Employment & labour — Topics

4 Mar 2022

Provision of Subsidies to Families Using Household Services Scheme and Expanding It to Include Workers from More Countries

The Ministry of Manpower explained that the Household Services Scheme (HSS) allows eligible companies to hire migrant workers from countries like India, Myanmar, Sri Lanka, Thailand, and recently Cambodia, to provide part-time home cleaning and other household tasks.
The scheme has grown to 103 companies, benefiting around 16,000 households, and is being expanded to include more services such as grocery shopping and pet-sitting.
The Ministry stated it is considering further expansion of HSS services and will monitor market response but did not commit to providing subsidies similar to those for migrant domestic workers.

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4 Mar 2022

Committee of Supply – Head S (Ministry of Manpower)

Minister Koh Poh Koon stated that migrant worker community visits are underutilized but can be expanded as COVID-19 conditions improve, and emphasized measures to transform the workforce and improve migrant worker welfare.
Minister Tan See Leng corrected that the Non-Traditional Sources (NTS) List will begin in 2023, not 2021 as previously mentioned.
The debate highlighted ongoing efforts to strengthen workforce resilience through transformation, support for vulnerable workers, and upgrades to the migrant worker ecosystem.

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4 Mar 2022

Committee of Supply – Head S (Ministry of Manpower)

The Ministry of Manpower announced a new points-based COMPASS framework for Employment Pass applications, requiring candidates to meet both a qualifying salary and score points on complementarity and diversity factors, with implementation starting in September 2023.
S Pass qualifying salaries and levies will be raised in phases to align with local wages, aiming to reduce reliance on low-cost foreign labor and encourage job redesign, with the first increases effective from September 2022.
Changes to Work Permit policies, including reduced dependency ratios and new occupation lists for non-traditional sources, will be introduced from 2024 to support industry transformation and productivity growth.

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4 Mar 2022

Wrongful Dismissal Claim Requests Refused by Tripartite Alliance for Dispute Management

Since April 2019, about 6% of wrongful dismissal claims to TADM were refused because they exceeded the one-month filing deadline, while 12% were referred directly to the Employment Claims Tribunals due to unsubstantiated claims, with the remaining 82% processed through mediation.
TADM assesses claims against Tripartite Guidelines and may refuse mediation if facts show termination was contractual under the Employment Act or contract, citing lack of evidence such as emails or specific incidents, and explains reasons to claimants.
TADM mediators are trained in law and dispute resolution by the Singapore Mediation Centre, often have HR or Labour Court experience, and engage in continuous education, including studying Employment Claims Tribunals decisions, to ensure fair outcomes.

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3 Mar 2022

Annual Resignation Rate of Teachers in Past Five Years

Louis Ng Kok Kwang asked the Minister for Education for the annual resignation rate of teachers over the past five years.
Chan Chun Sing responded that the rate has remained low and stable at around 2% per year during that period.
The reply indicates no significant fluctuation in teacher resignations over the last five years.

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3 Mar 2022

Comparison of Total Number of Hours Teachers Work Per Week between 2018 and 2020

The Minister stated that no comparable data exists between 2018 and 2020 because surveys were conducted differently, with 2020 replaced by sentiment polls during the circuit breaker.
Comparing the 2019 and 2021 surveys, teachers' average weekly workload increased slightly from 51 to 53 hours during term time.
The initial survey in 2018 focused on specific workload components, while later surveys covered a broader range of teachers' duties.

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3 Mar 2022

Committee of Supply – Head V (Ministry of Trade and Industry)

Concerns were raised about the impact of the Ukraine crisis and global economic recovery on Singapore's growth and inflation forecasts, with questions on whether the projected 3–5% growth for 2022 remains achievable and how imported inflation can be moderated.
MPs highlighted the need to support SMEs and workers through digitalisation, innovation, and upskilling, including calls for better access to training, talent, and government schemes, as well as exploring shared service models and offshore work options to address manpower shortages.
The debate emphasized enhancing Singapore's competitiveness in trade, digital economy, and sustainability, with questions on progress of Industry Transformation Maps, digital economic agreements, and strategies to position Singapore as a key global node amid post-pandemic and geopolitical challenges.

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2 Mar 2022

Clarification by Minister for Finance

The Minister for Finance clarified a factual error regarding the implementation date of the new Local Qualifying Salary (LQS).
The original statement incorrectly cited 1 April as the effective date, but it will now take effect from 1 September this year.
This correction was made in a written statement circulated with the Speaker’s leave in accordance with parliamentary standing orders.

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2 Mar 2022

Efforts to Ensure Migrant Workers without Letter of Guarantee from Employers Can Access Medical Treatment

The Minister for Manpower explained that employers are required to cover the medical expenses of migrant workers in Singapore.
For medical emergencies, hospitals provide immediate treatment without needing a letter of guarantee, while non-emergency cases may require one, with MOM assisting if employers refuse to provide it.
MOM is reviewing medical insurance coverage and billing arrangements to improve access, and migrant workers can use primary care services or telemedicine for non-urgent needs.

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2 Mar 2022

Studies on Effects of Introduction of Gender-neutral Fertility Leave on Employability of Individuals Using It

Louis Ng asked for updates on studies about the effects of gender-neutral fertility leave on employability and the reasons if none exist.
The Ministry of Manpower confirmed no new studies have been undertaken since the last response and no proposals from researchers have been received.
Researchers can apply to the Social Science Research Council to conduct such studies, and the Ministry welcomes robust studies from stakeholders to inform policy discussions.

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2 Mar 2022

Mandatory Rest Day for Migrant Domestic Worker and Ensuring a 24-Hour period of Uninterrupted Rest

Louis Ng asked whether the mandatory rest day for migrant domestic workers would be defined as a full 24-hour period of uninterrupted rest when implemented at the end of 2022, but the Minister of State for Manpower replied that no specific number of hours would be set, allowing households to agree on arrangements and use helplines or third-party services if needed.
The Minister emphasized that the rest day policy aims to provide rest and support networks for workers, will be implemented towards the end of 2022, and encouraged open communication between employers and workers to avoid rigidity.
Louis Ng inquired about monitoring and enforcement of the rule and penalties for non-compliance, to which the Minister responded that MOM will communicate the requirement to agencies and employers, conduct regular checks, and allow workers or concerned parties to report issues for prompt assistance.

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1 Mar 2022

Employees Compelled by Employers to Obtain Medical Certificate for Self-testing Positive on ART and Available Recourse

The Minister for Manpower clarified that employers should not compel employees who test positive on an ART self-test but are well or have mild symptoms to obtain a medical certificate, as per a tripartite advisory to preserve healthcare capacity.
Despite the advisory, some employers are not complying, prompting MOM and MOH to reiterate that low-risk employees with mild symptoms should recover at home without needing a doctor’s certificate.
Employees facing such compulsion from employers are advised to report the issue to the Ministry of Manpower for further action.

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1 Mar 2022

Debate on Annual Budget Statement

Dr Shahira Abdullah highlighted rising inflation and cost-of-living concerns, supporting the Budget's progressive tax measures but questioning the eligibility criteria for GSTVouchers and calling for greater social support for vulnerable groups like migrant workers and persons with disabilities.
Xie Yao Quan argued that the unique design of Singapore's GST system makes it the fairest way to raise revenue for healthcare, as most GST is paid by foreigners and high spenders, and emphasized that a renewed social compact requires both higher contributions from the wealthy and stronger support for those in need.
Raj Joshua Thomas called for better work-life harmony for all workers, including lower-wage and outsourced workers, and urged a cap on social workers' caseloads, increased resources for research and community work, and fairer pricing in outsourced service sectors.
Louis Ng Kok Kwang advocated for systemic support for social workers, including caseload caps, dedicated funding for research and community work, and stronger resources to address the root causes of social issues rather than just symptoms.
Tin Pei Ling and Ang Wei Neng emphasized the need to manage the psychological impact of inflation, protect national reserves for future crises, and transform Institutes of Higher Learning to better equip students for a rapidly changing economy.

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1 Mar 2022

Debate on Annual Budget Statement

The debate highlights Singapore’s response to the pandemic and future challenges, emphasizing unity and the need to position the economy for growth amid global competition, digitalization, climate change, and an ageing population.
Key concerns raised include the impact of GST increases on households, the effectiveness of the Committee Against Profiteering, and the need for sector-specific industry transformation through refreshed Industry Transformation Maps (ITMs) to ensure inclusive growth and support for low-wage workers and SMEs.
Speakers stress the importance of building national resilience, innovation, and a sustainable future, with calls for more progressive taxation, support for platform workers, and ensuring that policies reflect diverse household structures and gender equity.

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1 Mar 2022

Employers Issued with Warnings, Composition Fines or Charges for Kickback Offences

Between 2016 and 2020, MOM took enforcement action against an average of 102 employers annually for kickback offences, affecting about five migrant workers per employer on average.
MOM does not track structured data on kickback amounts, but typical payments ranged from $1,000 to $3,000 per worker, and employers are required to return these funds to affected workers.
Victims are supported through referral to employment agencies for fee-free job changes, with about 20% finding new work and 30% staying with their current employer after issues were resolved.
MOM uses data analytics and mining to detect kickback patterns, alongside education efforts through programmes and apps to encourage migrant workers to report malpractices.

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1 Mar 2022

Support for Employers to Better Manage Remote and Hybrid Work Teams

Mr Yip Hon Weng asked whether the Ministry has assessed employer proficiency in managing remote work, if employers have adequate support, and if the Ministry can mediate assessment disputes arising from remote work.
The Minister of State for Manpower replied that the Tripartite Partners support companies implementing remote work, emphasizing employer autonomy, while offering grants like the Productivity Solutions Grant for technology adoption and resources like the Hybrid Work Playbook.
The Minister also noted that employees can seek help from TAFEP for unfair assessment issues, as fair employment principles remain unchanged despite remote work.
Mr Yip followed up by asking if the Ministry would consider leading financial assistance or grants to help companies adopt remote work technologies.
The Minister confirmed that the Productivity Solutions Grant is available for companies needing funding support to acquire remote work technologies.

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1 Mar 2022

Penalties for Employers who Implement Attendance-based Incentive Schemes

Louis Ng asked about penalties for employers using attendance-based incentive schemes once the Tripartite Guidelines on Fair Employment Practices are amended to clarify such schemes are a breach.
The Senior Minister of State noted that the matter had been addressed in a previous parliamentary question, but clarified that penalties include the curtailment of work pass privileges.
Louis Ng questioned the effectiveness of this penalty for companies that do not hire foreigners, prompting a follow-up on the penalty's applicability.
The Senior Minister of State explained that the penalty, such as a suspension of work pass privileges lasting up to 24 months, remains effective even if the employer does not currently employ foreign workers.

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28 Feb 2022

Debate on Annual Budget Statement

Edward Chia welcomed the Budget’s focus on uplifting lower-wage workers and the staggered GST hike, while highlighting labour shortages in essential sectors like childcare and healthcare, and urged a review of foreign talent policies to supplement an ageing local workforce.
Cheng Hsing Yao stressed the need to maintain Singapore’s openness to global talent amid xenophobia, urged careful policy design to balance growth and support for displaced workers, and called for a refreshed national vision to inspire all generations.
Rachel Ong praised the Budget’s social and green measures, proposed using renewable diesel as a transitional fuel for transport, and suggested regulating International Renewable Energy Certificates to boost market liquidity for sustainability goals.
Shawn Huang advocated for bold investments in R&D and innovation, proposing a dedicated Ministry of Science and Technology and stronger support for local enterprises to build globally competitive capabilities, while highlighting successful inclusion of neurodiverse workers.
Yip Hon Weng and other speakers emphasised prudent spending, better coordination of government services, and enhanced support for seniors, including micro jobs, integrated care navigation, and improved palliative care to address ageing population needs.

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28 Feb 2022

Number of Foreign Remote Employees Hired by Companies Based in Singapore and Breakdown by Industries

Yip Hon Weng asked for the number and industry breakdown of foreign remote employees hired by Singapore-based companies and measures to discourage excessive offshoring, but the Minister for Manpower (Dr Tan See Leng) stated that the Ministry does not track this data and emphasized Singapore's focus on transforming its economy toward higher-value activities while maintaining openness to global trade and foreign manpower to complement the local workforce.
Dr Tan explained that remote work has increased due to COVID-19, potentially prompting offshoring of lower-value work, but Singapore has historically shifted to higher-value industries like Advanced Manufacturing and Fintech, and tripartite efforts are ongoing to reskill workers for future jobs, with caution against balancing foreign and local workforce policies to avoid losing higher-value opportunities.
In a supplementary question, Yip asked if foreign remote employees are subject to foreign workforce levies, quotas, and CPF payments, and Dr Tan replied that they are not currently, but the Ministry would review if contracts are changed to attract such requirements.

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28 Feb 2022

Proposal for Prohibition against Attendance Bonus which is a Disincentive for Employees Taking Medical Leave

Louis Ng Kok Kwang asked whether the proposed workplace discrimination legislation would include a prohibition against attendance bonuses, which he argued disincentivise employees from taking necessary medical leave.
The Senior Minister of State for Manpower explained that current tripartite guidelines already discourage such schemes, and from next year, TAFEP will engage non-compliant employers and recommend enforcement actions like work pass suspensions.
Louis Ng reiterated that guidelines alone are insufficient and stressed the need to legislate against attendance bonuses to protect sick workers, while the minister maintained that a combination of guidelines, education, and targeted enforcement is appropriate.

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