Employment & labour

• Manpower Minister Tan See Leng stated that while freelancers lack employer-provided training, government programmes like Workforce Singapore and SkillsFuture Singapore offer resources such as career guidance, skills frameworks, and subsidies to support their upskilling and career planning.
• He highlighted specific tools available to freelancers, including the MyCareersFuture portal with AI-driven career matching, Polaris personalised coaching, and up to 90% subsidies for approved courses via SkillsFuture Credit.
• The Minister emphasized that these existing services are designed to benefit all Singaporeans, including freelancers, to help them stay relevant amid economic changes without needing to extend the Ministry’s purview specifically for freelancers.

• The government provides salary reimbursement for parental leave at up to $2,500 per week or $10,000 per month to help employers manage costs and consider hiring temporary workers.
• New notice periods of at least four weeks for leave and restrictions on changing leave arrangements after the first four weeks give employers more certainty for manpower planning.
• Employers can use resources from the Institute for Human Resource Professionals to improve HR capabilities and design flexible work arrangements, such as part-time leave, to cover absent employees and expand the manpower pool.

• Ms. Hazel Poa queried the Minister for Manpower about reviewing safety procedures and specific measures to strengthen safety at worksites after the deaths of two workers at Lentor Avenue and one at Resorts World Sentosa.
• The Ministry of Manpower issued Stop Work Orders to the contractors involved, requiring them to review safety measures, conduct risk assessments and audits, and submit plans to address recommendations.
• Investigations into the incidents are ongoing, and MOM will determine if additional safety measures are needed for all worksites after they conclude.
• The Multi-Agency Workplace Safety and Health Taskforce has rolled out enhanced requirements for public sector construction and mandatory video surveillance for worksites with contract values of $5 million and above to strengthen safety standards.
• These measures, part of efforts since 2022, have contributed to a decline in the workplace fatal and major injury rate in the construction sector from 41.3 to 30.5 per 100,000 workers between the first halves of 2022 and 2024.

• The Progressive Wage Model (PWM), introduced a decade ago, has raised wages and skills for over 150,000 low-wage workers in sectors like cleaning and security, creating career ladders and challenging perceptions of low-wage work.
• Parliament noted that while PWM has improved wages and dignity, challenges remain in employer attitudes, consumer willingness to pay more, and eliminating stigma against low-wage workers.
• The debate highlighted the importance of tripartism in successfully implementing PWM, with the government providing transitional support like the Progressive Wage Credit Scheme to offset costs for employers.
• Suggestions were made for a future "PWM 2.0" to preserve wage gains, maintain skills ladders, and allow market forces to play a larger role once wage stagnation is addressed.
• Both speakers emphasized that uplifting low-wage workers is a whole-of-society effort, requiring changes in business practices, public attitudes, and continuous skills upgrading to achieve fair remuneration and dignity.

Melvin Yong Yik Chye asked the Minister for Manpower about enforcement actions against companies non-compliant with the Progressive Wage Model (PWM) over the past three years. Tan See Leng responded that MOM has taken action against three employers for PWM non-compliance despite prior engagement efforts. The compliance rate is high, and MOM has conducted over 4,000 inspections, primarily in retail and food services, with most employers rectifying gaps after intervention. MOM will continue to promote PWM compliance through checks and educational workshops, encouraging employees to verify their wages via the Progressive Wage Portal.

Patrick Tay Teck Guan asked the Deputy Prime Minister about labor productivity growth and average earnings in Singapore for the years 2016 to 2023 and the first half of 2024. He specifically requested data on labor productivity measured by value-added per worker and actual hours worked, as well as monthly earnings and gross monthly income for full-time employed residents. Gan Kim Yong responded that the requested data on labor productivity and income growth for residents is available in accompanying figures.

Patrick Tay Teck Guan asked about the impact of reducing the gender pay gap on female labour force participation, specifically regarding potential increases with each percentage point decline and the effect of complete elimination. Gan Kim Yong responded that the Monetary Authority of Singapore's study indicates a 1-percentage point decrease in the gender wage gap is linked to a 0.2 percentage point rise in the female labour force participation rate and a 0.1 percentage point rise in the overall rate. Singapore already has a high female labour force participation rate of 62.6%, above the OECD average. Other factors, such as educational improvements and family-friendly work environments, also play significant roles in influencing participation rates and narrowing the gender wage gap.

Carrie Tan inquired about psychological safety training for senior management in social service agencies and support for mental well-being of social workers. Masagos Zulkifli B M M responded that the National Council of Social Service (NCSS) offers leadership training that includes staff motivation and creating supportive environments. He encouraged social service agencies to adopt good practices for psychological safety as recommended by the Tripartite Advisory on Mental Health and Well-being. Funding is available for agencies to enhance their people practices, and resources for managing mental well-being are accessible through NCSS's online Wellness Resource Hub and the Caring for Social Service Professionals Scheme, which subsidizes counseling services.

Hazel Poa sought clarification from the Minister for Manpower regarding the rationale for various elements of the SkillsFuture Jobseeker Support Scheme, including benefits for permanent residents, stepped-down payments over time, income caps for eligibility, and the exclusion of recent recipients. Tan See Leng indicated that this question has been addressed in a previous combined oral reply on the Order Paper for September 9, 2024.

Gerald Giam Yean Song questioned the Minister for Manpower about the criteria for issuing Change of Employer (COE) letters to migrant workers who are victims or innocent of wrongdoing. Tan See Leng clarified that migrant workers must have a permit to work in Singapore, which is a privilege, not a right, and may be denied or canceled under various circumstances, including employer actions. During law enforcement investigations, these workers receive a Special Pass to remain in Singapore, and they can seek a new employer if found innocent, with the Ministry of Manpower facilitating the application, subject to public interest and work pass criteria.

Neil Parekh Nimil Rajnikant asked the Minister for Health about efforts to reduce the gap between health-span and lifespan for Singaporeans, and the role of employers in improving health-span. Ong Ye Kung emphasized that reducing the current 10-year gap is a key healthcare objective, involving expanding healthcare capacity, leveraging technology, and promoting preventive care strategies. Employers are encouraged to retain older workers beyond retirement age, adopt healthy workplace practices, and support health initiatives, as highlighted in the Tripartite Statement released to enhance employee health and well-being.

Louis Ng Kok Kwang requested information on the mean and median annual leave days for full-time resident employees in different salary brackets for 2023. Tan See Leng provided the following details: the mean annual leave days are 12 for those earning below $2,000, 17 for those earning between $2,000 and $4,999, and 21 for those earning $5,000 and above; the median is 14 days for the lowest earners, 15 days for middle earners, and 21 days for the highest earners. The Minister emphasized that annual leave is part of a holistic approach to employment benefits, which includes sick leave and parental leave, and mentioned upcoming enhancements to parental leave starting in April 2025. Agencies will continue to review leave entitlements to better support workers' needs.

Louis Ng Kok Kwang asked for an update on the potential extension of the ANGEL scheme, aimed at retaining nurses, to include administrative and support healthcare workers. Ong Ye Kung responded that there are currently no plans to extend the scheme beyond nurses, as it specifically targets their retention in the public healthcare sector. He explained that the needs and circumstances of different healthcare professions vary significantly, and the ANGEL scheme is essential for retaining nurses due to their large representation in the workforce. The Ministry of Health regularly reviews salaries for all public healthcare workers and continues to explore other measures to attract and retain talent.

Gerald Giam Yean Song asked the Minister for Manpower about the number of wrongful termination cases filed by work permit or S Pass holders over the last decade and related statistics. Tan See Leng reported that from 2019 to 2023, approximately 400 wrongful dismissal claims were filed, with 50% withdrawn by workers, 40% resolved through mediation, and 10% adjudicated, with about 30% of those ruled in favor of the worker. The process for redress included monetary compensation, conversion of dismissal to resignation, or an employer-provided service testimonial. The Ministry does not track whether workers secured new jobs after filing claims.

Jean See inquired whether the Ministry for Digital Development and Information would require firms awarded creative projects to engage Singapore-registered subcontractors and local talents and allocate a portion of their budget for this purpose to enhance the local creative workforce. Josephine Teo explained that while government agencies procure creative services through various means, they must also allow agencies the flexibility to hire the best talents for their clients in a cost-effective manner. The government supports local artists and the creative industry through programs and grants intended to uplift local talent and companies.

See Jinli Jean asked about the process for taxi and private hire vehicle drivers to report vaping by passengers and the workplace protections available to them. Ong Ye Kung stated that reporting vaping is not mandatory, but drivers can report incidents to the Health Sciences Authority (HSA) through hotlines, with confidentiality assured. He emphasized that drivers will not face penalties for passengers vaping in their vehicles and can seek assistance from authorities if passengers retaliate or are uncooperative.

The debate in the Singapore Parliament focused on the Platform Workers Bill, which aims to enhance protections for platform workers in areas such as CPF contributions, work injury compensation, and representation. Louis Ng raised concerns about the limited scope of the Bill, suggesting it should cover more types of platform services beyond delivery and ride-hailing. Ong Hua Han supported the Bill, highlighting the importance of CPF contributions for financial security and expressing concerns about potential impacts on earnings and discrimination. Mariam Jaafar emphasized the need for the Bill to account for the diverse experiences of platform workers and advocated for fair treatment and protections against harassment. Several members expressed appreciation for tripartism in developing the Bill while also proposing further considerations for future amendments. The Senior Minister of State for Manpower addressed concerns and clarified the Bill’s provisions, including regulatory measures and the need for a sustainable platform economy. Ultimately, the Bill was passed with a consensus that aims to secure better protections for platform workers while balancing the interests of all stakeholders involved.

Hany Soh inquired about the rationale for the commencement date of the new shared parental leave scheme on 1 April 2025 and whether it could be brought forward or if alternative support would be provided for parents who would miss out. Indranee Rajah responded that the date was set after consultations with employers who needed time to prepare for the changes, ensuring readiness for the scheme's implementation. Parents expecting children before the scheme's start will still receive support through existing parental packages, including enhancements to the Baby Bonus and additional unpaid leave options. Indranee emphasized the importance of workplace culture and employer readiness in supporting the scheme's rollout, including training and resources for employers. Desmond Choo raised concerns about the potential burden on existing employees, to which Indranee suggested compensatory measures, hiring temporary staff, and leveraging technology to ease workloads during parental leave.

Desmond Choo and other members asked the Minister for Transport about the sustainability and monitoring of the Point-to-Point Transport (P2P) sector's capacity and driver earnings. The Senior Minister of State for Transport, Amy Khor, explained that the government allows P2P driver supply to adjust based on market demand and does not set fares or cap driver numbers. Although the number of active P2P vehicles has increased, demand for rides has not kept pace, leading to declining earnings for drivers as fares have moderated. The government is reviewing the P2P sector to ensure it operates efficiently and is considering measures to support drivers facing low fares and challenges with vehicle leasing contracts.

Patrick Tay Teck Guan asked about improving well-being resources for special education (SPED) teachers to combat stress and burnout. The Minister for Education, Chan Chun Sing, acknowledged the emotional and physical challenges faced by SPED teachers and outlined the Journeys of Excellence Package, which includes funding for competitive salaries and professional development to enhance teacher retention and professionalism. MOE is actively working on various measures, such as developing relief teacher pools for training absences, improving workplace safety, and including non-teaching staff in well-being initiatives. Chan stressed the importance of collaboration across SPED schools to improve teaching capabilities and address workforce challenges, emphasizing the need for collective action to support SPED educators and their varied roles.