Employment & labour — Topics

12 Sep 2022

Plans to Raise Local Qualifying Salary to Benefit Lower-wage Earners

Christopher de Souza asked whether there are plans to raise the Local Qualifying Salary (LQS) to the 10th percentile income of Singaporeans to benefit lower-wage workers.
Tan See Leng explained that the LQS ensures employers pay locals fairly to qualify for foreign worker quotas, and a new requirement now mandates all full-time local workers to be paid at least the LQS for firms to hire foreign workers.
The Ministry of Manpower has raised the LQS four times since 2017, with the latest being $1,400 in 2020, and will continue to review and adjust it based on wage and economic conditions to uplift lower-wage workers.

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12 Sep 2022

Impact of Inflation on Workers and Provision of Appropriate Wage Increments

The Government promotes a tripartite approach with employers and employees to boost productivity and wage growth through Industry Transformation Maps and upskilling programmes to help workers cope with inflation.
Various grants and policies, including the Progressive Wage moves and tightened foreign workforce rules, are used to support businesses in restructuring, reskilling employees, and ensuring fair wages for locals.
The National Wages Council will issue annual wage guidelines later this year to guide employers on fair and sustainable wage increments, taking into account the economic recovery and inflation impact.
Lower-wage workers have seen strong real income growth in recent years, and the government has introduced support measures like the $1.5 billion package to help vulnerable groups with cost-of-living pressures.

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12 Sep 2022

Actions Against Non-compliance with Progressive Wage Model for Lift and Escalator Technicians

The Building and Construction Authority (BCA) requires lift and escalator firms to adopt the Progressive Wage Model (PWM) for local technicians, with compliance enforced through annual wage submissions, audits, and penalties like tender suspensions or contract terminations for non-compliant firms.
Local technicians can report wage non-compliance to BCA or seek assistance from the Tripartite Alliance for Dispute Management (TADM) if their employers fail to pay according to contracts.
BCA has informed relevant firms about the PWM extension to escalator technicians from July 2022 and plans to mandate the PWM for all lift and escalator contractors in the future.

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12 Sep 2022

Ensuring Competitiveness of Local Remunerations for Qualified Registered Nurses

Gerald Giam asked whether starting salaries for registered nurses in Singapore are lower than in Australia, New Zealand, and Hong Kong, and what the Ministry of Health is doing to ensure competitive remuneration both locally and internationally.
Ong Ye Kung explained that the attractiveness of nursing in Singapore depends not just on basic pay but also on taxes, cost of living, working conditions, training, and living environment.
He stated that MOH regularly reviews competitiveness holistically and while Singapore remains competitive, COVID-19 has intensified global competition for nurses, making retention challenging for many countries.

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12 Sep 2022

Tech.Pass Applications Received and Approved and Their Median and Mean Monthly Salaries

As of 31 July 2022, over 450 Tech.Pass applications were received and around 250 were approved.
The median monthly salary of successful Tech.Pass holders is approximately S$30,000, though the mean was not provided.
The Tech.Pass is a two-year visa for highly accomplished tech professionals, requiring meeting at least two of three strict criteria.
Renewal depends on economic contributions, such as meeting income thresholds or creating jobs, and participation in Singapore’s tech ecosystem.
Metrics tracked include founders establishing companies, lecturing roles, investments, and board memberships to assess holder contributions.

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12 Sep 2022

Number of Singaporean PMEs Placed on Global Ready Talent Programme Since Establishment

Patrick Tay asked the Minister for Trade and Industry for the annual number of Singaporean PMEs placed in the Global Ready Talent Programme from its establishment to 31 August 2022.
The Global Ready Talent Programme was launched in 2019 to support businesses in offering local and overseas internships for students and overseas work placements for management associates.
Approximately 18,500 local interns and management associates have benefited from the programme since its launch, with over 80% in PMET roles despite COVID-19 travel restrictions.
The government encourages more companies to join the programme to develop a pipeline of global-ready talent.

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12 Sep 2022

Effects of Increasing Childcare Leave on a Person's Employability

Mr Louis Ng Kok Kwang questioned the Prime Minister on whether studies have been conducted on the effects of increasing childcare leave on employability, the availability of study results, and the reasons if no studies exist.
The Prime Minister, represented by Indranee Rajah, stated that no such studies are planned due to the difficulty of isolating childcare leave's impact from other factors affecting employability.
The government engages employers who express concerns about leave provisions affecting business costs and operations, and existing leave utilisation rates suggest workplace norms limit take-up.
Instead of specific studies, the government is focusing on addressing barriers by promoting progressive workplace practices like Flexible Work Arrangements to support caregiving needs and strengthen businesses.
The approach aims to build a sustainable work environment where employees can balance work and family commitments, with ongoing collaboration with stakeholders to encourage family-friendly practices.

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12 Sep 2022

Unintended Consequences from Legislating Right to Work from Home

Louis Ng asked about unintended consequences of legislating a right to work from home, which is one type of flexible work arrangement.
Manpower Minister Tan See Leng explained that a one-size-fits-all legislative approach would be impractical, as work-from-home is not feasible for roles like frontline work, and could stifle economic dynamism and reduce employability for those with caregiving needs.
He noted that countries like the UK, Australia, and the Netherlands have legislated a right to request flexible work, not an absolute right, allowing employers to assess requests based on business needs.
Instead of legislation, Singapore's Tripartite Partners are introducing guidelines to ensure fair consideration of flexible work requests while preserving trust and avoiding a litigious culture.
The approach includes providing resources and training to help employers implement flexible work arrangements effectively without mandating them by law.

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12 Sep 2022

Repatriation Costs for Foreign Domestic Workers and Work Permit Holders Who Leave after First Month of Employment

Over the past five years, an average of about 9,600 work permit holders, including migrant domestic workers, had their employment terminated within the first month each year, representing roughly 2.5% of new work permit holders.
The Ministry of Manpower does not track comprehensive data on whether these workers left voluntarily, but notes that early departures may stem from personal or adjustment challenges, and employers can engage agencies to address issues amicably.
Employers are currently responsible for repatriation costs to prevent workers from being stranded, and the Ministry has no plans to shift this cost to the workers.

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12 Sep 2022

Matching Salary Increments for Early Childhood Educators to Those for MOE Kindergarten Teachers

Member Melvin Yong asked whether the government would work with early childhood operators to align educator salaries with those of MOE kindergarten teachers.
The Ministry stated that government-supported preschool educator salaries have risen about 20% over the last three years.
A salary review for early childhood educators is underway and expected to conclude in Q4 2022, with implementation planned from 2023.
The review aims to ensure salaries reflect educators’ contributions and skills while remaining competitive to attract and retain talent.
The Early Childhood Development Agency will collaborate with government-supported operators to implement the review outcomes.

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12 Sep 2022

Encouraging More to Join Social Service and Disability Care Sector

The National Council of Social Service (NCSS) collaborates with Social Service Agencies to attract and retain professionals through funding schemes like the Professional Capability Grant, which includes scholarships, awards, and career conversion programmes that have supported 349 individuals over the past five years.
NCSS actively promotes the social service sector through rebranding efforts and partnerships with Workforce Singapore and e2i to increase public awareness, communicate career pathways, and provide job matching and advisory services.
To support professional development, a Skills Framework for Social Service has been developed with WSG and SkillsFuture Singapore, outlining career progression, competencies, and training programmes, alongside sector salary guidelines to ensure competitive compensation.
A tripartite taskforce is working to develop a competency framework and training roadmap for disability care staff by March 2024, enhancing their skills and role preparedness.
The Community Capability Trust curates additional schemes and initiatives to help Social Service Agencies strengthen their people practices and organisational capabilities.

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12 Sep 2022

Aligning Maximum Payable Amounts in Contract of Employment for Winding-up across Legislation

Mr Patrick Tay Teck Guan asked if the maximum amount payable under a contract of employment in a winding-up could be raised from $7,500 to $13,000 to align with another legislation.
Lawrence Wong responded that the Government recognizes the importance of protecting employee interests during winding-up and will review the proposed adjustment.
The debate focused on harmonizing maximum payable amounts across different legislative frameworks for employee protection.
The Minister acknowledged the need to ensure consistency in statutory protections for employees in insolvency scenarios.

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12 Sep 2022

Guidelines on Rest Hours for Public and Private Bus Drivers

Leon Perera questioned whether the Ministry of Transport sets guidelines for rest hours for both public and private bus drivers and suggested considering such guidelines due to safety concerns about fatigue.
S Iswaran stated that working hours, including rest and overtime for bus drivers, are already regulated by the Employment Act to protect worker well-being.
The Land Transport Authority collaborates with the National Transport Workers’ Union and public bus operators to enhance working conditions beyond legal requirements, ensuring adequate rest for public bus captains between duties and shifts.
The response focused on public bus operators and did not address the specific inquiry about guidelines for private bus drivers.
The debate highlights existing regulatory frameworks and partnerships but leaves open the question of whether formal, specific guidelines for rest hours are needed across all sectors.

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12 Sep 2022

Excessive Risk-taking by Gig and Platform Workers to Fulfil Orders

Leon Perera asked the government to regulate platform companies to prevent excessive risk-taking by gig workers, such as taking too many jobs or riding in dangerous weather, and to study their AI and algorithms.
Tan See Leng responded that while platforms may incentivize more jobs, safety and health must be prioritized, with the Workplace Safety and Health Council reviewing work processes and the Advisory Committee on Platform Workers strengthening protections, including injury compensation.
A Tripartite Workgroup has been formed to propose a framework for platform worker representation and balance interests, targeting completion in 2023, and the government will assess the impact of these efforts before considering further regulation of company incentives and algorithms.

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12 Sep 2022

Expediting Release of Approved Code of Practice for Company Directors’ Workplace Safety and Health Duties

Melvin Yong asked the Ministry of Manpower to expedite the release of the Approved Code of Practice for Company Directors’ Workplace Safety and Health duties due to rising workplace fatalities.
The Ministry announced that the Code would be released by October 2022 instead of Q1 2023, following public consultation and industry engagement concluded in September 2022.
In the interim, top management can refer to the public consultation document on the WSH Council’s website for guidance on safety principles and measures.
As part of heightened safety measures from September 2022 to February 2023, Chief Executives will be required to personally account for and rectify serious safety lapses after fatal accidents.
The Ministry is reviewing feedback from the consultation and will gazette the finalised document by October 2022.

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12 Sep 2022

Appreciating and Supporting the Well-being of Educators in Singapore

Abdul Samad highlighted recent incidents of disrespect toward teachers, advocating for stronger guidelines and empowerment for educators to handle abusive behavior from students and parents, while calling for policies to improve student discipline, work-life balance, and reduce non-teaching workload.
Patrick Tay supported recent salary adjustments but emphasized that career progression, learning opportunities, and supportive environments are crucial for retaining educators, suggesting sabbaticals, cluster-based exam preparation, and salary reviews for educators in polytechnics, ITE, and the private sector.
Minister Gan Siow Huang acknowledged the educators' contributions, outlining MOE’s measures such as flexible work arrangements, reduced administrative tasks, support for mental well-being, and collaboration with parents and unions to ensure a supportive environment for teachers.

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12 Sep 2022

Strengthening Singapore’s Position as a Global Hub for Talent

The Minister for Manpower introduced new work pass enhancements, including a five-year Overseas Networks & Expertise Pass for top earners and professionals in high-demand sectors, to attract global talent and strengthen Singapore's position as a global hub.
Safeguards were outlined to prevent abuse, such as rigorous vetting of applications and engagement with pass holders to monitor their contributions, while no quotas were set for the new pass due to the targeted nature of the talent sought.
The government emphasized its dual approach of attracting global talent while investing heavily in local workforce development, including leadership exposure and skills upgrading, to ensure Singaporeans benefit from the economic spillovers and opportunities created.

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12 Sep 2022

Data on Nurses' Shift Rosters in General and Intensive Care Wards

Mr Louis Ng asked for data on the frequency of nurses being rostered for consecutive afternoon and morning shifts in general and ICU wards over the past five years, and whether this data would be collected if unavailable.
The Ministry of Health explained that shift rostering is managed by hospitals to meet patient needs, and it does not interfere, while highlighting recent salary enhancements and ongoing reviews of healthcare worker support.
Concerns were raised about the reality of nurses' workloads and the nurse-to-patient ratio, with the Ministry emphasizing a multi-pronged approach to address well-being, compensation, and staffing challenges amid pandemic pressures.

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12 Sep 2022

Measures to Improve Work-Life Balance Among Teachers

The Ministry of Education is streamlining administrative processes, such as electronic attendance and central purchasing, to reduce teachers' workload and allow them to focus more on student-centric tasks.
Schools are implementing flexible work arrangements, providing resources for staff well-being committees, and offering support services like counselling and workshops to help teachers manage stress.
The Ministry emphasized the importance of shared expectations with parents, encouraging respectful communication and clear boundaries to prevent unnecessary stress on teachers.
There are ongoing efforts to recruit more teachers and allied educators, improve pupil-teacher ratios, and ensure that all benefits, including salary adjustments, apply to MOE-seconded teachers in special education schools.

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12 Sep 2022

Benefits of New Overseas Networks and Expertise Pass to Singapore and Singaporeans

The Overseas Networks and Expertise Pass was introduced to attract top global talent to strengthen Singapore's networks and leadership pipeline, with the government emphasizing that it complements rather than replaces the Singaporean core workforce.
Concerns were raised about the pass potentially affecting job opportunities for Singaporeans, particularly senior roles, and questions were asked about safeguards against abuse, eligibility criteria, and the impact on the Fair Consideration Framework.
The pass allows holders to work for multiple companies and provides dependants with work rights via Letter of Consent, prompting queries about salary aggregation, verification of achievements, and measures to prevent fraudulent applications.
Ministers addressed how the pass aligns with building Singaporean leadership, with data requested on job placements and the number of existing Employment Pass holders eligible for the new pass, while highlighting promotional efforts and application checks.

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