Employment & labour

Yeo Wan Ling asked about the number of cases related to the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) referred to TADM and TAFEP for mediation, and the most common reasons for mediation. Tan See Leng responded that since the TG-FWAR took effect on December 1, 2024, only one complaint has been received by TAFEP, which assisted the company in aligning its processes with the guidelines. TADM does not handle TG-FWAR complaints, and with only one complaint to date, identifying common reasons for mediation is not feasible.

• The Budget debate focused on urgent issues concerning Singaporean workers, particularly regarding the impact of AI on job security, cost of living, and the need for better support systems for various groups, including young graduates, mid-career workers, and seniors.
• The Labour Movement highlighted the need for initiatives that empower workers to become AI-ready, emphasizing the importance of structured training, early engagement during transitions, and building confidence among workers, especially in the face of economic uncertainties.
• Concerns were raised regarding wealth inequality and the necessity of implementing more progressive tax measures, alongside calls for long-term structural changes in the education system to better align with future workforce needs influenced by AI.
• Various members expressed the importance of enhancing family support systems, proposing adjustments to existing financial aid structures and increasing accessibility for older children and vulnerable families, especially those impacted by cost-of-living pressures.
• The need for a cohesive national strategy that combines government, businesses, and unions to ensure equitable outcomes for all workers and evolve practices to accommodate the demands of an AI-driven future was stressed throughout the debate.

Patrick Tay Teck Guan requested a breakdown of discrimination complaints received by the Ministry of Manpower and TAFEP for the years 2021 to 2025, categorized by industry sector. Tan See Leng responded that detailed data on the breakdown of discrimination complaints by sector will only be available from the second half of 2023 to 2025.

Patrick Tay Teck Guan asked for the annual data on the companies on the Fair Consideration Framework (FCF) watchlist from 2015 to 2025, including sector breakdown and any sector-level measures for underperforming sectors. Tan See Leng responded that the FCF watchlist, established in 2016, identified companies with high reliance on foreign PMETs, with nearly 1,000 firms recorded by 2023, primarily in the ICT, professional services, and construction sectors. The watchlist was discontinued in 2023 with the introduction of the Complementarity Assessment Framework (COMPASS), which now incorporates FCF criteria. The Ministry collaborates with the labor movement to assist companies in improving local hiring practices and workforce development through initiatives like Company Training Committees and workshops.

Christopher de Souza asked about the factors influencing the renewal of work permits for Migrant Domestic Workers (MDWs) and the measures in place to expedite the process. Tan See Leng explained that the Ministry of Manpower (MOM) considers the employer's capability to maintain the MDW and the MDW's age during renewal applications. Eligible employers receive a renewal letter about two months before the work permit expires and must secure a bond and insurance. The renewal application is approved immediately once MOM receives the necessary information from the bank or insurance company, which takes up to three working days.

Abdul Muhaimin Abdul Malik questioned the Minister for Manpower regarding the number of working adults leaving employment due to eldercare commitments from 2021 to 2025, asking for demographic breakdowns by age and gender, and the possibility of mandating eldercare leave. Tan See Leng reported that on average, 1,500 individuals per year, or about 11.9%, left their jobs due to eldercare commitments. The Government is evaluating how to support working caregivers while balancing employer needs and caregiver employability, with a focus on promoting flexible work arrangements as a primary form of support. Additionally, the Government will continue to review and enhance support schemes for working caregivers.

Wan Rizal requested data from the Minister for Manpower regarding the applicant and participant profiles for the Career Conversion Programme (CCP) and the Mid-Career Pathways Programme (MCPP) over the past five years, categorized by specific age bands. Tan See Leng provided the requested profiles, indicating that the number of CCP applicants surpasses the number of participants, a typical occurrence in employment programs, and noted that individuals may apply for multiple CCPs. The Ministry of Manpower does not track the number of applicants for the MCPP.

He Ting Ru questioned the Minister for Digital Development and Information about the effectiveness of AI manpower and capability development initiatives announced at SWITCH 2022, particularly regarding a US$50 million investment. Josephine Teo responded that the investment supported the AI Apprenticeship Programme and the National Research Foundation Fellowship for AI. The AIAP has successfully trained over 400 practitioners with more than 85% securing AI-related roles post-apprenticeship. Four NRF Fellowships have been awarded to early-career AI researchers, with ongoing tracking of their progress by the NRF.

Victor Lye raised concerns about the need to review smoking prohibition regulations at Singapore's casinos to ensure proper separation of smoking and non-smoking areas, allow protective measures for casino workers, and enable older workers to wear masks even in non-smoking areas. Grace Fu Hai Yien responded that both casinos have established smoking restrictions, including separated areas, and that casino operators are responsible for worker safety under the Workplace Safety and Health Act. Measures to mitigate second-hand smoke include maintaining negative air pressure and improving exhaust airflow, and operators are encouraged to allow staff in smoking areas to use protective equipment like face masks based on risk assessments.

Cai Yinzhou asked about the number of medical social workers in public healthcare and community settings, as well as their caseloads and case durations from 2023 to 2025. Ong Ye Kung responded that there were approximately 940 medical social workers in 2023 and 2024, but that 2025 data is not yet available. The Ministry does not track specific average or median caseloads or durations due to variability based on case complexity. The Ministry of Health periodically reviews and updates manpower plans in the public healthcare sector.

Kenneth Tiong Boon Kiat questioned the Ministry of Manpower on whether it tracks the relocation of Singapore-based roles to overseas or remote arrangements and requested annual data by sector and occupation for the past five years. Tan See Leng responded that the Ministry does not track these transfers and has no plans to implement such tracking, citing the complexity of global business operations involving multiple countries.

• The debate focused on Singapore's Budget 2026, emphasizing resilience through fiscal prudence amid ongoing global uncertainties, including the rise of AI and its impact on the economy and workforce.
• Speakers discussed the need for equitable access to education and technology, advocating for initiatives that prepare all Singaporeans for an AI-driven economy, including extending personal learning devices to primary students.
• Attention was given to the "sandwich generation," with calls for more support for families juggling caregiving responsibilities and the need for flexible work arrangements to facilitate career progression while managing family duties.
• The importance of supporting seniors and lower-income workers affected by technological changes was highlighted, with suggestions for job redesign and dedicated re-skilling programs.
• Overall, the Budget was viewed as a strategic opportunity to invest in people, enhance social cohesion, and ensure that economic growth translates into tangible benefits for all Singaporeans.

Assoc Prof Terence Ho questioned the Minister for Manpower about the possibility of extending wage offsets or support to encourage the hiring of chronically ill individuals, like kidney dialysis patients, who may not qualify as disabled. Shawn Huang Wei Zhong responded that individuals with chronic illnesses require differentiated support, including flexible work arrangements and workplace adjustments tailored to their needs. He acknowledged the higher unemployment rates among kidney dialysis patients and noted ongoing efforts to raise employer awareness for inclusive hiring practices. The government provides resources, such as employment support services and workshops, to assist both employers and jobseekers in improving employment opportunities for those managing chronic conditions.

Christopher de Souza raised concerns about the SkillsFuture framework and whether it adequately supports professionals, managers, executives, and technicians (PMETs) facing challenges in upskilling and reskilling due to high course costs. Dr. Janil Puthucheary emphasized that SkillsFuture Singapore offers significant financial support, including subsidies and credits for various training programs, particularly for mid-career Singaporeans aged 40 and above. De Souza requested additional flexibility for specialized PMETs who may need more support to retrain amid AI disruptions. The Senior Minister of State affirmed ongoing reviews of support mechanisms to better align with the needs of all Singaporeans, including those with specialized skills.

Christopher de Souza asked the Minister for Manpower about structural unemployment risks for PMETs in their 40s and 50s, and whether additional support measures for re-employment and career transitions would be considered. Dr. Koh Poh Koon responded that long-term unemployment rates for this group remain stable but emphasized the need for continuous upskilling due to technological changes. Various government programs are in place to assist mature workers, including career transition schemes and digital tools for navigating job markets. De Souza raised concerns about difficulties faced by IT and engineering professionals in finding jobs and suggested exploring mentorship and facilitating lateral movement within related industries, which Koh acknowledged as important and supported by union efforts.

He Ting Ru questioned the Minister for Education about the implementation of flexible work arrangements (FWA) for teachers, specifically on data collection, practicality given teacher workloads, and consistency across schools. Desmond Lee responded that the Ministry of Education does not collect such data, as FWAs vary based on school needs and guidelines. He emphasized that School Leaders have the autonomy to address operational and teacher well-being needs while assuring channels for feedback via staff surveys and unions. MOE supports teachers' flexibility by allowing partial remote work, such as attending online meetings from home and designated Home-Based Learning days.

Melvin Yong Yik Chye asked about the consideration of cross-agency programs to address adverse weather risks in sectors like construction and maritime, and their potential to enhance workplace safety. Grace Fu Hai Yien described the collaboration between government agencies to mitigate adverse weather impacts, including the Heat Stress Advisory launched by the Ministry of Sustainability and the Environment. The Meteorological Service Singapore (MSS) is actively working with various stakeholders, including the Maritime and Port Authority of Singapore, to tackle weather-related challenges. The Climate and Weather Research Alliance Singapore (CAWRAS) was established to advance research and improve weather prediction using technology, thereby aiding in decision-making and enhancing safety for workers affected by adverse weather.

Kenneth Tiong Boon Kiat asked the Minister for Manpower to define "good jobs," identify measurable indicators for tracking job quality, and consider adopting a multi-dimensional job quality framework like that of the OECD. Dr. Koh Poh Koon explained that wages are a key measure of job quality, as perceptions of a "good job" vary by individual circumstances, and he emphasized the need to track multiple labor market indicators. Tiong raised supplementary questions regarding the absence of a clear job quality framework, Singapore's low wage share of GDP compared to OECD countries, and the necessity for clear benchmarks in assessing the uplift of specific roles. Koh acknowledged the importance of measuring wage growth and other dimensions of job quality, and noted that ongoing discussions within the Economic Strategy Review will address the specifics of skilled roles in the future.

Dr. Koh Poh Koon provided a clarification regarding retrenchment notifications during a parliamentary session. He corrected his previous statement, indicating that companies with 10 or more workers must notify the Ministry of Manpower (MOM) of any retrenchment within five working days. The requirement is triggered even if only one worker is retrenched, rather than the previous misconception of needing to notify only for five or more workers. A written statement was also circulated to formalize this clarification.

Eileen Chong Pei Shan asked the Minister for Manpower about the number of migrant domestic workers who reported physical and sexual assault cases against their employers over the past five years, along with outcomes like prosecutions and convictions. Tan See Leng responded that all reported cases are investigated by the Police, with an average of around 300 reports of abuse annually from 2021 to September 2025, mostly found to be unsubstantiated. During this period, 30 employers were prosecuted, 14 were convicted and permanently banned from hiring migrant domestic workers, and about 70 employers received warnings each year.