Employment & labour — Topics

4 Nov 2014

Employment Rate for Singaporeans and Permanent Residents at Different Age Groups

The Minister for Manpower reported that employment rates for Singaporeans and permanent residents are broadly similar across age groups, with rates over 80% for ages 30–49, around 75% for those in their 50s, and about 50% for those in their 60s.
Most economically inactive residents are aged 15–24 or 60 and above, with the former primarily in education or training and the latter citing retirement or poor health.
Among those aged 25–59 who are economically inactive, women outnumber men five to one, with 80% citing housework or care-giving responsibilities.

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4 Nov 2014

Credential Checks on Foreign Professionals Seeking Employment in Singapore

The Ministry of Manpower (MOM) has a multi-factor Employment Pass eligibility framework that assesses salary, qualifications, and experience, with no single criterion guaranteeing approval.
Since 2012, penalties for false credential statements have been increased, leading to around 150 prosecutions of foreigners for false documents, resulting in imprisonment, pass revocation, and work bans.
MOM employs a risk-based approach to credential checks, using third-party agencies, direct verification with educational institutions, and requiring uploaded proof of qualification authentication.

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4 Nov 2014

Sustainability of Government's Wage Credit Schemes

Assoc Prof Randolph Tan questioned the sustainability and impact of the Special Employment Credit (SEC) and Wage Credit Scheme (WCS), including their use in non-recessionary periods and potential availability during downturns.
The Ministry of Manpower explained that the SEC supports hiring older workers and the WCS co-funds wage increases for Singaporean employees, with both schemes not intended as permanent support but as transitional measures tied to specific economic conditions.
The debate highlighted rising employment rates for older workers, attributed partly to the SEC and other policies like re-employment laws and skills upgrading schemes, with sustainability viewed as dependent on long-term workforce upskilling rather than perpetual wage credits.

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4 Nov 2014

Maintaining Economic Competitiveness as Reliance on Foreign Workers Cut

The Government is restructuring Singapore’s economy towards productivity-driven growth by tightening foreign manpower access, implementing this gradually while offering support schemes to help firms raise productivity and manage costs.
Slowdowns in the last two quarters were observed in manufacturing, construction, and some services sectors due to global headwinds, property cooling measures, and tighter labour constraints, though some sectors have adjusted by moving up the value chain.
Assistance measures such as the Productivity and Innovation Credit, wage credits, and tax rebates have seen increased take-up, with core inflation kept low relative to income growth, and the Government remains committed to supporting firms through the transition.

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4 Nov 2014

Building World-class Singapore Enterprises

Mr Thomas Chua highlighted a growing gap between large enterprises and SMEs in Singapore, noting that while large firms have improved in productivity and efficiency, SMEs have seen a decline, exacerbated by foreign manpower policy tightening.
He urged the Government to refine policies for SMEs, such as not further tightening foreign worker quotas, consulting businesses on new policies, supporting older worker employment, and mandating partnerships between large companies and SMEs for government projects.
The Senior Minister of State for National Development acknowledged the challenges and outlined government support measures like the Productivity and Innovation Credit (PIC) and Innovation and Capability Voucher (ICV), which have benefited many SMEs, while emphasizing ongoing efforts to help businesses adapt and innovate.

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4 Nov 2014

Judges' Remuneration (Amendment) Bill

The Bill amends the Judges' Remuneration Act to introduce a gratuity plan for future judicial appointment holders, replacing pensions and applying to the Chief Justice, Judges of Appeal, and High Court Judges, with payments from the Consolidated Fund.
It includes a death gratuity for dependants of judicial officers who die in service, removes overlapping provisions under the Pensions Act to prevent double claims, and clarifies that current judicial office holders are not affected.
During the debate, concerns were raised about the discretionary nature of gratuity payments, with the Minister explaining that gratuity is a lump-sum paid upon honorable retirement, unlike pensions which are ongoing, and that regulations will be made to address eligibility.
Members highlighted the need to attract judicial talent through fair compensation but cautioned against excessive pay to maintain public trust, suggesting a mix of incentives like national service and prestige alongside monetary packages.
The Bill was passed after the Minister confirmed that the overall remuneration for future judicial officers remains unchanged, with the shift from pension to gratuity aimed at aligning judicial compensation with that of most public officers.

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4 Nov 2014

Creating SME Apprenticeship Opportunities for ITE Students

Mr Ang Wei Neng questioned the progress in expanding apprenticeship opportunities for ITE students within SMEs, noting that many technical roles are in non-air-conditioned environments which some graduates may avoid.
The Minister for Education, Mr Heng Swee Keat, highlighted existing strong ties between ITE and SMEs, with over 60% of host companies being SMEs, and ongoing programmes like place-and-train initiatives to integrate study and work.
Mr Ang asked how ITE could simulate realistic work conditions, such as non-air-conditioned environments, to better prepare students, and whether MOE tracks graduates remaining in their technical fields.
Mr Heng responded that experiences like hands-on work in non-air-conditioned settings are already part of training, and emphasised that the ASPIRE Committee's focus is on creating career ladders and structured internships to encourage students to stay in their fields.
The debate underscored the need for practical training environments and career support to align ITE graduates with industry demands, especially in sectors like oil and gas, construction, and transport maintenance.

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4 Nov 2014

Unemployment Rate among Degree Holders

Mr Yee Jenn Jong raised concerns about the rising unemployment rate for degree holders under 30, which increased from 6.6% in 2011 to 7.4% in 2013, affecting about 24,000 graduates.
The Minister for Manpower responded that the rate is low by international standards, typically higher for youth due to new graduates entering the market and job switching, and has been stable or falling since 2009.
The government emphasized maintaining a strong economy and a relevant education system to equip graduates with skills, while monitoring unemployment and under-employment rates through tripartite partnerships.
Mr Yee highlighted rising under-employment among graduates and questioned if further studies are needed on job-training mismatches, especially with expanding degree places in universities.
The Minister agreed to review specific data points and expressed concern that unchecked trends could lead to higher unemployment, particularly from private education institutions with varying standards.

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4 Nov 2014

Dealing with Graduate Under-employment

The Minister for Manpower highlighted that while Singapore’s graduate under-employment rate is currently low and stable, the government is proactively addressing potential risks by ensuring the economy remains competitive, promoting relevant skills through initiatives like SkillsFuture, and encouraging students to pursue quality degrees aligned with job market needs.
In response to concerns about competition from foreign professionals, the Minister explained that foreign talent contributes to Singapore’s economic vitality and job creation, while existing measures like the Employment Pass framework and Fair Consideration Framework help ensure fair opportunities for locals; specific support programs such as Professional Conversion Programmes and the Max Talent Programme also assist graduates in finding suitable employment.
The government acknowledges evolving workforce challenges, including the rise of non-time-based under-employment and variable degree quality from private institutions, and continues to track relevant data while exploring new initiatives to support Singaporeans at different career stages.

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3 Nov 2014

Making Skills Development Fund Similar to Edusave with Funds Given to Every Worker

K Karthikeyan proposed making the Skills Development Fund analogous to Edusave, with funds given directly to individual workers.
The Ministry of Manpower explained that the Skills Development Fund currently supports training through subsidies to employers and individuals via approved providers, having trained 1.2 million people and showing high satisfaction rates.
The Ministry is open to enhancing the Continuing Education and Training system but emphasizes maximizing benefits for individuals and employers and fostering a culture of lifelong learning.

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3 Nov 2014

Aligning New Growth Industries and Jobs with Career Pathways for Workers

The Ministry of Manpower collaborates with economic agencies, training institutions, and unions to align new growth industries with clear career pathways and sector-specific skills development.
Initiatives like the NTU Additive Manufacturing Centre and Biologics Overseas Skills Training Programme are examples of industry-training partnerships to build talent pipelines for emerging sectors.
The new tripartite SkillsFuture Council will lead national efforts in lifelong learning, using a sectoral approach to identify skill gaps and ensure workers are prepared for future job demands.

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3 Nov 2014

Effectiveness of Community Outreach Programme in Helping Prison Inmates' Families in Securing Employment

Mr Ang Wei Neng asked about the effectiveness of the Community Outreach Project (now Yellow Ribbon Community Project) in helping offenders' families secure employment.
The project supports inmates' families through volunteers who connect them to existing community resources, including job search referrals to agencies like Social Service Offices and Community Development Councils.
The programme has expanded significantly, reaching over 2,100 families with 620 trained volunteers across 63 grassroots divisions.
Success depends on the commitment and self-reliance of the inmates and their families, though many have benefited from the support provided.
The project leverages existing community schemes rather than creating new ones to assist families in need.

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3 Nov 2014

Encouraging Public and Private Sector Organisations to Adopt Age-proof Workplaces

The Government introduced the WorkPro programme, which includes the Age Management Grant and Job Redesign Grant to provide incentives for employers to adopt age-friendly practices and redesign workplaces for an ageing workforce.
Public sector agencies engage older officers through open discussions and offer flexible work arrangements like part-time employment and telecommuting to cater to their needs.
Tripartite partners like NTUC and SNEF actively outreach to employers to highlight the importance of job redesign, with over 1,300 employers having tapped on WorkPro grants by September 2014.
The Government and Tripartite Partners continue to promote and support employers in implementing age-friendly practices and workplace redesign.

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3 Nov 2014

Employment of Ex-offenders within Six Months of Release from Prison

Mr Ang Wei Neng asked the Deputy Prime Minister for the number of ex-offenders who secured jobs within six months of release over the past five years.
The Singapore Prison Service does not track post-release employment status, but SCORE provides pre-release job assistance, with 96% of assisted inmates securing jobs before release from 2009 to 2013.
SCORE also helps ex-offenders after release, assisting about 360 per year in the last five years, with 65% attending interviews and accepting job offers, though success depends on employer needs and ex-offender commitment.

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3 Nov 2014

Industrial Relations (Amendment) Bill

The Industrial Relations (Amendment) Bill was presented by the Minister for Manpower to amend the Industrial Relations Act and related statutes.
The bill aims to make related amendments to the Retirement and Re-employment Act and the Trade Union Act.
The bill was read for the first time and is scheduled for a second reading at the next parliamentary sitting.

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8 Oct 2014

Reduction of Official Work Hours

K Karthikeyan proposed reducing official work hours to 40 per week to improve work-life balance and productivity.
The Minister for Manpower explained that the Employment Act already regulates working hours for certain salary groups and noted that flexible work arrangements are a more practical approach for other employees.
The government is promoting flexible work arrangements through initiatives like the Work-Life Campaign, a Tripartite Advisory, and grants to encourage employer adoption.

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8 Oct 2014

Retention of Foreign Allied Health Professionals

The Ministry of Health (MOH) and Ministry of Social and Family Development (MSF) have implemented strategies like additional funding for competitive wages and subsidized training to retain foreign and local allied health professionals (AHPs) in social service and intermediate and long-term care sectors.
Initiatives such as therapy hubs and the central employment scheme (CREATE) have been introduced to support service providers, improve career development opportunities, and deploy AHPs to meet manpower needs.
Local training pipelines have been expanded, with intakes for physiotherapy, occupational therapy, and speech therapy increasing by 75% from 2007 to 2013, and efforts continue to review demand and supply to build up the local talent pool.
MOH and MSF will continue collaborating with service providers to explore further ways to enhance the attraction and retention of AHPs for sustainable healthcare and community care growth.

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8 Oct 2014

Drawdown on CPF Monies for Those Not Re-employed at 62 Years Old

K Karthikeyan proposed allowing those not re-employed after 62 to draw CPF savings until they find work or reach 65.
The government explained CPF drawdown ages are rising to 65 by 2018 to support longer lifespans and retirement savings.
Re-employment legislation ensures most employees aged 62-65 are offered continued work, with support for job seekers.
Early CPF withdrawals are already permitted on medical grounds, and government assistance schemes exist for unemployed or needy individuals.

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8 Oct 2014

Impact of Tighter Manpower Supply on Hotels and Food Services Companies

The accommodation and food services sector faced a rising job vacancy rate of 6% in Q2 2014, but hotels maintained steady occupancy and revenue, and the F1 Singapore Grand Prix was successfully hosted without notable service disruptions despite tighter manpower constraints.
Productivity improvements have been observed, with real productivity growing 0.9% annually from 2010–2013 and labor productivity in accommodation rising 2.8% annually, while food services saw a reduced decline to -0.6% annually, supported by government initiatives and technology adoption.
Businesses like Gloria Foods and Shangri-La are implementing innovations such as digital ordering kiosks and kitchen consolidation to reduce staff and improve efficiency, though restructuring remains challenging for smaller enterprises.
The government continues to monitor the sector closely, providing support through schemes and grants to help companies adapt to the tight labor market and ensure high-quality service delivery for major events.

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8 Oct 2014

Public Sector's Lead in Re-employment Contracts and Employment for Persons with Disabilities

The Deputy Prime Minister outlined that public sector re-employment follows tripartite guidelines, offering re-employment to eligible officers at the same grade and pay where possible, with benefits refreshed and the re-employment age extended to 67 from 2015.
The Public Service Division is collaborating with social ministries and SG Enable to increase employment opportunities for persons with disabilities, including job redesign, as part of leading by example.
For public sector employees not re-employed despite eligibility, assistance is provided to find alternative work, and ex gratia payments are available under tripartite guidelines.
The government emphasized that re-employment decisions are based on performance, conduct, and medical fitness, not solely on budgetary considerations, and that restructuring hospitals follow similar tripartite guidelines.
Initiatives are underway to re-engineer workplaces to support older workers’ productivity and longer employment, aligning with the public sector’s lead in inclusive employment practices.

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