Employment & labour — Topics

2 Feb 2021

Impact on Jobs and Trades with Shift Away from Fossil Fuel and Traditional Automotive Industries

Minister Chan Chun Sing stated that the shift to low emissions mobility is not expected to cause significant job losses in Singapore, as the petrochemical industry remains relevant for various products and the specialty chemicals sector continues to grow in demand across Asia.
Existing transport and maintenance workers are adapting to hybrid and electrified platforms, with the government supporting skill upgrades through initiatives like the Singapore Motor Workshop Association training facility to maintain electric vehicle components and charging systems.
Singapore is actively growing the EV industry by attracting investments from companies like Hyundai, Borgwarner, Continental, and Infineon, which are expected to create job opportunities in advanced manufacturing, R&D, design, and software engineering.
Government agencies will collaborate with companies, training providers, and unions to prepare Singaporeans for new roles in the transitioning mobility sector, ensuring a skilled workforce for the future.

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2 Feb 2021

Proposed Alternative Work Schedule for a Day Off After Working Extra Hour Every Day for Nine Days

Assoc Prof Jamus Jerome Lim proposed an Alternative Work Schedule where employees who work an extra hour daily for nine days earn a day off on the tenth day.
Mrs Josephine Teo responded that the Employment Act already permits flexible work arrangements, including schedules like the one proposed.
She emphasized that employers must ensure employees have adequate rest, break times, and health and safety protections regardless of the work schedule.
The debate highlights the balance between flexible work arrangements and the need for worker well-being under existing legislation.
No immediate policy change was indicated, with current laws already addressing alternative work schedules.

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2 Feb 2021

Recruiting Sufficient Number of Foreign Workers Whilst Ensuring COVID-19-safe Work Environment

Murali Pillai asked for the ratio of foreign workers to man-year entitlements, its comparison over the past two years, and steps to recruit sufficient foreign workers while maintaining a COVID-19-safe environment.
Josephine Teo stated that the ratio is not a meaningful indicator due to multi-year MYE allocations and hiring beyond quotas, noting a 15% decline in foreign workers in key sectors despite expected demand growth in 2021.
The Ministry has allowed safe entry of new workers since December 2020, implementing testing regimes, border measures, and workplace safety protocols to minimize COVID-19 risks.
Employers must adhere to Safe Management Measures, including site segregation and regular testing for dormitory residents, while enhancing contact tracing and safe living practices.
The government continues to adjust measures based on the operating environment to balance manpower needs with public health safeguards.

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2 Feb 2021

Help for Employers Caught Out by Indonesia's New Zero Placement Fee Policy for Domestic Helpers

The Indonesian government’s zero placement fee policy will require employers to bear costs for new Indonesian domestic helpers, leading to potentially higher service fees from Singapore agencies.
Employers can consider hiring helpers from other countries, with agencies required to provide clear fee breakdowns and advise on suitable options based on cost and preference.
Alternatively, employers may explore part-time help through the Household Services Scheme or seek subsidised caregiving support from agencies like AIC and ECDA.

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2 Feb 2021

Prevalence of Cases of Firms Underpaying Foreign Staff

Between 2010 and 2014, an average of 60 employers per year were penalised for underpaying foreign employees, rising to about 190 employers per year from 2015 to 2019 due to improved detection and education efforts.
Underpayment methods include directly paying lower salaries or requiring employees to return a portion of their declared salary through electronic transfers or cash to avoid paper trails.
Employment agencies were rarely involved, with only six licensed agencies facing enforcement action over the entire 10-year period, and the Ministry will continue strong surveillance and enforcement against all violators.

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2 Feb 2021

Child And Elder Care as Reasons for Not Participating in Workforce

Carrie Tan asked the Ministry of Manpower for annual data from 2015 to 2019 on persons outside the workforce due to caring for children or elderly parents, including their age, gender, and average duration outside work.
Minister Gan Siow Huang provided data showing that in 2018-2019, around 144,100 residents cited caregiving as the main reason, with 90% being females and mostly in their 30s or older; median years since last job were 4-5 years for childcare and 8 years for eldercare.
Singapore's female employment rate is high at 73.3% in 2019, with support measures like expanded preschool capacity and the Caregiver Support Action Plan to help caregivers balance work and care responsibilities.
Carrie Tan highlighted concerns about retirement adequacy for caregivers, suggesting valuing care work and proposing cross-ministry efforts or income support like CPF top-ups to prevent retirement inadequacy.
Minister Gan noted existing financial schemes like the Silver Support Scheme and CPF enhancements, expressed openness to ideas like a "Carefare" scheme, and emphasized promoting flexible work arrangements to help caregivers manage dual responsibilities.

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2 Feb 2021

Proportion of Outsourced Workers in Healthcare Institutions

About 13% of staff in public healthcare institutions, or roughly 10,000 workers, are outsourced, with nearly 70% in frontline or patient care roles but under 5% handling patient samples.
Outsourced workers are not direct hires and their compensation is set by contractors, though healthcare institutions have extended COVID-19 support like PPE, training, and vaccinations to them.
During the debate, concerns were raised that outsourced frontline workers, such as cleaners in COVID-19 wards, do not qualify for special bonuses given to direct public officers, prompting calls for harmonized recognition and benefits.
The Ministry encourages institutions to appreciate outsourced workers’ contributions and will allow them latitude to plan recognition, but did not commit to extending specific financial bonuses.
The Ministry was asked whether work injury compensation (WICA) is required for outsourced healthcare workers, and responded that general workplace injury provisions likely apply, though specific institutional requirements were not detailed.

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1 Feb 2021

Statistics on Number of Companies Rejected by Singapore Business Federation on Usage of SGUnited Traineeship Programmes

The Singapore Business Federation (SBF) screens all applications for the SGUnited Traineeship programmes, rejecting about one in ten applications by end-December 2020 for reasons such as inadequate development plans or unsuitable roles, but there is no quota on the number of trainees a company can hire as long as quality and capacity are maintained.
SBF requires host organisations to sign agreements that include adherence to development plans, submission of monthly progress reports, and acceptance of SBF’s arbitration in disputes, with trainees able to submit feedback or complaints directly to SBF via hotlines, email, or an online whistle-blowing channel.
By end-December 2020, SBF received eight complaint cases, primarily concerning lack of supervision or safety measures, and resolves issues through mediation or, in serious cases, works with MOM and WSG to impose penalties such as rescinding approvals, clawing back grants, or barring organisations from future programmes.

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1 Feb 2021

Measures to Ensure Skills Transfer from Employment Pass Holders to Local Workers to Build Up Local Capabilities

The government prioritizes skills acquisition for locals through initiatives like Skillsfuture, focusing on creating good jobs and promoting employer commitment to fair hiring and progression.
Skills transfer for PMETs is achieved through various pathways including peer learning, structured training programmes, and job changes, rather than linear or prescriptive measures.
Work pass policies are regularly reviewed and adjusted, such as raising qualifying salary criteria for Employment Pass holders and reducing S Pass sub-Dependency Ratio Ceilings in key sectors, to support local employment outcomes.

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1 Feb 2021

Review of Rules and Regulations Governing Placement on Fair Consideration Framework Watchlist

Ms Hazel Poa asked if the rules will be reviewed to cover indicators like high nationality concentration that place companies on the FCF Watchlist even if they have not broken any rules.
Mrs Josephine Teo explained that the FCF Watchlist targets firms with unusually high foreign PMET ratios or single-nationality concentrations to proactively address discriminatory hiring.
She noted that most firms on the Watchlist improve with guidance and have hired over 4,800 Singaporean PMETs since 2016, with many exiting the Watchlist within a year.
Firms that do not cooperate face work pass restrictions, allowing a calibrated approach that expands local employment more effectively than uniform penalties.

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1 Feb 2021

Sanctions on Companies Requiring Nursing Mothers to Return to Office without Provision of Appropriate Lactation Rooms and Other Support Measures

Miss Rachel Ong asked whether sanctions can be imposed on companies that require nursing mothers to return to the office without lactation rooms, and what measures the Ministry will take to support Flexible Working Arrangements (FWAs) for nursing mothers, including reopening the Work Life Grant and whether it supports lactation rooms.
The Minister acknowledged the importance of supporting nursing mothers and promoting FWAs through tripartite efforts, noting that 85% of employers offered FWAs in 2019 and adoption has increased, so the Work Life Grant is not currently being reopened.
The government requires building owners to provide lactation rooms under enhanced Building and Construction Authority codes, with funding support for older buildings, but cautioned that sanctions could lead to unintended consequences like reduced employment of nursing mothers or women.
The Ministry plans to implement recommendations from the Citizens’ Panel on Work-Life Harmony to further enhance FWA provision and take-up, while continuing to advocate for supportive practices for nursing mothers.

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1 Feb 2021

Types of Assistance Made Available to Singaporean Students Studying Islamic Studies Abroad During Pandemic

MUIS collaborated with government agencies and overseas missions to repatriate 410 Singaporean students studying Islamic studies abroad, providing financial subsidies totaling $102,000 for 180 students with financial constraints.
To minimize learning disruption, MUIS facilitated online university examinations, Arabic classes, and placement tests for students enrolling in overseas Islamic courses during the pandemic.
MUIS organized 41 workshops, webinars, and engagements from August to December 2020 to equip repatriated students with skills for employment in the Islamic religious sector, along with arranging internships, part-time employment, and roles as Safe Distancing Ambassadors.

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1 Feb 2021

Breakdown of Amount for Successful Payouts under COVID-19 Support Grant

Assoc Prof Jamus Jerome Lim requested a breakdown of the amount for successful payouts under the COVID-19 Support Grant.
The Ministry of Social and Family Development approved about 97,000 applicants and disbursed around $215 million as of 3 January 2021.
Eligible applicants received up to $800 per month for three months if they lost their job or were on involuntary no-pay leave, and up to $500 per month for three months if they experienced at least a 30% salary loss.
The grant closed on 31 December 2020 and was replaced by the COVID-19 Recovery Grant starting 18 January 2021.

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1 Feb 2021

Employment and Wage Outcome of Tertiary Graduates from Private Education Institutes and Efforts to Strengthen Pedagogy Quality and Industry Relevance Over Last Three Years

Over the last three years, private education institute (PEI) graduates from full-time bachelor's External Degree Programmes saw stable employment outcomes with an average overall employment rate of around 80% and full-time permanent employment near 50%, while median gross monthly salary ranged from $2,650 to $2,800.
SkillsFuture Singapore conducts and publishes an annual PEI Graduate Employment Survey to provide decision-making information but does not endorse the academic quality or market relevance of PEI programmes, with baseline standards enforced under the Private Education Act.
PEIs are responsible for working with industry to review curricula and ensure relevance, while SSG shares Job-Skills insights to help them understand market demands, and certain programmes like nursing and early childhood education require prior accreditation from regulatory bodies.

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1 Feb 2021

Breakdown on Investments Secured by Singapore from 2005-2020

Miss Cheryl Chan requested a detailed breakdown of Singapore's investments from 2005 to 2020, including their annual value-added contribution, yearly job creation, and the percentage of jobs in manufacturing, R&D, and professional services.
Minister Chan Chun Sing provided a table with the requested data and noted an average of 23,000 jobs created annually from these investments.
Of the new jobs, approximately 40% were in manufacturing, 20% in research and development, and 40% in services, including professional services.
The debate focused on tracking the economic impact of secured investments over a 15-year period through quantitative metrics.
The response emphasized the role of these investments in driving job growth across key sectors, particularly emerging industries.

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1 Feb 2021

Extension of Childcare Leave Period to Facilitate Parents' Care Arrangements for Children Placed on Mandatory Sick Leave

Murali Pillai asked the Prime Minister to consider extending childcare leave during the pandemic, given the advisory for five days of sick leave for children with respiratory symptoms.
Indranee Rajah, responding for the Prime Minister, explained that while parents face challenges, existing childcare leave entitlements and annual leave already provide support, and any changes must balance employer needs with parental care responsibilities.
The government encourages employers to adopt flexible work arrangements and Tripartite Standards instead of expanding leave provisions, promoting a sustainable family-friendly work environment.

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1 Feb 2021

Updates to Work-from-home Advisory in Phase Three of Re-opening

The government confirmed that work-from-home remains the default working arrangement in Phase Three, with no more than 50% of employees who can work from home allowed at the workplace at any time, and those employees must work from home for at least half their working hours.
These Safe Management Measures are subject to adjustment based on COVID-19 trends and public health risks, with possible easing or tightening in the future depending on the evolving situation.
The tripartite partners encourage employers to continue providing flexible work arrangements, including work-from-home, to support work-life harmony, and are promoting adoption through initiatives like Work-Life Ambassadors and sector-specific communities of practice.

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1 Feb 2021

Medical Costs of Foreign Domestic Workers

Lim Biow Chuan questioned the policy requiring employers to bear all medical costs for foreign domestic workers, even when treatment is unrelated to their work.
Mrs Josephine Teo explained that employers must provide medical insurance covering at least $15,000 for hospitalisation, regardless of the cause, to ensure workers receive care and employers can manage expenses.
She noted this insurance has covered 95% of hospitalisation bills in the past three years and employers can seek hospital social work assistance if facing financial difficulties.

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1 Feb 2021

Continued Vibrancy and Sustainability of Singapore’s Hawker Culture

The Ministry highlights long-term priorities to sustain Singapore’s hawker culture, focusing on addressing manpower constraints through productivity measures like centralised dishwashing and automation subsidies.
Initiatives are in place to attract new hawkers by keeping rents reasonable, offering incubation stalls, and providing training through apprenticeships and a succession scheme for retiring veterans.
New hawker centres are designed with improved infrastructure, including larger stalls, better ventilation, family-friendly amenities, and provisions for automated systems to support sustainability and hygiene.

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1 Feb 2021

Telecommuting Options for School Teachers and School Staff

Zhulkarnain Abdul Rahim asked if teachers and staff in vulnerable groups such as pregnant women, the elderly, or those with immune deficiencies could be allowed to telecommute due to rising COVID-19 cases.
Lawrence Wong stated that MOE follows workforce advisories from the Multi-Ministry Taskforce, Ministry of Manpower, and Public Service Division, and that physical presence in schools is needed to support operations and prevent disruption to student learning.
MOE allows flexibility where operationally feasible, such as staggered hours or working from home on days with no physical classes, and gives extra care to vulnerable staff by avoiding high-exposure roles.
Schools have implemented stringent safe management measures to ensure a safe environment for staff and students.
MOE continues to prioritize staff well-being and minimize exposure risks while maintaining school operations.

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