Employment & labour — Topics

5 Apr 2021

Resolving Challenges Faced by Foreign Domestic Workers in Singapore

The Ministry of Manpower runs the Employer Orientation Programme and the Settling-in-Programme to educate first-time employers and foreign domestic workers on responsibilities, working conditions, and relationship management.
MOM provides access to helplines operated by itself and NGOs, and regularly gathers feedback from employers, NGOs, and employment agencies to address ground issues like miscommunication that lead to early contract termination.
Following stakeholder feedback, MOM partnered with the Centre for Domestic Employees and the Foreign Domestic Worker Association for Social Support and Training to offer free dispute resolution services to help resolve conflicts and promote contract completion.
MOM is currently reviewing policies, including those on rest days, and plans to conduct consultations with stakeholders to better support and protect foreign domestic workers.

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5 Apr 2021

Measures to Ensure Mental Well-being at Workplaces

The government has launched initiatives like Youthopia and the Youth Mental Well-being Network to support young workers with career transition and mental health resources.
Employers are encouraged to use tools like iWorkHealth to assess employee mental well-being and identify stress factors, including by age group.
The Tripartite Advisory on Mental Well-being provides guidelines for employers to support workers, including access to free talks and wellness programmes.
These measures complement personal efforts to maintain mental well-being through staying active, connected, and seeking help when needed.

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5 Apr 2021

Evidence that Increasing Childcare Leave Entitlement Will Lead to Decrease in Employability

Mr Louis Ng Kok Kwang asked whether any studies in Singapore show that increasing childcare leave entitlement leads to decreased employability for parents.
The Government highlighted past enhancements to childcare leave and noted that while many factors affect employability, employer feedback suggests caution due to potential cost and operational impacts.
The Government emphasized the importance of flexible work arrangements, noting that 93% of employers provided some form of flexibility, and pointed to tripartite standards to support employees’ caregiving needs.

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5 Apr 2021

Service Standard for Payout of SGUnited Funding Programmes

Mrs Josephine Teo explained that Workforce Singapore collaborates with the Singapore Business Federation to administer the SGUnited Traineeships and Mid-Career Pathways programmes, with SBF handling claims processing and payouts for host organisations.
As of 1 April 2021, around 27,000 claims were received, with 60% processed and paid, 20% pending clarifications, and 20% still being processed, prompting SBF to expand its team and launch a new claims portal.
SBF aims to disburse payouts within four weeks for claims with complete documentation and is working to clear pending claims by the end of April 2021.

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5 Apr 2021

Persons with Disabilities Who Have Approached SG Enable for Employment and Job Placement Assistance

Mr Melvin Yong asked the Minister for Social and Family Development about the number of persons with disabilities who sought employment help from SG Enable over the past five years, the average success rate, and future plans to support their employment.
SG Enable and its partners have placed over 3,000 persons with disabilities in jobs through the Open Door Programme since 2014, with more than 60% remaining employed with the same employer after six months.
The government has enhanced support, including the ODP Training Grant offering 95% course fee subsidies and the Enabling Employment Credit providing up to 30% wage offsets for eligible employers.
Three new programmes—Place and Train, Attach and Train, and Skills Development—were launched to complement existing efforts amid COVID-19 impacts.
A cross-sectoral workgroup under the Third Enabling Masterplan has concluded its work and will soon release recommendations to better support persons with disabilities in the future economy.

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5 Apr 2021

Resignation Rate of Frontline Healthcare Workers Since Start of COVID-19 Pandemic

Dr Lim Wee Kiak asked about the resignation rates of frontline healthcare workers during the pandemic, measures to help them cope with work stress, and support for those struggling.
Minister Gan Kim Yong reported that resignation rates in the public healthcare sector fell from 10% in 2019 to 6% in 2020, with doctors and nurses seeing similar declines.
The Ministry has enhanced support through counselling, staff helplines, peer programmes, and a cross-cluster Staff Well-being Committee.
Healthcare workers have shown resilience and dedication, and the government committed to ongoing support amid the prolonged pandemic.

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5 Apr 2021

Helping Workers Transit from COVID-19-related Jobs to Longer Term Work

The Minister reported that nearly 93,000 local jobseekers have been placed into jobs and skills opportunities since the launch of the SGUnited Jobs and Skills Package, with about 12,000 in short-term COVID-19 roles like swabbing, safe management, and patient services.
For workers in temporary COVID-19 positions, the government plans to help them find permanent jobs after their stints through extended and enhanced incentives like the Jobs Growth Incentive and career conversion programmes.
Career conversion programmes are available to support reskilling, with 10,000 places this year and new programmes targeted at growing sectors such as Manufacturing, ICT, and Professional Services.
Job seekers can access assistance from WSG, NTUC’s Employment and Employability Institute, and 24 SGUnited Jobs and Skills Centres, with additional support from a new placement partner, Adecco Personnel Pte Ltd.
The response also highlighted redeployments, such as flight attendants acting as care ambassadors in hospitals, with expectations that they will return to their parent companies as demand recovers.

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5 Apr 2021

Obligations for Employers to Prevent Workplace Sexual Harassment

Mr. Gerald Giam asked about the legal obligations of employers to prevent workplace sexual harassment, including measures, reporting procedures, complaint handling, and consequences for non-compliance, as well as plans to strengthen legislation.
Mrs. Josephine Teo responded that Singapore uses a tripartite approach with guidelines, standards, and advisories rather than relying solely on legislation, including the 2015 Tripartite Advisory on Managing Workplace Harassment.
The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) oversees implementation, provides training and resources, and investigates complaints, with employers advised to take preventive actions and cooperate to avoid MOM reviews of work pass privileges.
Civil remedies under the Penal Code and Protection from Harassment Act are available for harassment, and TAFEP has referred a small number of cases to the Police while monitoring for further needed measures.

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5 Apr 2021

Number of Lapsed Registration of Registered Nurses

From 2016 to 2020, about 380 local Registered Nurses stopped practising each year, primarily due to family commitments, and there is no specific data on how many are still employed in healthcare institutions but not in nursing roles.
Nurses who have not practised for five years must attend a refresher course under the Return-to-Nursing (RTN) programme, which has been enhanced with a Place-and-Train format allowing them to secure employment and receive a salary during training, fully funded by employers and the government.
Amid COVID-19, a shorter programme was introduced, and about 40 Registered Nurses were trained in the past year to return to nursing practice.

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5 Apr 2021

Cases of Employees being Redeployed or Asked to Leave their Positions Due to Not Being Vaccinated

Tripartite partners are discussing employer policies on workplace vaccination, stressing that vaccination is voluntary but higher rates help protect businesses and workers.
Many high-risk frontline employees have been vaccinated, and there have been no reported cases of employees being penalized for declining vaccination.
Disputes over vaccination-related redeployment or dismissal should be addressed by seeking case-specific advice and assistance from the Ministry of Manpower.

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5 Apr 2021

Measures to Ensure Employers are More Proactive about Workplace Safety

Mrs Josephine Teo outlined that the Ministry of Manpower (MOM) uses a mix of commercial incentives, such as the CheckSafe e-service and sharing injury data with insurers, to encourage employers to proactively prioritize workplace safety and health (WSH) as a business interest.
The government has strengthened deterrence through higher fines and imprisonment terms for negligence, with the maximum fine rising to $400,000 and courts imposing imprisonment sentences since 2018, alongside measures like the Business Under Surveillance (BUS) programme and demerit points for construction firms.
For Safe Management Measures (SMM) during COVID-19, MOM conducted nearly 17,000 inspections and issued 178 composition notices totaling $178,000 by March 2021, targeting non-compliances like inadequate remote work arrangements and physical distancing in workplaces.
MOM supports small and medium enterprises (SMEs) with practical guides, checklists, and grants to implement SMMs, noting that the latest measures are relaxed and designed to be easy to follow, with most SMEs already compliant under previous rules.

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5 Apr 2021

Training and Financial Support for Re-skilling of Oil and Gas Workers

The Minister for Manpower stated that companies and jobseekers can access support schemes like the Productivity Solutions Grant and Workforce Singapore’s career conversion programmes, which offer up to 90% funding for training and wages to facilitate reskilling and redeployment into growth sectors, including for oil and gas workers.
Since 2016, over 34,000 placements and redeployments have been facilitated through these programmes, with specific examples of oil and gas workers successfully switching to new roles, such as in advanced manufacturing.
Institutes of Higher Learning are collaborating with industry to develop relevant programmes, including sustainability-focused degrees and diplomas, to prepare students for emerging jobs in green sectors.

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5 Apr 2021

Impact of Transition to Low-carbon Emission Regime on Petrochemical Industries and Workers

Minister Chan Chun Sing stated that Singapore's Energy and Chemicals sector employed 27,000 workers in 2020, with 4,600 being work permit holders, and highlighted government studies on the low-carbon transition's implications.
The sector faces risks of downsizing or displacement if companies cannot decarbonise quickly, but it also offers opportunities by supplying materials for green technologies and aiding in carbon capture innovations.
The government is committed to supporting the sector's adaptation to become globally competitive and energy-efficient, aiming to sustain good employment opportunities for Singaporeans amid the transition.

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5 Apr 2021

Progress of Industry Transformation Maps

The Deputy Prime Minister highlighted that the 23 Industry Transformation Maps (ITMs) launched in 2016 have shown encouraging progress, with labour productivity and median income growth improving up to 2019, though COVID-19 disrupted sectors like air transport and retail, prompting targeted support measures.
The government is refreshing the ITMs to address accelerated trends such as digitalization, innovation, and sustainability, with updates to be completed by next year to focus on job growth, upskilling, and inclusive support for vulnerable workers through initiatives like the Jobs Growth Incentive and Senior Employment Credit.
Supplementary questions emphasized the need to share best practices across ITMs, incorporate pandemic lessons for future resilience (e.g., healthcare capacity), and leverage remote work opportunities, with the DPM affirming ongoing tripartite collaboration and skill-building efforts to ensure inclusive economic transformation.

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8 Mar 2021

Mandatory Care-giver and Bereavement Leave for Care-givers with Parents or Grandparents in their Final Days

Christopher de Souza proposed mandatory caregiver and bereavement leave for those with terminally ill parents or grandparents.
Josephine Teo noted that over 80% of companies already offer compassionate leave, but a mandate could raise employer costs and affect caregiver employability.
Teo highlighted that working caregivers prefer flexible work arrangements (FWAs) over leave, citing sustainability and flexibility, with FWAs now available to over 90% of employees.
The government plans to further promote FWAs, which have become more common since the pandemic.

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8 Mar 2021

Scale up Existing Tripartite Guidelines Addressing Workplace Sexual Harassment with Clear Definition of Workplace Sexual Harassment

Louis Ng Kok Kwang asked if the Ministry of Manpower would enhance tripartite guidelines on workplace sexual harassment by providing a clear definition and examples to help companies recognize such behavior.
Josephine Teo responded that the government does not tolerate workplace or sexual harassment and referenced the Tripartite Advisory on Managing Workplace Harassment, which outlines harassing behaviors, legal protections, and employer responsibilities.
She noted that the Tripartite Guidelines on Fair Employment Practices require companies to have grievance processes and confidentiality measures for handling sexual harassment complaints, with support from TAFEP’s Workplace Harassment Resource and Recourse Centre.

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8 Mar 2021

Accord More Incentives and Recognition to Coaches and Special Education Professionals in Day Activity Centres

Christopher de Souza asked if more incentives and recognition could be given to coaches and special education professionals in Day Activity Centres (DACs) to attract more people to join the profession.
The Ministry of Social and Family Development (MSF) and the National Council of Social Service (NCSS) support the sector through branding efforts, scholarships, awards, and annual training requirements, along with a Skills Framework to guide career development.
MSF and NCSS publish annual salary guidelines to help Social Service Agencies set competitive pay and will continue working to attract and retain staff in the sector.

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8 Mar 2021

Measures to Prevent Abuse of Foreign Domestic Workers

The Ministry of Manpower outlined a three-pronged approach to protect foreign domestic workers, including educating employers through programs like the Employers' Orientation Programme, conducting check-ins with workers via the Centre for Domestic Employees, and enhancing legal penalties for abuse under the Penal Code.
The Ministry is reviewing measures to strengthen support, such as enhancing one-on-one interviews for newly arrived workers, improving doctors' ability to report suspected abuse, and expanding outreach by partner organizations like CDE and FAST.
Concerns were raised about doctors' legal obligations to report abuse, screening employers for red flags, and providing ways for workers without phones or day off to report abuse, with the Ministry noting ongoing reviews and current practices like native-language interviews.
A member highlighted the need to balance employer interests against false accusations, emphasizing better matching, communication, and investigation to resolve disputes between employers and domestic workers.
Additional suggestions included mandating employment agencies' responsibilities throughout employment and incorporating mental health checks and counseling for workers, which the Ministry indicated it would consider.

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8 Mar 2021

Cases of Employers Repatriating Injured Migrant Workers against Their Will

The Ministry of Manpower stated that employers are legally responsible for migrant workers' medical costs and cannot repatriate injured workers until they are medically fit, with only two cases of illegal repatriation reported in the last five years.
There are multiple channels for workers to report issues, including a hotline, the FWMOMCare app, NGOs, and dormitory operators, with education provided in native languages through the Settling-In-Programme.
The requirement for a letter of guarantee in non-emergency cases is being reviewed to improve access to treatment, though hospitals currently use it to ensure payment capability.
MOM is reviewing medical insurance coverage to better manage large medical bills, with plans to enhance medical screening and underwriting, aiming to finalize this in the second half of the year.
For the 5% of cases exceeding the $15,000 insurance threshold, a special fund exists to ensure no worker is denied necessary care.

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4 Mar 2021

Breakdown of Persons with Disabilities Who Have Found Placements via Open Door Programme since Its Launch

The Open Door Programme (ODP), administered by SG Enable, has placed over 3,000 persons with disabilities (PwDs) into jobs from 2014 to 2020, with the top sectors being Food Services, Administrative and Support Services, and Retail.
More than 60% of PwDs placed through the ODP remained employed with the same employer after six months, and the programme supports both full-time and part-time placements based on individual circumstances.
The government uses employment credits and incentives to support PwD employment, contributing to a sustained average employment rate of around 29% for resident PwDs aged 15 to 64.

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