Employment & labour

Ng Chee Meng asked the Minister for Education about the take-up rate of AI-related skills training courses supported by SkillsFuture and if there are targets for worker upskilling, particularly among professionals, managers, and executives. The Minister's representative, Janil Puthucheary, stated that there are approximately 1,600 AI courses with 137,000 training places taken last year, but no specific targets for participation are set. Ng expressed concern over the overwhelming variety of courses available for PMEs and suggested creating a curated list of courses and considering additional funding for higher-level AI training. Puthucheary confirmed that efforts will be made to improve course accessibility, signposting, and ongoing support for upskilling while monitoring the deployment of individuals post-training with industry collaboration.

He Ting Ru asked if the Ministry of Manpower would consider a statutory fund for providing financial support to workers of all nationalities during corporate liquidations and bankruptcies without means testing. Tan See Leng responded that the Government currently has schemes in place that offer means-tested financial support to unemployed workers, ensuring resources are allocated to those most in need. Local workers can receive temporary assistance through the SkillsFuture Jobseeker Support scheme, while lower-income households can seek help from Social Service Offices. Foreign workers can access financial support through the Migrant Workers' Centre.

Yip Hon Weng posed questions to the Minister for Manpower regarding updates on NTUC's proposal for mandatory pre-retrenchment notifications, potential amendments to prioritize employee salary claims during retrenchment, and the establishment of a wage guarantee fund. Tan See Leng acknowledged the hardships of retrenchment and emphasized existing measures to support employees, stating that employee salary claims are prioritized under the Insolvency, Restructuring and Dissolution Act. He mentioned the availability of the Short-Term Relief Fund for affected workers and assured that MOM will investigate breaches of employment laws. Additionally, he noted that MOM is reviewing NTUC's proposal on pre-retrenchment notifications with relevant partners.

Dennis Tan Lip Fong asked if the Singapore Tourism Board (STB) is using AI and AR technologies for multilingual narration at tourist sites and how this affects licensed tourist guides. Gan Kim Yong confirmed that STB encourages innovative technologies, citing a 2024 AR pilot project and AI solutions to enhance visitor experiences. STB provides grants to businesses adopting such technologies and aims to upskill tourist guides to use these advancements effectively. An updated licensing framework for tourist guides, "Learn + Do," will start in March 2026, promoting continuous learning and technology adaptation.

Low Wu Yang Andre asked if the Ministry of Manpower tracks the median net monthly income of residents working as distributors in the direct selling industry and those using multi-level compensation structures, and if not, whether it would consider requiring these entities to report income data for transparency. Tan See Leng responded that the Ministry does not track median incomes by business models since their income statistics follow international industry classifications. He suggested referring to the statistical data available on the Ministry's website for information on own account workers.

Jamus Lim asked if the review of the Employment Act will consider increasing the minimum annual leave entitlement from seven days to closer to the OECD average of 20 days. Tan See Leng responded that the current statutory minimum is seven days, increasing with years of service up to 14 days, and most residents already receive more leave than required. In 2024, over 90% of full-time residents had more than seven days of leave, with 68.2% having over 14 days. The review will take into account regional practices and aim to balance employee support with business needs.

Gerald Giam Yean Song asked the Ministry for data on local jobseekers not receiving updates from employers after interviews. Tan See Leng stated that the Ministry of Manpower does not collect such data. The Ministry acknowledges the importance of timely feedback for jobseekers and has published a Fair Recruitment and Selection Handbook encouraging employers to communicate effectively regarding interview results. They also promote a culture of constructive feedback exchange between employers and jobseekers and will continue to monitor support for workers in their job search processes.

Choo Pei Ling asked the Minister for Manpower about plans to reduce upfront costs for hiring migrant domestic workers (MDWs) for families with young children or vulnerable elderly and to enhance protections against misrepresentation and misconduct by MDWs. Shawn Huang responded that the median upfront cost is around $4,700, with measures in place requiring agencies to refund employers if MDWs leave within six months. Families with young children and elderly already receive significant subsidies, and the Ministry is committed to regularly reviewing protections for both employers and MDWs. In a follow-up, Choo requested benchmarks for agency fees to ensure affordability, to which Huang noted that prices are primarily determined by market forces while additional financial support is available for families in need.

Gerald Giam Yean Song asked if the Support for Job Redesign programme incentivizes flexible work arrangements to attract platform workers back to traditional jobs and what results have been achieved. Shawn Huang Wei Zhong clarified that the programme aims to help employers redesign jobs for business needs and is not specifically focused on transitioning platform workers back to traditional employment, and they do not track such transitions. Giam further requested that the Ministry consider tracking transitions of platform workers and improving traditional job attractiveness in terms of pay and flexibility. Huang responded that the government offers resources to help platform workers enhance employability and transition to traditional roles through various career support programs.

Yeo Wan Ling raised concerns about the regulation of large rental car fleets due to their impact on private-hire drivers' livelihoods in cases of financial distress. Sun Xueling acknowledged the plight of drivers and noted that the Land Transport Authority (LTA) worked with relevant associations to support affected drivers after the Autobahn business failure but cautioned that regulation might increase costs for drivers and passengers. Yeo emphasized the need for better awareness among drivers regarding their rental agreements and suggested that contractual literacy should be included in vocational licensing curriculum. Sun stated that the LTA would set up a workgroup to address these educational needs and assist drivers in understanding their rights. Ng Chee Meng highlighted concerns about drivers losing deposits and suggested measures to safeguard these funds, while Sun reiterated the importance of providing new earning opportunities for affected drivers.

Lee Hong Chuang raised concerns about the safety of transporting workers in the rear of lorries and inquired about potential reviews of regulations and standards. Jeffrey Siow responded that government agencies, along with tripartite partners and NGOs, have implemented measures to enhance worker safety, including canopy requirements, higher side railings, lower speed limits, and minimum space requirements. Ongoing collaboration with the industry and NGOs will continue to explore further safety improvements.

Patrick Tay Teck Guan raised concerns about involuntary non-time-based underemployment for fresh graduates and junior professionals amid changes in job mobility and hiring sentiments. Tan See Leng responded that the Ministry of Manpower is studying underemployment trends and has found that the incidence remains low and stable compared to other developed economies. The Ministry is enhancing career matching services, providing tools like the Singapore Opportunity Index, and offering support through Workforce Singapore for industry-specific advice. Initiatives such as Graduate Industry Traineeships aim to bridge experience gaps for graduates, while employers are encouraged to redesign jobs to better utilize employee skills. Continuing efforts aim to maximize workforce potential and minimize underemployment within the context of an ongoing Economic Strategy Review.

Elysa Chen asked about the three-year retention rate for entry-level care workers and the Ministry's plans to publish indicators to evaluate the attractiveness of care roles in Singapore. Ong Ye Kung reported an improvement in attrition rates among entry-level healthcare staff from 2022 to 2024, with rates decreasing for doctors, nurses, and support care staff. The Ministry of Health acknowledges the global challenge of retaining healthcare workers due to high demand and aims to make healthcare careers appealing through competitive pay and professional development opportunities. Emphasizing societal respect for healthcare professions is also deemed essential for retention.

Gerald Giam Yean Song asked about the current percentage of Government security contracts that have moved to outcome-based models, which allow for shorter shifts for security officers. K Shanmugam responded that since 2020, all Government Procuring Entities are required to adopt outcome-based contracts for security services unless justified otherwise. He noted that while the Government does not track specific working hours or overtime for security officers, there are measures to ensure their welfare under licensing conditions. The Government will continue to collaborate with partners to maintain fair working conditions for security officers.

Shawn Loh asked if the Government would extend the CPF Matched Retirement Savings Scheme to low-wage workers under 55, allowing community-matched contributions to boost their retirement savings. Tan See Leng explained that the scheme is targeted at senior citizens who need support closer to retirement, while younger workers have more time to save. Lower-wage workers, including those under 55, can also benefit from the Workfare Income Supplement scheme and the Progressive Wage Model, which promote income growth and skills development.

Yip Hon Weng asked about sectors with active hiring and wage growth and how new graduates are guided towards these opportunities. Tan See Leng responded that most sectors experienced hiring and wage growth in 2025, particularly in Financial and Insurance Services, Professional Services, and Information and Communications, which are suitable for new graduates. There were 14,200 PMET vacancies in these sectors, with real median income increases above the overall median growth of 4.3%. Institutes of Higher Learning offer Education and Career Guidance services, while new graduates can access career matching services and programs from Workforce Singapore, including career coaching and advisory services, as well as exploring opportunities on the MyCareersFuture portal.

Gerald Giam Yean Song questioned the Minister for Manpower about the impact of corporate liquidations on workers over the past three years, including the number of affected workers, the total unpaid wages, and the relief provided through the short-term relief fund. Tan See Leng responded that the government prioritizes employee salary claims in liquidation cases and that measures are in place to support workers and ensure responsible business practices. From 2023 to 2025, approximately $600,000 was disbursed from the Short-Term Relief Fund to assist 260 workers experiencing unpaid wages due to liquidations. The Ministry of Manpower also provides job support services and encourages workers to improve their career resilience through various programs.

Xie Yao Quan raised concerns about strategies to help adults in ComLink+ families secure and retain good jobs, following findings from the Supporting Lower-Income Households Trends Report 2025. Melvin Yong Yik Chye also inquired about the Ministry's plans to enhance employment outcomes for lower-income families. Masagos Zulkifli highlighted challenges faced by lower-income families, such as caregiving responsibilities and lower education levels, which hinder stable employment. The ministry's approach includes partnering with agencies like e2i to provide training and employment support, as well as financial incentives for skill upgrading. A collaborative effort from society, including community partners and employers, is deemed necessary to improve employment outcomes for lower-income families.

Poh Li San raised concerns about the impact of new cross-border ride-hailing arrangements on Singaporean taxi and private hire vehicle drivers due to competition from Malaysian taxis with lower fares. Jeffrey Siow responded that enhancements to the Cross-Border Taxi Scheme aim to create fair competition by allowing only local taxis to pick up passengers from any point in Singapore, while foreign taxis must use designated points. Measures are being developed to increase the viability of cross-border trips for local drivers, and the Land Transport Authority will enforce regulations on illegal transport services. Fuel subsidies for Malaysian taxis remain a separate issue for Malaysian authorities.

Yeo Wan Ling highlighted the critical role of migrant domestic workers (MDWs) in Singapore's caregiving landscape, emphasizing that they support working families by providing essential care. She proposed several measures to improve the situation for both MDWs and their employers, including expanding training grants for advanced caregiving skills and language training, and professionalizing employment agencies to ensure better matches between families and MDWs. The need for affordable healthcare for MDWs and mental health support was also stressed, along with the suggestion to develop regulated part-time care pathways. Senior Parliamentary Secretary Shawn Huang acknowledged the importance of MDWs and outlined government initiatives to support their welfare and enhance employers' access to quality care services.