Employment & labour — Topics

2 Apr 2024

Foreign Nurses who Received Permanent Residency and Their Employment in Public and Private Healthcare Sectors, and Voluntary Welfare Organisations

From 2018 to 2022, about 85% of foreign nurses granted permanent residency worked in the public healthcare sector, with the remainder in private healthcare, including voluntary welfare organisations.
The Ministry of Health values the contributions of foreign nurses and will continue to grant them PRs if they show commitment to Singapore.
There is no current plan to increase the percentage of nurses granted PR status as a measure to reduce nursing staff turnover.

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2 Apr 2024

Companies that Provided Extra Two Weeks of Government-paid Paternity Leave Announced in Budget 2023

Mr. Louis Ng asked how many companies have offered the extra two weeks of Government-paid paternity leave announced in Budget 2023, and if the data is unavailable, whether the Government would collect it.
The Minister responded that the voluntary leave provision took effect on 1 January 2024, with fathers having up to one year to use it and employers three months after that to submit claims, making the data currently unavailable.
The Government is monitoring the utilisation of the leave and will collate the data when it becomes available.

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2 Apr 2024

Measures to Further Close Gender Pay Gap

The Minister noted that Singapore's gender pay gap has narrowed from 16.3% in 2018 to 14.3% in 2023, with an adjusted gap of 6.0% when comparing similar characteristics, and highlighted occupational differences, parenthood responsibilities, and workplace discrimination as key causes.
The government is taking a multi-pronged approach, including encouraging women to enter and stay in higher-paying STEM sectors, promoting equal sharing of caregiving duties through enhanced paternity leave and introducing flexible work arrangement guidelines.
Workplace fairness legislation to combat discrimination based on sex, marital status, and caregiving responsibilities will be introduced later this year.
The Minister expressed caution about pay transparency guidelines, suggesting they may not address underlying causes and could be counter-productive, but indicated support for employer-led initiatives similar to the existing Alliance for Action on Work Life Harmony.

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2 Apr 2024

Ensuring Bulk of New Jobs Created Will Go to Singapore Citizens and Residents, Including Those Above Age 40

The Minister clarified that non-resident employment growth does not reduce opportunities for Singaporeans, noting low resident unemployment rates and high employment rates compared to other advanced economies.
He explained that the majority of non-resident job growth was in sectors like construction and process industries, which are not typically preferred by Singaporeans, while resident PMET roles have grown steadily.
The Minister emphasized that foreign talent complements the local workforce and is essential for economic growth, which ultimately creates more jobs and improves wages for Singaporeans.
When pressed for specific percentages, the Minister highlighted that resident employment growth in PMET roles remains strong and that foreign PMET numbers are still below pre-pandemic levels.
The debate concluded with the Minister rejecting the notion of a zero-sum game between locals and foreigners, stressing that a thriving economy benefits all residents.

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2 Apr 2024

Employment and Deployment Restrictions on Healthcare Professionals Undergoing Investigations for Patient Abuse Charges

Miss Rachel Ong inquired about employment restrictions for healthcare professionals under investigation for patient abuse, annual charges since 2010, and how many continued working in Singapore.
The Senior Parliamentary Secretary stated that healthcare institutions must report abuse allegations and may reassign professionals to non-clinical roles or require leave during investigations, with possible referral to police and professional boards.
Since 2010, four healthcare professionals were convicted of patient abuse; all faced disciplinary actions like suspension or being struck off, with three no longer practicing and one returning after a 15-month suspension.

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2 Apr 2024

Classification Framework for SkillsFuture Courses

Mark Lee proposed a dual-index classification framework for SkillsFuture courses, featuring a Mobility Index to assess career advancement potential and an Industry Heat Index to gauge hiring trends, suggesting integration with trade associations and the MySkillsFuture portal.
The Minister of State for Education highlighted existing collaborations with industry partners to analyze market trends, providing career transition pathways and hiring demand data through reports and a Jobs Skills Dashboard, while welcoming further partnerships to improve course signposting.
Mark Lee emphasized the need for closer collaboration with the business community to address skills mismatches, suggesting more transparency on required skills and potential subsidy adjustments based on demand.
The Minister reiterated openness to partnerships with trade associations to make job and skills information more responsive and accessible for Singaporeans seeking training opportunities.

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7 Mar 2024

Using Revenues from Adjustment in Foreign Worker Levy to Subsidise Training of Lower-wage Work Permit Workers

Gan Thiam Poh proposed using revenues from adjustments in foreign worker levy rates to subsidise training for lower-wage Work Permit holders, particularly in workplace safety and health.
The Government does not earmark revenues for specific uses but allocates them based on overall needs, including support for workforce transformation and training.
Existing measures like SkillsFuture Enterprise Credit and lower levy rates for upskilling already assist employers in training both local and foreign workers, including Work Permit holders.

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7 Mar 2024

Statistics on Confidential Reports Made on Employment Infringements

Over the past five years from 2019 to 2023, an average of about 1,800 Employment Act complaints were made to the Ministry of Manpower each year.
The top three categories of violations reported were related to itemised pay slips and key employment terms not being provided, salary payment issues, and working hours.
Most employers rectified the infringements upon MOM’s intervention, while those unable to do so mainly involved salary payment issues due to financial difficulties.

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7 Mar 2024

Recourse for Workers with Work Injury Compensation Claims Taking Longer Than One-year Limit to Process

Workers' work injury compensation claims are no longer required to be submitted separately, as the employer's incident report is treated as a claim since September 2020, with eligibility for medical expenses and wages up to one year from the incident.
The processing time of claims does not affect their admissibility, and workers can check claim status directly with insurers via designated hotlines and emails.
If insurers do not provide updates, workers can seek assistance from the Ministry of Manpower for further support.

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6 Mar 2024

Data on Total Workforce Size in Singapore's Financial Sector

Patrick Tay Teck Guan asked the Minister for Manpower for the total workforce size in Singapore's financial sector as of 31 December 2023 and its breakdown by nationality, gender, age, and industry segments.
Tan See Leng provided the requested data in a table, confirming the details for the total workforce and its various breakdowns.

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6 Mar 2024

Time Taken to Verify Compensation Claims under Work Injury Compensation Act

Louis Ng Kok Kwang asked the Minister for Manpower about the median time taken to determine the validity of compensation claims under the Work Injury Compensation Act since its 2019 implementation.
Tan See Leng responded that the median processing time for designated Work Injury Compensation insurers is about six months.
The processing time varies depending on the complexity of each case.

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6 Mar 2024

Introduction of Temperature Threshold and Issuance of Stop-Work Orders When Threshold Is Crossed

Louis Ng asked the Ministry for Manpower about plans to issue stop-work orders based on a Wet Bulb Globe Temperature (WBGT) threshold and whether it would consider implementing such a threshold.
The Ministry responded that a single WBGT threshold is not practical due to varying work conditions and worker fitness, so employers should conduct risk assessments and implement tailored measures.
Enhanced measures for outdoor workers include providing suitable clothing, cool water, and redeploying vulnerable workers, with a mandatory 10-minute hourly rest break when WBGT reaches 32°C.

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6 Mar 2024

Help for Graduates to Find Employment amidst Tightening Labour Market

The Minister highlighted tripartite initiatives, including curriculum reviews by universities, quality internships via the National Centre of Excellence for Workplace Learning, and career advisory services through Workforce Singapore and NTUC’s e2i to support graduate employment.
NTUC and SNEF have piloted programs like Career Starter Lab and mentorSHIP to provide career trials, attachments, and mentorship, helping graduates clarify job fit and find roles matching their skills and aspirations.
Despite a slight dip in recent graduate employment rates, overall figures remain above pre-COVID levels, with starting salaries also increasing, indicating a generally favorable labor market for graduates.
The Ministry is exploring partnerships with tech companies and startup incubators, guided by programs like T-UP, to create new job opportunities while ensuring clear career paths for graduates.
Technology and data analytics, such as the CareersFinder tool and career health nudges, are being leveraged to improve job matching and support graduates in making informed career decisions.

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5 Mar 2024

Consideration of Past Years of Service for Nurses Rejoining Public Healthcare Institutions

Yip Hon Weng asked if nurses who resigned and rejoined public healthcare would have their past years of service counted toward the new long-term retention scheme.
Ong Ye Kung explained that the scheme aims to encourage lifelong nursing careers in the public healthcare system.
Starting September 2024, nurses on the scheme will begin accumulating years of service, and resignation counts as an exit from the scheme.
If a nurse rejoins the public system, their previous years on the scheme can be reinstated regardless of why they left.
This approach ensures continuity in service counting while maintaining the scheme’s incentive for long-term retention.

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5 Mar 2024

Data on Doctors Aged 29 to 40 Resigning from Public Hospitals

Louis Ng Kok Kwang asked the Ministry of Health for the annual number and percentage of doctors aged 29, 30, 31, 31–35, and 35–40 who resigned from public hospitals in FY 2022 and FY 2023.
Ong Ye Kung provided attrition rates for the requested age bands across the two fiscal years in a table, without specifying the exact numbers in the speech.
The debate focused on tracking resignations among young doctors in public hospitals over two years.

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5 Mar 2024

Cases of Preschools and Kindergartens Breaching Staff-Child Ratios and Measures to Ensure Compliance

In 2023, about 1% of preschools (23 centres) did not meet the minimum qualified staff-child ratios at license renewal and are on six or 12-month licenses.
Operators must ensure ratios are met at all times during operating hours by redeploying staff or engaging relief staff, and the Early Childhood Development Agency (ECDA) is reviewing ways to grow a relief staff pool.
ECDA is also improving career prospects and working conditions to attract and retain educators, though raising the minimum ratios across the sector is considered carefully due to potential impacts on manpower and service availability.

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5 Mar 2024

Savings Scheme to Pool Undisbursed Payouts from Nurses Retention Scheme

Mr Xie Yao Quan asked whether the Ministry of Health would consider a savings scheme to pool undisbursed payouts from the nurses retention scheme to protect their value against inflation.
The Ministry responded that the question had already been addressed in a written reply dated 4 March 2024, and invited the Member to seek clarification if needed.
The debate highlighted ongoing concerns about preserving the real value of future nurse retention payouts in the face of inflation.

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4 Mar 2024

Response to Calls for More Proactive Initiatives to Safeguard Employment

The Government’s strategy focuses on creating good jobs and equipping workers with the necessary skills through a two-pronged approach: driving economic competitiveness and investing in workforce skills development.
Key initiatives include the Industry Transformation Maps and Jobs Transformation Maps to guide business and job redesign, alongside collaboration between ministries to identify and address future skill needs through programmes like Career Conversion and SkillsFuture Career Transition.
Targeted support is provided for retrenched workers, and the Government aims to improve long-term career planning through better job matching and data access, while highlighting successful employment outcomes like low unemployment and sustained wage growth.

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4 Mar 2024

Annual Median and Average Monthly Income of Single Unwed Parents

Louis Ng Kok Kwang asked the Minister for Social and Family Development for the annual median and average monthly incomes of single unwed parents across three age groups over the past three years.
The Minister responded that average monthly incomes for working citizen mothers with non-marital births increased from 2020 to 2022, with younger mothers (below 35) earning lower amounts due to part-time or seasonal work.
Median incomes also rose over the period, but data for the single age band of 35-36 years old is unavailable due to small population size, and 2023 figures are not yet available.

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4 Mar 2024

Inclusion of Inflation-adjusted Metric to Payouts in Scheme to Retain Nurses

Mr Yip Hon Weng asked if the new ANGEL scheme for nurses should include inflation-adjusted payouts over their careers.
The Ministry explained that ANGEL is a retention scheme with payouts spread over up to 20 years, not a long-term savings scheme, limiting long-term investment potential.
The Ministry will regularly review nursing salaries and ANGEL deposits to keep the overall compensation package competitive.

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