Employment & labour — Topics

26 Feb 2020

Debate on Annual Budget Statement

The government proposed a $106 billion Unity Budget to address the immediate economic impact of COVID-19 through a $4 billion Stabilisation and Support Package, which includes wage support, rental waivers, and loans for affected businesses and workers, while also delaying the GST increase to 2022 and providing a $6 billion Assurance Package to offset future hikes.
Emphasis was placed on long-term economic transformation and workforce resilience, with investments in SkillsFuture initiatives, a Mid-Career Support Package for workers aged 40-60, and the creation of a Job Security Council to facilitate job matching and re-skilling amid structural shifts and technological changes.
Parliament members stressed the need for unity, tripartite cooperation, and support for vulnerable groups, including mid-career PMETs, self-employed persons, and seniors, while urging faster implementation of relief measures and further assistance for sectors indirectly affected by the crisis.

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26 Feb 2020

Efforts to Ensure Work Pass Holders are Aware of COVID-19 Measures

The Ministry of Manpower has disseminated COVID-19 measures in multiple languages, encouraged employer briefings, and used foreign worker ambassadors to ensure work pass holders are informed, while also requiring employers to obtain approval before workers return to Singapore.
Work pass holders who violate COVID-19 measures risk cancellation, but those reporting employer violations are investigated, and actions have been taken against errant employers, with some workers allowed to find alternative employment.
Concerns were raised about workers facing employment difficulties after warnings and about work pass revocations for not answering calls, with the Ministry emphasizing public health priorities and investigating each case for validity.
For medical certificates related to COVID-19, employers can treat them as part of sick leave or hospitalisation leave, with flexibility encouraged and financial support available for employers during Leave of Absence or Stay-Home Notice.
Responsibility for compliance with travel approval rules is shared between employers and workers, with investigations conducted to ensure no worker is unfairly punished if reporting employer coercion.

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18 Feb 2020

Update on Number of Mediation Requests and Their Outcomes since Establishment of Tripartite Alliance for Dispute Management

Between April 2017 and December 2019, 26,000 mediation requests were lodged with the Tripartite Alliance for Dispute Management, with over 70% proceeding to mediation and the majority of the remainder withdrawn before mediation.
More than 80% of mediated cases were resolved amicably, typically involving clear facts or short-term salary arrears, while unresolved cases were referred to the Employment Claims Tribunals.
About 40% of cases referred to the Employment Claims Tribunals resulted in money orders for employers, with the rest dismissed or withdrawn by claimants.

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18 Feb 2020

Number of In-principle Approval Letters Issued for Foreign Domestic Workers with Zero Rest Days Declared

Mrs Josephine Teo explained that employers must provide weekly rest days or compensation in lieu if FDWs agree to work on them.
MOM data shows about 20% of FDWs agreed to compensation for all rest days at the point of work permit application over the past four years.
Rest day arrangements often change during employment based on mutual agreement, with surveys indicating 96–98% of FDWs have at least one rest day per month.

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18 Feb 2020

Statistics on Workplace Harassment in Last Three Years and Efforts to Set Up Watchlist on Employers

Assoc Prof Walter Theseira asked the Minister for Manpower for statistics over the last three years on employers subject to workplace harassment complaints, any watchlist for inadequate handling, number on such a list, and how many received help and exited.
Mrs Josephine Teo reported that 22 employers were engaged by TAFEP in the last three years for not properly following up on harassment complaints, with all cooperating and implementing advice such as re-investigations and behavior adjustments.
The Ministry stated that a watchlist is impractical for workplace harassment due to lack of clear metrics, opting instead to revoke work pass privileges for egregious offenders, though no such severe cases have been encountered so far.

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18 Feb 2020

Reduction of Salary of Work Permit Holders to Below Amount Stated on In-principle Approval Letter

Louis Ng asked for the median absolute amount and percentage of salary reductions for work permit holders below the initial IPA letter amount over the past three years.
MOM reported that less than 2% of non-domestic work permit holders were affected annually, with median reductions ranging from $100 to $170 in absolute terms and 17% to 22% in percentage terms.
Employers must obtain written agreement and notify MOM before reducing salaries, and workers can report violations to MOM or TADM for resolution and possible transfer to a new employer.

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18 Feb 2020

Projected Cost in Grants and Incentives and Net Job Creation from $15.2 Billion in Fixed Asset Investments in 2019

Assoc Prof Walter Theseira asked the Minister for Trade and Industry for details on the $15.2 billion in fixed asset investments in 2019, including the dollar cost of grants and incentives, the number of net new jobs created, and how much investment would have occurred without government support.
Minister Chan Chun Sing explained that incentives are compliant with international rules, represent a small fraction of total investment, and are often notional or reimbursement-based, ensuring they do not erode existing tax bases or pay out without actual expenditure.
He noted that job counts reflect new roles from committed projects and emphasized that estimating investments without incentives is impractical due to global competition, underscoring the need for strong fundamentals like rule of law and connectivity to remain competitive.

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18 Feb 2020

Complaints of Excessive Number of Foreigners Working in Financial Institutions

Over the past three years, MOM and TAFEP received 65 complaints about the excessive hiring of foreigners in financial institutions, though many lacked specific details for follow-up.
Investigations into substantiated cases led to actions such as withholding work pass privileges, and locals consistently hold over 80% of high-paying jobs in the sector.
MOM has increased penalties for discrimination and uses data analytics to detect unfair hiring, urging the public to report specific instances confidentially.

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18 Feb 2020

Encouraging Companies to Provide Family Care Leave and Other Support to Help Employees Cope with Work and Care-giving Responsibilities

The Government and tripartite partners are committed to supporting working caregivers, with a cross-agency review indicating that Flexible Work Arrangements (FWAs) are more critical than family care leave based on employee feedback.
MOM has implemented a multi-pronged strategy to encourage FWA adoption, including increased grants, recognition through Tripartite Standards, guidance resources, and active promotion to employers.
Efforts have shown positive results, with over 90% of employers offering FWAs in 2018 and more than 80% of employees who needed FWAs being able to access them.
Tripartite partners plan to intensify efforts to support FWA adoption, with further details to be shared in upcoming Committee of Supply debates.
The focus remains on helping employees balance work and caregiving responsibilities through practical measures like FWAs.

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18 Feb 2020

Annual Budget Statement

The government announced a $4 billion Stabilisation and Support Package and a $1.6 billion Care and Support Package to address the immediate economic and social impacts of the COVID-19 outbreak, including wage support for businesses and cash payouts for households.
A $6 billion Assurance Package was set aside to cushion the impact of a future GST increase, which will be delayed from 2021 to no later than 2025, while permanent GST Voucher schemes will be enhanced for lower-income groups.
The budget outlined a $8.3 billion Transformation and Growth strategy over three years to support enterprise capability deepening, workforce upskilling through SkillsFuture, and stronger domestic and international partnerships.
To tackle long-term challenges, a $5 billion Coastal and Flood Protection Fund was established for climate change adaptation, and a goal to phase out internal combustion engine vehicles by 2040 was announced, alongside incentives for electric vehicles.
The overall budget deficit for FY2020 is projected at $10.9 billion (2.1% of GDP), funded by accumulated surpluses without drawing on past reserves, while maintaining fiscal sustainability and the triple-A credit rating.

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18 Feb 2020

Medical Insurance for Gig Economy Workers

Foo Mee Har asked about support for gig economy workers in accessing group medical insurance and saving for retirement and home ownership.
The Minister for Manpower outlined existing measures, including MediShield Life coverage, Prolonged Medical Leave insurance provided by intermediaries, and the Contribute-as-you-Earn pilot for MediSave contributions.
Assoc Prof Walter Theseira suggested studying a government-led mandatory medical benefit system for self-employed persons to address coverage gaps, but the Minister highlighted the complexity of implementation and reliance on existing MediShield Life.
Foo Mee Har proposed a matched retirement savings scheme to help gig workers save for housing and retirement, with the Minister responding positively that such ideas would be considered.

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18 Feb 2020

Industries that Find It Difficult to Hire PMET Singaporeans

Sectors like information and communications, built environment, professional services, and manufacturing have difficulty hiring Singaporean PMETs, and the Growth Sectors Initiative and Adapt and Grow programme have successfully placed tens of thousands of locals into these roles.
The government tracks skills transfer through indicators like graduate employment rates and the increasing share of locals in PMET jobs, noting progress such as more mature workers holding PMET positions.
Initiatives like Professional Conversion Programmes have high retention and salary gains for participants, with the government emphasizing sustained upskilling and fair hiring over displacing foreigners to avoid negative economic impacts.

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18 Feb 2020

Economic Impact from COVID-19 on Singapore

The Senior Minister of State for Trade and Industry outlined that COVID-19 has adversely impacted Singapore's economy through reduced tourist arrivals, lower domestic consumption, and disruptions to export-oriented sectors and supply chains, leading to a downgrade in GDP growth forecast from 0.5–2.5% to -0.5–1.5% for 2020.
No unusual declines in short-term capital inflows were observed, and while long-term job creation from new investments is not expected to be affected, near-term impacts on companies and workers, especially in tourism and transport, are anticipated, with government support measures to be detailed in the Budget Statement.
Members raised concerns about support for affected workers, potential delays in new investments, inflationary pressures from Singapore dollar easing, impacts on Singapore companies in China, and worker retention issues, with responses emphasizing diversified supply chains, market resilience, and ongoing tripartite collaboration to mitigate the crisis.

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4 Feb 2020

Review Requirement for Singaporean Staff of Companies Tendering for Government Contract to be Members of Trade Unions

Gan Thiam Poh asked whether companies tendering for government contracts should be required to have their Singaporean workers as members of trade unions.
The Ministry of Manpower supports voluntary union membership but opposes making it a mandatory condition for government contracts to avoid forcing workers into unions against their will.
The government already recognizes and supports unionized companies through funding and programs to encourage progressive employment practices.

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4 Feb 2020

Number of Cases of Employment-related Disputes Not Covered Under Employment Act and Outcomes of These Cases

Assoc Prof Walter Theseira asked about the Tripartite Alliance for Dispute Management (TADM) handling disputes outside the Employment Act, including when it started, why, the number of cases, and their outcomes.
TADM began mediating such disputes upon its establishment in April 2017, extending its role to include employment matters not covered by the Employment Act.
Mediation is compulsory for disputes involving contract-based payments like allowances and bonuses, but voluntary for other issues like workplace grievances.
To date, TADM has handled about 12,000 such cases, with approximately 70% resolved amicably through mediation.

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4 Feb 2020

Plans to Study Effectiveness of Pilot Household Services Scheme

Mr. Louis Ng asked whether the Ministry of Manpower (MOM) will study the effectiveness of the pilot Household Services Scheme, what factors will be used to assess it, and how long the pilot will run before a decision on formalization.
MOM confirmed that the Household Services Scheme was piloted in 2017 to allow eligible companies to hire more foreign workers for part-time domestic services and that it has been monitoring demand and studying the Scheme’s effectiveness since then.
The Ministry expanded the number of HSS companies from 15 in 2017 to 50 in 2019 and is assessing how well the Scheme meets household needs, the risks of workers being diverted to non-domestic work, and has extended the pilot until August 2020 for evaluation.

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4 Feb 2020

Government Strategy for Growing Economy and Good Jobs without Over-reliance on Foreign Manpower

The Minister explained that Singapore’s strategy requires a balance of local and foreign talent to grow the economy and create high-quality jobs, using a Lego model to show how foreign complement allows Singaporeans to move into higher-paying roles over time.
He argued that a zero-foreign workforce growth policy is impractical due to Singapore’s near-full employment and peak local labour force, as it would prevent economic upgrading and risk losing investments and future job opportunities.
The government emphasized continuous upskilling of Singaporeans, managing foreign manpower levels to balance economic needs with social acceptance, and enforcing fair treatment through the Fair Consideration Framework.
Mr Liang Eng Hwa asked why Singapore cannot aim for zero-foreign manpower growth, while Mr Pritam Singh raised a clarification on the Workers’ Party’s 2013 position and called for a future debate on population policy.
The Minister and officials highlighted that immigration and workforce growth are complex, with societal and economic trade-offs, and stressed the need for shared understanding and careful navigation in the coming decade.

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4 Feb 2020

Public Service's Response to TAFEP Guideline on Mental Health Declaration

The Public Service has removed mental health declaration questions from job application forms since May 2017 and does not track the number of applicants with mental health conditions who join or are rejected.
Public agencies provide support through alternative work arrangements, counselling services, and training for managers to recognize and support employees with mental health conditions, including peer support networks.
The government does not have a specific "mental health leave" policy but allows for medical leave and flexible arrangements based on individual needs, and it welcomes details on any cases where agencies may not adhere to guidelines for further follow-up.

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4 Feb 2020

Written Contracts for Workers Covered under Employment of Foreign Manpower Act

Assoc Prof Walter Theseira asked why written contracts are not mandatory for foreign workers under the Employment of Foreign Manpower Act and if there are plans to make them mandatory, citing concerns over power imbalances and enforceability.
The Minister of State for Manpower explained that existing requirements for key employment terms (KETs) and In-Principle Approval (IPA) letters already provide written clarity, and making contracts mandatory could risk leaving workers without legal protection if no contract is issued.
The Minister highlighted high compliance rates, with 98% of foreign workers having IPAs before arrival and programs like the Settling-In Programme to educate workers on their rights, though concerns remain about the 2% without IPAs and potential salary reductions.
Members raised ongoing issues about salary reductions after IPA issuance and the need for stronger safeguards, with the Minister noting current checks and NGO involvement in training to address these concerns.
The debate concluded with an acknowledgment of progress but a commitment to further improvements, particularly for vulnerable sectors like construction and manufacturing.

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3 Feb 2020

Median Salary of Foreign Domestic Workers by Nationality and Experience

Assoc Prof Walter Theseira asked for the median salary of foreign domestic workers broken down by nationality, whether hired through the Eldercarer FDW Scheme, and prior work experience in Singapore.
Mrs Josephine Teo stated the median basic monthly salary over three years is $560, with experienced workers earning about $20 more, but nationality-based data is withheld to avoid invidious comparisons and does not reflect salary adjustments for longer-serving workers.
FDWs hired via the Eldercarer FDW Scheme have a median salary of about $570, ranging from $400 to $1,000, with differences influenced by training, prior experience, and care recipient needs.

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