Employment & labour — Topics

1 Aug 2017

Review of Liabilities and Penalties under Workplace Safety and Health Act

The Ministry of Manpower is conducting a third review of the Workplace Safety and Health Act to update liabilities and penalties, with completion expected by the end of the year.
The strategic direction focuses on creating industry-wide awareness, enhancing training for workers and management, maintaining sustained enforcement, and considering stiffer penalties where necessary.
The review aims to strengthen tripartite ownership, facilitate public release of incident learning reports to prevent recurrence, and evaluate increasing maximum penalties for serious offences.

Summary written by AI

Overview Original source

4 Jul 2017

Industry Readiness of Our Graduates

Minister Ong Ye Kung confirmed that Autonomous Universities regularly survey students on teaching quality, with consistently positive feedback used to improve curriculum and faculty appraisal, and that curriculum is designed with industry partners including internships to enhance graduate readiness.
Graduate Employment Surveys over the past five years show strong outcomes, with about nine in 10 local graduates securing jobs within six months and median salaries rising.
While global rankings consider employer reputation and teaching quality, MOE views them as limited and emphasizes focusing beyond rankings on teaching quality, industry relevance, employment outcomes, and innovation.

Summary written by AI

Overview Original source

4 Jul 2017

Pursuit of Second Degree at Local Universities

Patrick Tay asked if Singaporeans with a first degree can pursue a second degree at local universities to re-skill amid disruption and skill obsolescence.
The Senior Parliamentary Secretary replied that second undergraduate degrees are allowed at Autonomous Universities but without tuition subsidies, as funds are prioritized for first degrees.
He highlighted alternative lifelong learning pathways under SkillsFuture, with heavily subsidized short modules and stackable qualifications that meet industry needs.
Professional Conversion Programmes are available to support mid-career workers with training, salary support, and industry attachments for career transitions.

Summary written by AI

Overview Original source

3 Jul 2017

Steps to Retrain Workers with Requisite Skills to Secure Jobs in Next 10 Years

The government will expand training options through Post-Secondary Education Institutions and launch the SkillsFuture for Digital Workplace programme to build digital literacy and a mindset for innovation.
Initiatives like MySkillsFuture and SkillsFuture Engage will be introduced to provide an online portal and community-level guidance for career and training decisions.
Efforts will be made to expand Professional Conversion Programmes, in collaboration with the Ministry of Manpower and Workforce Singapore, to help mid-career workers move into new sectors.

Summary written by AI

Overview Original source

3 Jul 2017

Measures to Ensure Students Are Relevant to Future Economy on Graduation

The Ministry of Education and post-secondary education institutions collaborate closely with industries to regularly update curricula and teaching methods, ensuring graduates possess relevant knowledge and skills for the workforce.
A strong emphasis is placed on balancing academic learning with practical skills through internships, work-learn apprenticeship programmes, and increased industry involvement in teaching.
Education and career guidance efforts are strengthened to help students make informed career decisions, supported by resources and aptitude-based admissions.
Institutions are required to measure and publish annual graduate employment outcomes, with this requirement now extended to private degree-granting institutions.
Continuous skills upgrading is encouraged post-graduation through expanded short courses and lifelong learning opportunities to maintain relevance in a changing economy.

Summary written by AI

Overview Original source

3 Jul 2017

Real and Nominal Wage Growth for Singaporeans in Each Decile for Last 10 Years

The Minister for Manpower explained that the Ministry of Manpower tracks wage trends for low-wage workers (20th percentile) and general workers (50th percentile) rather than all income deciles for the past decade.
Data provided shows annual nominal and real gross monthly income changes, including employer CPF contributions, for full-time employed Singaporeans at the 20th and 50th percentiles from 2007 to 2016.
The response highlights that the Ministry focuses on specific income brackets to monitor wage outcomes rather than providing decile-by-decile breakdowns for the entire period.

Summary written by AI

Overview Original source

3 Jul 2017

Employment Passes and S Passes Issued to Applicants with Certificates from Degree Mills and Unaccredited Schools

Muhamad Faisal Bin Abdul Manap asked the Ministry of Manpower for the number of Employment Passes and S Passes issued to applicants with certificates from degree mills or unaccredited schools from 2014 to date.
Lim Swee Say responded that until July 2015, applications with qualifications from unaccredited institutions were disregarded, requiring applicants to meet stricter experience and salary criteria; 310 passes were issued in 2014 and 190 in the first half of 2015 under this system.
Since July 2015, the Ministry of Manpower no longer accepts new Employment Pass or S Pass applications containing any doubtful qualifications.

Summary written by AI

Overview Original source

3 Jul 2017

Breakdown of Singaporean and PR PMEs in 25th and 50th-80th Percentiles of Basic and Gross Monthly Salaries

Patrick Tay asked for a 2017 breakdown of Singaporean and PR PMEs across various salary percentiles, including both basic and gross monthly salaries with and without employer CPF contributions.
Lim Swee Say explained that the Ministry now reports PMET data instead of PMEs because the categories will become less distinct in the future economy.
The Ministry provided a table of gross monthly income (including employer CPF) for full-time resident PMETs for 2013 and 2016, noting that basic monthly income data is unavailable.

Summary written by AI

Overview Original source

3 Jul 2017

Status of Civil Service's Management Support Scheme

Louis Ng asked about the number of officers transferring from the Management Support Scheme to the Management Executive Scheme and whether the former would be phased out.
The Prime Minister responded that transfers are optional, with 2,465 officers (42%) having moved to the extended scheme as of May 2017.
The Management Support Scheme will not be phased out until the last officer transfers or retires, though no new recruits are currently being added.

Summary written by AI

Overview Original source

3 Jul 2017

Singaporeans who are Eligible for Workfare Income Supplement but Who are Left Out

Ms K Thanaletchimi asked about Singaporean workers who meet the eligibility criteria for Workfare Income Supplement (WIS) but have been omitted from payouts, where to appeal, and how the Ministry ensures all eligible workers receive WIS.
Minister Lim Swee Say stated that eligible workers are not omitted, but some may not have received payouts due to changes in circumstances after data cut-off dates, and they can appeal to the Central Provident Fund Board for reassessment within two years.
The Ministry has enhanced WIS since January 2017 by paying monthly instead of quarterly and raising the income ceiling, expecting about 460,000 Singaporeans to receive support for the year.

Summary written by AI

Overview Original source

3 Jul 2017

Incidence of Late Payment of Employer CPF Contributions

Assoc Prof Daniel Goh asked about the 69% rise in CPF arrears from 2014 to 2016, penalties for late payments, and whether the CPF Board’s education and deterrence strategies need improvement.
Lim Swee Say explained that late payments increased in absolute terms but as a percentage of total contributions, and cited reasons such as cash flow issues and employer errors, with fewer employers failing to rectify payments within one month by 2016.
The CPF Board imposes a 18% annual late payment interest, composition fines, and enhanced penalties including higher fines and jail terms, with 3,233 employers convicted in 2016.
Since 2014, penalties were doubled for first-time offenders, and the CPF Board’s WorkRight initiative has expanded outreach, inspections, and self-rectification tools to educate employers on compliance.

Summary written by AI

Overview Original source

3 Jul 2017

Mitigation of Stress Levels amongst Healthcare Workers

Member K Thanaletchimi asked whether studies have been conducted or could be commissioned to assess stress levels among healthcare workers like nurses, allied health professionals, and doctors, and how the Ministry plans to use findings to mitigate stress.
Minister Gan Kim Yong replied that public healthcare clusters conduct surveys to gauge workplace stress, with common sources being fast-paced work, unreasonable patient demands, and personal issues, but detailed findings are not shared due to differing survey scales and staff profiles.
The Minister stated that survey findings are shared with relevant staff and used to develop employee support programmes such as mental health workshops, stress management sessions, and staff counselling, with some employers also providing dedicated helplines.
The Ministry will continue collaborating with the Healthcare Services Employees' Union to improve employee health and well-being in the workplace, using the survey insights to tailor support programmes without commissioning a new centralized study.

Summary written by AI

Overview Original source

3 Jul 2017

Scope and Terms of Reference of Future Economy Council

The Future Economy Council (FEC) will oversee implementing the Committee on the Future Economy’s recommendations, focusing on growing a vibrant economy, transforming enterprises through industry-specific strategies, and enabling Singaporeans to acquire deep skills for future opportunities.
The FEC comprises tripartite partners from government, private sector, unions, Institutes of Higher Learning, and Trade Associations, with six subcommittees coordinating efforts across industry clusters to ensure collaboration and agility in responding to economic changes.
The Council will continue wide engagement through focus groups, company visits, and consultations to incorporate new ideas, address workforce challenges like elderly and low-skilled workers, and adapt to technological shifts such as digital transformation and the rise of driverless vehicles.

Summary written by AI

Overview Original source

8 May 2017

Conversion or Bridging Programmes for Non-Ministry Kindergarten Teachers to Gain Access to Ministry's Kindergartens

Ang Hin Kee asked whether there are conversion or bridging programmes for non-Ministry kindergarten teachers to join Ministry kindergartens to expand the pool of qualified educators.
MOE responded that there is no need for such programmes as it already recruits experienced educators and fresh graduates from relevant courses.
MOE partners with Ngee Ann Polytechnic to offer a full-time Diploma (Conversion) in Early Childhood Teaching for mid-careerists without the required qualifications.
The programme aims to prepare them for roles as MOE Kindergarten educators.
MOE will continue efforts to attract and retain good educators for its kindergartens.

Summary written by AI

Overview Original source

8 May 2017

Gender Budgeting to Determine Effect of Policies on Women

Assoc Prof Daniel Goh asked whether the Government practises gender budgeting to assess policies' impact on women, particularly regarding fertility and labour participation, and for which policies this applies.
Heng Swee Keat stated that Singapore does not use formal gender budgeting but integrates gender considerations in policy design and resource allocation to advance women's advancement and equality.
The Minister highlighted policy measures such as affordable preschool, Work-Life Grants, enhanced parental leave, and legal protections like the Women's Charter to support women and families.
Statistics show progress: higher tertiary education and employment rates for women, steady wage growth, and increased flexible work arrangements benefiting workers overall.
Singapore's efforts are detailed in reports to the United Nations' Committee on the Elimination of Discrimination against Women, demonstrating ongoing commitment to gender equality.

Summary written by AI

Overview Original source

8 May 2017

Review of Question in "Withdraw CPF Savings and Claim Home Protection Scheme Benefit on Medical Grounds" Form

Ong Teng Koon asked the Minister for Manpower to review the question on the form that requires certification of being "permanently incapacitated from ever continuing in any employment," as it may exclude applicants who genuinely need funds but do not meet the strict medical definition.
Lim Swee Say explained that the question focuses on employability to determine eligibility for early CPF withdrawal under the Medical Grounds Scheme or Home Protection Scheme claims, but other conditions like terminal illness or mental incapacitation can also qualify applicants.
The CPF Board will consider alternative medical certifications from different institutions and assess cases on an individual basis for those who do not meet the employability criterion.
The CPF Board will take into account the feedback and review the application form to address the concerns raised.

Summary written by AI

Overview Original source

8 May 2017

Mandatory Maternity Leave for Female Employees

Sitoh Yih Pin asked the Government about plans to review and increase the length of mandatory maternity leave for female employees.
Teo Chee Hean, speaking for the Prime Minister, stated that the Government is committed to supporting families and has progressively enhanced leave provisions, including increasing maternity leave to 16 weeks and introducing paternity and shared parental leave.
The Government announced a three-year pilot scheme in the public sector to test the viability of longer parental leave, providing an additional four weeks of unpaid infant care leave per parent, but has no plans to increase legislated maternity leave at this time to allow employers to adjust to recent changes.
Employers are encouraged to support work-life balance through resources like the WorkPro Work-Life Grant and the Tripartite Advisory on Flexible Work Arrangements.

Summary written by AI

Overview Original source

8 May 2017

Applications for Employers to be Exempted from Compliance with Employment Act

From 2007 to 2016, an average of 320 employers applied annually for overtime limit exemptions, with about 270 approved each year, mainly from the security, manufacturing, and transport and storage industries.
Exemptions for overtime pay and flexible scheduling of rest days/public holidays were rare, with only three to four applications per year, about two-thirds approved, mostly from event management, manufacturing, and marine sectors.
The Ministry of Manpower tightened overtime limit exemptions in 2012, shortening the maximum period to one year and requiring repeat applicants to submit reduction plans, resulting in a 60% drop in approved exemptions from 2011 to 2016.
Safeguards for exemptions include mandatory worker consent, rejection of applications from employers with past infringements or poor safety records, union agreement where applicable, and no exemptions for high-risk vocations.

Summary written by AI

Overview Original source

8 May 2017

Tapping Global Market for Specialist Skills for Digitalisation and Innovation Growth Strategies

Foo Mee Har inquired whether tightened work visa schemes in other countries create opportunities for Singapore to recruit global talent with specialist skills for digitalisation and innovation.
Lim Swee Say affirmed that no country, including Singapore, can rely solely on domestic talent to lead in technology and innovation, and global expertise is essential to remain competitive.
He emphasized that tapping global talent must strengthen, not weaken, the Singaporean Core, citing Panasonic's relocation of its global headquarters and upgrade of its Singapore R&D and manufacturing as examples.
Panasonic's efforts include creating training opportunities for Singaporeans, such as mentorship and robotics courses, while bringing in Japanese experts to build local smart manufacturing expertise.
The overall strategy is to continually upgrade the local workforce while remaining open to global expertise to foster a strong Singaporean Core at the heart of a vibrant economy.

Summary written by AI

Overview Original source

8 May 2017

Redundancy Insurance

The Workers' Party proposed a redundancy insurance scheme with a 0.1% monthly salary contribution from employees and employers, offering payouts of up to 40% of last drawn salary for six months to help workers during job loss, arguing it reduces financial pressure and complements existing retraining programs.
The Government rejected the proposal, citing concerns that such insurance could reduce the incentive to find work, increase costs for businesses, and potentially lower retrenchment benefits, preferring to focus on employment support programs like job matching and training subsidies.
Patrick Tay raised questions about whether the insurance would undermine union-negotiated retrenchment benefits and exclude workers unemployed for reasons other than redundancy, with Assoc Prof Goh clarifying that retrenchment benefits would not be replaced and the scheme targets job loss due to redundancy as defined by MOM.

Summary written by AI

Overview Original source