Employment & labour — Topics

1 Feb 2021

Management Support for Frontline Healthcare Workers who are Verbally or Physically Harassed

Ng Ling Ling asked whether public healthcare institutions are required to have clear policies for escalating harassment cases, providing tiered support based on severity, and reporting case numbers to the Ministry of Health (MOH).
Gan Kim Yong stated that MOH and public institutions have a zero-tolerance policy, established escalation processes, and track incidents internally, though individual case reporting to MOH is not mandatory.
The Protection from Harassment Act (POHA) provides enhanced protection for healthcare workers on duty, with reported cases rising from 1,080 in 2018 to 1,300 in 2020, and police reports under POHA Section 6 increasing from 40 to 58 over the same period.
Public healthcare institutions offer support systems including helplines, counselling, peer programmes, and training modules to help staff manage harassment and stress, with MOH committed to monitoring and enhancing staff well-being.

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1 Feb 2021

Utilisation Rates of Funds Set Aside to Help Families, Workers and Businesses During COVID-19 Pandemic

Heng Swee Keat outlined three main areas of spending from the $100 billion COVID-19 support package, allocating $13.8 billion to public health, $73.5 billion to protect livelihoods, and $10 billion to social and household support.
The funds supported testing, contact tracing, vaccine procurement, wage subsidies, business loans, and direct payments to households, with over half a million individuals receiving assistance through specific schemes.
The government expects not to fully utilise the $100 billion as some areas saw higher take-up than expected while others required less support, with future resource allocation to be detailed in the 2021 Budget.

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1 Feb 2021

Effects of Introducing Gender-neutral Fertility Leave on Employability

Mr Louis Ng asked whether the Ministry of Manpower has studied the effects of gender-neutral fertility leave on employability and if it plans to undertake such a study.
Mrs Josephine Teo responded that the government will consider the suggestion along with other studies and available resources, noting ongoing enhancements to leave provisions and the tripartite approach.
The government has progressively expanded childcare leave, paternity leave, shared parental leave, and adoption leave, and introduced tripartite standards for unpaid caregiving leave.
Feedback indicates that flexible work arrangements are more sustainable than additional leave, and efforts are underway to entrench such arrangements across sectors.
The Ministry is assessing the impact of policy changes on employers and employability amid economic uncertainty.

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1 Feb 2021

Clarification by Minister for Manpower

The Minister for Manpower clarified her earlier statement on the Jobs Growth Incentive scheme, correcting the timeline for CPF payment submissions.
She explained that employers have two weeks after the month’s end to make CPF payments, not two months as previously stated.
The CPF Board validates the data before sending it to IRAS, meaning data for September 2020 hires would only be ready by late November.

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5 Jan 2021

Average Breakdown of Income in Terms of Wage Earnings Only versus Workfare Income Supplement

Assoc Prof Jamus Jerome Lim asked the Minister for Manpower about the share and average breakdown of income from wages alone versus Workfare Income Supplement (WIS) for Singaporeans earning below $1,300 per month.
Mrs Josephine Teo stated that nearly 8 in 10 low-wage workers aged 35 and above receive WIS, with ineligibility based on property holdings or spousal income exceeding thresholds.
WIS payouts vary by age and salary, with recipients earning an average of $1,300 monthly; older workers see significant boosts, such as a 26% income increase for those aged 60 and above from a $4,000 annual payout.
For younger age groups, annual WIS payouts range from $1,700 to $2,500, providing income top-ups of 11% to 16% on average.
The scheme aims to support lower-wage workers with limited family resources by encouraging regular work and CPF savings.

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5 Jan 2021

Mandatory Care-giver Leave to Care for Aged Parents

Christopher de Souza asked the Ministry for Manpower whether mandatory caregiver leave could be introduced to help children care for their aged parents.
The Government acknowledges the importance of caregiving for the elderly, emphasizing flexible work arrangements over mandatory leave as a more sustainable support for long-term caregiving needs.
Efforts to support caregivers include promoting flexible work arrangements through employer recognition, implementation guides, and awareness campaigns, with over 8,000 companies adopting the Tripartite Standard on FWAs by late 2021.
Additional support includes the Caregiver Support Action Plan, offering home and community care options and respite services to help caregivers balance work and caregiving responsibilities.
The Ministry of Manpower will continue to advocate for flexible work arrangements and collaborate with other ministries and tripartite partners to enhance support for working caregivers.

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5 Jan 2021

Help for Mature Workers Transitioning to Another Industry and Tackling Unemployment after Removal of Jobs Support Scheme

The government has introduced enhanced support for mature workers through the SGUnited Jobs and Skills Package and the SkillsFuture Mid-Career Support Package, offering higher wage subsidies and training credits to help them transition to new industries.
The Jobs Growth Incentive provides 50% wage support for hiring mature local workers, double that for younger hires, to encourage employers to consider their valuable experience and skills.
For aviation and tourism sectors affected by the removal of the Jobs Support Scheme, targeted measures like the Enhanced Aviation Support Package and tourism initiatives aim to preserve jobs and facilitate reskilling for new roles.
Workforce Singapore has expanded career matching and coaching services, including online platforms and physical centres, to assist mature jobseekers in finding new opportunities.
The government is reviewing further extensions of support and promoting job redesign and digital reskilling programs to help workers adapt to evolving industry needs.

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5 Jan 2021

Review of Government-Paid Childcare Leave

Gan Thiam Poh questioned the government on whether it plans to review the number of Government-Paid Childcare Leave, which has not been increased since 2008.
Indranee Rajah, representing the Prime Minister, outlined progressive enhancements to parental leave provisions since 2008, including extended childcare leave for older children and increased paternity and shared parental leave.
The government emphasized a balanced approach to any future enhancements, considering both parental caregiving needs and employers' manpower requirements, while also promoting a family-friendly work environment through tripartite initiatives and flexible work arrangements.

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5 Jan 2021

Current Number of Cleaners Hired Directly by Companies

Ms Mariam Jaafar asked the Ministry for Manpower for statistics on cleaners hired directly by companies and whether they could be included under the Progressive Wage Model (PWM).
The Ministry estimates about 22,000 out of 43,000 full-time cleaners are employed in-house, and while they are not currently under PWM, their median income is similar to outsourced cleaners.
The Tripartite Workgroup on Lower-Wage Workers will consider expanding PWM coverage to include cleaners working for non-cleaning companies.

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5 Jan 2021

Discrimination Cases Dealt With by Tripartite Alliance for Fair and Progressive Employment Practices

Mrs Josephine Teo reported that in the first half of 2020, TAFEP investigated 260 cases of possible breaches of the Tripartite Guidelines on Fair Employment Practices, with penalties imposed on about 70 employers and no repeat offenders.
The Ministry of Manpower tracks public perception of fair employment practices through regular polls and detailed surveys, with findings published in the November 2020 Employment Standards Report.
The Ministry emphasized its ongoing vigilance against discriminatory practices and commitment to taking action against errant employers to build fair workplaces for all employees.

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5 Jan 2021

More Time for Aggrieved Employees under Tripartite Alliance for Dispute Management Framework to Explore Dispute Resolution Options

Ms Hany Soh proposed lifting the time limits for filing cases under the Tripartite Alliance for Dispute Management (TADM) to give aggrieved employees more time to explore dispute resolution options.
Manpower Minister Josephine Teo explained that time limits vary by dispute type: up to one year for salary-related claims and one month for wrongful dismissal claims, as specified in the Employment Claims Act.
The tripartite partners reviewed the limits in 2018 and found that 99% of TADM advisory service users acted within the current timeframes, with similar trends in 2019 and 2020.
For the minority who exceeded limits, about half were referred elsewhere or chose not to pursue claims, while the rest received follow-up assistance like private settlement or mediation.
The Minister emphasized that early reporting is crucial for factual accuracy and claim recovery, and TADM has simplified filing through online or phone options, leading partners to retain the current time limits while continuing to monitor the situation.

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5 Jan 2021

Rationale for Spousal Income Criterion in Eligibility Assessment for Workfare Income Supplement

The spousal income criterion was introduced to ensure Workfare targets lower-wage workers with limited household wealth by considering the assessable income of the spouse and properties owned.
The spouse’s assessable income threshold of $70,000 is set significantly above the median to balance inclusivity with targeting support.
Appeals for exceptions, including for estranged spouses, are considered case-by-case with supporting documents from agencies, and exceptions have been made.
The scheme aims to encourage regular work and CPF savings among lower-income Singaporeans with less family support.

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5 Jan 2021

Preventing Doctors from Issuing Insufficient Medical Leave

Leon Perera raised concerns about doctors issuing insufficient medical leave, especially for blue-collar and migrant workers, and asked about protections and a whistleblower hotline.
Health Minister Gan Kim Yong stated that doctors must use clinical judgment and follow ethical guidelines, and that complaints can be filed with the Singapore Medical Council, which may take disciplinary action.
He added that all employees, including blue-collar and migrant workers, are protected by the Employment Act and can seek help from MOM if they feel medical leave is insufficient.

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5 Jan 2021

Rationale for Support Threshold in Jobs Growth Incentive Scheme

The Jobs Growth Incentive (JGI) provides 50% salary support for hiring mature local workers aged 40 and above, which is double the rate for younger hires, as part of broader efforts like the SkillsFuture Mid-Career Support Package to help them transition careers.
The government is monitoring the JGI's take-up and effectiveness, with a $1 billion budget set aside, but has not set specific numerical targets for mature worker hires, as success is viewed holistically alongside overall employment recovery.
While some parliamentary members suggested increasing the support threshold to 75% to better incentivize hiring mature workers, the Minister emphasized that the JGI is one tool in a wider suite of measures, and adjustments will be considered based on data and economic conditions.

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5 Jan 2021

Rejections of COVID-19 Support Grant Applications Due To Inability to Produce Retrenchment Letters

The Minister confirmed that around 4,000 applications for the COVID-19 Support Grant were rejected due to unverifiable employment details, though no specific count was kept for those rejected solely for lacking retrenchment letters.
The Ministry explained that it uses alternative verification methods like CPF records or contacting employers, and allows appeals where applicants can submit correspondence showing pressure to resign, with a 97% appeal success rate.
Carrie Tan highlighted the plight of low-wage workers who avoid formal retrenchment letters to preserve employer goodwill, urging frontline Social Service Offices to have more discretion to approve cases without requiring a full appeal.
The Minister emphasized accountability for public funds but assured that the SSO’s intent is to help, thoroughly reviewing all evidence, and that the new COVID-19 Recovery Grant will continue similar support with flexibility for document challenges.

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4 Jan 2021

Last Update to Price Schedule of Rates Released for Each Procurement by National Parks Board

Mohd Fahmi Aliman asked when the National Parks Board last updated its Price Schedule of Rates (PSOR) and if the $7 hourly rate for manual labor could be revised to include factors like the Progressive Wage Model, CPF contributions, benefits, and transport costs.
Desmond Lee responded that NParks last updated the PSOR in September 2020, noting that rates are pegged to prevailing market prices based on quotations from companies.
The rates already account for costs such as Progressive Wage Model wages, employer CPF contributions, statutory benefits, and transport expenses where applicable.

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4 Jan 2021

Support for Nursing Mothers in Phase 3 of Re-opening and Beyond in Set-up of Lactation Rooms in Private Workplaces Under Work Life Grant

Miss Rachel Ong inquired about alternative ways to encourage companies to set up lactation rooms after the Work-Life Grant closed and whether guidelines could be reviewed for more flexibility in work-from-home arrangements or lactation room provisions.
Mrs Josephine Teo noted that lactation rooms are mandated under the Code on Accessibility in the Built Environment for certain building types, including offices, and must comply with BCA approvals.
She emphasized that the Ministry of Manpower supports flexible work arrangements, including work-from-home, with 85% of employers offering some form of FWA in 2019, and this increased during COVID-19.
Tripartite partners will implement recommendations from the Citizens' Panel on Work-Life Harmony, such as developing an FWA guide and sector-specific communities to support sustainable flexible work practices.
The government aims to maintain support for nursing mothers and work-life harmony through existing regulations and evolving tripartite initiatives in the new normal.

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4 Jan 2021

Update on Setting Up of Referral Process for Tripartite Alliance for Fair and Progressive Employment Practices with Oversight of Workplace Harassment Cases

TAFEP has established itself as the main centre for workplace harassment cases since 2019, working with partners to refer and handle cases, including providing support and advising on legal recourse where necessary.
Between January 2019 and October 2020, TAFEP handled around 80 workplace harassment cases, with about one-fifth related to sexual harassment and the rest involving verbal abuse, bullying, and physical abuse.
TAFEP has increased its publicity through digital and social media to raise awareness about reporting avenues and will continue collaborating with agencies like NTUC and SNEF to promote a safe work environment.

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4 Jan 2021

Waiver of Foreign Domestic Worker Levies Paid by Employers Due to COVID-19-related Travel Restrictions

Assoc Prof Jamus Jerome Lim asked if the government would waive levies for employers who could not receive their foreign domestic workers (FDWs) or whose FDWs requested early repatriation due to COVID-19 travel restrictions.
Mrs Josephine Teo explained that employers do not pay monthly levies for new FDWs unable to enter Singapore due to travel restrictions and can request levy waivers for FDWs on home leave unable to re-enter.
For FDWs who wish to be repatriated, employers must secure flights before cancelling work permits, after which levy obligations cease; extensions for Special Passes are available if flights are cancelled.
Levies are not payable for FDWs holding Special Passes, and flights to most source countries remain available despite reduced frequency.

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4 Jan 2021

Update on Employment Profile of Companies on Fair Consideration Framework Watchlist

Leong Mun Wai asked for an update on the employment profiles of companies on the Fair Consideration Framework Watchlist, including ratios of Singaporeans to foreigners, breakdown by salary, largest foreign group, HR head nationality, and succession plans.
Josephine Teo explained that firms are placed on the Watchlist for having a higher share of foreign PMETs or a single foreign nationality, and that TAFEP engages them to improve local hiring, with many firms exiting the Watchlist after improvements.
Since 2016, Watchlist firms have hired over 4,800 Singaporean PMETs, and uncooperative firms face work pass suspensions.
Teo noted that about 90% of HR professionals in Singapore are locals, but hiring decisions involve senior management, and all employers must comply with fair hiring laws and adopt good HR practices.

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