Employment & labour — Topics

29 Jan 2015

Allowing Middle-income Workers above Age 50 to Increase CPF Contributions to Reduce Tax Liability

Zaqy Mohamad asked about measures to help middle-income workers above 50 who face higher personal income tax and lower CPF interest due to reduced contributions, and whether they could voluntarily contribute more to CPF for tax relief and retirement income.
The Minister for Manpower explained that CPF rates for older workers were lowered to enhance employability but have been gradually increased since 2012, with further studies ongoing on future rate adjustments.
Voluntary CPF contributions through the Minimum Sum Topping Up Scheme allow members to top up their Special or Retirement Accounts with cash and receive tax relief up to $7,000 annually.

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20 Jan 2015

Increasing Current Minimum Annual Leave Entitlement under Employment Act

K Karthikeyan asked the Minister for Manpower whether the minimum annual leave entitlement under the Employment Act would be increased from the current seven days.
Tan Chuan-Jin explained that the Employment Act sets basic minimum standards, with seven days of paid annual leave in the first year and an additional day each year up to a maximum of 14 days, but employers are encouraged to offer more to attract workers.
A 2014 Ministry of Manpower survey showed that many companies already provide more than the legal minimum, with about half offering more than seven days and 35% providing at least 14 days.
Tan noted that more generous leave benefits can enhance employee commitment, leading to benefits like lower absenteeism, higher staff retention, and better productivity for employers.

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20 Jan 2015

Healthcare Professional Conversion Programme

Mrs Lina Chiam asked if the Healthcare Professional Conversion Programme (PCP) would include perfusionists, podiatrists, respiratory therapists, and physician assistants.
The Minister for Health, Gan Kim Yong, stated that the programme currently focuses on roles with critical manpower shortages and sufficient training capacity, such as nurses and physiotherapists, and there are no plans to expand it to the requested roles.
Instead, the Ministry provides overseas scholarships for podiatry and respiratory therapy, in-house training for perfusionists, and is reviewing future healthcare roles, including physician assistants.

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20 Jan 2015

Strengthening Penalties for Companies that Discriminate against Singaporeans in Hiring

Foo Mee Har questioned if penalties are tough enough to deter companies from discriminatory hiring against Singaporeans.
Tan Chuan-Jin stated that MOM enforces the Fair Consideration Framework and Tripartite Guidelines, having taken action against 150 firms last year through warnings, work pass curtailments, and naming-and-shaming.
The Ministry also proactively engages firms with low Singaporean representation, requiring action plans and closer scrutiny of work pass applications.
MOM combines enforcement with TAFEP’s education efforts, noting positive company responses but prepared to take further action against unresponsive employers.
The current approach is deemed sufficient to deter discrimination, with ongoing monitoring and potential review of the framework.

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20 Jan 2015

Reviewing Pay-outs under Work Injury Compensation Act

K Karthikeyan asked if the Ministry would review payouts under the Work Injury Compensation Act to include PMEs and all employees.
The Ministry of Manpower stated that WICA provides a no-fault, low-cost compensation route and conducts regular reviews to adjust limits based on median wages and healthcare costs.
The Ministry has increased WICA limits twice since 2008, with the last increase in 2012, and is currently in a three-yearly review process.

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20 Jan 2015

Manpower-intensive Industries in Productive Economy

The Ministry of Manpower uses sector-specific dependency ratio ceilings, such as allowing seven foreign workers for every local worker in construction, to balance manpower needs with the goal of a productive economy.
Flexibility is provided for essential economic or social needs, but reliance on large numbers of low-skilled foreign workers cannot be sustainable, and industries should aim to become manpower-lean through technology and skilled workforces.
The government is pushing for productivity improvements, such as mandating a minimum R1 proportion in construction from 2017, to reduce manpower intensity and support higher wages in a productive economy.

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20 Jan 2015

Paid Caregiver Leave

Dr Amy Khor, Senior Minister of State for Manpower, acknowledged the growing need for caregiving support but cautioned that mandating more family care leave could impact business operations.
The Ministry highlights that employers are increasingly adopting work-life practices, with parental care leave provision rising from 6% to 17% since 2008 and flexible work arrangements now offered by 47% of employers.
The government prefers to encourage voluntary adoption of caregiver leave and flexible work arrangements rather than legislate new leave mandates, noting that businesses are still adjusting to recent family leave schemes.
Employers are urged to view such practices as a talent attraction and retention strategy in a tight labour market, benefiting both employees and employers through improved productivity and retention.

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20 Jan 2015

Sectoral Manpower and Skills Development Strategies for Traditional Industries

The Ministry of Manpower outlines the Sectoral Manpower Strategies initiative to identify future skills needs, develop career progression pathways, and enhance talent attraction across industries, with a focus on lead sectors such as healthcare, biopharmaceuticals, and construction.
The Ministry addresses SME challenges by providing clearer sector direction and resources through schemes like the Enterprise Training Support Grant and SME Centres, while encouraging employers to move from a "plug and play" hiring mindset to proactive worker development.
The Ministry commits to considering the skills needs of freelancers and ensuring lifelong learning opportunities for all Singaporeans, beyond the targeted lead sectors, to support career deepening or transitions.
In response to manpower shortages in childcare, the Ministry acknowledges broader sectoral challenges and directs further inquiry to specific Parliamentary Questions while emphasizing support for training and sector growth.

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19 Jan 2015

Repatriation of Foreign Worker for Dependency Ratio Ceiling Violation

Gerald Giam asked about safeguards for foreign workers repatriated for Dependency Ratio Ceiling violations who cannot return after a successful appeal.
Tan Chuan-Jin explained that employers must maintain DRC compliance by adjusting local workforce or canceling work passes, with opportunities for rectification and appeals before repatriation.
Employers can re-hire workers if DRC space is available, and are urged to maintain sufficient local workers to avoid DRC breaches.

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19 Jan 2015

Breakdown of Successful Applicants for Professional Conversion Programmes (PCPs) for Health Professionals

Mrs Lina Chiam asked the Minister for Manpower for the age breakdown and unemployment status of successful applicants to Professional Conversion Programmes (PCPs) for nurses, social workers, and occupational therapists from 2011 to 2014.
Over 230 applicants were successfully enrolled in Healthcare and Social Work PCPs, including nurses, occupational therapists, and social workers, between 2011 and 2014.
About 10% of successful applicants were unemployed at the time of application, and 30% were aged 35 and above.
The PCPs aim to help workers convert skills to fill PME-level positions in industries with critical manpower needs, as stated by the Singapore Workforce Development Agency.

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19 Jan 2015

Breakdown of Salary for Singaporean, PR and Foreign PMEs in Singapore

Patrick Tay requested a detailed breakdown of salary percentiles for Singaporean, PR, and foreign PMEs, including basic and gross salary with and without employer CPF contributions.
The Ministry provided gross monthly income data for full-time employed residents and Singaporeans as of June 2013, noting that comparable data for foreigners is not available.
The response highlighted that resident PMEs, including PRs, generally have higher gross income than Singaporean PMEs, attributing this to the employability requirements for PR status.

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19 Jan 2015

Public Awareness of Advance Care Planning and End-of-Life Issues and Measures to Boost Manpower for Palliative Care Sector

The Ministry of Health is partnering community groups and launching campaigns to raise public awareness of advance care planning and end-of-life issues, including the Both Sides Now campaign and a three-year Community Outreach Programme by the Singapore Hospice Council.
Initiatives include training healthcare professionals and volunteers as advance care planning advocates and facilitators to guide patients and families in these discussions.
To boost palliative care manpower, the government aims to double doctors, nurses, and medical social workers from about 150 in 2012 to 300 by 2020 through enhanced funding for home palliative care, new training programs for family physicians, and staff retention measures like salary increases.
The sector has already seen a one-third increase in palliative care staff between 2012 and 2014, from 150 to 205, and growth will be monitored to meet the needs of an ageing population.
The government plans to continue expanding palliative care services in the short and long term through these integrated manpower and awareness strategies.

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19 Jan 2015

Expected Increase in Number of Civil Servants

Seah Kian Peng raised questions about the expected increase in civil servants due to new agencies and the impact on public relations and the budget.
Tharman Shanmugaratnam stated that the public service remains lean, with a staff strength of about 143,000 (4% of the labour force), lower than other countries, and growth is managed through redeployment and efficiency.
He noted that past annual growth was 2.5%, lower than the labour force's 4.1%, and expects similar pace to support new programmes, while emphasising productivity improvements and sustainable manpower planning.

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19 Jan 2015

Statistics on Re-employment of Civil Servants and Statutory Board Officers

Seah Kian Peng asked for statistics on civil servants and statutory board officers aged 65 and above, re-employment rates at ages 62 and 65, and future re-employment targets.
Teo Chee Hean reported that as of end-2013, there were about 139,400 public officers, with 1,400 aged 65 and above; 94% of retirees at 62 were re-employed in 2013, while 6% were not, primarily due to poor performance, conduct, or medical fitness.
The government noted that re-employment rates at age 65 are not yet available due to recent policy changes but are being offered where possible, and no specific re-employment rate targets are set for the future.

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19 Jan 2015

Fines for Employers who Skip Adjudication Sessions for Salary Claims

K Karthikeyan proposed that employers who skip adjudication sessions for salary claims by PMEs should face a fine and have the full salary claim awarded.
The Ministry of Manpower stated that under the Employment Act, the Commissioner can proceed with hearings even if an employer is absent, and claims may be dismissed if the employee is absent without cause.
The Ministry believes no additional measures are needed for absent parties, as enforcement actions like fines, work pass curbs, or prosecution are already taken against errant employers for salary-related offences.

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19 Jan 2015

Possibility of Published Guides from Information in National Jobs Bank

Assoc Prof Randolph Tan asked whether the National Jobs Bank database could be used to create published guides for job seekers on factors affecting successful placements.
The Minister for Manpower responded that they will explore using Jobs Bank data to supplement other information to assist job seekers, while noting that hiring decisions depend on multiple factors not fully captured in the database.
The Minister highlighted that employers’ hiring criteria often include non-observable factors, so the Jobs Bank data does not fully represent all considerations for successful job placements.
Job seekers are directed to existing resources like labour market information and job search guides on the Singapore Workforce Development Agency’s website for general guidance.
For more personalised help, job seekers can approach WDA Career Centres or the Employment and Employability Institute for services such as workshops, coaching, and career advice.

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19 Jan 2015

Review of Mandatory Job Advertising on Jobs Bank

K Karthikeyan asked if the Ministry for Manpower will require employers to advertise all jobs on the Jobs Bank.
The Minister for Manpower encouraged voluntary use of the Jobs Bank, highlighting its free platform and positive feedback from over 63,000 Singaporeans and 14,000 employers.
The Ministry emphasized that employers should have flexibility to choose recruitment methods, noting that countries with similar job banks do not mandate universal advertising.

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19 Jan 2015

Industrial Relations (Amendment) Bill

The Industrial Relations (Amendment) Bill aims to better represent professionals, managers, and executives (PMEs) by allowing rank-and-file unions to collectively represent eligible executives and expanding individual representation to include re-employment disputes.
The amendments address concerns about conflict of interest by excluding senior management and certain roles from collective representation, while providing flexibility for employers and unions to negotiate eligibility based on job function.
The changes are seen as timely to strengthen Singapore’s tripartite model, support a growing PME workforce, and maintain industrial peace and competitiveness amid evolving economic conditions.

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19 Jan 2015

Conditional Accreditation for Foreign Medical Specialists to Practise in Singapore

Benedict Tan proposed a conditional accreditation scheme to allow foreign medical specialists to practice only in public hospitals, addressing shortages in specialties and new hospital openings, with indefinite public-sector restrictions rather than the current two-year supervision period.
The Minister confirmed that a conditional registration scheme already exists, requiring foreign specialists to be accredited by the Specialists Accreditation Board and undergo supervision in public hospitals, with most achieving full registration and some remaining conditionally registered.
Tan clarified that his proposal aims to prevent foreign doctors from moving to the private sector after supervision, suggesting an indefinite public-sector limit, but the Minister noted challenges in standardizing international training and offered case-by-case reviews.
Lim Wee Kiak asked about the percentage of foreign doctors leaving for private practice after full accreditation and whether bilateral agreements exist for doctor recognition, but the Minister provided partial data on current conditional registrants and requested a separate question for detailed figures.

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4 Nov 2014

Promoting Awareness of National Jobs Bank

The Ministry of Manpower highlighted the strong uptake of the Jobs Bank, with 12,700 employers registered and 80% actively posting vacancies by September 2014, and plans to increase awareness through collaborations with industry groups and community organizations.
The Jobs Bank is part of a broader ecosystem aimed at ensuring job readiness for Singaporeans, which includes skills training, employment facilitation, and career coaching to match locals with industry-relevant jobs.
The platform enhances visibility of job opportunities and facilitates a fair hiring process, with positive feedback from both employers and job seekers, and is intended to grow its usage over time.

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