Employment & labour

Saktiandi Supaat sought clarification on the implementation timeline for a landmark Bill and the resources available for TAFEP after its enactment. Tan See Leng indicated the Bill is expected to be implemented by 2026/2027 and affirmed plans to review and potentially increase TAFEP resources. Pritam Singh inquired about the range of administrative penalties in the Bill and whether offending companies would be named; Tan responded that penalties would be detailed in subsidiary legislation and emphasized an educational approach before penalties are enacted. Usha Chandradas asked about reviewing the definition of a protected characteristic, to which Tan mentioned a commitment to ongoing review post-implementation. Leong Mun Wai pressed the Minister on the effects of immigration on PME ratios, prompting Tan to suggest filing a specific question for further clarity. The Bill was ultimately read a second time, committed to a committee, and passed without amendments.

Dr. Tan See Leng expressed gratitude for strong support for the Workplace Fairness Bill and emphasized the need to create fairer workplaces while balancing various stakeholder concerns. The approach to the Bill is cautious to avoid disrupting social harmony and ensures that it starts with a foundational baseline of protection against workplace discrimination. Key discussions highlighted the complexities of addressing various forms of discrimination such as mental health, ageism, and sexual orientation, with a commitment to ongoing improvements and reviews. The Bill includes provisions for grievance handling processes, protections against retaliation, and supports for small firms while maintaining flexibility for employers' genuine needs. The Minister acknowledged there is more work to be done and emphasized the importance of fostering a culture of fairness and inclusivity within the workforce.

The debate on the Workplace Fairness Bill in Singapore covered multiple perspectives on addressing workplace discrimination. Key points include:

• Saktiandi Supaat emphasized the importance of the Bill as a stepping stone for fair employment practices, urging enhancements beyond the minimum standards and raising concerns about employee characteristics not covered under the Bill.
• Leong Mun Wai questioned the Bill’s sufficiency for protecting Singaporeans against biased hiring practices favoring foreigners, suggesting the need for stronger language in favor of local employment and effective policies to prevent wage disparities.
• Fahmi Aliman addressed issues of racial and religious discrimination, advocating for cultural sensitivity within workplaces and proactive measures rather than relying solely on legislation.
• Various members raised concerns regarding the exclusion of sexual orientation and gender identity from the list of protected characteristics, asserting that this omission could perpetuate stigma and discrimination against LGBTQ+ employees.
• The discussion highlighted the necessity for clear enforcement processes, adequate support for employees facing discrimination, and the need to address the challenges facing outsourced workers, who often encounter discrimination outside the Bill's provisions.

Yeo Wan Ling raised concerns about potential rises in harassment and violence against platform workers, particularly following a recent stabbing incident. The Senior Minister of State for Manpower, Dr. Koh Poh Koon, emphasized that existing laws, such as the Protection from Harassment Act, already protect workers from harassment, with penalties for offenders. Yeo noted that her association has received reports of harassment and inquired about additional support and redress for affected workers, suggesting measures like insurance claims and crisis support centers. Koh acknowledged the risks faced by platform workers and highlighted the need for companies to educate workers on situational awareness to help prevent violence.

Usha Chandradas and other members of parliament expressed concerns regarding the decline in English literacy skills among older workers in Singapore, as indicated by the latest OECD PIAAC survey results. The Minister of Education, Chan Chun Sing, acknowledged the trends and highlighted factors contributing to skill decline, such as cohort effects, skill atrophy, and obsolescence due to market changes. Chan emphasized the need for continuous upskilling and reskilling through initiatives like SkillsFuture while also promoting a reading culture and adult learning strategies. There was also discussion about refining training programs based on PIAAC findings and potentially lowering the age threshold for training subsidies under SkillsFuture, with an emphasis on fostering a joy of learning beyond test-oriented education.

• The debate addresses concerns about the ageing profile of bus drivers and the lack of young entrants in the bus driving industry.
• Desmond Choo questioned the Minister for Transport on strategies to ensure the sustainability and reliability of bus services over the next decade.
• Chee Hong Tat highlighted that since 2016, public bus operators have improved salary packages and working conditions to attract and retain drivers.
• Public bus operators are implementing higher pay, flexible work arrangements, and bonuses to address manpower shortages in the sector.
• The Land Transport Authority is collaborating with bus operators and the National Transport Workers Union to enhance driver welfare and working conditions.

• Leong Mun Wai raised concerns about potential abuse of the in-principle approval (IPA) system by employers to restrict migrant workers from seeking other jobs in Singapore.
• Minister Tan See Leng clarified that migrant workers are not prevented from seeking employment and that employers must obtain written consent from workers before applying for a Work Permit.
• The Ministry of Manpower (MOM) can assist workers who believe their consent was not obtained, and employers must provide proof of consent if challenged.
• In cases where consent is disputed, MOM may revoke the IPA if the employer cannot prove consent, and false declarations by employers can lead to severe penalties.
• MOM is open to feedback and is committed to reviewing and improving the IPA system to prevent abuse.

• Mr. Leong Mun Wai inquired about the number of foreign workers granted permission to work under the Temporary Job Scheme (TJS) while under investigation and the reasons for unsuccessful applications.
• Minister Tan See Leng explained that foreign workers under investigation receive a Special Pass, allowing them to work under TJS unless there are safety concerns or potential interference with investigations.
• An average of about 850 Special Pass Holders have participated in TJS annually since 2022, and they are informed of their eligibility without needing to apply.
• Special Pass Holders can choose not to work under TJS if they can support themselves, and those needing assistance can contact the Ministry of Manpower.

• The debate focused on the Tripartite Guidelines on Flexible Work Arrangement Requests and actions to encourage employer compliance.
• Zhulkarnain Abdul Rahim inquired about additional measures beyond referrals to TAFEP and unions for non-compliance, as well as studies on effective practices from other countries.
• Minister Tan See Leng highlighted the resources provided to employers, including toolkits and grants, to facilitate the implementation of flexible work arrangements.
• The guidelines, effective from December 1, 2024, were developed with insights from other countries and emphasize an enabling approach rather than strict legislation.
• The Ministry of Manpower is collaborating with TAFEP to monitor the utilization and compliance of the guidelines.

• Ms. See Jinli Jean raised concerns about non-compliance with orders from the Small Claims Tribunal and Employment Claims Tribunal regarding freelancers and workers, inquiring about sectors with high non-compliance rates and measures taken to address the issue.
• Minister Tan See Leng stated that the tribunals do not track compliance rates, making it difficult to identify non-compliant sectors.
• He highlighted that individuals who disobey tribunal orders may face legal consequences, including fines, imprisonment, and other penalties for employers, such as warnings and debarment from work pass applications.

• Christopher de Souza proposed the idea of granting short-term work permits for households to temporarily hire additional migrant domestic workers when their current workers return home for extended periods.
• Minister Tan See Leng responded that households can already employ a second migrant domestic worker if they have caregiving needs and the financial means to do so.
• Households can agree on a shorter employment period than the standard two-year work permit validity.
• The Ministry suggested that households needing interim help could utilize the Household Services Scheme for part-time and short-term domestic services.

• Louis Ng Kok Kwang raised a question about whether employers are obligated to provide not just safe but also nutritious food for foreign workers in dormitories.
• The Minister for Manpower, Tan See Leng, confirmed that employers must ensure access to food for migrant workers, which can be done through catering, purchasing, or cooking facilities.
• The Ministry of Manpower promotes good nutrition among workers through educational materials and partnerships with healthcare providers and NGOs.
• Employers who cater food must use licensed food providers that meet safety standards, and the Ministry is exploring ways to encourage the provision of more nutritious options.
• Migrant workers can report food-related issues to the Ministry through designated support teams or a mobile application for assistance.

• Mr. Gan Thiam Poh raised concerns about the adequacy of current government assistance schemes for low- and medium-income workers in light of rising living costs due to inflation.
• Chee Hong Tat, representing the government, stated that social support schemes are regularly reviewed and have been enhanced to better support lower- and middle-income workers, including increases in the Workfare Income Supplement.
• The government has introduced additional measures, such as the Assurance Package and various rebates, to assist families with the cost of living.
• Chee emphasized that increasing real wages over time is crucial for helping workers cope with living costs, highlighting efforts to grow the economy and promote skills upgrading.
• The government will continue to monitor economic conditions and adjust support measures as necessary to ensure they meet the needs of workers.

• Gerald Giam raised concerns about the need for dedicated workspaces in camps for NSmen during In-Camp Training (ICT) to manage urgent work without disrupting their training.
• The Minister for Defence, Ng Eng Hen, explained that NSmen are notified of their ICT call-ups in advance to allow for work arrangements and can apply for deferment if they have critical commitments.
• NSmen are permitted to address urgent work matters in designated non-sensitive areas of camps, and efforts are being made to improve connectivity with Wireless@SG installations.
• Employers are legally required to grant leave for NSmen during ICT, and while there have been few issues, they are typically resolved through communication facilitated by the Ministry of Defence.
• The Ministry actively encourages employer support for NSmen through engagements and recognition programs like the NS Mark accreditation.

• Patrick Tay inquired about updates on the Ministry of Manpower's plans for tripartite guidelines regarding restraint of trade clauses in employment contracts.
• Minister Tan See Leng confirmed that discussions are ongoing with the National Trades Union Congress and the Singapore National Employers Federation about the use of restrictive clauses in employment contracts.
• The guidelines will be based on established legal principles articulated by the Courts, with further details to be provided later.

• The Workplace Fairness Bill aims to address workplace discrimination in Singapore by establishing protections against discrimination based on 11 characteristics, including age, nationality, and mental health, and seeks to promote fair employment practices.
• The Bill has garnered support from various Members of Parliament, with discussions highlighting the importance of protecting vulnerable groups, such as older workers and persons with disabilities, while also raising concerns about the exclusion of indirect discrimination and certain worker categories from its scope.
• There are calls for clearer definitions and guidelines regarding reasonable accommodations for employees with disabilities, as well as the need for training and resources for employers to effectively implement the Bill and foster an inclusive workplace culture.
• The Bill includes a phased implementation approach, exempting small businesses with fewer than 25 employees for five years, which has raised concerns about potential loopholes and the need for support to ensure compliance and fair treatment for all workers.
• Overall, the debate reflects a significant shift towards recognizing and legislating against workplace discrimination in Singapore, with an emphasis on the need for ongoing education, awareness, and support to achieve true workplace fairness.

• The Workplace Fairness Bill aims to enhance fair and harmonious workplace norms while preventing a litigious environment.
• It provides protection against discrimination based on abilities, race, or religion, ensuring that workers have recourse without suffering in silence.
• The Bill allows employers flexibility in decision-making based on genuine business needs and acknowledges the role of religious groups in employment decisions.
• An education-first approach will be adopted, focusing on compliance and support for employers who follow fair practices.
• The initiative encourages a collective effort to foster a culture of fairness and openness in workplaces across society.

• The Workplace Fairness Bill aims to enhance protections against workplace discrimination in Singapore while maintaining a balance between employee rights and employer flexibility.
• The Bill identifies five categories of protected characteristics: age, nationality, sex, race/religion/language, and disability/mental health, addressing the most common discrimination complaints.
• It establishes grievance handling processes to facilitate communication between employers and employees, ensuring that complaints can be addressed without fear of retaliation.
• Small businesses with fewer than 25 employees will be exempt from the Bill for the first five years to allow them time to adapt to the new regulations.
• The Bill emphasizes an education-first approach, encouraging compliance through guidance rather than immediate penalties, reserving enforcement actions for serious violations.

• The Singapore government plans to add 40,000 infant care and childcare places by 2029, raising concerns about the recruitment and training of qualified early childhood educators.
• The Early Childhood Development Agency (ECDA) is working to grow the workforce and maintain high standards, with an estimated need for an additional 1,500 educators in the coming years.
• Measures are being implemented to improve the attractiveness of early childhood education as a profession, including salary increases and better working conditions for educators.
• The Ministry of Social and Family Development (MSF) is coordinating with various sectors to address manpower shortages and ensure that the expansion of childcare services does not negatively impact other industries.
• The government is also focused on keeping preschool fees affordable for parents while ensuring that preschool operators remain sustainable through subsidies and fee caps.

See Jinli Jean asked about gaps in the Singaporean core workforce as identified by foreign chambers of commerce, specifically regarding specialized skills, technical skills, knowledge, and experience. Tan See Leng noted that there is a shortage of technical skills, particularly in IT, and relevant experience, with over 40% of PMET vacancies unfilled due to these issues. The Government is investing in upskilling initiatives, including Career Conversion Programmes and SkillsFuture Career Transition Programme, to help Singaporeans acquire emerging skills. Additionally, the Government is promoting overseas experience for locals through initiatives like the Global Business Leaders Programme and the Overseas Markets Immersion Programme.