Employment & labour — Topics

1 Aug 2022

Non-Warrant Officer Regular Specialists Who Retired by Age 50 and Top Five Jobs Taken Up After Retirement

From 2016 to 2021, about 120 regular specialists (non-Warrant Officers) retired from the SAF each year before age 50, representing 7% of such specialists.
The Ministry provides career transition support including coaching, funds, and time-off for training and job searches to help retirees secure new roles.
Surveys indicate that most retiring specialists who wish to continue working find jobs in fields such as training, security, operations, and administration.
The Ministry does not specifically track the top five jobs taken up by these retirees, but survey data points to common employment sectors.
The support system aims to facilitate a smooth transition into civilian careers for specialists retiring around age 50.

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1 Aug 2022

Review of Civil Service Salary Structure

Leon Perera asked the Prime Minister about the last review and the next planned review of the Civil Service salary structure.
Salaries for civil servants on generic schemes were last adjusted in 2014.
The Management Executive Scheme was last substantively changed in 2015 to unify career paths, but salaries were not adjusted then.
The Prime Minister’s office noted that the 2015 change did not involve salary revisions, clarifying the timeline of updates.
The response did not specify a date for the next planned review of the Civil Service salary structure.

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1 Aug 2022

Correlation between Parents' Socioeconomic Status and Take-up of Maternity and Paternity Leave

The government has not studied whether parents’ socioeconomic status correlates with their take-up of maternity or paternity leave.
Parental leave utilisation is influenced by factors such as the nature of the job and workplace norms, with frontline or hourly-dependent roles finding it harder to use leave.
Workplace support, including supervisor encouragement and colleague coverage, is key across all job types for parents to take leave.
Employers are encouraged to adopt flexible HR practices, such as allowing leave to be taken in parts within the first year, to better support employees and business needs.
A whole-of-society effort is needed to build supportive workplace cultures to help parents benefit from parental leave schemes.

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1 Aug 2022

Wrongful Dismissal Claims and Salary Disputes Pertaining to PMETs and Number of Cases Successfully Prosecuted

In 2021, about a quarter of salary claims and 40% of dismissal claims lodged with the Tripartite Alliance for Dispute Management pertained to managers and executives.
There was only one case of a wilful employer refusing to pay salary arrears despite having the means to do so in 2021.
This single case is currently pending prosecution, and no other similar cases were identified for that year.

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1 Aug 2022

Impact of Long Working Hours of Junior Doctors' Training on Patient and Doctor Safety

Leon Perera asked the Ministry of Health whether any studies have been conducted on the efficacy of 80-hour versus 70-hour work weeks for junior doctors' training and the impact of long hours on patient and doctor safety, and whether the government would consider commissioning and publishing such studies.
Minister Ong Ye Kung acknowledged that international studies link long working hours, especially beyond 24 consecutive hours, to increased patient safety risks like medical errors, and noted Singapore's guidelines limit junior doctors to 24 consecutive clinical hours with up to six hours for handover.
The Minister also highlighted that reduced work hours could lead to manpower shortages and fewer learning opportunities, potentially affecting clinical outcomes and safety, emphasizing that other factors like work processes and organizational environment also influence patient safety.
The Ministry of Health is reviewing junior doctor work hours and training outcomes through the National Wellness Committee for Junior Doctors, aiming to balance wellness with patient safety and training requirements.

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1 Aug 2022

Outcome-based Considerations in Awarding Criteria in Government Procurement Processes

The Government adopts outcome-based procurement where outcomes can be measured and industries are ready to bid, applying to all sectors including those with Progressive Wage Models.
For cleaning, landscape, and security sectors, most new government tenders use Outcome-Based Contracting to specify service quality or response times rather than headcount, enabling better optimization of manpower and technology.
Specific manpower or technology requirements may still be outlined for critical operations, such as security escorts or national garden maintenance.
The approach will be expanded to other PWM sectors where outcomes are measurable and monitoring is feasible.

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1 Aug 2022

Ensuring Adequate Rest for Nurses

Louis Ng asked the Minister for Health about the minimum rest hours nurses should have between shifts and how restructured hospitals' rosters ensure this.
He also asked if the National Wellness Committee's scope would be broadened to cover nurses' working hours and conditions, not just junior doctors.
Ong Ye Kung replied that these matters would be addressed in his upcoming statement on the nursing workforce on 2 August 2022.

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1 Aug 2022

Enhancing Workplace Safety and Health of Food Delivery Riders

Melvin Yong expressed concern that food delivery platforms’ incentives for riders to maximize orders during peak hours may compromise their safety and health.
The Ministry of Manpower acknowledged the risks and is working with the Workplace Safety and Health Council to review work processes and guide companies on road safety practices for riders.
The WSH Council has published safety guides and campaigns to raise awareness, and the Advisory Committee on Platform Workers is exploring stronger protections, including injury compensation, with results expected in 2022.

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1 Aug 2022

Keeping our Workers and Workplaces Safe

Melvin Yong highlighted a troubling rise in workplace fatalities and injuries post-COVID-19, proposing a five-point RIGHT framework to enhance safety through better reporting channels, union-inspection partnerships, mandatory training, management commitment, and technology adoption.
Senior Minister of State Zaqy Mohamad affirmed MOM’s concern and outlined ongoing measures, including gazetting a Code of Practice for company directors’ safety duties, stricter penalties, and exploring public reporting tools like the OneService app.
Both speakers emphasized the need for a stronger safety culture, with calls for legislation to hold management accountable, support for SMEs in adopting safety technology, and the potential establishment of a mandatory WSH representative in every company.

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5 Jul 2022

Awareness of Workers' Rights under Singapore Employment Laws

The Minister for Manpower highlighted that the Workright initiative, launched in 2012, uses education and enforcement to promote awareness of workers' rights, including roadshows, published guides, and collaborations with educational institutions.
Post-Workright surveys indicate that awareness of basic employment rights among lower-wage workers is high, at over 70%, and MOM conducts about 5,000 annual inspections to ensure compliance and educate employees.
While the government notes the NUS study's findings, it plans to incorporate them into its own surveys and outreach programs, working with tripartite partners to enhance efforts in safeguarding workers' rights.

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5 Jul 2022

Breakdown of Gross Monthly Salary of S Pass Holders

Leong Mun Wai asked for the breakdown of S Pass holders across specific gross monthly salary bands.
Tan See Leng stated that the S Pass minimum qualifying salary was raised to $2,500 in October 2020 and will increase to $3,000 from September 2022, with further updates in subsequent years.
As of December 2021, there were 161,800 S Pass holders with a median monthly salary of $3,100, and nearly all earned at least $2,500.

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5 Jul 2022

Number of PMET Jobs Done by Work Permit Holders in Each of Past Five Years

Leong Mun Wai asked the Minister for Manpower about the number of PMET jobs done by Work Permit holders in each of the past five years.
Tan See Leng provided a table showing the number and share of PMET jobs accounted for by Work Permit holders over the past five years.
The Minister stated that Work Permit holders make up a very small minority of PMET jobs and are subject to sector-specific quotas, levies, and medical and employment restrictions.

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5 Jul 2022

Steps Taken to Professionalise Blue-collar Trades in Construction Industry for Singaporeans

The Government is leveraging the Construction Industry Transformation Map to reduce reliance on migrant workers and create higher-skilled jobs through technology like Design for Manufacturing and Assembly, which generates roles such as production managers and precision crane operators with competitive wages.
Existing programmes like the ITE Work-study Diploma and Career Conversion Programmes are being built upon to upskill students and mid-career entrants for these new technical roles in the construction sector.
The Building and Construction Authority is conducting a Jobs Transformation Map study for the Built Environment sector to identify in-demand jobs, redesign roles, and develop targeted interventions with industry partners, aiming for completion in the second half of the year.

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5 Jul 2022

Median Income and Employment Rate for Persons with Disabilities over Last 10 Years

The employment rate for persons with disabilities aged 15 to 64 rose from 28.2% (2018-2019) to 30.1% (2020-2021), while median gross monthly income increased by 4% nominally (2.7% inflation-adjusted) from $2,630 to $2,735.
The Open Door Programme placed over 3,500 persons with disabilities in employment between 2014 and 2021, with additional support from grants, training, and new pandemic-era programmes creating close to 300 job and training opportunities.
The government provides wage offsets, accreditation schemes, and incentives to employers, such as the Enabling Employment Credit supporting over 9,700 persons with disabilities in 2021 and the Jobs Growth Incentive aiding more than 3,400 between 2020 and 2021.
The Ministry for Social and Family Development aims to continue expanding training and employment accessibility for persons with disabilities through collaborative efforts with public agencies and community partners.

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5 Jul 2022

Greater Pay Incentives for Counsellors Across Schools and Tertiary Institutions

Christopher de Souza asked the Minister for Education about enhancing pay incentives for school counsellors across all levels to attract high-quality professionals and maintain low student-to-counsellor ratios.
The Ministry of Education and Institutes of Higher Learning periodically review salaries to keep remuneration competitive and make market-paced adjustments.
MOE is collaborating with the Public Service Division to review salaries for counsellors under its schemes.
Beyond pay, counsellors receive professional development opportunities, including training and clinical supervision, to support retention and competency.
The overall approach aims to balance competitive compensation with professional growth to ensure effective student support.

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5 Jul 2022

Proportion of Non-officer versus Officer-level Personnel Supported by Career Transition Resource Centre

The Career Transition Resource Centre supports all SAF military officers, warrant officers, and specialists in their transition to a second career upon retirement.
Over 80% of both officer and non-officer personnel secured jobs within six months, and over 90% within a year.
MINDEF provides career coaching, job referrals, networking events, and funds for courses, interviews, and internships to aid this transition.

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5 Jul 2022

Mean, Median and Range of Total Annual Remuneration of MX 9 (Superscale) Grade in Civil Service for Past Five Years

Leon Perera asked for the mean, median, and range of total annual remuneration for MX 9 (Superscale) grade officers over the past five years, as well as the average breakdown between base salary and bonuses.
Chan Chun Sing responded that MX 9 officers, who hold senior management roles, comprise about 2.5% of the Civil Service, with remuneration ranging from $200,000 to $260,000 over the last five years, depending on economic growth and individual performance.
The minister stated that variable components (bonuses) constituted around 20% to 35% of total annual remuneration at the MX 9 level in the past five years, varying with economic conditions and individual performance.
No specific mean or median figures were provided in the response, only the range and the proportion of variable pay.

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5 Jul 2022

Technology Industry's Impact on Singapore's Economy

The technology industry, particularly the Information and Communications (I&C) sector, is a significant contributor to Singapore's economy, accounting for 5.6% of GDP and employing about 170,000 workers, or 5% of total employment.
The I&C sector grew by 12.2% last year, outpacing many other sectors, but remains vulnerable to macroeconomic shocks and global challenges.
The Government acknowledges the impact of global layoffs in major tech companies and emphasizes building strong fundamentals and investing in people to maintain competitiveness and resilience in the digital economy.

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5 Jul 2022

Higher Foreign Manpower Quota for Town Councils to Better Meet Cleanliness Expectations of Singaporeans

Kwek Hian Chuan Henry proposed increasing the foreign manpower quota for Town Councils to better meet Singaporeans' cleanliness expectations in HDB estates.
The Government acknowledged the difficulty in recruiting locals for cleaning work and has allowed Town Council contractors to hire Work Permit holders from non-traditional sources to ensure sufficient manpower.
While foreign workers help meet current needs, the Government does not intend to keep increasing quotas and encourages Town Councils to adopt automation and best practices to reduce reliance on manual labor.
Town Councils facing exceptional circumstances can request additional foreign workers beyond the allocated quota, and MND will work with MOM to assess such requests.
The debate centers on balancing the need for adequate cleaning manpower with policies to encourage productivity improvements and sustainable workforce practices.

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5 Jul 2022

Rationale for Exemption from Fair Consideration Framework and Complementarity Assessment Framework

The Fair Consideration Framework requires job advertising to promote fair employment, while the Complementarity Assessment Framework uses a points system to ensure foreign hires complement the local workforce, with different exemptions for small firms due to their distinct impacts.
Small firms with fewer than 10 employees are exempt from the FCF job advertising requirement due to resource constraints, but all employers must still follow fair hiring practices, whereas firms with fewer than 25 PMET employees get default points on certain COMPASS criteria to avoid skewed ratios.
The exemptions are not about one scheme being more lenient but tailored to each framework’s purpose, ensuring policies do not disproportionately burden small firms while still safeguarding local job opportunities.
These measures aim to create a conducive environment for startups to grow, ultimately strengthening the Singaporean core in the workforce by balancing support for small firms with fair employment safeguards.

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