Employment & labour

Yeo Wan Ling asked about the average processing time for work injury compensation claims by platform workers and inquired about tracking reasons for claim rejections. Tan See Leng responded that such claims are typically processed within six months, with insurers required to pay compensation within 21 days, assuming no objections are present. The primary reason for claim rejections is that the injury or disease did not occur during the performance of platform work, such as injuries sustained while running personal errands.

Chua Kheng Wee Louis requested salary percentile data for new Employment Pass (EP) applications over the past five years, specifically for the financial services sector and other sectors. Tan See Leng indicated that the Ministry of Manpower regularly reviews the EP qualifying salary, which has increased from $5,000 to $6,200 for financial services and from $4,500 to $5,600 for other sectors between 2021 and 2025. The median fixed monthly salary for new EP applications rose from $13,300 to $15,000 in financial services and from $8,000 to $9,200 in other sectors during the same period. The Ministry provides targeted flexibilities for EP holders while ensuring compliance with the qualifying salary criteria.

Cai Yinzhou asked whether the Ministry of Manpower incorporated lessons from the Ministry of Defence's operational policies on heat stress and driving fatigue into the Workplace Safety and Health (WSH) guidelines for migrant workers and commercial drivers. Tan See Leng responded that the WSH guidelines are developed with input from various stakeholders, including the Ministry of Defence, and relevant military practices have been adapted where applicable. Enhancements from the military include measures for heat stress management, such as acclimatisation programs and rest breaks, as well as guidelines on fatigue management for commercial drivers that recommend reporting mechanisms and sufficient rest periods.

Patrick Tay Teck Guan asked the Minister for Manpower about the number of unsafe workplace practice complaints reported via SnapSAFE in 2025 and the outcome of reports made in 2024 and 2025. Tan See Leng reported approximately 1,700 unsafe workplace practice reports received via SnapSAFE in 2025. Around 70% of the reports from 2024 and 2025 resulted in enforcement actions or warnings. The remaining reports lacked sufficient information for follow-up or did not identify work-related lapses.

Patrick Tay Teck Guan asked for a breakdown of full-time employed Singaporeans aged 60 and over based on their gross monthly salaries as of December 2025. Tan See Leng responded that the Ministry of Manpower publishes this breakdown on its website.

Patrick Tay Teck Guan requested that the Ministry of Manpower publish quarterly statistics on retrenchments related to AI, redeployment rates, and the average time for affected workers to find new employment. Tan See Leng responded that the Ministry surveys businesses on retrenchment reasons, with business restructuring accounting for 60% to 70% of cases since 2024, often linked to productivity improvements from AI adoption. The Government will continue to analyze the impact of technological advancements, including AI, on employment trends.

Hamid Razak asked about the enforcement of employers' obligations to provide acceptable accommodation and adequate food to Work Permit holders during pending Employment Claims Tribunal or Work Injury Compensation claims. Tan See Leng responded that this question has been addressed in a written reply to a previous question in the Order Paper for 6 November 2025. Further details can be found in the "Publication of Provisional Guidelines for Adequate Support Towards Workers in Pending Cases and/or Claims" section of the Official Report.

Patrick Tay Teck Guan asked if the Ministry of Manpower has assessed the impact of "ghost jobs" on job mobility. Tan See Leng responded that reduced job mobility is largely due to a decline in resignation rates and greater worker caution amid economic uncertainties, resulting in fewer job vacancies. The Ministry acknowledged that job postings can close or remain unfilled for various reasons, including changes in business plans and challenges in finding suitable candidates. The Ministry will investigate claims of employers posting vacancies without intent to hire and take action against those violating fair hiring practices.

Wan Rizal questioned the Minister for Manpower about the need for stronger protections for employees and whistle-blowers during workplace bullying investigations. Tan See Leng responded that the Tripartite Advisory on Managing Workplace Harassment encourages employers to adopt preventive measures and protect whistle-blowers from penalties. Employees facing retaliation can seek help from the Tripartite Alliance for Fair and Progressive Employment Practices. The upcoming Workplace Fairness Act, effective in 2027, will mandate grievance handling processes and confidentiality protections while prohibiting retaliation against individuals reporting grievances.

Dr. Wan Rizal questioned how the Ministry of Social and Family Development will evaluate the effectiveness of new initiatives aimed at enhancing Singapore's social service workforce, focusing on mental health and family support. Masagos Zulkifli highlighted initiatives such as improved study awards and training pathways to attract new entrants and support existing professionals in social services. The Ministry intends to monitor manpower needs, professional outcomes, and the uptake of the enhanced programs to ensure adequate resources and accessibility in mental health and family support services. Expanded funding for leadership training will also contribute to strengthening competencies within the workforce.

Gerald Giam Yean Song asked about sanctions against employers for submitting false recruitment records for Employment Pass applications and the potential consequences for complicit foreign hiring managers. Tan See Leng confirmed that the Ministry of Manpower actively enforces regulations against employers who do not adequately consider local candidates, with an average of 140 employers sanctioned yearly for such violations between 2023 and 2025. Enforcement actions can include warnings or debarment from hiring foreign workers for up to 24 months. Foreign hiring managers found involved in fraudulent practices may also face serious repercussions, including the revocation of work passes and debarment from employment in Singapore.

Yeo Wan Ling asked the Minister for Manpower about the opt-in rates for CPF contributions among platform workers born before 1995 in 2025. Tan See Leng reported that approximately 26,500 or 27% of these workers had opted in by September 2025, with a higher rate of 32% among those relying on platform work as their main income source. The Ministry of Manpower does not record the reasons for not opting in. Efforts will be made to collaborate with platform operators and associations to encourage more participation.

Dr. Choo Pei Ling asked about plans to increase the number of licensed allied health professionals (AHPs) regulated by the Allied Health Professions Council, including projected growth numbers and potential expansion of AHP categories. Ong Ye Kung reported a 6% annual growth in registered AHPs, increasing from 6,000 in 2019 to an expected 8,000 in 2024, to address the ageing population's needs. Currently, AHPs include diagnostic radiographers, occupational therapists, physiotherapists, radiation therapists, and speech-language therapists. The Ministry is evaluating the inclusion of additional professions, with a focus on registering psychologists providing higher-risk care.

Lee Hong Chuang raised questions about the Advisory Council on Community Relations in Defence (ACCORD) regarding support for employers creating National Service-friendly workplaces and expanding recognition programs for SMEs. Chan Chun Sing acknowledged the importance of employers in supporting National Servicemen and highlighted ACCORD's role in gathering feedback to improve support mechanisms. He mentioned initiatives like advance notice for In-Camp Training and supportive networking sessions that assist SMEs, which face unique challenges. Various recognition schemes, such as the NS Mark and Total Defence Award, exist to honor supportive employers, with a focus on identifying SME awardees. MINDEF and SAF will continue collaborations with ACCORD to enhance support for both employers and National Servicemen.

Lee Hong Chuang asked about measures the Ministry of Education is taking to reduce the non-teaching workload for teachers, including tasks such as administrative duties and lesson planning. Desmond Lee referred to a previous discussion on the findings from the Teaching and Learning International Survey (TALIS) 2024 regarding teacher workload and well-being. He directed attention to an official report from the Parliamentary Sitting on 4 November 2025 for detailed information.

Ng Shi Xuan asked the Minister for Manpower about checks on GXS's retrenchment activities to ensure no overlap with GRaduate Industry Traineeships (GRIT) roles and GXS's suitability as a host organization for the programme. Tan See Leng clarified that the impacted roles were technical and related to completed IT projects, distinct from GRIT roles. Although GXS's retrenchment doesn't disqualify it from the GRIT programme, the company has decided to withdraw from it. Workforce Singapore remains dedicated to collaborating with leading companies to offer valuable opportunities for trainees.

Nadia Ahmad Samdin asked about the safeguarding of employees under fair employment practices for those in organizations with on-site work arrangements regarding Flexible Work Arrangements (FWAs). Tan See Leng explained that FWAs include various arrangements like flexi-place and flexi-time, allowing employees to formally request such adjustments from their employers. The Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) require employers to consider these requests based on business needs. Employees who believe their requests are not being fairly handled can seek assistance from the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), which will guide employers in compliance if necessary.

Patrick Tay Teck Guan suggested expanding the eligibility criteria for the SEP bonus under COMPASS to include multinational companies that invest in local professionals and offer overseas opportunities. Tan See Leng explained that COMPASS already awards bonus points for significant investments and collaboration with the Labour Movement. Companies must engage in specific eligible programs, such as those supporting local executives' overseas stints and leadership development, to qualify for SEP bonus points.