Employment & labour — Topics

4 Jul 2023

Interagency Taskforce on Mental Health and Well-being's Recommendations for Workplace Mental Well-being

The Interagency Taskforce on Mental Health and Well-being uses the iWorkHealth tool to assess workplace mental wellness, with 2022 data indicating one in three employees experienced work stress or burnout.
The Taskforce has developed five preliminary recommendations to improve mental well-being in workplaces, including enhancing support systems and work-life harmony for all employees and better employment support for those with mental health conditions.
The Government is working with Tripartite Partners to promote the iWorkHealth tool and aims to release the National Strategy for mental health and well-being by the end of the year.

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4 Jul 2023

Preserving Experience of Senior Healthcare Workers

Dr Wan Rizal asked the Ministry of Health about plans to preserve the experience of senior healthcare workers in less physically demanding roles and what additional measures beyond job redesign and assistive technology are being considered.
The Minister responded that the Ministry values senior healthcare workers and supports their continued contribution through upskilling, reskilling, job redesign, assistive technology, and reassignment to new roles, with re-employment beyond retirement age when possible.
The Minister also highlighted that retired senior healthcare workers are encouraged to volunteer in healthcare roles, including care duties in wards, community engagement, and roles in nursing homes, Active Ageing Centres, and home care services.

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4 Jul 2023

Additional Safety Measures and Penalties for Demolition Works

Yip Hon Weng raised concerns about the recent fatal demolition accident, asking for enhanced safety measures and stricter penalties, as well as current accountability rules for construction leadership.
The Senior Minister of State for Manpower confirmed ongoing investigations, a stop-work order, and review of the existing SS 557 code, noting that penalties under the WSH Act are severity-based and that higher-risk activities face tougher enforcement, with new SAFE measures including CEO accountability and mandatory WSH training.
Yip Hon Weng further queried worker training on structural collapse signs, reporting channels, and BCA requirements for on-site Safety Officers.
The Minister responded that employers must train workers under the SS 557 code, BCA conducts inspections, and regulations require companies to have safety officers and procedures, though specifics on this case await investigation results.

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3 Jul 2023

Application of Proposed Workplace Fairness Legislation to Employees with Incomes Sourced Overseas

Ms Mariam Jaafar asked whether the proposed Workplace Fairness Legislation would apply to employees with incomes sourced overseas, such as seafarers on Singapore-flagged vessels.
The Tripartite Committee on Workplace Fairness is still deliberating the issue and will release its recommendations in due course.
The Minister for Manpower indicated that the final application of the legislation to such employees will be determined by the Committee’s forthcoming recommendations.

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3 Jul 2023

Root Causes of Employers Defaulting on Making Correct and Prompt CPF Contributions

An average of about 2,800 employers per month (1.75% of active employers) in the last three years have failed to make correct CPF contributions promptly, with non-compliance detected via automated systems, proactive audits, and employee reports.
Common root causes include administrative lapses such as missed deadlines or insufficient funds, cash flow issues, and misunderstandings of CPF obligations, including confusion over which wage components are subject to contributions.
The CPF Board addresses defaults through education campaigns, late payment interest, composition amounts, and enforcement actions like prosecution for egregious cases, while ensuring most employers eventually fulfill their obligations.

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3 Jul 2023

Worker Accommodation Expenses as Percentage of Overall Cost of Employing Foreign Workers

Mr Yip Hon Weng asked the Ministry for Manpower about the proportion of overall employment costs attributed to foreign worker accommodation, the trend in accommodation costs over the past five years, and how the government plans to manage rising costs while ensuring affordability for projects and decent living conditions.
The Ministry of Manpower tracks only rental rates for commercial dormitories, not other accommodation types or broader business expenditure, with median monthly rents for new dormitory beds rising from about $280 in early 2019 to $420 in early 2023 due to inflation and strong post-pandemic demand.
Although the government has added nearly 17,000 dormitory beds since late 2022, the surge in foreign worker numbers—up 18% from pre-pandemic levels and 35% since early 2022—has outpaced supply, prompting calls for employers to adopt productivity measures or consider building their own dormitories to ease cost pressures.

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3 Jul 2023

Use of Unpaid Infant Care Leave under Tripartite Standard on Unpaid Leave for Unexpected Care Needs

Louis Ng asked the Minister for Manpower for the number of employees who used unpaid infant care leave under the Tripartite Standard over the past five years.
The Minister explained that employers must provide six days of paid childcare leave for children under seven and six days of unpaid infant care leave in addition to the paid leave.
The Tripartite Standard encourages employers to voluntarily offer up to four weeks of unpaid leave for employees with children under two who are born pre-term, have congenital conditions, or are part of multiple births.
The government does not track the utilisation of unpaid infant care leave under the Tripartite Standard.
The debate highlighted the statutory requirements and voluntary standards but did not provide specific data on usage.

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3 Jul 2023

Graduate Asatizahs Working in Singapore and Their Monthly Salaries

Abdul Samad asked the Minister for Social and Family Development and Minister-in-charge of Muslim Affairs for the number of university graduate asatizahs working in Singapore and their monthly salary ranges.
Masagos Zulkifli B M M shared data from MUIS as of 1 July 2022 on the proportion of such asatizahs working at mosques and madrasahs and their earnings.
MUIS is implementing a Common Salary Guideline under the Asatizah Workforce Development Plan to ensure fair compensation based on competencies and values.
The Common Salary Guideline is being rolled out in phases at mosques and madrasahs from this year, with encouragement for other Islamic education providers to align with the framework.
The Minister emphasized giving employers time to adjust to the new compensation framework.

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3 Jul 2023

Re-employment of Teachers Based on Past Performance Grades

The Ministry of Education (MOE) follows public service guidelines and will offer re-employment to retiring teachers if they are medically fit, have good conduct, and have no more than one "C-" grade in the last three years.
MOE is also prepared to re-employ teachers with two "C-" grades prior to retirement, provided they receive the support of their Principals.
The policy aims to balance performance standards with fairness and the need to retain experienced educators.

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3 Jul 2023

Foreign Healthcare Employees Granted Singapore Permanent Residency

Dr Tan Wu Meng asked for data on foreign healthcare workers granted permanent residency over five years and whether those who served during COVID-19 could be prioritized.
Minister Ong Ye Kung replied that around 1,200 foreign healthcare workers received PR annually on average, with over 60% being nurses.
He added that more nurses were granted PR in the past year in recognition of their essential role during the pandemic and to support Singapore's healthcare needs.
The government remains prepared to grant PR status to foreign healthcare workers who are valued members of the community and demonstrate commitment to Singapore.

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3 Jul 2023

Agencies That Have Been Able to Meet Salary Guidelines for Social Service Sector

Mr Louis Ng asked the Ministry for Social and Family Development for the percentage of social service agencies meeting the annual Salary Guidelines over the past five years and whether data would be collected if unavailable.
The Ministry stated that it provided 2019 data in a previous reply and is currently reviewing and analyzing data from 2020 to 2022.
Since the revised Salary Guidelines were published in April 2023, the National Council of Social Service has been engaging agencies through clinics and workshops to support implementation.
The Ministry and NCSS will continue working closely with agencies to improve human resource practices and increase compliance with the guidelines.
The Ministry’s response indicates ongoing efforts but does not yet provide the specific percentage figures for each of the past five years.

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3 Jul 2023

Assistance Extended to Schools Facing Difficulty with School Bus Contracts

The Ministry of Education is working with school bus associations to address industry challenges such as driver shortages, rising costs, and the point-to-point service model, which threaten the affordability and sustainability of school bus services.
Measures include a time-limited increase in Foreign Worker quotas for school bus drivers to achieve economies of scale, with the first batch of applications processed and more expected as school bus tenders for the next year are awarded.
The Land Transport Authority will ensure sufficient training capacity and facilitate applications for the Bus Driver's Vocational Licence to help those keen to become school bus drivers obtain their licences quickly.
MOE will evolve school bus contracts to provide operators with more flexibility, such as offering common pick-up/drop-off points and discontinuing services with insufficient demand, to aid cost management and better utilize scarce manpower.
The majority of Primary 1 students are posted to schools of their choice or within two kilometres of their homes, and many older students use public transport instead of school buses, indicating that school bus services are used by a minority of primary school students.

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3 Jul 2023

Progress and Impact of Proposed Workplace Fairness Legislation and Support Measures Available

The proposed Workplace Fairness Legislation aims to protect against common forms of discrimination such as nationality, age, sex, race, and language, building on existing tripartite guidelines and introducing a graded penalty system that focuses on dispute resolution through internal channels and mediation before litigation, with the goal of maintaining a harmonious workplace culture.
Small firms with fewer than 25 employees will be initially exempt from the legislation for about five years to allow time to build HR capabilities, but they remain subject to the Tripartite Guidelines on Fair Employment Practices and can still face administrative penalties for discrimination, with support measures planned in collaboration with organizations like ASME.
The government emphasizes a whole-of-society approach to root out discrimination, including educating stakeholders, clarifying what constitutes discrimination, and protecting employees from retaliation, while the legislation is targeted for finalization and drafting in 2024, with ongoing reviews on areas like breastfeeding accommodations and strengthening penalties under the guidelines.

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10 May 2023

Vulnerable Group Persons Hired in Government Project Tenders with "Set aside" Clauses

The government does not centrally track the number of vulnerable group hires from project tenders with "set aside" clauses, though agencies may occasionally award contracts requiring a quota, such as reserving 10% of jobs for persons with disabilities and seniors.
Each agency can independently decide to include "set aside" clauses or create preferred supplier programs for firms with the Enabling Mark, leading to variable implementation across tenders.
The government employs non-procurement measures to support vulnerable group employment, including job placement services, grants, and the development of Enabling Business Hubs to enhance regional opportunities.

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10 May 2023

Supporting Healthcare

Members emphasized the urgent need to support healthcare workers by improving compensation, reducing working hours, ensuring safe conditions, and addressing mental health and burnout, while also tackling abuse and harassment.
The debate highlighted the importance of preventive and community-based care, including expanding mental health support, promoting healthy lifestyles, integrating health and social services, and leveraging technology and community programs like Healthier SG.
There were calls for a whole-of-government approach to address systemic challenges such as manpower shortages, IT infrastructure, financing, and the needs of aging populations, with specific suggestions for policy changes and cross-agency collaboration.

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10 May 2023

Attracting Polytechnic Graduates to Work in Banking and Finance Sector and Take-up of Places in Apprenticeship Programmes for Them

The Monetary Authority of Singapore (MAS) launched the Polytechnic Talent for Finance Scheme with three tracks—Internship, Apprenticeship, and Sponsorship—to increase polytechnic graduate hiring in finance, targeting over 80% growth from 160 in 2021 to at least 300 by 2025.
MAS and the Institute of Banking and Finance will organize roundtables and outreach events like career fairs to strengthen industry-academia collaboration and raise student awareness of finance careers, addressing current low familiarity with polytechnic talent.
Employers and students have shown keen receptiveness to the scheme, with financial institutions viewing it as a way to diversify talent pools, though apprenticeship programmes remain limited compared to internships.
Polytechnic graduates can access upskilling through MAS’s Talent and Leaders in Finance Programme, which includes subsidized training, job rotations, and mentorship to support career progression without requiring a university degree.
Additional initiatives for ITE students include Work-Study Diplomas and tech-focused programmes to prepare them for opportunities in finance and technology sectors.

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10 May 2023

Criteria Used for Occupations Placed on Non-Traditional Sources Occupation List

The Non-Traditional Sources Occupation List includes seven occupations selected based on the number of S Pass holders affected by upcoming policy changes, local employment numbers, and local employment outcomes.
The Ministry of Manpower reviews the list every three years with sector agencies and tripartite partners, with flexibility for more regular reviews to support lower-wage workers and industry transformation.
Sharael Taha highlighted that the aerospace industry’s recovery is hindered by a lack of support roles like machinists and fitters, and requested these be added to the NTS list.
The Minister agreed to consider adding specific aerospace support roles, balancing industry needs with long-term productivity goals, and suggested engaging the Economic Development Board and the M-SEP scheme for manpower flexibility.

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9 May 2023

Inspections to Ensure Adequate Safety Measures to Prevent Heat Injuries and Punishments Meted Out

In response to Ms He Ting Ru’s questions, Minister Tan See Leng stated that routine and targeted inspections on heat stress management are conducted by MOM, with 497 worksites inspected in 2022 and enforcement actions taken against 25 companies.
He highlighted that heat stress management is a growing focus due to climate change, with checks on measures like shaded areas, water access, acclimatisation programmes, and worker training.
The Minister noted that work-related heat disorder cases have remained low at five or fewer annually over the past five years, and MOM will continue monitoring and engaging industries through forums and guidelines.

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9 May 2023

Competencies and Qualifications Required under Household Services Scheme to Provide Eldercare Services

Workers under the Household Services Scheme providing eldercare must complete relevant elder-minding training or pass a competency assessment recommended by the Ministry of Health and the Agency for Integrated Care, and they are equipped with basic skills such as safely supporting daily living activities and assisting with simple exercises.
The Ministry of Manpower and the Agency for Integrated Care are monitoring training take-up rates and will expand capacity if needed to ensure timely and adequate training courses.
There are no plans to expand the Household Services Scheme to include care for special-needs children and adults; households are directed to existing home-based care programmes run by Social Service Agencies or to contact SG Enable for more information.

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9 May 2023

Causes of Long-term Unemployment and Successful Reduction Initiatives

The rise in long-term unemployment was primarily driven by the COVID-19 economic downturn, which increased the rate to 1% in 2020-2021, before it recovered to 0.7% in 2022, though older workers aged 50 and above remain disproportionately affected.
The main cause of long-term unemployment is structural, with skills and qualification mismatches being the top job search difficulty, leading to proactive measures like SkillsFuture, Jobs Transformation Maps, and job redesign grants to prevent skills obsolescence.
Successful initiatives include Career Conversion Programmes (CCPs) that reskill workers for in-demand roles, supporting over 35,000 locals from 2018 to 2022 with high retention rates and salary increases for long-term unemployed and older workers.

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