Employment & labour — Topics

8 May 2019

Non-payment of Full Sum of Salary Claims of Non-Malaysian Work Permit Holders

The Labour Court and Employment Claims Tribunals issued about 130 money orders annually for non-Malaysian work permit holders' salary claims, with most workers paid by employers or insurers and about 10% assisted by the Migrant Workers’ Assistance Fund (MWAF) in the past five years.
Employers are required to provide a security bond, with around 150 forfeited yearly for non-payment or repatriation failures, and MWAF, funded by donations and government matching, is used to supplement payments when other avenues fail.
The government prefers using insurance first, then the security bond, and finally MWAF for ex-gratia assistance on a case-by-case basis, emphasizing early reporting by workers to improve salary recovery.

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7 May 2019

Potential Job Creation in Electric Cars Industry

The government is developing a smart mobility ecosystem in Singapore through investments in electric vehicle manufacturing and auxiliary technologies, which is expected to create many new jobs across hardware and software sectors.
While exact job numbers cannot be provided, the ecosystem will benefit adjacent industries such as semiconductors, telecommunications, and finance, generating diverse employment opportunities.
Government agencies are collaborating with companies, training providers, and unions to prepare Singaporeans through Industry 4.0 training and AI/data analytics programmes to equip them for these new roles.

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7 May 2019

Short-term Work Permits for Foreign Domestic Workers to Provide Respite Support for Singaporean Families

The Ministry of Manpower (MOM) does not plan to introduce short-term work permits for foreign domestic workers (FDWs) due to concerns about worker stability and financial burdens, but pointed to the Household Services Scheme (HSS) for cleaning services and other care options.
The standard two-year work permit for FDWs provides stability for both employers and workers, while MOM is open to extending the HSS pilot to include caregiving services pending industry demand and support.
Subsidies for the HSS are being considered to help sandwiched families, with the current concessionary FDW levy focused on families with young children or elderly.

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7 May 2019

Inclusion of Persons with Mental Health Conditions in Special Employment Credit and Open Door Programmes

Member of Parliament Anthea Ong questioned the Ministry of Manpower about extending the Special Employment Credit and Open Door Programme to persons with mental health conditions and considering legislative interventions for workplace mental health risks.
The Ministry responded that these programmes currently cover individuals with permanent disabilities under the Enabling Masterplan, distinguishing them from mental health conditions which may be manageable, and highlighted existing support like the Job Club at IMH and stress management initiatives.
Follow-up exchanges clarified that while employer support for hiring persons with mental health conditions is limited under current schemes, alternative assistance is available through the Adapt and Grow Initiative and partnerships with mental health institutions.

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6 May 2019

Paternity Leave Taken in Each of Past Five Years

Louis Ng Kok Kwang asked for the median number of days of paternity leave and shared parental leave taken by fathers in each of the past five years.
Desmond Lee provided data showing the median days taken for Government Paid Paternity Leave and Shared Parental Leave for fathers who took at least one day in the last five years.
The Government introduced one week of each leave type in 2013, encouraged a second week of paternity leave in 2015, made it mandatory in 2017, and increased shared parental leave from one to four weeks.

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6 May 2019

Citizens Earning Less Than $1,300 and $2,000 Per Month from Full-time Work

Assoc Prof Daniel Goh asked the Minister for Manpower in 2018 for the number of full-time working Singapore citizens earning less than $1,300 and less than $2,000 per month.
Mrs Josephine Teo stated that wages have grown at all levels, with real wages at the 20th percentile rising 4.2% annually over the past five years.
The proportion of full-time employed Singapore Residents earning below $1,300 fell to about 5%, with the number dropping by 40% to 97,000.
About 15% earn less than $2,000, with the number declining by 30% over five years to 282,000.
The government supports lower-wage workers through the Workfare Income Supplement Scheme, which benefits over 400,000 workers annually and boosts their incomes by up to 30%.

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6 May 2019

Study on Gender Pay Gap

Louis Ng asked whether the government has studied the gender pay gap using fixed parameters like occupation and years of service and, if so, what the results are or if not, whether it plans to conduct such a study.
Mrs Josephine Teo responded that pay differences can arise from various factors, such as women being more likely to exit the workforce or have intermittent work patterns due to caregiving responsibilities, which may affect pay rather than gender itself.
She stated that the Ministry of Manpower is conducting further analysis on pay differences between men and women, controlling for factors like educational qualifications and years in service.
Teo mentioned that more findings will be shared once the analysis is ready.
The debate highlights the government's ongoing efforts to understand and address potential gender pay disparities through controlled studies.

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6 May 2019

Unpaid Salaries Owed to Foreign Employees

Anthea Ong inquired about the amounts owed to and recovered by foreign employees from unpaid salary orders by the Employment Claims Tribunal in 2017 and 2018.
The Ministry of Manpower reported that unpaid salary orders to foreign claimants remained stable between 2017 and 2018, with about half of the total ordered amount recovered.
Around 40% of claimants received full payment, 40% received partial payment, and the average debt for those fully recovered was significantly lower than for those partially or not recovered.
Most cases of partial or no payment involved employers in financial difficulty, highlighting the importance of early reporting to improve recovery prospects.
The Ministry encourages workers and NGOs to report salary arrears early to the Tripartite Alliance for Dispute Management to enhance recovery chances.

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6 May 2019

Profile of Healthcare Workers Providing Long-term Care Services and Their Skill and Manpower Gaps

Assoc Prof Walter Theseira asked for a breakdown of long-term care workers by nationality, education, skill level, rank, and service type, as well as current manpower and skill gaps and plans to address them.
Minister Gan Kim Yong reported that in 2018 there were 12,020 workers in MOH-subvented long-term care providers, with about 40% being locals, but detailed data on education and skill levels is unavailable.
To meet rising demand, training places for nursing have increased by 30% since 2013, recruitment events have brought over 1,000 locals into community care, and efforts are underway to improve productivity through technology and streamlined processes.
Plans to upskill the workforce include subsidised training through AIC-appointed institutes, scholarships via the Community Care Manpower Development Award, and a new Skills Framework to map job roles and competencies for targeted training.

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6 May 2019

Ensuring Uber's Employment Practices are In Line with Singapore's Tripartite Standards

Ang Hin Kee asked whether MOM would engage Uber's new Asia Pacific Regional Hub management to ensure their employment practices comply with tripartite standards and avoid a repeat of the 2018 sudden exit, and whether there are unresolved disputes among former staff.
Mrs Josephine Teo responded that MOM intervened during Uber's exit to manage the Grab-Uber merger sensitively, has been in touch with Uber, and will continue engaging them on employment issues.
Uber proactively sought MOM's advice on a subsequent transaction and appropriately handled HR issues, with all affected employees receiving their contractual entitlements and retrenchment benefits in line with tripartite standards.
According to MOM, there are no unresolved disputes among former employees or contract workers regarding the sudden termination.

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6 May 2019

Workplace Accidents in Schools Involving Cleaners

Mr Zainal Sapari questioned the Minister for Education about the trend and number of workplace accidents involving school cleaners over the last three years, the percentage of cleaners trained in workplace safety, and the potential mandate for cleaning team leaders and supervisors to attend a hazard identification course.
Minister Ong Ye Kung reported that since October 2017, 35 workplace accidents involving school cleaners were reported, with about half being slips and falls, and noted that MOE requires cleaning contractors to provide safety officers and conduct risk assessments.
The Minister stated that currently about 50% of school cleaners have undergone workplace safety training and that MOE will consider mandating all cleaners to receive such training during future contract reviews.

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6 May 2019

Processing Time for Make-up Pay for In-camp Training

Dennis Tan questioned the 10-day processing time for NSmen make-up pay during in-camp training and asked if it could be reduced.
Ng Eng Hen explained that the 10-day period is used to verify training attendance to ensure accountability, though payments are often processed faster—within five days for Low Key ICTs and seven for High Key ICTs.
The Ministry regularly reviews systems to improve efficiency and encourages employers to use the DIRECT scheme for quicker reimbursement.

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1 Apr 2019

Complaints of Gender-related Discrimination Reported in Last Three Years

Over the past three years, there were approximately 50 gender-related discrimination complaints reported annually to TAFEP and MOM, with about half substantiated and leading to sanctions such as work pass curtailment.
TAFEP received about 10 workplace harassment complaints each year, all of which were handled internally by employers following guidance, resulting in no sanctions needed for non-compliance.
MOM handled around 70 pregnancy-related dismissal appeals annually, with about 50 cases substantiated and resulting in compensation, while the remaining cases were dismissed or withdrawn.
MOM emphasized serious enforcement against discrimination, urging individuals to report issues and vowing strong actions against non-compliant employers.

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1 Apr 2019

Number of Workers Misclassified as Self-Employed Persons in Last Three Years

The Ministry of Manpower and CPF Board received 308 suspected misclassification cases over the last three years, with 160 cases confirmed as misclassification, averaging about 100 workers per year.
Most employers complied when informed, paying owed wages and CPF contributions, with penalties like warnings and late payment charges; two companies were prosecuted for refusal, one settled and the other is appealing.
Misclassification was most common in contract labour suppliers, transport and logistics, construction, and education sectors, involving roles like promoters, drivers, crane operators, service agents, and carpenters.
The proportion of self-employed persons has remained stable at 8-10% of the resident workforce over the past decade, with no observed link between emerging technologies or business models and misclassification.

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1 Apr 2019

Statistics on Women Not in Labour Force Due to Care-giving Duties to Family or Relatives

Assoc Prof Walter Theseira asked the Minister for Manpower for statistics on women out of the labour force due to caregiving duties, including their numbers, duration out of work, re-entry outcomes, and income changes.
Based on the 2018 survey, about one in four women not in the labour force cited caregiving as the main reason, with those caring for family or relatives generally older and childcare providers mostly aged 30–49.
The survey does not track individuals over time to measure re-entry outcomes, but the government supports women's return through programs like Adapt and Grow and enhanced Career Trial with part-time options.

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1 Apr 2019

Attracting Local Workers in Senior Care Industry

Based on 2018 data, 40% of the 12,000 workers in the Long Term Care sector were locals.
The government is enhancing job attractiveness by raising awareness, providing training, and increasing salary competitiveness through partnerships with agencies like AIC, WSG, and e2i.
Specific initiatives include the Community Care Traineeship Programme, on-the-job training support, and the Community Care Manpower Development Award to support skill development.
MOH has provided funding to raise wages, resulting in a 30% aggregate increase from 2012 to 2017, and plans to continue efforts to attract more locals.

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1 Apr 2019

Review Eligibility Criteria of Dependant's Passes for Children by Considering Combined Household Income

Mr Ong Teng Koon asked the Ministry for Manpower to review the eligibility criteria for Dependant's Passes for children by considering combined household income when both parents are working on employment or S-passes.
The Minister for Manpower, Mrs Josephine Teo, responded that Singapore cannot support all employment or S-pass holders who wish to bring their dependants, and the sponsor's ability to afford the family's cost of living is a key consideration.
She explained that the fixed monthly salary of the main pass holder is a more stable indicator than combined household income, as there is no assurance both parents will maintain continuous employment.
Mrs Teo stated that the Ministry has no plans to change the current approach of using the main pass holder's salary for eligibility assessment.
The debate highlights a focus on financial stability and the government's stance on managing the intake of dependants for non-resident workers.

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1 Apr 2019

More Help for PMETs Retrenched in 2018

Mrs Josephine Teo highlighted that 5,400 local PMETs were retrenched in 2018, the lowest since 2014, with 31,500 PMET vacancies available and low structural unemployment at 0.8%.
Around 90% of retrenching establishments paid retrenchment benefits, with over 70% meeting the recommended guideline of at least two weeks' salary per year of service, and nearly two-thirds of retrenchments were in restructuring sectors like wholesale trade and financial services.
The Adapt and Grow initiative placed about 17,000 PMETs in jobs in 2018, nearly double the 2016 figure, with ongoing support including extended Career Support Programme and increased Professional Conversion Programmes for vulnerable groups.

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7 Mar 2019

Expanding Foreign Construction Worker Directory System to Other Sectors

The Minister of State for Manpower explained that the Foreign Construction Worker Directory System (FCWDS) was established by the construction industry to address cyclical project-based work, and it has been integrated into a mobile app for accessibility, but there has been no expressed interest from other sectors to adopt a similar system.
The Member for Nee Soon proposed extending the directory system to the cleaning sector due to its similar cyclical nature and suggested incentivizing the hiring of existing foreign workers in Singapore through reduced levies.
The Minister of State responded that while the construction sector's project-based nature necessitated the FCWDS, the services sector like cleaning has longer contract periods, and any expansion would require interest from industry associations, though ad-hoc facilitation between employers is already provided in cases like Town Councils.

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6 Mar 2019

Most Common Methods Used by Employers to Avoid Reporting Work-related Injuries

Mr Louis Ng asked about the common methods employers use to avoid reporting work-related injuries and how such non-reporting is typically detected, to which the Minister for Manpower responded that employers are required to report injuries causing over three days of medical leave, 24-hour hospitalization, or death, with common reasons for non-reporting being disputes over whether the injury is work-related and employees not informing employers, and detection occurring mainly through employees or representatives filing reports to MOM.

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