Employment & labour — Topics

6 Jan 2020

Number of Malaysians Working in Singapore on Work Permits and Sectors They Work In

Dr Intan Azura Mokhtar asked about the annual number of Malaysian workers on work permits over the past five years, their top three sectors, and the proportion commuting daily between Singapore and Malaysia.
Minister Josephine Teo stated that MOM does not release nationality-specific breakdowns of foreign workers, as it is not in Singapore's interest.
She noted that Malaysian workers are employed across all sectors, facilitated by work pass policies and sector-specific Dependency Ratio Ceiling controls.

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6 Jan 2020

Measures to Enhance Income Mobility and Reduce Income Inequality

The government is strengthening social mobility by focusing on economic growth, innovation, and productivity to create good jobs with sustained wage increases.
Upstream investments include enhancing preschool subsidies, expanding KidSTART, and broadening education pathways like Work-Study Programmes and SkillsFuture to support lifelong learning.
Support for lower-wage workers is being intensified through the Adapt and Grow initiative, Workfare Income Supplement, and the Progressive Wage Model.
Public housing policies promote social inclusion by ensuring integrated estates and providing more support for families in rental housing and homeownership.
Recent data shows broad-based income growth and better social mobility compared to other advanced economies, with ongoing reviews to enhance programmes for all Singaporeans.

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6 Jan 2020

Merchant Shipping (Maritime Labour Convention) (Amendment) Bill

The Senior Minister of State for Transport introduced the Merchant Shipping (Maritime Labour Convention) (Amendment) Bill to update the existing 2014 Act.
The bill was read for the first time and scheduled for a second reading at the next parliamentary sitting.
The amendment aims to align Singapore's maritime labour regulations with updated international standards under the Maritime Labour Convention.

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6 Jan 2020

New Jobs Filled by Singaporeans, PRs and Foreigners in Industries Covered by Industry Transformation Maps (ITMs)

Mr Pritam Singh asked for a breakdown of new jobs filled by Singaporeans, PRs, and foreigners in each Industry Transformation Map (ITM) sector, including data since the ITMs began.
The Minister of State for Manpower responded that employment changes in ITM sectors from 2015 to 2018 saw an increase of 39,300 Singapore Citizens and 8,600 PRs, alongside a decrease of 28,500 foreigners, excluding foreign domestic workers.
The government emphasized that medium- to long-term employment outcomes are more meaningful for assessing ITM impact and highlighted initiatives like Adapt and Grow that helped 93,000 locals transition into new jobs.

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5 Nov 2019

Heat Stroke and Dehydration Cases in Last Three Years and Measures to Protect Workers Against Excessive Heat

In the past three years, 10 workers suffered heat-related injuries, including one fatality, representing less than 0.03% of all workplace injuries.
The Ministry has issued guidelines requiring risk assessments, rest breaks, access to cool water, and education on heat disorders, with information disseminated through various channels.
Heat stroke and dehydration are already reportable incidents, and from September 2020, any incident resulting in medical leave or light duty must be reported.
The Ministry includes heat stress in its Total WSH Programme, with consultants advising companies on protective measures.
The guidelines do not mandate specific water intake or rest periods but encourage employers to implement appropriate precautions based on risk assessments.

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5 Nov 2019

Plans to Support Mothers Re-entering Workforce with Difficulty Matching Employment Hours with Opening Hours of Childcare Services

Childcare centres are required to operate from 7 am to 7 pm on weekdays and 7 am to 2 pm on Saturdays to support working parents, with some centres extending beyond these hours based on demand and resources.
The government encourages flexible work arrangements through the Work-Life Grant and Tripartite Standard, which have been adopted by around 1,900 employers covering 450,000 employees.
Mothers re-entering the workforce can seek employment assistance through Workforce Singapore’s Adapt and Grow initiative and career centres like Careers Connect and NTUC-e2i.

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5 Nov 2019

Top Three Reasons Employers Deny Employees Access to Childcare Leave

The Minister for Manpower stated that employers typically deny childcare leave due to a lack of awareness of employees’ statutory entitlements, which was the main reason in the 15 cases handled by MOM in the past five years.
No cases were brought to TAFEP specifically for unreasonable denial of childcare leave applications, but MOM addressed 15 instances where employers failed to provide or under-provided childcare leave in contracts.
In all 15 cases, MOM required employers to rectify their policies to comply with the law and took enforcement action against them.
The majority of employers and employees mutually agree on childcare leave arrangements, with no unresolved cases reported to TAFEP in the past five years.
MOM and TAFEP have not recorded any cases where employees were denied childcare leave after reasonable application, indicating that statutory obligations are generally being met once awareness is addressed.

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5 Nov 2019

Extending Obligation of Employment Agencies to Refund 50% of Service Fee for Premature Termination of Contracts with Foreign Domestic Workers

Ong Teng Koon asked if the obligation for employment agencies to refund 50% of service fees for premature termination of foreign domestic worker contracts could be extended from six months to one year, and what other measures can reduce families' dependence on luck and repeated fees.
Mrs Josephine Teo highlighted that foreign domestic workers are vital for families, and the Ministry of Manpower has introduced measures to improve matching, including providing more information on FDWs' work experience from October 2020 and requiring agencies to offer a 50% refund for contracts ending prematurely within six months from October 2021.
The minister explained that six months is generally sufficient for employers to assess suitability, as most FDWs who stay beyond six months remain with their employers for over a year, and extending the refund period could unfairly penalize agencies and increase costs for employers.
Additional support includes free dispute resolution services through the Centre for Domestic Employees and Foreign Worker Association for Social Support and Training, with the new measures being rolled out progressively over two years to allow adjustment.
MOM will continue collaborating with the employment agency industry to enhance matching outcomes for employers and foreign domestic workers.

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5 Nov 2019

Measures to Raise Awareness for New Safety Requirements Under Work Injury Compensation Act

The Ministry of Manpower has engaged employers through advertisements, resources on its website, and briefings with partners like SNEF, NTUC, and SISO to communicate new Work Injury Compensation Act requirements.
Workers are educated via the Settling-in Programme and materials in their native languages to approach supervisors for work injuries, with efforts supported by unions.
Over the past three years, seven complaints about errant doctors were received, four referred to the Singapore Medical Council, while compensation was awarded in about 45,000 WICA claims.
The Ministry supports investigations by professional bodies, sharing findings and advising workers on medical treatment, but does not track civil claim outcomes.

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5 Nov 2019

Financial Assistance for Families with Special Needs Adult Members

Murali Pillai inquired about financial assistance for families with adult special needs members seeking employability or social engagement programs, citing conditions like dyslexia, autism, and Down's Syndrome.
Desmond Lee outlined support for adults with disabilities through employment services, including SG Enable's career programs, job placement, and a training grant covering up to 90% of course fees.
Government-funded sheltered workshops and Day Activity Centres offer training and independent living skills, with fee subsidies for low-income families.
Additional schemes include the Assistive Technology Fund subsidizing devices and transport subsidies to enhance independence and mobility for persons with disabilities.

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5 Nov 2019

Measures to Reduce Unemployment Among PMETs

Leon Perera questioned the government about the rising unemployment among PMETs and what measures are being considered to address it.
Josephine Teo noted that PMET unemployment fell from 3.1% in 2016 to 2.9% in 2018, with over 28,000 job vacancies and employment growth in sectors where PMETs are prevalent.
The government is monitoring specific groups like mature and long-term unemployed PMETs, who face hiring challenges due to wage and skills mismatches.
Initiatives like the Adapt & Grow program offer support through salary incentives and professional conversion programs to help reskill and place PMETs.
Workforce Singapore is collaborating with agencies and companies to expand training and preemptively retrain workers at risk of retrenchment.

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5 Nov 2019

Good Jobs for ITE and Polytechnic Graduates in Light of Economic Slowdown

The Minister for Manpower outlined that most ITE and Polytechnic graduates are successfully employed within six months, a trend that has remained stable over the past decade despite economic headwinds.
The ministries collaborate on various programs, including structured career guidance, SkillsFuture Work-Study programmes, and the new Career Starter Programme to boost employability for graduating and fresh graduates.
Additional support is available through WSG's Careers Connect, NTUC's e2i centers, and online resources like MySkillsFuture and MyCareersFuture to aid in career development and job matching.
While businesses face uncertainty, employment has continued to grow in sectors such as Professional Services and Community, Social, and Personal Services, with the ministries closely monitoring the labour market to ensure ongoing support.

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4 Nov 2019

Filing of Complaints with Tripartite Alliance for Fair and Progressive Employment Practices for Denial of Access to Childcare Leave

Louis Ng Kok Kwang inquired about the circumstances under which an employee can file a complaint with the Ministry of Manpower or TAFEP for being denied access to childcare leave.
Josephine Teo clarified that while childcare leave is a statutory entitlement, employers must approve requests unless they have valid reasons.
Over the past five years, MOM has not received any case where an employee reported being unreasonably denied childcare leave.
If a complaint is filed, MOM will assess each case individually to determine if leave was unreasonably withheld.

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4 Nov 2019

Update on Introduction of Pilot Advance Placement Scheme for Foreign Domestic Workers

In 2016, MOM introduced the Advance Placement Scheme (APS) to speed up hiring for households with urgent caregiving needs, with 32 employment agencies currently participating and about 3,000 foreign domestic workers brought in annually under the scheme.
Of the FDWs brought in under APS, 90% are successfully matched with employers while the remaining 10% are sent home, and the scheme includes monitoring of agency performance and FDW placement outcomes.
The Eldercarer FDW Scheme, managed by AIC, specifically trains FDWs for eldercare and involves 55 agencies, with 15 agencies participating in both schemes to provide faster deployment options for households.
MOM selects APS agencies based on track record and training plans, progressively expands the number of participating agencies to meet demand, and regularly reviews the scheme to ensure effectiveness.

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4 Nov 2019

Plans to Promote Collaborative, Kind and Compassionate Working Relationship between Employers and Foreign Domestic Workers

The Ministry of Manpower is improving matching between employers and foreign domestic workers (FDWs) by providing more information on FDWs' past work experience, household details, and reasons for leaving previous employments.
Mandatory orientation and settling-in programmes for first-time employers and FDWs aim to foster mutual understanding, patience, and open communication.
Employment agencies and non-governmental organisations organize activities and award schemes to encourage positive relationships, while also offering dispute resolution services.
Recent surveys indicate high satisfaction among FDWs, and the ministry continues to collaborate with relevant stakeholders to promote healthy employer-FDW dynamics.

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4 Nov 2019

Statistics on Mid-career Professionals Joining Nursing Profession Through Healthcare Professional Conversion Programme

In the past three years, nearly 300 mid-career Singaporeans joined nursing through the Healthcare Professional Conversion Programme (PCP), with 40% from non-nursing roles in health and social services and the rest from diverse sectors like manufacturing, finance, and public administration.
The PCP for Registered Nurses at Diploma and Degree levels is an accelerated programme that lets mid-career individuals complete training in two years, compared to three years for fresh school leavers.
The Ministry of Health has not specifically announced an accelerated Nursing PCP for informal caregivers returning to the workforce, but the existing accelerated PCP framework could potentially support such individuals.

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4 Nov 2019

Assisting Retiring SCDF Officers to Transit into Civil Emergencies or Fire Safety-related Industries

The Ministry of Home Affairs has partnered with SkillsFuture Singapore to accredit SCDF training modules under the national WSQ framework, making officers' competencies more recognizable to employers for post-retirement careers.
MHA provides retiring officers with time-off and course subsidies, such as for Fire Safety Manager qualifications, and actively engages employers through networking sessions and job attachments to facilitate career transitions.
Over the last two years, more than 200 retiring SCDF officers have participated in these career transition programs, which include a new online portal and one-on-one career coaching for job information and guidance.

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4 Nov 2019

Impact of British Inventor's Announcement to Drop Electric Car Project in Singapore

Seah Kian Peng questioned the impact of Dyson's closure of its electric vehicle division and how its investment commitments would be honored.
Chan Chun Sing clarified that Dyson's decision affects only 20 employees out of 1,200 in Singapore and those employees will be redeployed within the company.
Dyson will continue to grow its core business in Singapore, expand R&D in battery technology, sensors, robotics, and AI, and support smart mobility ecosystem development.
Other companies have expressed interest in smart mobility solutions in Singapore, valuing the workforce, technology strengths, and intellectual property protection.

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4 Nov 2019

Outlook for Retail Industry Given Seven Straight Months of Decline

Retail sales in Singapore have fallen for seven consecutive months due to weaker consumer sentiment, global economic uncertainties, structural challenges like labor constraints and e-commerce competition, but some companies are adapting successfully through digital and omni-channel strategies.
The government is supporting the industry through initiatives like the Retail Industry Digital Plan, overseas expansion programs, and events such as Design Orchard and pop-up retail spaces to rejuvenate areas like Orchard Road.
Efforts are underway to upskill retail workers via the Retail Skills Framework, union-employer partnerships, and programs like WSG’s career advisory and Professional Conversion Programmes to address job vacancies and restructuring needs.

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4 Nov 2019

Retirement Adequacy for Current and Future Cohorts of Retirees of Different Income Profiles

The Minister for Manpower highlighted that while CPF is important for retirement, members also use private savings, housing monetisation schemes, and family support to fund their retirement, with Basic Retirement Sum (BRS) attainment being a key indicator of adequacy.
The proportion of active CPF members achieving their cohort BRS at age 55 has improved over the last decade from about two in five to more than three in five, indicating positive progress.
Retirement adequacy is expected to continue improving for younger cohorts due to rising incomes, higher labour force participation, and consequently higher CPF balances and monthly payouts in retirement.
A recent study noted that younger Singaporeans born in the 1970s had double the median real income and 10 percentage points higher labour force participation compared to those born in the 1950s at the same age, leading to significantly higher CPF balances.

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