Employment & labour — Topics

10 Sep 2018

Transition of Early Childhood Educators from Other Kindergartens and Childcare Centres to MOE Kindergartens

The government is expanding preschool services, including MOE Kindergartens, to meet rising demand, with over 40,000 new places by 2023 and a focus on affordability and quality.
Existing early childhood educators transitioning to MOE Kindergartens benefit from standardized qualifications and onboarding programmes, ensuring a seamless shift without requiring extensive reskilling.
The sector’s growth is supported by increased training places and initiatives like the National Institute of Early Childhood Development, maintaining a sufficient pipeline of qualified educators for all preschools.
Educators have diverse career options and are encouraged to pursue continuous professional development to enhance their skills and teaching opportunities.
While MOE Kindergartens are expanding, other operators remain important in serving different parental and child needs, ensuring a balanced preschool landscape.

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10 Sep 2018

Complaints of Job Discrimination Faced by People with Disabilities

The Ministry of Manpower reported receiving only four complaints of job discrimination against people with disabilities in the past five years, which were resolved through mediation without evidence of discrimination, attributing issues to poor communication.
The Ministry opposes enacting an anti-discrimination law, arguing it could deter employers from hiring persons with disabilities due to fears of legal repercussions, preferring education and support programs like the Open Door Programme.
To address discrimination holistically, the Ministry collaborates on initiatives like the Tripartite Standards for Recruitment and Grievance Handling, which have been adopted by hundreds of employers to promote fair and inclusive practices.

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10 Sep 2018

Enforcement Actions Taken against Agencies Charging Foreign Workers above Cap for Agency Fees

Between 2015 and 2017, MOM took enforcement actions against 23 employment agencies for exceeding the fee cap, resulting in three prosecutions and licence revocations, while helping workers recover excess fees.
MOM shares information with foreign embassies when fee malpractices are suspected, as it cannot regulate agents in workers' home countries, to combat such practices abroad.
Employers must declare salary terms and deductions in In-Principle Approval letters sent to workers before departure, and cannot increase deductions without written agreement and MOM notification.
Foreign workers are advised to report unauthorized salary deductions to MOM promptly, and a Settling-in Programme will educate new non-Malaysian workers on their rights starting in October 2018.
Additional measures include requiring salary deductions to comply with the Employment Act and ensuring workers are informed of their terms in native languages to prevent over-indebtedness.

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10 Sep 2018

Success of Foreign Worker Ambassador Programme in Increasing Well-being of Foreign Workers

The Foreign Worker Ambassador programme, launched in November 2014, has grown from about 300 to 2,600 volunteers by September 2018, with foreign workers providing peer support on employment rights, safety, and social norms.
Ambassadors like Saiful conduct briefings benefiting over 1,000 workers, while others like Bava and Raj raise awareness on various issues and help resolve salary disputes, with some recipients later joining the programme.
The Ministry of Manpower collaborates with the Migrant Workers' Centre to continue expanding the ambassador pool and strengthen peer support networks for foreign workers.

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10 Sep 2018

Employers' Compliance with Mandatory Provision of Itemised Payslips

The Ministry of Manpower received about 500 complaints and proactively informed 1,200 employers to rectify their practices regarding non-issuance of itemised payslips since the mandate began in 2016.
MOM, in collaboration with tripartite partners and industry associations, has distributed guides and templates to 180,000 employers and provided resources like HR shared services to aid compliance, especially for SMEs.
The most common reason for non-compliance cited by employers is a lack of resources or expertise, and while backdated payslips are not mandated, MOM assists in disputes to provide necessary payment records.
A 2017 survey showed 95% of private establishments with at least 25 employees complied, but MOM continues to reinforce requirements through education and will strengthen enforcement, including corrective clinics and penalties for persistent non-compliance.

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10 Sep 2018

Special Committee to Address Training Needs, Programmes and Accreditation for Jobs under Healthcare Industry Transformation Maps

The Ministry of Health (MOH) has established dedicated committees and a Skills Framework to address training and accreditation for healthcare jobs under the Industry Transformation Maps, with union representation in these bodies.
MOH supports tripartite engagement with unions and healthcare clusters to identify training needs and develop programmes, but does not see the need for a formal training council.
The Skills Framework for Healthcare, to be completed this year, will initially cover roles such as nurses, allied health professionals, and support staff, mapping their skills and training programmes.

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10 Sep 2018

Employers' Recognition of Hospitalisation Leave Issued by Community Hospitals

The Ministry of Manpower will work with the Ministry of Health to update the Employment Act's list of approved medical institutions to include community hospitals, ensuring hospitalisation leave from directly admitted patients is recognised.
The review is ongoing, and the timeline for the update will be communicated once finalised, following consultation with tripartite partners.
The Minister noted suggestions to consider registered traditional Chinese medicine practitioners and Primary Care Network clinics, confirming these will be reviewed with the Ministry of Health.
Under the Employment Act, medical certificates are recognised for paid sick leave if issued by a Government medical officer or a registered practitioner in a company-approved panel, which may include Primary Care Network clinics if they meet these criteria.

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6 Aug 2018

Proportion of Registered Trade Unions not Initiating Collective Agreement Negotiations with Employers

Mr Leon Perera asked the Minister for Manpower about the proportion of registered trade unions that have agreed with employers not to initiate collective agreement negotiations and how this has changed over the past five years.
There are about 1,700 unionised companies in Singapore, with roughly two-thirds having registered Collective Agreements with the Industrial Arbitration Court.
The decision to establish a Collective Agreement is mutual between the union and employer, and some companies opt for less formal arrangements like memoranda of understanding instead.

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6 Aug 2018

Verbal Test Option for Singaporeans with Low Educational Qualifications Attending Mandatory Workplace Safety Courses

Assoc Prof Daniel Goh Pei Siong asked the Minister for Manpower about the percentage of Singaporeans who took verbal tests in mandatory workplace safety courses and whether workers with low educational qualifications could apply for verbal tests themselves.
Mrs Josephine Teo responded that written tests are available in eight languages, and in 2017, 48 locals (0.4% of trainees) took verbal tests instead of written ones.
She added that workers facing difficulty with written tests can apply to the Workplace Safety and Health Council for the verbal test option without needing to attempt a written test first.

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6 Aug 2018

Coverage of Singaporeans Working in Foreign Diplomatic Missions in Singapore under Employment Act

Ms Tin Pei Ling asked whether Singaporeans working in foreign diplomatic missions or embassies in Singapore are covered by the Employment Act, if they can access the Employment Claims Tribunal, and what support is available for employment grievances.
Mrs Josephine Teo confirmed that such Singaporeans remain covered under the Employment Act and have access to the Employment Claims Tribunal.
While diplomatic obligations under the Vienna Convention may limit enforcement measures, the government expects compliance with Singapore laws and will use diplomatic efforts to seek adherence.
Singaporeans in these roles can also seek assistance from the Tripartite Alliance for Dispute Management for mediation and advisory services on employment disputes.

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6 Aug 2018

Cases of Underaged Domestic Helpers for Past Five Years and Actions Taken against Errant Agencies

The Ministry of Manpower reported that over the past five years, approximately 130 foreign domestic workers per year were found to be under the minimum age requirement of 23.
Since 2013, over 100 employment agencies have faced penalties ranging from warnings to prosecution, with two recent cases resulting in maximum fines and licence revocation.
MOM employs a multi-layered approach including upstream checks by agencies, mandatory programmes for workers, visual checks, and permanent debarment for violations, while urging employers to report suspected underaged helpers.

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6 Aug 2018

Adverse Records Given to Foreign Workers

Kok Heng Leun asked how adverse records are attached to foreign workers, whether unsubstantiated employer allegations count, how workers can know if they have such records, and what avenues exist to clear their names.
Mrs Josephine Teo explained that adverse records are given for breaches of Singapore laws or Ministry of Manpower regulations, not based on unsubstantiated employer allegations, and workers are heard before any action.
She noted workers are aware of any offences due to enforcement actions taken and can appeal against decisions as provided by the relevant legislation.

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6 Aug 2018

Workers Classified as Managers and Executives Earning Less than $2,500 and $2,600 a Month as at 30 June 2018

Patrick Tay asked the Minister for Manpower for the number of workers classified as managers and executives earning not more than $2,500 and $2,600 a month as at 30 June 2018.
Josephine Teo replied that based on the June 2017 Labour Force Survey, there were 26,000 employed residents earning up to $2,500 and 28,000 earning up to $2,600.
She noted that the share of managers and executives earning below the Employment Act salary threshold declined from 10% in 2007 to 1.5% in 2017, with 28% of such workers in part-time roles.
She added that some employers provide overtime pay to managers and executives earning up to $2,500 even though it is not required by law.

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6 Aug 2018

Ensuring Good Re-employment and Age-friendly Hiring Practices by Public Service's Outsourced Providers

The Government encourages all employers, including outsourced providers, to adopt good re-employment and age-friendly hiring practices through broad-based measures like the Special Employment Credit and WorkPro Age Management Grant.
Tripartite partners have issued the Tripartite Standard on Age-friendly Workplace Practices and Guidelines on Re-employment to guide employers in not using age as a selection criterion and engaging employees early on re-employment.
In procurement, the Government ensures tender specifications do not discriminate based on age or gender, but does not dictate employment practices, relying instead on supportive policies to promote good practices.

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6 Aug 2018

Plans for NEA's Daily-rated Staff to be Skilled for Future Jobs

The National Environment Agency (NEA) has implemented the Skills Framework for Environmental Services under the Industry Transformation Map to equip workers with future-ready skills.
Daily-rated employees are provided training opportunities such as Workforce Skills Qualifications courses and encouraged to participate in relevant programmes to take on expanded roles.
One employee was promoted to a higher role with increased pay after upskilling, demonstrating the effectiveness of the training initiatives.
NEA is collaborating with post-secondary education institutions to develop new Continuous Education and Training programmes for further skills development.
The agency will continue partnering stakeholders to expand training programmes to meet the industry’s future skills and manpower needs.

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6 Aug 2018

Special Employment Credit for Freelancers and Seniors Working in Shared Economy Sector

Mr Kwek Hian Chuan Henry asked if the Special Employment Credit (SEC) applies to seniors in the shared economy sector and freelancers, and what support exists for those earning under $4,000.
The SEC provides wage offsets to employers hiring seniors aged 55 and above earning up to $4,000 per month, but it does not cover self-employed freelancers who decide their own retirement age.
Alternative support includes the Workfare Income Supplement (WIS) Scheme for employees and self-employed persons, offering higher cash payouts and CPF contributions for older workers earning up to $2,000 monthly.
The Adapt and Grow initiative, including the Career Support Programme, provides wage support to employers hiring older or retrenched jobseekers, and SEC incentivizes hiring older self-employed persons into regular jobs.

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6 Aug 2018

Retrenchment Benefits Paid Out by Companies that Retrench Workers for Reasons not Related to Financial Distress

Pritam Singh asked about the Ministry of Manpower's levers to ensure retrenchment benefits align with industry norms for companies retrenching workers not due to financial distress.
The Minister, Mrs Josephine Teo, stated that retrenchment benefits are required only if specified in employment contracts or collective agreements, with the tripartite advisory recommending norms of two weeks to one month of salary per year of service.
A 2017 survey showed about 90% of retrenching establishments paid benefits, with over 70% meeting or exceeding norms, and various channels exist for workers to seek mediation or arbitration if benefits are disputed.

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6 Aug 2018

Jobs Made Obsolete due to Artificial Intelligence and Global Downsizing Trends

Mr Saktiandi Supaat raised questions about job losses due to AI and global downsizing, asking for statistics, support for retrenched workers, and business incentives for retraining.
Minister Josephine Teo responded that local retrenchments fell from 11,000 in 2016 to 9,000 in 2017, with 70% due to restructuring, while employment grew by 11,200 and 21,300 in those years respectively.
The government supports workers through initiatives like Adapt and Grow, Professional Conversion Programmes, and Career Support Programme, which helped place over 25,000 jobseekers in 2017.
For 2018 and 2019, GDP growth is expected between 2.5% and 3.5%, with job opportunities in services sectors but cautious hiring in construction and marine shipyards.
The minister emphasized proactive measures, including engaging companies to reskill workers at risk of displacement, with 500 workers retrained in 2017.

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6 Aug 2018

Trend of Graduate Underemployment in Singapore

Ms Foo Mee Har asked about the trend of graduate underemployment and government interventions to optimise degree holder deployment.
The Minister reported that time-related underemployment among resident degree holders has remained stable at around 2% over the last decade.
Autonomous universities collaborate with industry to keep courses relevant, integrate work-learn elements, and provide career services, resulting in consistently high graduate employment rates.
Graduates can access SkillsFuture initiatives, Adapt and Grow programmes like Professional Conversion Programmes, and job search tools such as MyCareersFuture and MySkillsFuture.
Additional support for jobseekers is available through Workforce Singapore’s Careers Connect and the NTUC Employment and Employability Institute career centres.

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6 Aug 2018

Impact of Digitalisation on Bank Tellers and Their Jobs

The Prime Minister acknowledged that digitalisation reduces demand for bank tellers but creates new roles in areas such as service ambassadors, software development, data analytics, and cybersecurity.
A Professional Conversion Programme involving multiple agencies and banks has been established to retrain 3,500 bank tellers and customer service staff over three years, with over 450 already redeployed into new roles.
The government, unions, and banks are collaborating to pre-emptively reskill workers and support consumers in adopting digital banking, with the aim of minimising retrenchments and helping Singaporeans adapt to technological changes.

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