Employment & labour — Topics

12 Feb 2019

Value of Unpaid Salaries in 2016, 2017 and 2018

Anthea Ong asked the Minister for Manpower for the value of unpaid salaries ordered by the Employment Claims Tribunal in 2016, 2017, and 2018.
Mrs Josephine Teo responded that the ECT only began operating from 1 April 2017, so no data is available for 2016.
The ECT’s orders for unpaid salaries in 2018 were not significantly different from the partial-year figure for 2017.

Summary written by AI

Overview Original source

12 Feb 2019

Update on Roadmap and Industry Transformation Map for Singapore's Energy and Chemicals Sector

The Ministry for Trade and Industry provided an update on the Energy and Chemicals Industry Transformation Map (ITM), launched in October 2017, which aims to create 1,400 new jobs and contribute $12.7 billion to Singapore’s GDP by 2025 through transformation and growth strategies.
The sector has made progress, including 10 plants adopting Industrial Internet of Things (IIoT) technologies and five application development centres established to support specialty chemicals innovation, with initiatives like Professional Conversion Programmes reskilling 86 mid-career workers.
The United States is the largest foreign investor in Singapore’s Energy and Chemicals sector, accounting for the majority of net fixed assets, and the government continues to work with tripartite partners to ensure manpower needs are met through advisory committees and training programmes.

Summary written by AI

Overview Original source

11 Feb 2019

Encouraging Employment of ITE Graduates in Energy and Petrochemical Sector

Mr Saktiandi Supaat asked about the employment rates of ITE graduates in the energy and petrochemical sector, the accessibility of internships, collaboration between government agencies and ITE, and the enrolment status of SMU's International Trading Institute courses.
Minister Ong Ye Kung reported that six in 10 ITE graduates from relevant courses are in full-time permanent employment, with six in 10 in jobs related to their studies, and noted that ITE collaborates with industry and government agencies, requires internships, and regularly updates its curriculum.
The Minister highlighted an example of ITE's Chemical Process Technology certificate being developed with the Economic Development Board and industry partners, and mentioned that over 740 students have enrolled in SMU's International Trading and Maritime Business Operations courses since 2006.

Summary written by AI

Overview Original source

11 Feb 2019

Promoting Career Opportunities in Energy and Petrochemical Sector

The Energy and Chemicals industry contributes about 3% to Singapore's GDP and employed around 28,000 people in 2017, with a workforce primarily in their 30s and 40s, a 3:1 PMET to non-PMET ratio, and a 2:1 male to female ratio.
The government has developed a Skills Framework for the sector, co-created with industry and training institutions, to outline career pathways and required skills, and is investing in niche training programs like advanced diplomas at polytechnics.
Efforts to attract young Singaporeans include outreach programs such as "Chemical Experience Day" and four SkillsFuture Earn and Learn Programmes, which had placed 134 trainees in 23 companies by December 2018, with continued collaboration among government, industry, and unions to support workforce development.

Summary written by AI

Overview Original source

11 Feb 2019

Plans to Raise Female Workforce Participation Rate

The female workforce participation rate has remained steady at around 60% over the past three years, up from 56% in 2008, with Singapore ranking 9th among OECD countries.
About 6% of female residents in employment are self-employed, with 70% of them choosing this as their preferred primary work arrangement.
Key challenges for women seeking employment include lack of necessary work experience, qualifications, skills, and limited flexible work arrangements, particularly due to caregiving roles.
The government supports women through initiatives like Adapt and Grow for job matching and training, the Tripartite Standard on Flexible Work Arrangements, and funding via the Work-Life Grant to encourage flexible work adoption.
For self-employed women, support includes mediation services for disputes, adoption of contracting standards, and access to prolonged medical leave insurance products to enhance protection.

Summary written by AI

Overview Original source

11 Feb 2019

Percentage of Singapore Prison Officers Offered Re-employment

About 20% of retired Singapore Prison Officers were re-employed over the last five years, with contracts lasting one to three years and renewable based on organisational needs.
Officers not re-employed by Prisons receive support from the Home Team Career Transition Office, including job advisory, time-off for training, and subsidies to enhance employability for second careers.
From April 2019, re-employed officers under the Home Affairs Uniformed Scheme are paid their last drawn salary if in the same level role, while those in civilian or smaller roles have adjusted pay.
Re-employed officers remain eligible for performance bonuses, annual increments, and benefits such as vacation leave, medical care, and training, consistent with Public Service guidelines.

Summary written by AI

Overview Original source

11 Feb 2019

More Support for Athletes About to Retire from Sports

The Minister affirmed the government's comprehensive support for athletes transitioning out of high-performance sports through partnerships with the Singapore Sport Institute and the spexBusiness Network, which provides career opportunities, mentorship, and professional development.
Since 2013, 230 athletes have benefited from these programs, with examples including positions at companies like Deloitte and Toyota, as well as support for entrepreneurial ventures.
National Sports Associations are encouraged to adopt similar initiatives, with some already offering bursaries and educational arrangements to aid athletes' post-career transitions.
The development of Singapore's sports ecosystem has created more pathways for retired athletes to pursue careers in sports, such as coaching, continuing to contribute to the community.

Summary written by AI

Overview Original source

11 Feb 2019

Cases of Working Adults Who Face Short-term Family Support Challenges

Dr Intan Azura Mokhtar queried the Minister for Social and Family Development on the number of working adults facing short-term family support challenges, such as caring for sick children or elderly parents, over the past five years.
The Minister of State responded that fewer than 200 such cases were reported, highlighted existing leave provisions for childcare and eldercare, and emphasized the importance of family-friendly work environments, flexible work arrangements, and tripartite initiatives to support caregivers.
The Minister acknowledged the variability of support across employers and professions, confirmed ongoing reviews to enhance respite care and ad-hoc childcare solutions for sick children, and noted plans to collaborate with community partners to address urgent caregiving needs.
In response to a supplementary question about daily-rated workers, the Minister stated that income support or assistance for those unable to take leave would be studied in conjunction with the Ministry of Manpower.

Summary written by AI

Overview Original source

11 Feb 2019

Safeguards for Employers Who Make Advance Salary Payments for Their Foreign Domestic Workers to Settle Loans

The Ministry of Manpower requires employment agencies to fully disclose fees and refund policies for advance salary payments made by employers to settle foreign domestic workers’ loans, with refunds typically available if the worker leaves early or is repatriated.
MOM inspects agencies, acts on feedback, and has taken action against agencies that fail to state refund policies, while employers can choose agencies that offer customized packages without advance payments.
A suggestion to require bonds for advance payments was noted but needs careful consideration to avoid passing costs to employers, and MOM enforces fee caps and can revoke licenses for non-compliant agencies.
MOM has no jurisdiction over foreign agencies but will investigate local cases and collaborate with embassies to address malpractices at the source.

Summary written by AI

Overview Original source

15 Jan 2019

Statistics on Workplace Injuries and Fatalities and Their Reporting Criteria

Singapore’s fatal injury rate of 1.2 per 100,000 employed persons in 2017 was lower than the EU average of 1.7 for countries using EU-OSHA reporting criteria.
Singapore’s non-fatal injury rate of 368 per 100,000 employed persons in 2017 was much lower than the EU-OSHA average of 1,586 per 100,000, but comparisons are cautious due to differences in data collection systems.
Both Singapore and EU-OSHA require reporting of injuries resulting in more than three days of medical leave, with Singapore also mandating reporting for injuries requiring at least 24 hours of hospitalisation.
EU countries with higher non-fatal injury rates often use insurance claim data, while those with lower rates rely on employer injury reporting, affecting rate comparisons.

Summary written by AI

Overview Original source

15 Jan 2019

Training and Supervision Standards for Private Security Companies

Private security companies must ensure their officers are trained in accordance with the Progressive Wage Model, which is part of their licensing conditions, and failure to comply is an offence punishable by a fine, imprisonment, or both.
Security agencies undergo an annual grading exercise where inadequate training or regulatory offences can lower their score, and two consecutive unsatisfactory grades will result in licence non-renewal.
Companies can be held accountable if they contribute to their officers’ errant behaviour, in addition to facing penalties for non-compliance with training and supervision requirements.

Summary written by AI

Overview Original source

15 Jan 2019

Non-renewal for Employment Pass Holders Whose Employers Do Not Match Mandatory Salary Increase

Mr Ang Wei Neng queried the number of Employment Pass holders not renewed in 2018 due to employers failing to meet increased salary requirements and the criteria for determining these salary increases.
Mrs Josephine Teo responded that employers are not required to disclose reasons for non-renewal, so specific data on non-renewals due to salary issues is unavailable.
She explained that the same Employment Pass qualifying salary applies to new applications and renewals, and is regularly updated based on local salary progression to balance business needs and local job market fairness.

Summary written by AI

Overview Original source

15 Jan 2019

Proposal to Make Public Data on Complaints of Unfair Employment Practices

Assoc Prof Walter Theseira asked the Ministry of Manpower (MOM) to consider publishing detailed, employer-identified data on unfair employment practice complaints and to explain the rationale for keeping such data confidential.
The Minister of State responded that while TAFEP already publishes aggregated complaint statistics and takes enforcement action (including warnings and work pass curtailments), naming all employers is avoided to protect employee privacy, though egregious cases are publicized, and case studies are used for education.
Assoc Prof Theseira expressed concern that not naming employers generally could lead to a perception that insufficient action is being taken against discrimination, prompting a call to reconsider the naming policy.
The Minister of State assured that every complaint is assessed and substantive action is taken, citing 521 companies investigated from 2013 to 2017, with 300 warned and 221 having work pass privileges curtailed.
Other members suggested enhancing transparency by sharing complaint trends by sector, nature, and company size, with the Minister of State noting that while naming all employers is not feasible, case studies are used and suggestions for more detailed disclosure will be considered.

Summary written by AI

Overview Original source

15 Jan 2019

Successful Appeals for Earlier Withdrawal of CPF Payouts

In the past three years, about 65% of CPF members' appeals for earlier payout withdrawal under the Medical Grounds Scheme were successful, with disallowance mainly due to applicants not meeting eligibility conditions such as permanent incapacity or terminal illness.
The Ministry for Manpower highlighted that the CPF payout eligibility age remains at 65, aligning with international standards and increasing longevity, and does not plan to lower it despite suggestions for an optional earlier payout at age 62 with reduced sums.
A Tripartite Workgroup on Older Workers is reviewing retirement and re-employment ages, with the Ministry prioritizing consensus on these ages before considering any changes to CPF payout eligibility.

Summary written by AI

Overview Original source

14 Jan 2019

Impact of Progressive Wage Model on Number of Persons Employed in Cleaning, Security and Landscape Sectors

Mrs Josephine Teo explained that the Progressive Wage Model was introduced to raise wages for local workers in the cleaning, security, and landscape sectors by providing a clear progression ladder based on skills, productivity, and job responsibilities.
She noted that changes in local employment numbers in these sectors are influenced by multiple factors beyond the PWM, such as the economy, technology adoption, business process improvements, and foreign worker policies, making it difficult to attribute employment shifts solely to the PWM.
The Minister highlighted that since the PWM’s implementation, workers in these sectors have experienced significant real wage growth, with median gross wages increasing between 16% and 36% from 2011 to 2016.
She added that during this period, local unemployment rates remained low at around 3%, and employment rates stayed healthy at about 80%.

Summary written by AI

Overview Original source

14 Jan 2019

Current Number of Informal and Professional Caregivers in Singapore

Ms Anthea Ong asked for the current number of informal and professional caregivers in Singapore, the total value of each sector, and how many salaried workers left employment to become primary caregivers in the last three years along with their demographic profile.
Minister Gan Kim Yong replied that as of 2017, there were about 8,300 staff providing direct care to seniors in the long-term care sector, while 6% to 8% of residents aged 18 to 69 provide regular informal care, though no estimate of informal caregiving's total value is available for comparison.
The Ministry of Manpower's 2017 survey showed that 202,000 residents left their jobs in the last three years without seeking new work, with 12,500 citing family caregiving as the main reason; most were females, married, and aged 40 or over.

Summary written by AI

Overview Original source

14 Jan 2019

Proportion of SAF Officers Offered Re-employment at Retirement Age

The Minister for Defence explained that SAF officers do not follow the standard retirement age, with most retiring around 50 years old due to limited re-employment options within the force, though military experts may serve until 60, and their shorter careers are compensated by higher remuneration compared to civilian jobs.
SAF has established programmes to prepare personnel for second careers, with 80% securing jobs within six months of retiring, including accredited training in leadership, management, and other competencies developed with external agencies and educational institutions.
The Ministry of Defence set up the Career Transition Resource Centre in 2009 to support retiring personnel, offering funds, time off, and services like career coaching, job referrals, and access to courses, internships, and job interviews to enhance employability.

Summary written by AI

Overview Original source

14 Jan 2019

Higher Workplace Fatalities in Construction Industry in 2018

The construction industry saw a slight increase in fatalities from 12 in 2017 to 14 in 2018, with falls from height due to missing barricades or improper safety line use being the main cause.
Many fatalities involved foreign workers with less than two years of experience in Singapore, highlighting the need for targeted safety training and awareness.
The government is addressing this through mandatory multi-language safety orientation, refresher courses, regular site inspections resulting in enforcement actions, and outreach campaigns to educate workers on risks.
A Tripartite Strategies Committee formed in 2018 is expected to release recommendations in February 2019 to further improve workplace safety outcomes.

Summary written by AI

Overview Original source

14 Jan 2019

Supporting Psychosocial Needs of Migrant and Domestic Workers in Singapore

The Ministry of Manpower (MOM) provides support for migrant and domestic workers through the Settling-In Programme, which educates them on Singapore’s social norms, employment rights, and stress management, and works with NGOs and centres like the Migrant Workers' Centre to offer recreational facilities and counselling services.
Migrant workers face psychosocial stress from being away from family, adjusting to a new culture, and often being first-time migrants, but current data does not show higher mental illness risks by nationality or sector, and the Institute of Mental Health has seen stable, low numbers of foreign worker cases.
Employers are responsible for the medical costs of their foreign workers, including mental health conditions, but standard insurance schemes typically exclude mental illness, with optional riders available from some insurers.

Summary written by AI

Overview Original source

14 Jan 2019

Dispute between Singaporean Workers and Employers when Adopting Flexi-wage System

In the past five years, the Ministry of Manpower handled four collective trade disputes related to the adoption of the flexi-wage system, which were resolved through conciliation with mutually agreed bonuses.
The disputes arose from disagreements over how variable bonuses were determined under the flexible wage system.
The Ministry ensures fair employment and remuneration practices by collaborating with tripartite partners to share best practices and industry norms for progressive and fair implementation of flexi-wages.

Summary written by AI

Overview Original source