Employment & labour

Kenneth Tiong Boon Kiat asked about ASTAR scholarship recipients whose research fields were deprioritized during their bond period, the percentage utilizing their doctoral expertise, and options for bond release or industry transfer for those with no suitable redeployment. Gan Kim Yong responded that about 80% of ASTAR graduates are in roles that leverage their doctoral skills, while the remaining 20% have moved into various other positions, not solely due to field deprioritization. A*STAR supports redeployment through internal transfers and opportunities in academia and the private sector.

Gho Sze Kee raised concerns about the potential for the lower levy for Training Work Permit (TWP) holders to encourage misuse by employers deploying them in non-training roles. Tan See Leng explained that the TWP is a short-term pass for foreign trainees and students, with several safeguards in place, such as the requirement for trainees to be from related overseas companies and the non-renewable six-month validity for foreign students. TWP holders are also subject to Dependency Ratio Ceilings and higher skilled Work Permit levy rates. The number of TWP holders is low, and employers abusing the scheme face penalties and possible disbarment from hiring foreign workers.

Kenneth Tiong Boon Kiat asked if there is a platform equivalent to MyCareersFuture specifically for blue-collar and vocational job seekers such as drivers and plumbers, and how these workers find job opportunities. Tan See Leng responded that the MyCareersFuture portal serves all job seekers by listing both PMET and non-PMET job vacancies. Additional support for job seekers is available through services offered by Workforce Singapore and the NTUC's Employment and Employability Institute, as well as career events connecting residents to local job opportunities.

Lee Hong Chuang asked the Prime Minister about the possibility of requiring companies benefiting from tax deductions on AI tools to prioritize retraining workers over retrenchment and whether the government would monitor the effects of AI initiatives on local employment and wages. Jeffrey Siow responded that while companies can receive tax deductions under the Enterprise Innovation Scheme, there are no mandates on workforce impacts to keep the process manageable. However, there are other initiatives, like the Enterprise Workforce Transformation Package, that promote reskilling and job redesign while requiring companies to meet specific objectives for support.

Vikram Nair questioned the Acting Minister for Transport about the sustainability of the increasing number of Private Hire Car Driver's Vocational Licences and whether there are plans to manage the number of private hire car drivers. The Acting Minister, Jeffrey Siow, stated that the number of licences has remained stable over recent years with no current plans to limit drivers, emphasizing the importance of private hire cars in the transport system for those without cars. Nair expressed concerns about the potential impact on drivers' incomes if the number continues to rise excessively. Siow acknowledged the diversity among private hire drivers and the need for flexibility in the workforce, suggesting that the market should largely determine the numbers while addressing any concerns about income stability.

Dr. Tan See Leng provided an update on the GRIT programme, noting that approximately 800 positions were designated for the initiative, with over 4,000 applications received, many of which resulted in applicants securing jobs concurrently. Currently, 400 individuals have been onboarded, while others are undergoing clearance processes. He emphasized the need to address the aging workforce in the electrical trade and highlighted ongoing training initiatives for licensed electrical workers, plumbers, and air conditioning technicians as priorities for national resilience and reliability. The focus is on a targeted approach within these key trades rather than spreading resources too thinly across multiple sectors.

Dinesh Vasu Dash, the Minister of State for Manpower, clarified that the Workfare Income Supplement (WIS) qualifying monthly wage cap of $3,000 aims to assist Singaporean workers in the bottom 20% of earners, with some support for those slightly above this threshold. He also announced an increase in WIS payments to a maximum of $4,900 per year. Following a session on 3 March 2026, he issued a written statement to correct his earlier remarks to ensure clarity.

Hamid Razak requested information from the Minister for Manpower regarding the number of work permit holders terminated within six months of employment over the last five years, including sector breakdown and reasons for termination. Tan See Leng provided data showing the proportion of Work Permits canceled within six months between 2021 and 2025, noting that the primary reason is employment termination. The Ministry does not track specific termination reasons, although common reasons include worker unsuitability and personal circumstances requiring return home.

Sanjeev Kumar Tiwari asked the Minister for Manpower about SME employment numbers for 2025 based on worker categories. Tan See Leng provided data from 2024, noting there were 356,600 SMEs with fewer than 200 workers. Of these, 94.7% (337,700) employed fewer than 25 workers, 3.1% (10,900) employed 25 to 49 workers, 1.5% (5,400) employed 50 to 99 workers, 0.5% (1,800) employed 100 to 149 workers, and 0.2% (800) employed 150 to 199 workers. Data for 2025 is not yet available.

He Ting Ru raised concerns regarding the finding that over 31% of Work Permit holders do not have access to their passports and asked the Ministry of Manpower about measures to prevent violations of the Passports Act. Tan See Leng emphasized that retaining migrant workers' passports is prohibited and that the Ministry takes this issue seriously. The Ministry employs multiple channels to inform migrant workers of their rights and to encourage reporting of passport retention violations, including the Settling-In Programme and communication through apps and social media. Most employers return the passports after intervention, and the Ministry will take enforcement actions, including debarment, against non-compliant employers.

Cai Yinzhou questioned the Minister for Manpower about the evaluation of work-related accident risks in platform delivery, regulation of time-based incentives, and the potential mandating of Safety Time-Outs after accidents. Tan See Leng stated that the Ministry of Manpower will extend the Workplace Safety and Health Act to cover platform work starting in January 2025, following consultations with stakeholders to address safety risks. The Approved Code of Practice for Platform Services prohibits operators from imposing time-based incentives that may compromise safety, and the Platform Workers Trilateral Group will further strengthen these guidelines. MOM is actively monitoring accidents involving platform workers and balances safety measures with business operations and livelihoods when considering Safety Time-Outs.

Abdul Muhaimin Abdul Malik asked the Prime Minister about skill gaps among Singaporeans in roles filled by S Pass and Employment Pass holders in Statutory Boards and Government agencies. Chan Chun Sing responded that the Government is continuously reviewing the skills needed by public officers to meet evolving demands, particularly in areas like artificial intelligence, quantum technology, and sustainability. He highlighted ongoing efforts to enhance officers' skills through formal training, attachments, secondments, and practical learning. The Government is committed to investing in the capabilities of public officers to ensure the public service remains relevant and prepared for the future.

Gerald Giam Yean Song questioned the Minister for Manpower about the reasons for the 2016 separation of the Workforce Development Agency (WDA) into SkillsFuture Singapore and Workforce Singapore, specifically regarding structural barriers between the Ministry of Education and the Ministry of Manpower, and the projected costs and savings of a potential re-merger. Tan See Leng explained that the separation allowed each agency to focus on different aspects of workforce development, with SkillsFuture Singapore enhancing continuing education and training, while Workforce Singapore concentrated on employment facilitation. He noted that significant progress has been made since 2016, but changing economic conditions necessitate a new, integrated agency to better support workers. The merger will not require additional funding from the Ministry of Finance and aims for greater efficiency, rather than cost-saving, as it adapts to the evolving labor market.

Kenneth Tiong Boon Kiat raised questions regarding the assessment of quota circumvention through phantom worker arrangements and the potential abolition of nationality-based quotas in favor of a flat per-worker tax for local upskilling. Tan See Leng responded that the Ministry of Manpower investigates phantom worker issues via complaints and checks, leading to enforcement actions against around 100 employers for quota fraud. He stated that using Dependency Ratio Ceilings (DRCs) is essential for controlling foreign workforce numbers while linking foreign worker entitlement to local employment, which helps maintain a local workforce core. The Ministry has tightened DRC requirements to encourage automation and localization, resulting in positive trends in local employment and wage growth over the past five years.

Assoc Prof Jamus Jerome Lim requested the Government to consider early top-ups of mid-career SkillsFuture support for retrenched individuals under 40. Desmond Lee explained that the current SkillsFuture Credit top-up of $4,000 is for Singaporeans aged 40 and above, aimed at those needing skills reboots. Younger individuals facing involuntary unemployment can access career transition programmes with government funding, such as Workforce Singapore's Career Conversion Programmes and the TechSkills Accelerator programme. SkillsFuture Career Transition Programmes are also available, offering training and employment facilitation for up to 12 months. The Government will continue to assess and adjust training support based on Singaporeans' needs.

Yeo Wan Ling raised concerns regarding labour changes in Singapore, highlighting the need for policies that support workers amidst demographic shifts and technological advancements like AI. She advocated for enhanced job redesign, upskilling, and better protections for lower-wage and platform workers, emphasizing the importance of inclusive workforce policies. Pritam Singh and other MPs discussed the ongoing review of the Employment Act and proposed mandating advance retrenchment notifications to support displaced workers better. The government outlined plans to strengthen systems for senior workers and caregivers, improve workplace safety, and enhance employment protections while balancing the needs of businesses and workers. Finally, Minister Tan See Leng emphasized the government's commitment to adapting policies in response to diverse stakeholder views, aiming to create a resilient and inclusive workforce in Singapore.

Valerie Lee raised questions about promoting outcome-based work arrangements over time-based models and the support available for employers and employees in adopting these practices. Shawn Huang Wei Zhong acknowledged the potential benefits of outcome-based models, noting that many professionals already work flexibly while emphasizing the importance of tracking outcomes. The government provides guidelines for flexible work arrangements and encourages mutual agreements between employers and employees on performance outcomes. Concerns were raised about the application of flexible arrangements in government roles and institutions, with assurances that the government promotes discussions on flexibility but allows autonomous institutions to manage their performance criteria independently.

Choo Pei Ling raised concerns about workforce sustainability in Singapore's healthcare sector amid rising demand and competition. Dr. Koh Poh Koon emphasized a multi-faceted strategy to build a local healthcare workforce, enhance training pathways, and improve job appeal while integrating foreign workers to address shortages. To reduce workload stress, the ministry is shifting towards team-based care and redefining roles for better distribution of responsibilities among healthcare professionals. Retention of mid-career and senior staff is prioritized through competitive salaries, career progression, and support systems, while aligning workforce planning with healthcare transformation efforts. Cai Yinzhou questioned the professionalization of foreign domestic workers in palliative and geriatric care, but Dr. Koh clarified there are no plans to formally transition them into healthcare roles.

He Ting Ru asked the Minister for Manpower for an update on the representation of non-unionised employees by non-legal NGOs at the Employment Claims Tribunal to balance their standing against employers. Tan See Leng responded that the tribunal process is simplified and accessible without legal representation. Non-unionised workers can also seek assistance from a Community Courts Tribunals Friend, which may include representatives from NGOs during proceedings.

He Ting Ru questioned the Minister for Manpower about the public funding disbursed to the National Trades Union Congress (NTUC) over the past five years, specifically regarding grants, operational expenditure, and staff remuneration. Tan See Leng explained that NTUC, as a key partner in Singapore's labor movement, receives funding for various programs aimed at upskilling workers, such as employment facilitation and training initiatives. The government has allocated $300 million for NTUC's Company Training Committees to aid workforce transformation. However, the Ministry of Manpower does not track total funding across all government sectors and does not provide funds specifically for NTUC's staffing or executive salaries.