Employment & labour

• Ms. He Ting Ru inquired about the Ministry of Education's involvement and guidance regarding NUS's new five-day work-from-office policy and its potential impact on talent acquisition.
• Minister Desmond Lee confirmed that NUS has autonomy over its human resource policies and acknowledged receiving feedback from staff about the new policy.
• NUS is still providing flexible work arrangements for certain job roles despite the new policy.
• The Minister emphasized that talent attraction and retention are influenced by multiple factors, and there is no universal solution for workplace policies.

• Mr. Foo Cexiang inquired about the number of cases where migrant domestic workers' medical fees exceeded $60,000 in the past three years and suggested increasing the minimum annual claim limit for their insurance policies.
• Minister Tan See Leng reported that 99% of medical bills for migrant domestic workers fall below $60,000, with only about 20 cases annually exceeding this amount, leading to no plans for further increasing the claim limit.
• The Ministry of Manpower has recently increased the minimum annual claim limit from $15,000 to $60,000 and is standardizing exclusion clauses in insurance policies to enhance clarity for employers.
• Employers can opt for more comprehensive insurance plans if they desire better coverage for their migrant domestic workers.

• The shortage of licensed electrical workers (LEWs) in Singapore is a concern, with around 3,700 LEWs currently, of which 1,400 are aged 60 and above.
• The Energy Market Authority (EMA) is collaborating with educational institutions and industry partners to attract younger individuals to the profession through curriculum enhancements and internship opportunities.
• Initiatives include a Technical Engineer Diploma in Electrical Engineering (Clean Energy) and an Internship Training Plan to support students in qualifying for LEW licenses.
• EMA is also focusing on mid-career workers with relevant skills and enhancing preparatory courses for those lacking formal qualifications to help them qualify as LEWs.
• The EMA will continue to monitor the supply and demand for LEWs and implement additional measures as necessary to ensure a sufficient workforce.

• Dr. Charlene Chen inquired about the number of finance, accounting, human resources, and IT positions outsourced or relocated overseas, as well as job security measures for locals in these roles.
• The Ministry of Manpower does not track data on outsourced positions or those converted to contract arrangements, but noted growth in resident employment in IT, financial services, and legal/accounting sectors over the past three years.
• The government is focused on supporting Singaporeans through various initiatives aimed at upskilling and reskilling, including the SkillsFuture Level-Up Programme and Career Conversion Programmes.
• Programs are also in place to assist local professionals in pursuing overseas career opportunities, emphasizing the importance of continuous learning and adaptation to economic changes.
• The government is reviewing measures to enhance job prospects for locals as part of the Economic Strategy Review initiated earlier this year.

• Dr. Charlene Chen inquired about the Ministry of Manpower's study on statutory study or training leave policies in other countries and their potential implementation in Singapore.
• Minister Tan See Leng stated that the government regularly reviews international workforce development strategies, including training leave entitlements.
• Singapore has opted for a flexible system supporting lifelong learning rather than mandating training leave, focusing on initiatives like SkillsFuture and Workforce Singapore.
• The government encourages flexible work arrangements to help workers manage training alongside their jobs while ensuring the workforce remains competitive.

• Ms. He Ting Ru inquired about the number of companies that retrenched employees without notifying the Ministry of Manpower and specifically mentioned an online travel booking platform.
• Minister Tan See Leng clarified that Agoda had complied with the Mandatory Retrenchment Notification (MRN) requirements during its retrenchment exercise in August 2025.
• Employers are not mandated to notify the Ministry before retrenching employees, allowing them time to finalize decisions, but the National Trades Union Congress has suggested considering advance notification for retrenchments.

• The Workplace Fairness (Dispute Resolution) Bill aims to establish a structured process for addressing workplace discrimination, including ageism, and provides a framework for individuals to seek redress through internal grievance handling, mediation, and adjudication.
• Concerns were raised about ensuring accessibility and support for vulnerable groups, such as persons with disabilities, in navigating the dispute resolution process, including the need for disability awareness training for HR professionals and mediators.
• The Bill emphasizes the importance of internal resolution and mediation to maintain workplace harmony, with a focus on educating both employees and employers about their rights and responsibilities under the new framework.
• There is a call for the government to monitor the implementation of the Bill and provide resources to support small and medium enterprises in establishing fair grievance handling processes.
• The legislation reflects Singapore's commitment to fair employment practices and aims to balance the interests of workers and employers while promoting a culture of fairness and respect in the workplace.

• The Workplace Fairness (Dispute Resolution) Bill aims to provide a structured process for employees to seek recourse against workplace discrimination, emphasizing internal grievance handling, mediation, and adjudication as a last resort.
• The Bill expands the Employment Claims Tribunals' jurisdiction to handle workplace discrimination claims up to $250,000, making the process more accessible and affordable for workers, particularly professionals, managers, and executives (PMEs).
• Concerns were raised about the potential for frivolous claims, the need for adequate support for non-unionized workers, and the importance of ensuring that the dispute resolution process is accessible and empathetic, especially for vulnerable groups.
• The Bill includes safeguards against retaliation for workers who raise complaints and aims to maintain workplace harmony while encouraging fair treatment based on merit rather than personal characteristics.
• Implementation of the Bill is targeted for the end of 2027, with a focus on educating employers and workers about their rights and responsibilities under the new framework.

• Ms. Yeo Wan Ling raised concerns about delayed or missing CPF contributions for platform workers when they switch platforms, highlighting that workers may not receive contributions for up to two months.
• The Senior Parliamentary Secretary, Shawn Huang, acknowledged initial issues with CPF contributions due to administrative errors but stated that overall collection has been smooth since the enactment of the Platform Workers Act.
• Yeo suggested that the Ministry should consider mandating CPF contributions from the first month of work and providing back payments for affected workers.
• Huang explained that the onboarding process for new platform operators complicates timely contributions, as they need to verify workers' opt-in statuses, and a cut-off date is applied to balance operational ease and contribution accuracy.
• The Ministry is engaging with platform operators to improve the efficiency of the current arrangements while considering the practicalities for both workers and operators.

• The debate focused on addressing high stress levels among teachers in Singapore, as highlighted by the OECD TALIS 2024 study, with various members asking about measures to support teachers' mental health and well-being.
• Concerns were raised about the low proportion of younger teachers and their intention to leave the profession, prompting discussions on recruitment and support for beginning teachers.
• The Minister for Education outlined several initiatives to reduce teachers' non-instructional duties, including the use of technology and AI, increased staffing support, and flexible work arrangements to help manage workload.
• Members emphasized the need for ongoing monitoring of teacher workload and the importance of creating a supportive environment for educators, including better communication with parents.
• The Minister acknowledged the complexity of teaching today and reiterated the commitment to improving teachers' work-life balance while ensuring that educational reforms benefit students.

Dr. Tan See Leng, the Minister for Manpower, addressed concerns about the Dependants' Protection Scheme (DPS) coverage, emphasizing that the framework is continuously reviewed to balance sustainability, affordability, and benefit adequacy for members. He noted that about 75% of those with lapsed coverage are aged over 55, many of whom are not currently working or were previously self-employed, affecting their ability to pay premiums. Approximately 40% of those whose coverage lapsed by the end of 2022 have since reinstated or acquired new coverage. Overall, over two million Singaporeans and Permanent Residents are currently covered under the DPS, with 86% of active CPF members aged 21 to 65 having coverage.

Pritam Singh requested data on the number of bus captains and drivers in the public transport sector from 2015 to 2024, categorized by nationality. Jeffrey Siow reported a 9% increase in the total number of bus captains, growing from approximately 8,900 in 2015 to about 9,700 in 2024. The nationality composition has remained stable over the years, except for a temporary decline in foreign bus captains during the COVID-19 pandemic. As of December 2024, the breakdown is approximately 28% Singaporeans, 15% Permanent Residents, and 57% foreign Work Pass holders.

Chua Kheng Wee Louis requested a ten-year breakdown of Employment Pass (EP) holders and new EPs issued, categorized by years of working experience in five-year bands. Tan See Leng responded that a detailed breakdown based on the declared working experience, both in Singapore and overseas, is provided in accompanying tables.

Pritam Singh asked the Minister for Manpower about the current number of food delivery platform workers, their nationalities, and how the Ministry manages the impact of foreign workers on local incomes. Tan See Leng reported that in 2024, there were 15,300 Singapore residents working as delivery platform workers, including 13,400 Singapore Citizens and 1,900 Permanent Residents. The Ministry does not track food delivery workers specifically but emphasizes that only Singaporeans and PRs can be platform workers, with enforcement against illegal foreign workers. The government maintains a cap on foreign workers in the delivery sector, who work for third-party logistics companies under fixed salaries, not as independent platform workers. The Ministry collaborates with stakeholders to ensure platform workers' well-being, promoting clarity and audits in outsourcing practices by food delivery operators.

Patrick Tay Teck Guan asked about policies to uplift lower-wage workers and address wage gaps with medium-income workers, specifically seeking wage targets at various percentiles and compliance rates with lower-wage recommendations. Tan See Leng noted the Ministry of Manpower's commitment to narrowing the wage gap, reporting a cumulative rise of 6.3% in real gross monthly income for the 20th percentile from 2021 to 2024, exceeding the median worker's increase of 3.2%. The tripartite partners have not established specific wage targets for percentile workers but do publish compliance rates with lower-wage recommendations in their annual reports.

Patrick Tay Teck Guan requested information on the breakdown of full-time workers by industry sector, specifically regarding resident and foreign workers. Tan See Leng responded that the Ministry of Manpower publishes data on the breakdown of resident and foreign workers by industry on their website. However, detailed information distinguishing full-time and part-time status is available only for resident workers, as such data is not collected for foreign workers.

Gho Sze Kee questioned the Minister for Manpower about the need to clarify and define administrative penalties under section 126B(aa) of the Employment Act 1968 for breaches related to retrenchment information, highlighting concerns over the lack of deterrent effect for civil contraventions. Tan See Leng confirmed that employers must submit a Mandatory Retrenchment Notification (MRN) within five working days, with penalties of $1,000 for the first violation and $2,000 for subsequent ones. He explained that breaches may be classified as civil contraventions or criminal offenses based on various factors, and non-compliance with directions from authorized officers can lead to criminal penalties up to $5,000 or imprisonment. Despite concerns, the majority of employers (70%) complied with MRN requirements timely from January 2021 to June 2025.

Patrick Tay Teck Guan asked about the incidence of low pay in Singapore compared to OECD countries, specifically regarding workers earning less than two-thirds of the median wage. Tan See Leng reported that about 30% of full-time employed residents in Singapore were classified as low-pay in 2024, significantly higher than the OECD average of 13% in 2023. He noted that while Singapore has a higher low-pay incidence, it also has government support for lower-wage workers, such as income top-ups. Additionally, real gross monthly income at the 20th percentile has increased significantly more than the median wage from 2021 to 2024. The government plans to continue efforts to uplift lower-wage workers through sustainable wage increases and the Progressive Wage Model.

Patrick Tay Teck Guan requested information on the most recent nominal basic monthly wages, excluding employer CPF contributions, for full-time employed residents broken down by deciles. Tan See Leng responded by stating that the Ministry of Manpower provides data on nominal basic monthly incomes for full-time resident employees aged 15 and over. He emphasized that while this information is valuable, gross wages—including overtime pay, commissions, allowances, and bonuses—offer a more comprehensive view of total compensation from employment.

Cai Yinzhou asked about the proportion of local workers in sea-based fish farms who are graduates from local Institutes of Higher Learning or Continuing Education and Training programmes related to aquaculture, as well as their employment status in funded farms. Grace Fu noted that the Singapore Food Agency does not track data on graduates from these institutions who work in sea-based fish farms or those employed by farms receiving funding under the Agri-Food Cluster Transformation Fund.