Employment & labour — Topics

4 Apr 2022

Target Number of Taxi and Private Hire Vehicles under Land Transport Master Plan 2040 and Support Measures to Alleviate Impact of Rising Oil Prices on Drivers, Cabbies and Delivery Riders

The Minister clarified that the Land Transport Master Plan 2040 does not set targets for the number of taxi and private hire vehicles, as these are determined by market forces and platform pricing.
Fuel costs have risen by 15% since the start of 2022, increasing overall business costs for drivers by about 3%, with rental being the largest cost component.
Taxi and private hire operators have introduced measures like fare adjustments, rental rebates, and commission incentives to help drivers cope with rising fuel prices.
The government will continue monitoring the situation and collaborate with driver associations to support affected workers.
No specific support packages from the government were announced, but operators are taking proactive steps to alleviate the impact.

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4 Apr 2022

Proposal for Government to Lead the Way to Implement Shorter Work Shifts for Security Officers

Raj Joshua Thomas proposed that the Government, as a major buyer of security services, require shorter 8–10 hour shifts instead of current 12-hour shifts in its tenders to improve work-life harmony for security officers.
Lawrence Wong noted that since 2020, the Government uses outcome-based contracts that let providers determine shift lengths, while the Employment Act now caps overtime at 72 hours monthly, removing previous exemptions for longer shifts.
The Government will continue collaborating with tripartite partners to further enhance the working conditions of security officers.

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4 Apr 2022

Impact of Upcoming Legislation for Fair Employment on Buyers of Outsourced Services

Raj Joshua Thomas asked if the upcoming fair employment legislation would require buyers of outsourced services to avoid clauses that create unfair or discriminatory conditions for outsourced workers.
Minister Tan See Leng stated that employers must follow the Tripartite Guidelines on Fair Employment Practices, and citing client discrimination would still be a breach; enshrining these guidelines into law would not change this.
The Ministry of Manpower and Tripartite Alliance will address complaints about discriminatory practices by service buyers and may suspend work pass privileges if needed.
The Tripartite Committee on Workplace Fairness is focusing on employment relationships and aims to complete its work by the second half of the year.

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4 Apr 2022

Impact of Work-from-home Arrangements on Reduction of Gender Inequalities and Increase in Female Labour Participation Rate

Louis Ng asked if the Ministry of Manpower has conducted or plans to study the impact of work-from-home arrangements on reducing gender inequality, stereotypes, wage gaps, and increasing female labour participation.
The Minister replied that no local studies have been commissioned but encouraged stakeholders to conduct robust research and share findings.
The Minister highlighted that flexible work arrangements are already valued by MOM, unions, and employers as key to balancing work and caregiving, especially for women, but noted societal mindset shifts are needed for men to share caregiving equally.
Reference was made to a 2020 study linking the gender pay gap to occupational segregation and caregiving responsibilities, suggesting flexible work arrangements could help women remain in the workforce and reduce pay disparities.
The White Paper on Singapore Women’s Development is cited as a framework that will positively impact the gender indicators raised.

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4 Apr 2022

Number of Applicants for SGUnited Mid-Career Pathways Programme

The SGUnited Mid-Career Pathways Programme received over 20,800 applications from locals by January 2022, with 7,200 placed into attachments, and about 2,600 (77% of 3,400 who completed or exited) found employment within six months.
Participants received monthly training allowances ranging from $1,600 to $3,800, with both the average and median allowances around $2,600, funded up to 90% by the government.
The programme, launched in July 2020 to support mid-career jobseekers during a weak labour market, has seen a high drop-out rate but remains a permanent employment facilitation tool for mature trainees facing career-switch challenges.

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4 Apr 2022

Review on Projected Number of Migrant Domestic Workers Given COVID-19 Disruptions and Ageing Population

The Minister for Manpower stated that demand for caregiving support will rise with Singapore's ageing population, where one in five residents will be 65 and above by 2030, but projecting the exact number of migrant domestic workers (MDWs) is complex due to multiple factors and evolving options like assisted living and expanded household services.
The government is expanding a wide range of eldercare services, including home care, day care, community rehabilitation, assisted living pilots, and an expanded Household Services Scheme to offer more alternatives and potentially moderate MDW growth.
While MDWs remain important, the government encourages diversity in their source countries and will continue monitoring population trends and regularly reviewing policies to meet caregiving needs.

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4 Apr 2022

Encouraging Younger Singaporeans to Take Up Trade Jobs such as Licensed Electricians and Plumbers

Member of Parliament Pritam Singh inquired about government strategies to attract younger Singaporeans to trade jobs and the feasibility of growing a Singaporean core in these roles.
The Minister for Manpower responded that the focus is on preparing the workforce for in-demand jobs as the economy transforms, using Industry Transformation Maps and Jobs Transformation Maps to guide reskilling and talent pipeline development.
The Minister highlighted that the local workforce is finite and aging, with a shift toward higher-value PMET roles, leading to a decline in non-PMET trade jobs’ share from 2011 to 2021.
Young residents aged 25-29 have high employment rates and a growing proportion in PMET jobs, with real median income growth, indicating strong outcomes in the current job landscape.
The government will continue collaborating with industry and tripartite partners to create job opportunities and prepare workers for roles in demand.

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11 Mar 2022

Statistics on Enforcement Actions against Employers for Compelling Work Permit Holders to Work on Rest Days without Prior Written Agreement between 2016 and 2020

Mr Louis Ng Kok Kwang asked for statistics from 2016 to 2020 on enforcement actions against employers who compelled work permit holders to work on rest days without prior written agreement, including investigations, warnings, fines, charges, and convictions.
The Ministry of Manpower clarified there is no legal requirement for written consent for rest-day work but advises written agreements for routine scheduling to avoid disputes, with workers able to withdraw consent anytime.
Between 2016 and 2021, MOM received about 20 complaints annually about rest-day non-provision, mainly issuing advisories, warnings, or fines, with follow-up inspections and employers promptly rectifying practices.

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10 Mar 2022

Central Pool of Relief Manpower under Early Childhood Development Agency to Provide Help to Preschools Affected by Rise in COVID-19 Infections

Ms Ng Ling Ling raised concerns about a central relief manpower pool under ECDA to support preschools affected by rising COVID-19 cases and asked about monitoring teachers' mental wellness amid increased workload.
Minister Masagos Zulkifli outlined ECDA's measures, including flexible staff deployment across classes and preschools, relaxed regulatory requirements during staff shortages, and streamlined contact tracing processes to aid operations.
The government directed preschools to source relief staff via platforms like EzMart or HR agencies, and encouraged monitoring staff well-being through rest breaks, workload rotation, and support from the Health Promotion Board.
Appreciation initiatives like care packs and wellness workshops were provided to preschool staff, and parents were urged to support efforts by keeping unwell children home and vaccinating eligible children.

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10 Mar 2022

Breakdown on Resignation of Teachers between First and 10th Year of Service in Past Five Years

Louis Ng asked the Minister for Education for the number of teachers resigning each year in the past five years by their year of service from first to tenth.
Chan Chun Sing responded that the average annual resignation rate of teachers in their first 10 years of service has been low and stable, at 2% to 3%.
He noted a slightly higher resignation rate of 3% to 4% for teachers around three to five years of service, compared to very low rates in the first two years due to bonds and about 2% for more experienced teachers.
Overall, teacher resignation rates are lower than other schemes in the Civil Service.

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10 Mar 2022

Strengthening Singaporean Core in Nursing Profession

Leon Perera asked if the government would review the total compensation for Singaporean nurses to align it with wages in developed countries.
The Senior Minister of State for Health responded that salaries are set based on local market conditions, with periodic reviews to ensure competitiveness.
In 2021, public healthcare nursing salaries were enhanced by 5% to 14% over two years, with further support for the community care sector.
Nurses also receive an annual Nurse Special Payment, which is reviewed yearly to keep nursing pay attractive.
The government aims to ensure nursing remains a viable career for Singaporeans through competitive salaries and non-monetary measures.

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10 Mar 2022

Impact of Increase in Paternity Leave on Employability, Productivity and Family Relationships of Employees

Louis Ng Kok Kwang asked the Government to study the doubling of paternity leave by multinational companies and consider extending this to all fathers, highlighting concerns about employability, productivity, and family relationships.
Indranee Rajah responded that while international research supports the benefits of paid parental leave, the Government must balance these with employers' operational needs, and she emphasized the importance of companies fostering family-friendly cultures rather than mandating universal doubled leave.
Louis Ng raised clarifications about potentially equalizing parental leave to address gender stereotypes, prompting Indranee to agree on the need for mindset changes among both fathers and employers to improve paternity leave uptake, which currently remains below target levels.

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9 Mar 2022

Penalties on Employers for Failure to Comply with Advisory on Work and Leave Arrangements for COVID-19-positive Employees

Louis Ng asked about penalties for employers who violate the advisory on work and leave for mildly symptomatic or asymptomatic COVID-19-positive employees, and what remedies affected employees have.
Tripartite advisories are issued to guide fair employment practices, and employers are expected to follow them; deviations may prompt employee complaints to MOM.
MOM will verify facts, advise employers to comply, and has not yet encountered any employer who willfully refuses after being informed.
If an employer persists in non-compliance, MOM will suspend their work pass privileges as a penalty.
Employees who face issues can approach MOM for assistance and resolution.

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9 Mar 2022

Committee of Supply – Head O (Ministry of Health)

Multiple MPs called for stronger primary care and better coordination for an ageing population with chronic diseases, highlighting the heavy burden of frequent clinic visits and the need for GPs to play a greater role in preventive and long-term care.
Discussions focused on the well-being and support of healthcare workers, including better remuneration, work-hour reviews, protection from abuse, and improved conditions for junior doctors, nurses, and outsourced staff.
Ministers announced the Healthier SG strategy to shift focus to preventive healthcare, enrolling residents with family doctors for care plans, and integrating community partnerships, with details to be refined through public consultation and a White Paper.

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9 Mar 2022

Comparison of Proportion of Gainfully Employed Special Needs Adults Pre- and During COVID-19 Pandemic

The employment rate for special needs adults in Singapore rose from 28.2% pre-COVID (2018-2019) to 30.1% during the pandemic (2020-2021), with most employed in community, social, and food services sectors.
Common barriers to employment include the need for workplace adaptation, communication difficulties, and employer concerns about additional costs for modifications and support.
Government initiatives like the Open Door Programme, Enabling Employment Credit, and Jobs Growth Incentive provide job matching, wage offsets, and training to support employment of persons with disabilities.
SG Enable collaborates with Workforce Singapore and e2i for job matching, with funding schemes integrated through programs like the Open Door Programme.
Targeted support during the pandemic included new programs under the National Jobs Council, creating nearly 300 job and training opportunities for persons with disabilities.

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8 Mar 2022

Average Wage Earned by Prison Inmates Per Hour of Work in Prison Jobs in Past Three Years and Plans for Wage Framework

Leon Perera inquired about the average hourly wages for prison inmates over the past three years and whether a wage framework exists or is being developed.
The Minister for Home Affairs stated that work programmes aim to engage inmates purposefully, build work ethics, and prepare them for post-release employment.
Inmates voluntarily participate in work programmes and receive allowances, not wages, ranging from $0.30 to $2.60 per hour depending on programme requirements.
The allowance is intended to motivate inmates and support their development rather than serve as compensation for labor.
The Ministry does not currently prescribe a wage framework but focuses on providing meaningful work experiences to aid rehabilitation.

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8 Mar 2022

Update on Plans to Regulate Foreign Worker Dormitories under Foreign Employee Dormitories Act

The Senior Minister of State for Manpower confirmed plans to expand the Foreign Employee Dormitories Act (FEDA) to include smaller dormitories with fewer than 1,000 beds by the end of the year, aiming to strengthen regulatory standards and consistency.
Engagement with dormitory operators, including NGOs, is ongoing due to the diverse landscape and infrastructure constraints, with more details on the expansion to be shared in the coming months.
Louis Ng Kok Kwang raised concerns about the timeline for implementation and support for dormitories adapting to new rules, to which the Minister responded that sufficient transition time and further details will be provided later this year.

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7 Mar 2022

Variations to Existing Waste Management Contracts under Government Entities to Factor in Progressive Wage Model

The National Environment Agency has six major waste collection contracts expiring after 2024, accounting for over 90% of government waste management value, alongside over 100 smaller agency contracts mostly ending by 2024.
An advisory will be issued to government agencies to allow contract variations with waste management service providers to account for cost increases from the Progressive Wage Model (PWM), which was announced with a 1.5-year lead time before implementation.
For contracts signed before the PWM announcement, agencies may consider variations with justification or mutually agree to terminate and re-tender, while the Progressive Wage Credit Scheme provides transitional support to cushion wage increases.

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7 Mar 2022

Committee of Supply – Head S (Ministry of Manpower)

The Ministry of Manpower announced significant enhancements to the Progressive Wage Model and Workfare Income Supplement, including expanding PWM coverage to 94% of full-time lower-wage workers by early 2023 and increasing Workfare qualifying income cap to $2,500 monthly with a new $500 minimum monthly earning requirement, supported by $9 billion in government spending over five years.
A new Complementarity Assessment Framework (COMPASS) for Employment Pass applicants will be implemented from September 2023, evaluating factors like salary relative to local PMET wages, qualifications, firm diversity, and support for local employment, with a $20,000 monthly salary exemption for senior management roles.
The government is expanding the Household Services Scheme to include basic child-minding and elder-minding services, promoting flexible work arrangements, and enhancing mental well-being support in workplaces, while enshrining fair employment guidelines in law to strengthen workplace fairness.

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7 Mar 2022

Monitoring of Manpower Policies in Hospitals with Respect To Rest and Leave Days of Nurses and Doctors

Louis Ng asked the Ministry of Health (MOH) about monitoring hospital manpower policies for compliance with the Employment Act, whether the Omicron wave allows exceeding work hour limits, and how MOH ensures nurses and doctors have sufficient rest.
Dr Koh Poh Koon stated that rest day and work hour rules are governed by the Employment Act or cluster contracts, noted the heavy burden on healthcare workers during COVID-19, and said employers pay overtime for essential work while encouraging staff to take leave and reduce non-urgent care.
Louis Ng inquired about specific overtime hours for nurses and doctors over the pandemic, the resignation rate among experienced healthcare workers, and retention efforts.
Dr Koh acknowledged the crisis and extended hours, noting that MOH will provide a fuller response on supporting staff and boosting manpower at the upcoming Committee of Supply.

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