Employment & labour — Topics

6 Aug 2018

Limit on Salary Reduction for Work Permit Holder

Louis Ng Kok Kwang asked about the proportion of salary reduction notifications for Work Permit holders within one month and one year of permit issuance, and whether a limit on salary reductions would be considered.
The Minister of State for Manpower responded that less than 2% of non-domestic Work Permit holders were affected annually, with under 10% of reductions within one month and about 40% within one year, and that MOM is studying the issue with stakeholder consultation.
Louis Ng queried if 2% equates to 14,000 workers yearly, whether MOM verifies worker consent for salary reductions, and if NGOs would be consulted, with the Minister confirming openness to NGO input and that disputes require documentation.
Louis Ng further asked if data exists on salary reductions before Work Permit issuance, to which the Minister clarified that such reductions are an offence and not permitted.

Summary written by AI

Overview Original source

6 Aug 2018

Profile of Jobs and Industries on Fair Consideration Framework Watchlist

The Fair Consideration Framework (FCF) Watchlist targets about 350 employers in sectors like Administrative and Support Services, Construction, Education, and Professional Services, with many firms facing scrutiny for hiring practices affecting jobs in IT and management with salaries from $3,000 to $10,000.
Measures to promote senior job opportunities for Singaporeans include recognizing Human Capital Partners for fair practices and supporting the SkillsFuture Leadership Development Initiative to develop Singaporean leaders.
The number of companies on the FCF Watchlist has remained stable despite expanded requirements, such as covering firms with 10 or more employees and increasing the salary threshold for job advertisements to $15,000.
Companies on the FCF Watchlist remain eligible for government funding schemes like Adapt and Grow, as penalizing them could affect their Singaporean employees, though such firms are less likely to apply for additional support.
The Ministry of Manpower continues to engage firms on the Watchlist through the Tripartite Alliance to improve hiring practices, with over 2,000 Singaporean professionals hired since the program began.

Summary written by AI

Overview Original source

6 Aug 2018

Common Workplace Accidents and Prevention Measures

Workplace fatalities in the first half of 2018 were slightly higher than the previous year, with common causes including improper work methods, and sectors like construction, manufacturing, and commercial diving being more prevalent.
The Ministry of Manpower has increased enforcement, including inspections and fines, while collaborating with industry associations to raise awareness and address safety lapses, especially in construction where fatalities have declined over five years but remain a concern.
Foreign workers constitute a high proportion of construction fatalities, prompting efforts like multilingual safety materials and outreach programs to educate them on risks and proper procedures.
The WSH2028 Tripartite Strategy Committee is developing new approaches to sustain improvements in workplace safety, with preliminary recommendations to be shared soon.

Summary written by AI

Overview Original source

11 Jul 2018

Update on Utilisation of Adapt and Grow Programmes

The Adapt and Grow programme saw over 25,000 locals find jobs in 2017, an increase from about 21,000 in 2016, with the number of Professional Conversion Programmes (PCPs) doubling to over 100 across about 30 sectors.
New PCPs for internal auditors, financial forensic professionals, and consultants have been launched, and the government plans to continue expanding programme capacity and introducing new PCPs based on demand.
The Career Support Programme (CSP) was enhanced in 2017, placing over 1,100 PMETs, with more than 500 (46%) aged 50 and above—nearly three times the 2016 figure—and efforts will continue to raise CSP awareness among employers and older PMETs.

Summary written by AI

Overview Original source

11 Jul 2018

Compensation for Degree and Non-Degree Holders in Civil Service

Leon Perera asked if the Civil Service pays non-degree holders the same as degree holders for identical work, assuming all other factors are equal.
Chan Chun Sing responded that Civil Service salaries are pegged to market benchmarks and consider job roles, responsibilities, and individual factors like experience, skills, and performance.
Starting salaries for new recruits may differ based on qualifications, as qualifications serve as a proxy for knowledge and skill, but career progression depends on performance and potential, not starting qualifications.

Summary written by AI

Overview Original source

11 Jul 2018

Average and Median Salaries of Early Childhood Educators

Assoc Prof Daniel Goh Pei Siong asked whether the Ministry tracks early childhood educators' average and median salaries by educational attainment and for current figures compared to five years ago.
ECDA conducts periodic salary surveys, with the latest in 2016 covering most educators, and polytechnics collect starting salary data for early childhood diploma graduates.
In 2016, basic salaries ranged from $1,800–$2,100 for educarers with certificates, $2,200–$3,000 for diploma teachers, and $3,100–$6,000 for principals, with salaries growing about 15% since 2013 versus 8% in the general market.
Early childhood diploma graduates’ starting salaries rose about 20% to $2,300 by 2017 from 2013, and ECDA expects continued outpacing of general market salary growth due to sector expansion and career progression efforts.

Summary written by AI

Overview Original source

11 Jul 2018

Wage Growth Moving in Tandem with Productivity Gains

Real wage growth has recently outpaced productivity, particularly in domestically-oriented sectors like Construction and Other Services, while outward-oriented sectors such as Manufacturing and Finance have seen more aligned growth.
The government is implementing sector-specific strategies, including Industry Transformation Maps and targeted grants, to boost productivity and ensure wage gains are shared with workers through schemes like the Inclusive Growth Programme and Progressive Wage Model.
Concerns about wage stagnation, especially in lower-wage sectors, are being addressed through reskilling initiatives, job redesign grants, and expanding the Progressive Wage Model to sectors like F&B.
Growth sectors like wholesale trade, logistics, and precision engineering are expected to offer more competitive wages and job opportunities in the next few years.

Summary written by AI

Overview Original source

10 Jul 2018

Foreign Manpower Requests Approved for Companies Not Meeting Minimum Salary or Quota Requirements

In each of the past five years, about 400 enterprises annually received exceptions to hire foreign manpower without meeting standard salary or quota requirements, representing 0.5% of all work pass employers.
Exceptions are granted based on assessments by economic agencies like EDB, EnterpriseSG, and IMDA, for purposes such as implementing productivity projects, transferring specialist capabilities, or supporting early-stage startups with non-cash remuneration structures.
The Ministry ensures a level playing field by consistently applying the same criteria and considerations to any enterprise that provides similar justifications for flexibility.

Summary written by AI

Overview Original source

10 Jul 2018

Standardisation of Starting Salary for MOH Scholars Across All Its Healthcare Clusters

Er Dr Lee Bee Wah questioned if starting salaries for MOH scholars are standardised across healthcare clusters, and if not, why discrepancies exist.
Minister Gan Kim Yong confirmed that salaries are standardised within a range across public healthcare institutions.
He explained that institutions determine exact salaries based on factors like qualification level and relevant working experience.
The minister’s response did not specify the salary range or list actual discrepancies between clusters.

Summary written by AI

Overview Original source

10 Jul 2018

Support for Non-profit Organisations Promoting Lifelong Employability of Seniors

The government funds continuing education and training programmes for seniors through initiatives like the SkillsFuture Mid-Career Enhanced Subsidy, which includes pre-approved courses from non-profit organizations such as Tsao Foundation's Hua Mei Training Academy.
The Ministry of Manpower promotes progressive workplace practices for seniors through partnerships with entities like the Singapore National Employers Federation, offering grants like WorkPro to redesign jobs and support older workers' productivity.
MOM implements direct employability measures for older workers, including the Special Employment Credit Scheme for wage offsets, the Adapt and Grow initiative for job search support, and Professional Conversion Programmes with salary assistance to address skills and wage mismatches.
Non-profit organizations partnering with the government receive funding support, exemplified by assistance to Fei Yue Family Service Centre for running the Family Central's Elder Education Department to promote lifelong learning for seniors.

Summary written by AI

Overview Original source

10 Jul 2018

Adherence to National Wages Council Guidelines as Qualifying Criterion for Companies to be Eligible for Government Funding

Ms K Thanaletchimi asked if adherence to the National Wages Council (NWC) guidelines should be a qualifying criterion for companies to receive government funding under the Transform and Grow and Adapt and Grow initiatives.
Mrs Josephine Teo explained that the NWC guidelines are voluntarily adopted by companies based on their circumstances, reflecting the tripartite approach that accommodates varying company financial capabilities.
Requiring mandatory adoption of the guidelines for government funding would contradict the existing voluntary framework and the balanced recommendations developed through tripartite consultations.
Outreach efforts by the Singapore National Employers Federation and the National Trades Union Congress are emphasized to promote voluntary adoption of the NWC guidelines instead of making them a mandatory criterion.

Summary written by AI

Overview Original source

10 Jul 2018

Number of Public Healthcare Workers Not Offered Re-employment

Over the past three years, 21 public healthcare workers aged 62 and above were not offered re-employment, with the majority ineligible due to poor performance or medical issues, while a few chose to retire voluntarily.
Of the two workers who were eligible but not re-employed and received Employment Assistance Payment, both were nurses, and the decision was mutually agreed after assessing their suitability and exploring re-employment options.
Public healthcare institutions are supporting mature workers through job redesign to lighten physical tasks and assign suitable duties, such as using assistive equipment and simplifying processes, while also offering pre-retirement programmes, reskilling, and flexible work arrangements.

Summary written by AI

Overview Original source

10 Jul 2018

Success Rate for Job Matching on MyCareersFuture.sg

The Minister stated that MyCareersFuture.sg replaced the Jobs Bank but does not yet have complete data on job match success rates because employers often do not update outcomes, though efforts are underway to better assess effectiveness using administrative data.
The government will not create vernacular versions of the platform, preferring to ensure ease-of-use for all, while continuing to support older or less digitally fluent jobseekers through physical career centers like those run by Workforce Singapore and NTUC.
The platform already sees strong participation from small and medium enterprises, which made up over 60% of job postings on the previous Jobs Bank, and the focus is on maintaining a vibrant marketplace with many job listings and jobseekers rather than solely on immediate matching success rates.

Summary written by AI

Overview Original source

9 Jul 2018

Employers Notifying MOM of Downward Revision to Salary Terms for Work Permit Holders

Louis Ng asked the Ministry of Manpower (MOM) for statistics on employers notifying MOM of salary reductions for Work Permit holders, fines imposed, notices issued to workers, and the grounds for approving such reductions.
Mrs Josephine Teo responded that employers must declare salary terms in the In-Principle Approval (IPA) letter, and MOM allows salary reductions only with the worker’s written agreement and MOM notification, with less than 2% of non-domestic Work Permit holders affected annually.
MOM has penalized employers who reduced salaries without informing MOM or obtaining consent, imposing $105,000 in fines on 17 employers in the first half of 2018.
Salary dispute cases involving IPA salary reductions rose to 11% in late 2018, and since February 2018, TADM requires documented proof of worker consent for salary reductions, with MOM considering a complete ban on downward revisions after stakeholder consultations.

Summary written by AI

Overview Original source

9 Jul 2018

Living Conditions and Rights of Foreign Domestic Workers after Arrival and before Employment

The Ministry of Manpower requires Employment Agencies to provide food, medical care, and proper accommodation for foreign domestic workers before deployment, with premises registered and inspected annually.
Agencies must comply with occupancy and hygiene standards, and over 100 premises are inspected yearly, with most agencies found compliant.
Violations by agencies result in warnings, fines, demerit points, or prosecution, including possible licence revocation for severe cases.

Summary written by AI

Overview Original source

9 Jul 2018

Reasons for Rejection of Non-domestic Work Permit Applications

Over the past year, the top reasons for rejecting non-domestic Work Permit applications, aside from dependency ratio issues, include adverse records for the employer or applicant, insufficient Man-Year Entitlement, lack of higher-skilled Work Permit holders to hire basic-skilled workers, the worker exceeding the maximum employment period, and the worker not being from an approved source country.
Employers and employment agents can check rejection reasons through the Ministry of Manpower’s Work Permit Online service, while applicants should consult their agents or prospective employers.
In cases involving security concerns, specific rejection reasons may not be disclosed, and employers are advised to consider alternative candidates.

Summary written by AI

Overview Original source

9 Jul 2018

Workfare Income Supplement Employee-recipients by Age Group

Mr Zainal Sapari asked for the number of Workfare Income Supplement (WIS) employee-recipients and total expenditure by age group from 2015 to 2017, as well as the considerations in determining WIS payouts.
Mrs Josephine Teo provided a table showing the number of employees receiving WIS and the total WIS amount allotted annually for each year from 2015 to 2017, broken down by the four WIS age groups.
WIS is targeted at workers in the bottom 20% by income percentile, with support extended to those up to the 30th percentile, and older employees generally receive higher payouts than younger ones.
The number of WIS recipients fluctuates with income changes, and the scheme undergoes a three-yearly review to ensure over 20% of Singaporean employees remain eligible, with the next review results to be announced in 2019 for 2020 implementation.

Summary written by AI

Overview Original source

9 Jul 2018

Additional Interest Rates for Low-income Groups' CPF Savings

MP Gan Thiam Poh asked whether the government could give extra interest rates on CPF savings to support low-income groups’ retirement needs.
The Ministry of Manpower explained that CPF already provides a progressive interest structure, giving higher effective rates to members with lower balances through base rates, extra interest on the first $60,000, and additional extra interest for those aged 55 and above.
The government also supports low-wage workers through the Workfare Income Supplement scheme, which includes CPF top-ups, with over $400 million credited into CPF accounts in 2017 alone.

Summary written by AI

Overview Original source

9 Jul 2018

Proportion of Jobseekers Placed in Jobs by Workforce Singapore and e21

Over the last three years, the proportion of jobseekers placed into jobs by Workforce Singapore (WSG) and NTUC's e2i has improved, with detailed figures provided in Table 1.
WSG and e2i have enhanced their services, including upgrading career centres to Careers Connect with more customised support and launching the MyCareersFuture portal for smarter job matching.
Additional programmes like Professional Conversion Programmes and Career Support Programme help address skills and wage mismatches to improve placement outcomes.
Both agencies continuously seek to improve the effectiveness of their job placement services for jobseekers.
The government plans to further enhance overall placement rates through ongoing service improvements and support programmes.

Summary written by AI

Overview Original source

9 Jul 2018

Resident Employment Rate for Persons Aged 25-64 with Education Qualifications below Secondary School Level

The resident employment rate for persons aged 25-64 with education qualifications below secondary school level was 67% in 2017, higher than most OECD countries, with 30 percentage points of the non-employed being outside the labour force mainly due to family or health reasons.
The annual average unemployment rate for this group in 2017 was 2.6%, lower than the overall resident unemployment rate of 3.1%.
The government’s Adapt and Grow initiative provides support such as career matching services and programmes like Place and Train and Career Trial to help unemployed jobseekers with below secondary qualifications find jobs.
In 2017, about 2,500 jobseekers with below secondary qualifications were placed into new jobs and careers through the Adapt and Grow initiative.

Summary written by AI

Overview Original source