Employment & labour — Topics

2 Oct 2018

Work Permit Holders Hired under Direct R1 Pathway or Market-Based Skills Recognition Framework

In the past three years, about 91,700 Work Permit holders were hired under the R1 (Skilled) status pathway, which includes the Direct R1 and Market-Based Skills Recognition Frameworks.
Employers must declare true salaries during Work Permit applications and renewals, with random inspections and investigations conducted when underpayment or false declarations are reported; in 2017, 61 employers were investigated and 18 faced penalties for false salary declarations.
Electronic payment of salaries is already legally required if requested by the worker, and the Ministry is considering making it mandatory for all Work Permit holders to enhance verification of minimum salary compliance.

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2 Oct 2018

Environmental Public Health (Amendment) Bill

The Bill introduces a framework for District Pneumatic Waste Conveyance Systems (DPWCS) to automate waste collection, starting with Kampong Bugis, to reduce reliance on foreign labour and improve hygiene.
It mandates an annual Progressive Wage Model (PWM) Bonus for Singaporean and Permanent Resident cleaners, to be implemented from January 2020, to improve their wages and job stability.
The Bill enhances operational efficiency for the National Environment Agency by updating document service methods and increasing penalties for certain public health offences.
It also strengthens the Progressive Wage Model for the cleaning sector by making the PWM Bonus a licensing requirement for cleaning businesses, with enforcement by the Commissioner for Labour.

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2 Oct 2018

Employment (Amendment) Bill

The Minister for Manpower introduced the Employment (Amendment) Bill to update the Employment Act and align related legislation with modern workforce needs.
The bill aims to enhance worker protections, clarify employment terms, and ensure Singapore's labor laws remain relevant and effective.
The bill was presented, read for the first time, and scheduled for a second reading in the next parliamentary sitting.

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2 Oct 2018

Funding Models for Education and Training Programmes for Singaporeans

The government distinguishes between Pre-employment Training (PET) for youth foundational education and Continuing Education and Training (CET) for adult skills upgrading, with funding allocated more heavily to PET but with generous subsidies for CET, especially for displaced workers, older employees, and SME staff.
There is a push to blur the lines between PET and CET by encouraging Institutes of Higher Learning to offer lifelong learning programs and integrate workplace skills into education, supported by strong tripartite partnerships.
Funding for adult learners seeking additional degrees or high-demand skills is available through schemes like the SkillsFuture Mid-Career Enhanced Subsidy and Professional Conversion Programmes, with subsidies calibrated based on age, employer type, and career transition needs.

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2 Oct 2018

Proposed Watchlist for Companies that Discriminate Based on Attributes Like Gender and Ethnicity

The Ministry of Manpower (MOM) does not maintain a watchlist for discrimination based on gender or ethnicity, as such cases are more readily substantiated and can lead to immediate sanctions like debarring Work Pass applications.
For nationality-based discrimination, which is less apparent, MOM uses a watchlist to scrutinize Work Pass applications and may debar employers if they fail to improve.
Employers are expected to follow Tripartite Guidelines on Fair Employment Practices, and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) engages with companies to improve practices when complaints are received.
MOM and TAFEP urge workers to report any discrimination promptly, and all complaints are taken seriously and investigated thoroughly.
The Senior Parliamentary Secretary assured that MOM works closely with TAFEP and employers to build inclusive workplaces and eradicate all forms of discrimination.

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1 Oct 2018

Job Creation and Economic Value-add from Opening of Changi Airport’s Jewel

Jewel Changi Airport is expected to create close to 3,000 jobs across retail, food and beverage, hospitality, customer service, and horticulture sectors, with enhanced productivity and value-add per employee through technology and partnerships.
The recruitment will primarily be managed by individual retailers and companies operating in Jewel, but the Changi Airport Group will collaborate with Workforce Singapore and the Employment and Employability Institute to facilitate job matching for Singaporean applicants.
The opening of Jewel, targeted for the first half of 2019, will increase Changi Airport's capacity by three million passengers annually and enhance its attractiveness as an air hub through various facilities including a hotel, gardens, shopping, dining, and play attractions.

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1 Oct 2018

Sectors That Have Successfully Used Professional Conversion Programme to Recruit Mid-career Jobseekers

In 2017, the top three sectors using the Professional Conversion Programme to recruit mid-career jobseekers were Early Childhood Care and Education, General Manufacturing, and Marine.
Success factors include employers with a "plug-train-play" mindset who hire and train workers with potential despite skill gaps.
A new focus area is redeployment PCPs, where companies partner with Workforce Singapore to retrain existing staff for new roles amid technological disruption.
About 500 placements in 2017 came from redeployment PCPs, highlighting the need for companies to plan workforce needs ahead.
Workforce Singapore offers over 100 PCPs across about 30 sectors, with 3,800 individuals placed through the programme in 2017.

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1 Oct 2018

Review of Retirement Age

Intan Azura Mokhtar asked about plans to raise the retirement age to 65 without affecting salary or benefits due to longer lifespans.
Josephine Teo highlighted the Tripartite Workgroup on Older Workers formed to review retirement and re-employment ages holistically.
The workgroup has begun meetings and gathering stakeholder views, with initial findings to be shared at the next Committee of Supply debate.

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1 Oct 2018

Alternative Remedies to Reinstatement for Those Seeking Mediation for Unfair Dismissal

Leon Perera asked the Minister for Manpower about alternative remedies to reinstatement for unfair dismissal cases under TADM mediation and their usage over the past five years.
The Minister confirmed the law allows the Minister to order either reinstatement with pay for lost income or compensation instead of reinstatement.
Over the past five years, around 200 cases annually were handled, with about 80% settled via mediation leading to payments, mutual agreements, or withdrawals, and the remaining 20% escalated to the Minister.
For escalated cases where wrongful dismissal is substantiated, compensation is consistently preferred over reinstatement due to strained employer-employee relations.
The exact proportion of cases with non-reinstatement remedies is not detailed beyond noting compensation is used for all substantiated cases escalated to the Minister.

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10 Sep 2018

Stakeholders Registered under SG Enable or Have Employment Programmes for Special Needs Adults

SG Enable and its partners have collaborated with over 1,000 employers to hire persons with disabilities, offering advisory services, training, job placement, and support.
The government provides financial incentives like the Special Employment Credit and grants under the Open Door Programme to assist employers in hiring and integrating persons with disabilities.
Initiatives such as the annual Inclusive Business Forum and the Enabling Employers Network aim to share best practices and encourage more inclusive hiring.
Efforts are underway under the Third Enabling Masterplan to enhance job opportunities, refine training programs, and collaborate with industry leaders.
MSF continues to work with partners to expand employer participation and improve workplace adaptations for persons with disabilities.

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10 Sep 2018

Proportion of Foreign Domestic Workers with Off-day Stipulated in Contract

Christopher de Souza questioned the effectiveness of the 2013 policy in ensuring foreign domestic workers have an off day stipulated in their contract and actually receive physical, emotional, and mental rest.
The Ministry of Manpower highlighted that since 2013, all work permits require a weekly rest day or compensation, leading to a significant rise in workers with at least one monthly rest day from 53% in 2010 to 98% in 2015.
Surveys also show an increase in workers getting four rest days monthly, from 25% in 2010 to 56% in 2015, with over 95% reporting their workload was manageable, suggesting sufficient rest.
The Ministry noted low complaints about overwork and plans a further survey in 2019 to update these findings.

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10 Sep 2018

Average and Median Starting Salaries of ITE, Polytechnic and University Graduates

Louis Ng Kok Kwang asked the Minister for Education in 2015, 2016 and 2017 for the average and median starting salaries of ITE, polytechnic and university graduates in the private and public sectors.
Ong Ye Kung responded that the median reported gross monthly starting salaries are based on the annual Graduate Employment Surveys conducted by Institutes of Higher Learning.
The data covers full-time permanent employment in both the private and public sectors for ITE, polytechnic and autonomous university respondents.

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10 Sep 2018

Government Contributions or Subsidies for Wages of Long-term Care Workers

Christopher de Souza inquired about increasing government contributions or subsidies for the wages of long-term care workers, including those in voluntary welfare organisations.
The Ministry of Health has provided over $200 million in direct funding to 59 long-term care service providers between 2012 and 2017 to help defray operating costs, including manpower expenses, leading to an average salary increase of about 30% for local workers.
The government also supports skills training, scholarships, grants, productivity improvement, and job redesign initiatives to enhance the value of jobs alongside salary increases.
The Ministry will continue efforts to improve career opportunities in the long-term care sector and regularly review funding support for staff salaries to ensure adequate recognition.

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10 Sep 2018

Re-employment of Retired Civil Service Employees

Desmond Choo asked about the percentage of retired civil servants re-employed on one-year versus multiple-year contracts, the percentage not offered a second re-employment contract, and how the Civil Service assists those not re-employed.
Chan Chun Sing responded that from 2015 to 2017, 90% of retiring officers who wished to continue working were re-employed at age 62, with 77% on multiple-year contracts and 22% on one-year contracts.
Of those on one-year contracts at age 62, 87% were re-employed the following year, and the Public Service follows tripartite guidelines to provide employment assistance and career resources to those not re-employed.

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10 Sep 2018

Singaporean Long-term Care Workers' Salary and Career Prospects

The debate highlights that only about 40% of long-term care workers are Singaporeans, with a higher local presence in home and centre-based care compared to residential facilities.
The Ministry of Health and the Agency for Integrated Care are enhancing career prospects and salaries through training subsidies, scholarships, and grants for skills development.
Over $200 million was extended between 2012 and 2017 to raise salaries, leading to a 30% average increase for local workers in supported providers.
Efforts include supporting process improvements, technology adoption, and developing a Healthcare Skills Framework to guide career progression.
The government plans to continue collaborating with providers to improve opportunities and regularly review salaries for long-term care workers.

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10 Sep 2018

Impact of Rise of Factoryless Goods producing Firms on Singapore's Economic Competitiveness and Exports

Chan Chun Sing noted that Factoryless Goods Producing Firms (FGPFs) contribute to higher-value manufacturing, adding 5.2% to the sector's value-added despite being only 0.5% of firms in 2016.
FGPFs create skilled, well-paying jobs, accounting for about 2,700 manufacturing jobs in 2016, with two-thirds held by Singaporeans and 80% being high-skill positions.
These firms collaborate with local manufacturers on R&D and advanced processes, strengthening Singapore's manufacturing capabilities and competitiveness.
The government plans to attract investments in both production and related services while helping local firms move into higher-value manufacturing activities.

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10 Sep 2018

Terms and Conditions to Protect Employees Hired as Individual Contractors in the Public Sector

As of 31 December 2017, about 14,600 public officers, or 10% of the Public Service, were employed on fixed-term contracts, which provide similar leave and medical benefits and salary structures as permanent officers.
Public agencies can hire contract officers for up to four years to assess suitability, and high performers may be offered permanent positions after one or two years, with prior contract service considered for continuous employment and placement grade.
Grievance-handling procedures, as per the Tripartite Standard, are available for all public officers, including contractors, to raise and resolve issues.

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10 Sep 2018

Jobs Created by New Firms in Last Five Years

Between 2012 and 2016, young firms created an average of over 106,000 jobs annually, making up nearly 90% of the 120,000 jobs created each year.
The jobs from these young firms are concentrated in high-growth sectors such as wholesale trade, manufacturing, information and communications, and finance and insurance, which offer wages above the economy-wide average.
The government is committed to partnering with industry and stakeholders to foster entrepreneurship and attract new investments to sustain job creation.

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10 Sep 2018

New Sectors Considered for Implementation of Progressive Wage Model

Leon Perera asked the Minister for Manpower about new sectors beyond security, cleaning, and landscaping being considered for the Progressive Wage Model (PWM), and whether it will be implemented in the eldercare sector.
Josephine Teo stated that PWM has improved wages for over 70,000 resident workers in existing sectors and is being developed through tripartite negotiations, with plans to expand voluntarily to sectors like bus captains, baggage handlers, and lift services.
For the eldercare sector, the Ministry of Health has supported wage increases and training, and will study with tripartite partners whether to introduce a PWM.

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10 Sep 2018

Minimum Standards for Providers of Home-based and Centre-based Services for Elderly Care

The Ministry of Health (MOH) has introduced developmental guidelines for home- and centre-based eldercare providers, requires funded centres to pass audits, and uses capability-building programmes and funding to raise staff training and quality standards, with plans for formal regulation under the upcoming Healthcare Services Act.
Healthcare professionals in the sector are licensed and held to strict standards by their respective bodies, and MOH will apply a risk-based regulatory approach to balance oversight with cost considerations.
The Singaporean Core is strengthened, with over 70% of the sector’s workforce being locals, and MOH supports salary increases and recognition to attract more Singaporeans to join the eldercare sector.

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