Employment & labour — Topics

11 May 2015

Checks on Educational Credentials of S Pass and Employment Pass Applicants

The Ministry of Manpower assesses S Pass and Employment Pass applications based on declared qualifications, work experience, and salary, with employers primarily responsible for verifying the authenticity of academic credentials.
MOM conducts additional checks including internal database reviews, third-party screenings, direct verification with institutions, and requires employers to provide proof of verification to detect forged qualifications.
Applicants found submitting forged documents face fines up to $20,000, imprisonment up to two years, and a bar from working in Singapore; qualifications from unaccredited institutions are disregarded entirely and require stricter criteria for eligibility.

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11 May 2015

Sanctions against Employers who Withhold Wages for Foreign Employees

The Minister for Manpower highlighted that the Employment Act protects both local and foreign workers, with employers required to pay wages within seven days after the salary period, and violations can lead to fines, imprisonment, or suspension of foreign hiring privileges.
Following 2014 amendments, penalties were increased with mandatory minimum fines of $3,000 for first-time offenders and $6,000 for repeat offenders, and enforcement was strengthened, including 645 employers actioned last year, 49 prosecuted.
The Ministry clarified that of 1,630 Labour Court cases last year, two-thirds received full payment, while one-third faced partial or no payment due to financial issues, with 20% of employers unable to pay.
To address gaps, the Employment Claims Tribunals will be established by year-end to help workers not covered under the Employment Act, and the Ministry is exploring holistic enhancements to worker protection.

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11 May 2015

Assistance to and Inclusion of More Industry Sectors in SkillsFuture Learn and Earn Programme

Mr Thomas Chua questioned how companies outside the 17 priority sectors could join the SkillsFuture Earn and Learn Programme and asked if trade associations from non-priority sectors could get more resources to develop industry manpower plans.
Minister Lim Swee Say explained that the programme prioritises industries that are more ready, with food manufacturing already launched and others like retail and tech following, aiming to cover one-third of polytechnic and ITE graduates.
The Minister encouraged all trade associations, including those from non-priority sectors, to participate, with the government providing additional support to design relevant and quality programmes for broader industry skills progression.

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13 Apr 2015

Promoting Local Talent in Financial Services Sector

Benedict Tan inquired about efforts to promote local talent in the financial sector and the impact of overseas bank retrenchments on Singaporean job seekers.
Lawrence Wong responded that financial institutions in Singapore aim to build globally competitive teams, and MAS is enhancing training pathways, leadership programs, and fair employment practices to support Singaporeans.
MAS will collaborate with industry partners to develop skills, provide learning opportunities, and ensure merit-based hiring to maintain a level playing field for local talent.

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13 Apr 2015

Employment of Eligible Singaporeans at Autonomous Universities

Lim Biow Chuan proposed that autonomous universities receiving government funding should prioritize hiring eligible Singaporeans and require their human resource departments to be headed by Singaporeans to ensure fair consideration for local applicants.
The Ministry of Education emphasized that academic hiring is based on merit and follows established non-discriminatory processes, while also highlighting initiatives like the Singapore Academic and Research Talent Scheme to develop local academic talent.
Lim expressed concern that the current merit-based approach might lead to a disproportionate number of foreign hires in universities, similar to banking, and suggested applying tripartite fair employment guidelines to academia.
The Senior Minister of State agreed on the need for a strong Singaporean academic core but cautioned against micromanagement, noting that most university HR heads are already Singaporeans and that policy must balance local talent development with global expertise.
Following a question about low Singaporean representation at NUS Yale-NUS College, the ministry stated it would monitor the institution, which is not classified as an autonomous university, as it develops.

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13 Apr 2015

Effectiveness of Salary Review for Public Sector Doctors

Dr Benedict Tan asked if the recent salary review for public sector doctors has succeeded in stopping doctors from moving to the private sector and creating a consistent pay structure across hospitals.
The Minister of State for Health explained that the new pay framework, implemented in two phases in 2012 and 2014, better recognizes doctors' roles in clinical service, education, research, and administration, leading to greater alignment in remuneration principles across institutions.
The Minister noted that beyond pay, the public sector offers unique career opportunities in teaching, research, and leadership, along with efforts to improve work environments, which together have contributed to a decrease in doctors leaving the public sector from 6.5% in 2011 to 5.8% in 2014.
The government plans to continue reviewing and enhancing the value proposition of a public service career to attract and retain good doctors.

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13 Apr 2015

Comparing SME Talent Programme and SkillsFuture Earn and Learn Programme

The SkillsFuture Earn and Learn Programme (ELP) is a work-study scheme for fresh graduates from ITEs and Polytechnics, offering income and skill development with career progression pathways across both SMEs and non-SMEs.
The SPRING-administered SME Talent Programme (STP) targets building a talent pipeline for SMEs through internships, sponsorships, and HR support, with students working in SMEs after graduation.
Both programmes are complementary to national SkillsFuture goals, and as the ELP expands, the STP will scale down and eventually cease for sectors covered by the ELP.

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12 Mar 2015

Committee of Supply – Head I (Ministry of Social and Family Development)

Denise Phua proposed creating a cross-ministry Municipal Services Office to better coordinate social services, advocated tiered support for VWOs of different sizes, and called for a "Grand Social Challenges" series to address major societal issues with innovative ideas.
Multiple MPs raised concerns about the preschool sector, highlighting shortages of qualified teachers, high attrition rates, and the need for better training, retention strategies, and clearer accountability on how government subsidies affect fees and teacher wages.
Several members urged more support for adults with disabilities, including better employment opportunities, caregiver support, and improved communication of the Enabling Masterplan, while others argued for equal benefits and housing rights for single parents.

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10 Mar 2015

Committee of Supply – Head U (Prime Minister's Office)

The debate centered on maintaining public trust through effective governance, with discussions on anti-corruption measures, such as strengthening the CPIB and reviewing the Anti-Corruption Act, to address a decline in trust levels.
Speakers addressed the need for a Singaporean core in the workforce and population, emphasizing policies to support marriage, parenthood, immigration, and the integration of overseas Singaporeans and foreign spouses.
The government outlined initiatives to improve career progression for non-graduates and lower-wage civil servants, including a unified management scheme and regular salary adjustments, while also discussing the Smart Nation initiative and financial literacy programs.

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9 Mar 2015

Committee of Supply – Head S (Ministry of Manpower)

The debate centered on the SkillsFuture initiative to equip Singaporeans with lifelong learning and leadership skills, with members urging that it be made inclusive, accessible, and quality-assured, particularly for mature workers, mid-career PMETs, and those in low-wage sectors.
Multiple MPs highlighted challenges with wage growth for low-income workers, the need to expand the Progressive Wage Model beyond current sectors, and concerns about ensuring fair employment practices and CPF adequacy for retirement.
The Minister of Manpower responded by outlining enhancements to training subsidies, CPF flexibilities, and workplace safety, while affirming the government’s commitment to supporting older workers, improving job matching, and maintaining a balanced approach to foreign manpower policies.

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6 Mar 2015

Committee of Supply – Head V (Ministry of Trade and Industry)

The debate emphasized the need for Singapore to restructure its economy towards productivity-driven growth, with a focus on reducing reliance on foreign labor and investing in innovation, R&D, and skills development through initiatives like SkillsFuture.
Key growth sectors identified include manufacturing, services, logistics, and tourism, with plans to enhance infrastructure, support SMEs through grants and internationalization schemes, and address energy security through LNG expansion.
Concerns were raised about uneven productivity improvements across sectors, the impact of automation on jobs, and the need for clearer benchmarks and incentives to motivate businesses and workers to adopt productivity measures.

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5 Mar 2015

Information on Taxi Drivers

Irene Ng Phek Hoong asked for statistics on taxi drivers, including numbers, active drivers, average salary, education, age, and former PMET workers.
Tan Chuan-Jin responded that as of December 2014, about 98,000 Singaporeans held taxi driver licences, with 56,000 registered with taxi companies.
He added that average net monthly earnings were $3,173 for single-shift and $5,933 for two-shift operations, and most drivers were aged 50 and above with non-tertiary education.
The Minister noted that there is no data on how many taxi drivers previously worked in PMET jobs.

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3 Mar 2015

Schemes to Promote Flexible Work Arrangements

The Ministry of Manpower has initiatives like the Work-Life Grant, which provides up to $160,000 to help employers implement and sustain flexible work arrangements, with $13.2 million committed to 287 projects as of December 2014.
A Tripartite Committee on Work-Life Strategy, supported by TAFEP, offers advisory guides, training programs, and on-site consultations to promote fair and progressive employment practices, including flexible work arrangements.
These efforts have increased the proportion of employers offering flexible work arrangements from 38% in 2011 to 47% in 2014, with ongoing reviews to enhance the schemes.

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3 Mar 2015

Debate on Annual Budget Statement

The debate centered on Budget 2015's shift towards greater social spending, with MPs welcoming initiatives like the Silver Support Scheme for low-income seniors and the SkillsFuture programme for lifelong learning, while questioning long-term fiscal sustainability and urging tighter oversight of permanent expenditure.
Economic restructuring and productivity were key concerns, with calls for more support for SMEs, job redesign for an ageing workforce, and leveraging technology and innovation, while cautioning against over-reliance on employment credits and foreign labour.
Revenue measures, including higher top personal income tax rates and including Temasek in the Net Investment Returns framework, were debated for their effectiveness and potential to fund social programmes, with concerns raised about their impact on work ethic and future fiscal flexibility.

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3 Mar 2015

Recruitment of Daily-rated Workers in NEA

Zainal Sapari questioned the rationale for discontinuing the recruitment of daily-rated workers in NEA and asked if the scheme could be retained to provide more stable jobs for local low-wage workers.
Dr Vivian Balakrishnan explained that NEA currently employs 622 daily-rated workers, mostly in vector control and sanitation, with over 99.5% aged above 40 and half above 62, and that these workers can be re-employed beyond 62 if medically fit and performing well.
The Minister added that the daily-rated employment scheme was discontinued in 2001 because new recruits are now placed on contract or permanent service instead.

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23 Feb 2015

Annual Budget Statement

The Singapore government projects a near-balanced budget for FY2014 and aims for 2-4% GDP growth in 2015, with low inflation and a tight labor market, while outlining a long-term economic restructuring toward innovation and productivity.
A major focus is the "SkillsFuture" initiative to provide lifelong learning support, including a SkillsFuture Credit for all Singaporeans, enhanced subsidies for mid-career training, and grants to foster innovation and internationalization for businesses.
The budget introduces the Silver Support Scheme for low-income retirees, enhances CPF savings through a higher salary ceiling and contribution rates for older workers, and provides various cost-of-living support such as GST vouchers and education fee waivers.
To fund increased spending on healthcare, infrastructure (including Changi Airport Terminal 5), and social security, the government will include Temasek in the Net Investment Returns framework and raise the top marginal personal income tax rate from 20% to 22%.

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12 Feb 2015

Ensuring Sufficient Numbers of Preschool Centres and Childcare Teachers

The Ministry is on track to add 200 new childcare centres with 20,000 places, having already created 17,000 new places, and monitors demand to expand capacity in estates with young families.
The Early Childhood Development Agency has implemented multiple initiatives, including career fairs and a traineeship programme, to attract and retain preschool teachers, with a four-pronged strategy to reduce the high attrition rate.
Efforts are underway to integrate childcare spaces into new housing developments, and the Ministry will collaborate with other agencies to address student care needs as part of broader family support measures.

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12 Feb 2015

Requirement for Employers to Offer Healthcare Insurance for Re-employed Workers

The Ministry of Manpower encourages employers to provide health insurance for senior workers beyond the re-employment age, noting that many already offer inpatient medical benefits and that incentives exist for employers to enhance such benefits.
The tripartite workgroup is exploring ways to improve portable medical benefits to complement MediShield Life, which provides lifelong healthcare coverage for all Singaporeans, including older citizens.
Employers are legally required to provide work injury insurance for manual workers and non-manual workers earning $1,600 or below, regardless of age, when re-employed.
The government is promoting the employment of workers beyond the current re-employment age of 65 and may consider extending it to 67, while continuing to encourage companies to maintain medical benefits for older workers.

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12 Feb 2015

Disbursement of WorkPro Funds

Gerald Giam asked for detailed statistics on WorkPro disbursements, company participation, budget utilization, and outreach efforts, and Dr Amy Khor responded that as of December 2014, over 1,500 companies had received WorkPro support, with $43.2 million committed (27% of budget), $7 million disbursed, and an average grant of $29,000 per company benefiting 58,000 workers, while outreach is done via tripartite partners and SME centers.
The debate highlighted that WorkPro has three grant components—Age Management ($28 million committed), Job Redesign ($2 million committed), and Work-Life ($13.2 million committed)—with SMEs forming 88% of applicants, and the government is enhancing the scheme to improve take-up, such as simplifying Work-Life Grant requirements.
Giam expressed concern over the relatively low 27% budget utilization and asked if the government is satisfied with the take-up rate, to which Khor explained there is no fixed target but continuous outreach and improvements are being made, including addressing low Job Redesign uptake due to SME expertise gaps.
Assoc Prof Randolph Tan suggested better cross-referencing between WorkPro and the Special Employment Credit to promote job redesign, and Khor agreed to consider this, emphasizing that multiple schemes work together to encourage progressive workplace practices.
The discussion underscored ongoing government efforts to sustain awareness and interest in WorkPro among companies, particularly SMEs, while balancing accessibility with accountability and governance of funds.

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29 Jan 2015

Quality Jobs for Increasing Number of Graduates

The Government adopts a two-pronged approach: growing knowledge-intensive and productivity-driven industries to create quality jobs, and investing in education and training to equip Singaporeans with the right skills, including applied degree pathways to meet economic needs.
The 40% publicly funded university cohort participation rate by 2020 is designed to create a diverse graduate talent pool, but it is supplemented by private and part-time courses, with the young workforce expected to have over 50% degree holders.
The Minister emphasizes that while the government tries to align graduate supply with industry demand, such as through industry-education partnerships and anticipating job needs, some mismatches are inevitable, and Singaporeans must also take ownership of their career development.

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