Employment & labour — Topics

2 Nov 2020

More Assistance for Low-wage and Elderly Jobseekers and for Students Majoring in Aerospace, Aviation and Hospitality

The Ministry of Manpower has expanded career support services, including one-to-one coaching and outreach through HDB towns and targeted programs, to assist jobseekers like low-wage workers, with plans to improve hotline accessibility and language support.
For senior workers, the government discontinued the Job Redesign Grant but continues to support job redesign through other grants, offers enhanced wage subsidies for older hires, and emphasizes competency-based wages to encourage re-employment and address age-related concerns.
To help students in aerospace, aviation, and hospitality graduating in 2021, the government provides career guidance, promotes internships in adjacent sectors, and offers traineeship programs, while monitoring employment outcomes and adjusting support as needed.

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15 Oct 2020

Overview of Government's Strategy to Emerge Stronger from the COVID-19 Pandemic

The government has committed around $100 billion across five support packages to help businesses and workers through the pandemic, with a shift from broad-based relief to targeted support for firms in different recovery stages and a focus on job creation over retention.
Vulnerable groups including mid-career professionals, self-employed persons, and low-wage workers are receiving specific assistance through schemes like the Jobs Growth Incentive, Self-Employed Person Income Relief Scheme, and expansion of the Progressive Wage Model.
Singapore's fiscal strategy emphasizes prudence, using past reserves for crisis response without borrowing, while planning for future infrastructure needs and studying the timing of the GST increase alongside measures like the $6 billion Assurance Package to cushion its impact.
The government aims to balance Singapore's dual identity as a global city and a nation by staying open to talent and innovation while building social cohesion, investing in lifelong learning, and supporting households through transfers and vouchers.
Long-term challenges such as an ageing population, global economic volatility, and potential future crises underline the need for sustainable fiscal policies, prudent use of reserves, and continuous economic transformation to emerge stronger from the pandemic.

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15 Oct 2020

Overview of Government’s Strategy to Emerge Stronger from the COVID-19 Pandemic

The debate highlighted the urgent need to address long-term industry disruption and job displacement, with speakers proposing targeted measures such as fixed-term foreign work passes to attract specialized talent while training Singaporeans, enhanced career coaching with transparent KPIs, and proactive job anticipation programs inspired by international models.
MPs emphasized the importance of holistic support for families, including extending the Baby Support Grant to cover more parents, enhancing shared parental leave to promote gender equity, and reducing stress in the education system to encourage higher birth rates.
There was a strong focus on uplifting low-wage workers through the Progressive Wage Model, with the government defending its sectoral approach over a universal minimum wage, while also proposing enhanced support for small and medium enterprises, digital literacy for all ages, and better job matching to reduce unemployment.

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15 Oct 2020

Take-up Rate for Skillsfuture Courses amidst COVID-19 Pandemic

There was a sharp rise in online SkillsFuture course uptake during the pandemic, with about 100,000 e-learning training places in the first half of 2020 compared to just 600 in 2019, and a significant increase in approved e-learning courses from around 60 to over 2,800.
SkillsFuture Singapore partnered with agencies like Workforce Singapore and NTUC to promote upskilling through career events and SGUnited Jobs and Skills centres, resulting in about 1,700 enrolments in SGUnited Skills and Mid-Career Pathways programmes by end-August.
A new one-on-one Skills and Training Advisory service was introduced, assisting over 2,100 individuals with personalised guidance on skills and training needs from January to September.
SkillsFuture workshops and webinars with the People’s Association and CDCs were expanded, delivering more than 700 physical and virtual sessions to over 14,000 participants.
The Ministry continues to enhance outreach efforts to ensure Singaporeans are aware of available upskilling and reskilling opportunities during the crisis.

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15 Oct 2020

Review of Fines for Illegal Deployment of Foreign Domestic Workers

Mr Louis Ng asked the Ministry for Manpower to consider increasing the maximum fine for employers who illegally deploy foreign domestic workers, which currently stands at up to $10,000.
The Ministry of State for Manpower stated that penalties are determined based on the severity and number of infringements, with cases from 2017 to 2019 resulting in fines ranging from $3,300 to $24,000, and no plans to review the maximum penalty at this time.
However, the Ministry is reviewing guidelines to possibly impose financial penalties on cases currently resolved with a warning to ensure employers take their responsibilities seriously.
Mr Louis Ng inquired about the duration of the review and whether NGOs would be consulted, to which the Ministry responded that the review is ongoing and input from various parties, including NGOs, is welcome.

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15 Oct 2020

Training Cybersecurity Experts for Singapore

The number of cybersecurity professionals in Singapore grew to nearly 6,000 in 2019, with almost 5,000 Singaporeans trained through the Tech Skills Accelerator programme since 2016.
The government is expanding opportunities through initiatives like SGUnited traineeships, CSA’s 120 new cybersecurity roles, and outreach programs that have engaged over 7,000 youth and women.
While the government considers Singaporean talent a priority for national security, it emphasizes building a broad and deep cybersecurity workforce across both public and private sectors.
Cybersecurity jobs in the public sector remain attractive to local graduates, though global talent shortages create competitive pressure for these roles.

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15 Oct 2020

Normalising Work-from-home Arrangements in Aftermath of COVID-19 Pandemic

Dr Wan Rizal asked the Ministry of Manpower to normalise work-from-home arrangements and advocate for greater flexibility beyond the pandemic, with the Minister of State responding that work-from-home has become part of the "new normal" and the ministry will continue to promote flexible work arrangements while acknowledging that not all jobs can support it.
Concerns were raised about employees working long hours during work-from-home, with the Minister of State noting that consultations are underway to make such arrangements more sustainable and balanced.
Questions were posed about the specific percentage of companies offering work-from-home, the rationale for reducing the work-from-home policy to 50%, and the downstream impacts on support workers, with the ministry highlighting ongoing tripartite discussions to address these issues holistically.

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14 Oct 2020

Merging Workforce Singapore (WSG) and Employment and Employability Institute (e2i) to Optimise Efficiency of Resources

Seah Kian Peng asked whether merging Workforce Singapore (WSG) and the Employment and Employability Institute (e2i) would reduce overlap and optimize resources.
Mrs Josephine Teo explained that WSG and e2i have distinct but complementary roles in job facilitation, with WSG designing service frameworks and e2i leveraging union networks for worker support.
Both organizations already coordinate closely, share a common jobseeker case management system, and meet regularly to align strategy, suggesting collaboration is effective without a merger.
Having multiple providers spurs innovation, as seen with Ingeus introducing new talent-matching approaches, while WSG retains oversight to innovate new schemes.
WSG will continue working closely with all partners to prioritize the needs of local jobseekers and ensure effective service delivery.

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14 Oct 2020

Availability of Future-ready Counsellors and Psychologists to Help Cope with Potential Increase in Mental Illness Cases

The Ministry of Health reported that as of September 2020, there are 5,041 registered psychologists in Singapore (8.9 per 100k population), with a 7% increase in the public healthcare sector from 2017 to 2019; there were also 9,402 registered counsellors as of April 2020.
Mental health care is provided through a multidisciplinary team approach across public hospitals, polyclinics, schools, and community agencies, with psychologists and counsellors offering assessments, psychotherapy, and counselling support as part of holistic patient management.
To promote these occupations, the government has launched awareness campaigns like “Care to Go Beyond,” offered Healthcare Graduate Studies Awards for clinical psychology training, and provided scholarships, awards, and leadership schemes through the National Council of Social Service and other tripartite initiatives.

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14 Oct 2020

Percentage of Ex-offenders Finding Employment within Three Months after Serving Sentences

The percentage of ex-offenders who found employment within three months of release was 55% in 2017, 56% in 2018, and 53% in 2019, with these figures considered lower-bound estimates as they exclude non-CPF contributing jobs.
Yellow Ribbon Singapore provides skills upgrading, job matching, and job coaching to enhance ex-offenders' employability, and has stepped up efforts during the COVID-19 downturn by leveraging initiatives like the SGUnited Job Portal and Job Security Council.
From January to August 2020, Yellow Ribbon Singapore secured employment for 1,534 ex-offenders in sectors such as logistics and manufacturing, using virtual job interviews to maintain interactions between ex-offenders and employers.

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14 Oct 2020

Overview of Government's Strategy to Emerge Stronger from the COVID-19 Pandemic

The government outlined a strategy to emerge stronger by reallocating development funds to finance continued COVID-19 support while maintaining fiscal prudence, with a record deficit projected for the fiscal year.
Intensified efforts were emphasized to aid job seekers, particularly mid-career professionals, through expanded job centers and workforce transition programs, as sectors face permanent changes and economic scarring.
Singapore's recovery strategy focuses on becoming a Global-Asia node for technology and innovation, requiring investments in digital infrastructure, inclusive growth, and continuous workforce upskilling to secure long-term competitiveness.

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14 Oct 2020

Companies Who Reduce Headcount of Existing Employees While Leveraging JGI to Recruit New Workers

Mr Murali Pillai questioned the safeguards against companies reducing existing headcount while using the Jobs Growth Initiative (JGI) to hire new workers, potentially resulting in no net job growth.
The Minister for Manpower explained that JGI eligibility requires firms to increase their local workforce from August 2020 levels, and payouts stop if headcount falls below that baseline or if new hires do not meet minimum wage criteria.
To address valid employee departures like retirements, JGI payouts are reduced proportionally based on the number of existing employees who leave after the scheme starts, balancing firm flexibility with incentives to retain workers.
The Inland Revenue Authority of Singapore employs data analytics and a dedicated review team to detect and prevent abuse, with serious consequences including police investigation for any malpractices.
The overall approach aims to ensure JGI supports meaningful job growth while preventing gaming of the system, without imposing rigid conditions that could hinder firm operations.

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14 Oct 2020

Keeping Singapore's Workforce Competitive In Light of Remote Workers From the Region Willing to Work For Less Pay

The government acknowledges that remote working trends and lower-cost regional workers pose competitive challenges, emphasizing that Singapore must continue to transform its economy toward higher-value industries and productivity to stay relevant.
SkillsFuture and career conversion programs are highlighted as key initiatives to upskill Singaporeans, ensuring they remain competitive in a global talent marketplace.
Labour laws are continuously reviewed with tripartite partners to address the impacts of remote work, and the government collaborates with the Labour Movement to support job matching and skills development.
The response stresses that while remote work may shift some activities abroad, Singapore’s focus remains on creating a conducive business environment and growing new job opportunities locally.
The conversation underscores that ongoing efforts in economic transformation, workforce reskilling, and policy adaptation are essential to protect Singapore’s workforce and tax base amid global shifts.

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14 Oct 2020

Rationale to Link Workfare Special Payment to MediSave Contributions

MP Carrie Tan questioned the rationale of requiring up-to-date MediSave contributions for Workfare Special Payment eligibility, citing cashflow difficulties, and asked for data on affected workers and removal of the criterion.
Second Minister Lawrence Wong explained that CPF contributions are central to Singapore’s social security and that self-employed persons have deadlines to declare income and make MediSave contributions, with 600 having arrears over $3,000.
The Minister acknowledged challenges, noted CPF Board provides instalment plans, and said appeals would be considered for those on payment plans who miss deadlines, while highlighting other immediate support schemes.
MP Jamus Lim asked if Workfare payouts increased during COVID due to reduced demand for services, and the Minister responded that while data isn’t available, payouts likely rose and overall support for lower-wage workers has increased.

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14 Oct 2020

Career Pathways of Local Madrasah Graduates

Dr Wan Rizal asked the Minister for Social and Family Development and Minister-in-charge of Muslim Affairs about studies on the career trajectories and industries pursued by local madrasah graduates, statistics on post-secondary pathways, and support structures for transitioning to secular education.
The Minister stated that madrasahs equip students with both religious and secular knowledge, with about 35% pursuing pre-university religious studies and becoming asatizah, while 70% enter secular paths, accessing MOE support and entering diverse industries.
The Minister noted that MUIS is working with madrasahs to align with the Committee on Future Asatizah (COFA) to explore lifelong learning and adjacent sectors like law and social work, and that madrasah students are exempt from the Compulsory Education Act, with funding largely from community donations.

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14 Oct 2020

SGUnited Traineeship Applications and Matches

The SGUnited Traineeships Programme, managed by the Singapore Business Federation (SBF) with 25 staff, has made over 20,500 opportunities available, with most applications processed within four weeks, but concerns were raised about resourcing to expedite placements for jobseekers in crisis.
The SGUnited Jobs and Skills Centres have provided career matching services to about 44,200 jobseekers from January to August 2020, leading to 33,100 placements across jobs, traineeships, and training opportunities despite economic challenges.
The Ministry of Manpower emphasized that host companies now drive placements and that resources across multiple partners are sufficient, with 70% of curated opportunities being jobs suitable for both PMETs and non-PMETs.

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14 Oct 2020

SkillsFuture Programme Attendees Who have Procured Work Related to Their Course

Yip Hon Weng questioned the Ministry of Education about the number of SkillsFuture training attendees who secured relevant work and how programme outcomes are measured, with the Minister of State for Manpower responding on behalf of the Minister for Education.
The Minister provided figures for 2019 job placements via various programmes, noted scaling up of training places in 2020 under SGUnited initiatives, and described outcome measurement methods including post-course surveys and follow-up tracking.
Yip Hon Weng asked about upcoming efforts to improve awareness of SkillsFuture programmes and their positive job placement outcomes, with the Minister highlighting partnerships with SkillsFuture Ambassadors and CDCs to provide face-to-face advisory services.

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6 Oct 2020

Eligibility Criteria for SGUnited Skills Programme and Extent of Ministry's Oversight over Private Training Providers

Christopher de Souza inquired about the eligibility criteria for the SGUnited Skills Programme, the Ministry's oversight of private training providers, and the possibility of expanding funded places if applicants secure their own work attachments.
Lawrence Wong stated that Singapore Citizens and Permanent Residents are eligible, excluding fresh graduates, and that providers are selected based on their track record and must meet performance standards set by SkillsFuture Singapore.
The Minister noted that providers must curate work attachments to integrate with training, not just facilitate them, and confirmed the programme targets 20,000 funded places, with 13,000 rolled out and potential expansion based on demand.

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6 Oct 2020

Measures or Guidelines in Place to Protect Workers Vulnerable to COVID-19 Upon Returning to Regular Office-based Work

Assoc Prof Jamus Jerome Lim asked the Minister for Health about measures to protect COVID-19-vulnerable workers returning to office-based work, with the broader context of resuming social and economic activities safely.
Gan Kim Yong responded that safe management measures like mask-wearing, good hygiene, and safe distancing remain key to preventing spread in workplaces and the community, and unwell individuals should avoid work and seek medical care.
The Ministry of Manpower’s guidelines require companies to incorporate these practices and pay special attention to vulnerable employees (e.g., those aged 60 and above or with medical conditions) by enabling them to work from home or redeploying them to suitable roles if feasible.

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6 Oct 2020

Plans in Place to Deal with Potential New Wave of COVID-19 Infections

The Ministry of Health outlined a multi-pronged strategy to manage potential new COVID-19 waves, including using surge capacity, converting hospital spaces, deferring non-essential services, expanding facilities with private sector partners, and hiring additional temporary staff.
To prevent staff burnout, healthcare clusters implement measures such as reviewing duty rosters for adequate rest, rotating staff duties, providing counselling and helplines, and allowing annual leave applications as the situation stabilizes.
The government has announced a special bonus for frontline public officers directly involved in the COVID-19 response, with appreciation to be shown through both monetary and non-monetary means at an appropriate time.

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