Employment & labour

Jamus Lim asked if there are plans to terminate the Allied Educators programme and the justification for such a decision. Desmond Lee responded that Allied Educators are essential to the teaching force, including roles like Special Education Needs Officers and School Counsellors. The Ministry of Education is focusing on priority areas and has expanded certain types of Allied Educators while reducing the number in Teaching and Learning. Efforts have been made to transition these educators into more needed roles within the Ministry and Public Service over the past nine years.

Patrick Tay Teck Guan raised concerns about the impact of AI on the gender employment gap, as women’s jobs may be disproportionately affected. Tan See Leng responded that the Government is implementing the National AI Strategy 2.0 to harness AI opportunities and support workforce transformation, including significant funding for upskilling and business support initiatives. While there is no current evidence that AI negatively impacts female employment in Singapore, female employment rates have improved, and the gender pay gap has narrowed. The Government promotes initiatives like the HerCareer program and flexible work arrangements to enhance women's job access and capabilities. Ongoing studies will assess AI's workforce impact and ensure inclusive growth opportunities.

Pritam Singh asked the Minister for Education about the number of teachers joining the flexi-adjunct teaching scheme and their median duration in the scheme from 2022 to 2024. Desmond Lee responded that approximately 220 teachers were engaged as flexi-adjunct teachers annually after leaving the Education Service. He noted that tracking the duration teachers remain in the scheme is not meaningful due to its casual employment nature.

Gerald Giam Yean Song proposed that the Ministry of Manpower implement guidelines requiring employers to clearly specify salary ranges, job descriptions, and recruitment timelines in job postings, as well as to provide feedback to unsuccessful interviewees. Tan See Leng acknowledged that clear job postings benefit both employers and job seekers but expressed concerns that mandatory disclosure could limit applicant pools and hinder the flexibility needed in hiring practices. He also highlighted that providing rejection feedback could create significant operational burdens, especially for smaller employers, and emphasized that constructive feedback should be encouraged where feasible. The forthcoming Workplace Fairness Act is expected to enhance merit-based hiring and protect jobseekers from discrimination.

Shawn Loh asked the Minister for Manpower about the evaluation of the Household Services Scheme (HSS) regarding its take-up rate, pricing, ease of use, and market demand. Tan See Leng reported a growth in HSS companies from 80 to 240 since its 2021 formalization, indicating an increase in households served. The Ministry supports HSS by providing concessions for migrant workers, with companies setting service prices based on demand, and no current need for government price intervention is seen. While there are benefits in allowing foreign workers to assist multiple households for efficiency, concerns exist about accountability, liability, and the risk of illegal moonlighting.

Charlene Chen asked about the employment outcomes for unemployed individuals using the SkillsFuture initiatives, including credit and programs aimed at skills upgrading. She inquired about jobseeker segments with lower success rates and the Ministry's plans to improve job placements relative to skills gained. Desmond Lee responded that the Ministry of Education would provide a comprehensive oral reply to these questions at the next opportunity.

Hazlina Abdul Halim asked the Minister for Manpower about jobseekers retrenched for over a year and the possibility of a "returnship" programme to help re-employ them. Tan See Leng reported that 80.8% of the 9,990 retrenched residents in 2023 found jobs within 18 months, and existing schemes like the Mid-Career Pathways Programme and Career Conversion Programmes support jobseekers re-entering the workforce. The government has measures in place, such as flexible work arrangements and incentives for employers hiring seniors, to assist jobseekers and promote part-time opportunities. A Committee on Managing Impact of Restructuring is also developing strategies to support displaced workers more effectively, with a focus on awareness and outreach for older jobseekers. A Tripartite Workgroup on Senior Employment is reviewing policies to enhance support for senior workers, with recommendations expected next year.

Saktiandi Supaat asked about strategies to ensure job stability for Singaporeans amid rising trade tensions and labor market changes. Tan See Leng highlighted concerns over job security due to global uncertainties and technological advancements. The approach focuses on helping workers transition to new jobs rather than preserving outdated ones, with three main strategies: creating good jobs through investment facilitation and workforce support, equipping workers with relevant skillsets via extensive upskilling programs, and strengthening support mechanisms for navigating the labor market. Initiatives like Career Health SG and the SkillsFuture Jobseeker Support scheme aim to enhance employability and assist displaced workers. The Singapore Economic Resilience Taskforce will monitor job creation impacts from global trade developments and adapt measures as needed.

Pritam Singh requested information from the Prime Minister regarding public sector vacancies and applicants, asking about the number of applicants for the 2,400 vacancies, how many have been filled, and any new vacancies created for fresh graduates since July 2025. Low Wu Yang Andre raised concerns about potential job displacement due to artificial intelligence and queried which economic indicators would prompt increased public sector hiring. Chan Chun Sing, responding for the Prime Minister, indicated that about 45% of the vacancies have been filled and over 300 new vacancies were created as of September 2025. The Government monitors various economic factors to decide on public sector hiring and introduced the GRIT@Gov Traineeship Programme to help fresh graduates enhance their skills and employability.

Elysa Chen asked about the number of individuals assisted by the SkillsFuture Jobseeker Support Scheme since its April 2025 launch, which aims to help approximately 60,000 jobseekers annually. Tan See Leng clarified that the scheme does not cover self-employed or freelance workers engaged on contracts for service, as it is designed for those involuntarily unemployed. As of August 31, 2025, Workforce Singapore reported over 7,200 applications, with around 2,900 approved and over 4,300 rejected, primarily due to applicants not being involuntarily unemployed or exceeding the income threshold. The scheme focuses on supporting lower- to middle-income jobseekers and those recently unemployed, with ongoing efforts to raise awareness among eligible individuals and employers. The government will regularly review the scheme parameters to ensure effective support for jobseekers.

Xie Yao Quan raised concerns regarding the lower employment rates of fresh graduates and asked the Minister for Manpower about contributing factors and the GRaduate Industry Traineeships (GRIT) Programme's role in addressing this trend. Various members inquired about job market dynamics, the structure and effectiveness of the GRIT Programme, and measures to ensure it meets graduates' needs without displacing permanent job opportunities. The Minister reported an improved employment rate for fresh graduates from the 2025 cohort compared to 2024, attributed to a higher number of job-seeking graduates and training opportunities provided by GRIT. The discussion highlighted the importance of quality training experiences, employer engagement in converting traineeships to full-time roles, and ongoing support for graduates in navigating the job market.

• Dr. Wan Rizal inquired about the rates of workplace burnout across industries and measures to address excessive working hours and promote mental well-being.
• The Ministry of Manpower (MOM) does not systematically collect burnout data but has developed the iWorkHealth tool, which indicates that about one in three employees experience work-related stress or burnout.
• Participation in iWorkHealth is voluntary, and MOM is encouraging greater adoption to better understand employee mental well-being.
• MOM has implemented various measures to promote workplace mental well-being, including flexible work arrangements and after-hours communication policies, with over 90% of surveyed firms adopting at least one measure.
• The Ministry will continue to collaborate with partners to monitor the effectiveness of these initiatives and explore further enhancements.

• Mr. Chua Kheng Wee Louis inquired about the number and percentage of migrant domestic workers (MDWs) authorized for caregiving at secondary residential addresses.
• Minister Tan See Leng stated that MDWs are only permitted to work at the declared residential address and must follow specific conditions if they care for employers at another address.
• As of August 2025, approximately 4,300 MDWs, or 1.4% of the total MDW population, are involved in caregiving at secondary addresses.

• Dr. Wan Rizal inquired about the total number of applications, success rates, age demographics of successful applicants, and reasons for unsuccessful applications under the SkillsFuture Jobseeker Support Scheme.
• Minister Tan See Leng indicated that a related question from Ms. Elysa Chen would be addressed in a future sitting, suggesting a comprehensive response will be provided later.
• The debate highlights ongoing discussions regarding the effectiveness and accessibility of the SkillsFuture Jobseeker Support Scheme for different age groups.

• Ms. Yeo Wan Ling inquired about the monitoring of acceptance and rejection rates for Flexible Work Arrangement (FWA) requests under the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) effective from December 1, 2024.
• Minister Tan See Leng explained that the TG-FWAR facilitates discussions between employers and employees regarding FWAs but does not require reporting of FWA requests to the Ministry of Manpower to avoid compliance costs for businesses.
• The government focuses on an educational approach, providing resources like templates and training to assist employers in implementing the guidelines.
• Employers and employees facing challenges with FWA requests can seek help from the Tripartite Alliance for Fair and Progressive Employment Practices.

• Jessica Tan raised concerns about the current requirement for employers to bear the full costs of repatriating Migrant Domestic Workers (MDWs) and suggested a review for more equitable cost-sharing among employers, agencies, and MDWs.
• Minister Tan See Leng emphasized that employers are responsible for all costs related to MDWs, including repatriation, to prevent situations where workers are stranded due to disputes.
• The Ministry ensures that employers are aware of their obligations regarding MDWs through orientation programs before the workers arrive in Singapore.

• Ms. Elysa Chen inquired about the effectiveness of e2i in aiding retrenched individuals with employment placement and wage issues over the past three years.
• Minister Tan See Leng reported that the Taskforce for Responsible Retrenchment and Employment Facilitation has been successful in supporting retrenched workers.
• Approximately 70% of retrenched workers receiving career coaching were placed within six months, with a median placement time of three months.
• Nearly half of those placed within six months achieved similar or higher wages compared to their previous employment.

• The number of Training Employment Pass (TEP) approvals increased significantly from 900 in 2021 to 16,500 in 2024, reflecting the post-pandemic recovery.
• Reports of TEP abuse rose from nine in 2021 to approximately 150 in 2024, indicating a growing concern over misuse of the scheme.
• The Ministry of Manpower has implemented measures such as advisories for employers and increased enforcement operations to address TEP abuse.
• Approximately 70 companies are currently under investigation for offenses related to false declarations in work pass applications.

• Edward Chia Bing Hui inquired about the entitlement of workers attending vaping rehabilitation sessions to have these sessions recognized as medical leave.
• The Minister for Manpower, Tan See Leng, clarified that under the Employment Act, only employees with a medical certificate are eligible for paid sick leave.
• Employees attending rehabilitation sessions will not receive medical certificates and should negotiate leave arrangements with their employers, such as using annual leave or taking no-pay leave.

• Mr. Fadli Fawzi inquired about the comparison of employment rates and median salaries between the 2024 and 2025 graduate cohorts by course cluster.
• Minister Tan See Leng reported an improvement in employment rates, with 44% of the 2025 cohort in permanent employment compared to 37% for the 2024 cohort.
• Detailed data on the 2025 cohort's employment by course cluster and salary information will be available after the Graduate Employment Survey in November 2025.