving the issue, it is part of getting through it.
- Lean on your support network. Talking to people you trust reduces the isolation that harassment often creates.
- Watch for the toll on your health. If you notice persistent anxiety, low mood, or trouble functioning, consider speaking to your GP, who can advise on support and, if helpful, a referral.
- Reach out to a helpline. Singapore has helplines that offer a listening ear and emotional support. Look up the current numbers for a service that fits your needs, as contact details can change.
- Protect your boundaries. Where you can, limit unnecessary contact with the person involved and take your entitled rest.
You deserve to feel safe at work, and asking for help is a sign of strength, not weakness. If the pressure is building, managing the stress alongside the formal steps will help you stay steady while you sort things out.
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Knowing your footing at work makes it easier to speak up, so start with know your employment rights in Singapore and, if the person involved is your manager, dealing with a difficult boss. For the wellbeing side, managing workplace stress and our list of mental health resources in Singapore point you to support you can reach out to today.