Employment & labour — Topics

18 Feb 2022

Data on Companies Offering Right to Work from Home after Government's Decision to Allow 50% to Return to Office from January 2022

Mr Louis Ng asked the Ministry for Manpower for data on how many and what percentage of registered companies offer the right to work from home after the government allowed 50% of eligible employees to return to the office in January 2022, and whether the Ministry plans to collect this data if it is not available.
Minister Tan See Leng responded that current COVID-19 regulations require businesses to implement work-from-home for at least 50% of their workforce who can do so, with flexible hours for others.
The Ministry tracks flexible working arrangements, noting that in 2020 nearly 80% of firms offered such arrangements sustainably and about 50% offered remote work, with 2021 data to be published later.
The Ministry will continue collaborating with tripartite partners to expand access to flexible work arrangements, recognizing that not all roles are suitable for remote work and aiming for inclusivity across flexi-load, flexi-time, and flexi-place options.

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18 Feb 2022

Take-up Rate of Portable Medical Benefits Scheme and Plans to Encourage More Employers to Participate

The Portable Medical Benefits Scheme (PMBS) has a 9% take-up rate among establishments, covering about 22% of the workforce, with higher adoption in larger companies.
The Ministry for Manpower highlights PMBS as a sustainable solution for healthcare costs amid aging populations and MediShield Life, noting the Public Service has adopted it since 1994.
MOM is working with the Singapore National Employers Federation to engage employers and explain the benefits of PMBS to address hesitancy and encourage participation.

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18 Feb 2022

Median Length of Service of Social Workers Working with Single Family Service Centre and Multiple Family Service Centres in Each of Past Five Years

Louis Ng Kok Kwang asked the Minister for Social and Family Development for the median length of service of social workers at single and multiple Family Service Centres over the past five years.
The Minister stated that data for social workers at single Family Service Centres is available and presented in Table 1.
The Minister clarified that the ministry does not have data on social workers' length of service without any interim employment outside the Family Service Centres.

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18 Feb 2022

Annual Budget Statement

The Minister for Finance outlined a comprehensive budget to support Singapore's post-pandemic recovery, proposing targeted measures like a $500 million Jobs and Business Support Package and a $560 million Household Support Package to aid struggling sectors and households amid inflation and economic uncertainties.
To address long-term challenges, the budget emphasized investing in new capabilities, including digital infrastructure and R&D, advancing the green transition by raising the carbon tax and setting a net-zero emissions target by around 2050, and strengthening the social compact through enhancements to lower-wage worker support, retirement adequacy, and healthcare reforms.
Revenue enhancements were announced, including higher personal income tax rates for top earners, increased property tax rates for non-owner-occupied and high-value homes, and a staggered GST increase from 7% to 9% starting in 2023, accompanied by an enhanced Assurance Package to cushion the impact on Singaporeans.
The budget also detailed adjustments to foreign worker policies, such as raising qualifying salaries for Employment Pass and S Pass holders, and reflected a revised fiscal outlook with lower-than-expected draws on past reserves for COVID-19 relief, while maintaining deficits for FY2021 and FY2022.

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18 Feb 2022

Salary Disputes Arising from Imposition of Self-Isolation without Medical Certificates under COVID-19 Protocol 2 and Plans to Assist Affected Workers

The Deputy Speaker called for a question from Mr Xie Yao Quan regarding salary disputes for workers self-isolating without medical certificates under COVID-19 Protocol 2.
Mr Tan Wu Meng rose to ask Question No. 15 on behalf of Mr Xie Yao Quan.
Dr Koh Poh Koon stated that no salary disputes have been reported, as employers are following tripartite advisories on health protocols.
He advised employees to refer employers to covid.gov.sg or approach the Ministry for assistance if employers require medical certificates for COVID-19 sick leave.
The response highlighted collaboration between MOM, SNEF, and NTUC to ensure adherence to guidelines and support workers.

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18 Feb 2022

Assistance for Companies Considering Implementing Shorter Work Weeks

Yip Hon Weng asked how many companies in Singapore practice shorter work weeks and if guidance can be provided to others considering such arrangements.
The Minister of State for Manpower stated that compressed work weeks are a form of flexible work arrangement and about one in 10 establishments offered them in 2020, with resources available from TAFEP.
The government encourages flexible work arrangements suited to each company, recognizing that compressed work weeks are not suitable for all jobs or employees.
In response to a supplementary question, the Minister mentioned the Human Capital Partnership program recognizes progressive employers but noted that tender specifications should remain objective and focused on performance metrics.

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18 Feb 2022

Impact of Rise in Hybrid Working Arrangements on CPF Contributions

The Minister for Manpower confirmed that CPF contributions have not been adversely affected by the rise in hybrid work arrangements, with obligations applying equally to all employees, including those working remotely for overseas employers.
Employers are legally required to pay mandatory CPF contributions based on wages earned in Singapore, and employees can voluntarily contribute up to $37,740 annually to boost their retirement savings.
The CPF Board uses detection systems, reporting mechanisms, and proactive audits to ensure compliance, and will enforce penalties against employers who fail to meet their CPF obligations.

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18 Feb 2022

Resignation Rate among Singaporean Employees in Last Two Years

The Minister for Manpower reported that Singapore's resignation rate has remained consistently low, decreasing from 1.8% in Q3 2019 to 1.6% in Q3 2021, and is below the pre-pandemic average, contrasting with global trends.
Higher resignation rates have been observed in growth sectors like Financial Services, Professional Services, Information and Communications, and Health and Social Services as the economy recovers.
The Government is supporting employers and employees by promoting hybrid work resources, such as the IHRP's Playbook and COVID-19 Taskforce tools, to improve talent retention and reduce turnover.

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18 Feb 2022

Income Data of Long-term Unemployed Population with Breakdown by Income Group in Past Three Years and Help Measures Planned

The Minister for Manpower stated that the Ministry tracks long-term unemployment by age, gender, and education, and cited industries like Transportation, Administrative Support, Arts, Construction, and Accommodation as most affected by COVID-19, but emphasized a broad-based approach to help all workers stay relevant through upskilling and job redesign.
Government measures include Job Transformation Maps, funding support for employers under the Productivity Solutions Grant, Job Redesign Reskilling Programmes, and the National Jobs Council's placement of over 174,000 jobseekers through the SGUnited Jobs and Skills package, with enhanced support for long-term unemployed via Career Conversion Programmes.
The Minister noted that long-term unemployment is low at 0.9% (about 22,000 residents), with higher rates among older, less-educated workers in inward-facing sectors, and plans to proactively identify at-risk industries and expand reskilling programmes, though capacity is limited by employer resources.

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15 Feb 2022

Statistics on Doctors under Structured Traineeship Programmes Consuming Maternity or Paternity Leave

Dr Tan Wu Meng sought detailed statistics from 2018 to 2021 on doctors in structured traineeship programmes, including gender breakdowns, rates of becoming parents during training, leave consumption, and impacts on training completion.
Ong Ye Kung reported that approximately 2,100 doctors were in residency annually, with balanced gender distribution, and about 13% of trainees had a newborn during the period.
Most trainees who became parents consumed their full maternity or paternity leave entitlements.
Among those with newborns, 2% had training extended by over a year due to leave-related absences, and fewer than 5% resigned due to family commitments.
The data covers residents in both residency and senior residency programmes across the specified years.

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15 Feb 2022

Take-up Rate of Government-paid Paternity Leave vis-a-vis Government-paid Maternity Leave from 2019 to 2021 and Additional Steps to Encourage Co-parenting

From 2019 to 2021, the take-up rate for Government-Paid Maternity Leave was higher than for Government-Paid Paternity Leave, with 2019 rates at 79% and 55% respectively, while data for 2020 and 2021 is pending due to claim processing timelines.
The lower take-up rate for paternity leave is attributed to its later introduction in 2013 compared to maternity leave in 2004, though paternity leave uptake has increased from 25% in 2013 to 55% in 2019, with expectations of the gap narrowing over time.
The government is encouraging higher paternity leave take-up through workplace initiatives like the Tripartite Standards on Flexible Work Arrangements and the Great Companies for Dads Awards, alongside community efforts such as the Alliance for Action to promote co-parenting.

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15 Feb 2022

Staff Shortfalls Faced by Social Service Agencies in Past Two Years

Louis Ng Kok Kwang asked the Minister for Social and Family Development about the number and percentage of Social Service Agencies (SSAs) facing staff shortfalls in the past two years, as well as the average and median shortfall per SSA.
According to a 2019 survey of 187 SSAs, about two-thirds (125 agencies) reported vacancies for permanent positions, with an average vacancy rate of 8%.
Among SSAs with vacancies, the average number of vacancies per agency was 15, while the median was four.
The vacancies included positions across various sub-sectors, not limited to core social service programmes.
The data reflects the situation from the 2019 Manpower and Salary Survey, which is the most recent comprehensive survey cited in the response.

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15 Feb 2022

Raising of Standards of Accountancy Sector by Singapore Accountancy Commission Since Inception in 2013

The Singapore Accountancy Commission launched the Singapore Chartered Accountant Qualification in 2013, which has seen steady growth in candidates and introduced a first-in-Asia Chartered Valuer and Appraiser programme to enhance business valuation standards.
It partnered with Workforce Singapore to upskill workers through initiatives like the Career Conversion Programme for internal audit and created Jobs Transformation Maps to prepare the workforce for evolving job roles in the accountancy sector.
The Commission rolled out the Digital Transformation for Accountancy programme to help small and medium practices adopt technology, supporting about 140 firms from 2018 to 2020 and organising hackathons to drive innovation.
These efforts have contributed to the sector’s growth, with accounting revenue increasing by an average of 5.8% annually from 2015 to 2019 and more than 3,000 jobs created prior to the pandemic.

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15 Feb 2022

Displacement of Workers from Implementation of Regulation on Self-clearing of Plates and Utensils in Hawker Centres and Food Courts

Assoc Prof Jamus Jerome Lim inquired about the potential displacement of workers due to the new self-clearing regulation for plates and utensils in hawker centres and food courts and whether there are transition plans for affected workers.
Grace Fu Hai Yien explained that the Clean Tables Campaign, launched in 2021, aims to improve hygiene by encouraging tray return but does not replace cleaners, who remain essential for general cleanliness and sanitization.
Agencies are working with stakeholders to revise cleaning workflows, such as assigning cleaners to sort crockery and wipe tables, and emphasized that the campaign should not be used as a reason to lay off workers.
The COVID-19 pandemic has increased hygiene demands, reinforcing the ongoing need for cleaners in dining places despite the self-clearing initiative.

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15 Feb 2022

Support for Public Sector Healthcare Employees to Cope with Personal Caregiving Responsibilities

Public healthcare institutions provide leave benefits such as Childcare Leave, Family Care Leave, and extended maternity/paternity leave, with 100% of eligible female staff and 80.4% of male staff taking up post-childbirth leave in the past year.
Flexible work arrangements like staggered shifts, compressed work weeks, and work-from-home are available, with part-time work take-up rates at 4.1% for females and 1.3% for males, supported by on-site childcare facilities and contingency nurse pools.
Professional development pathways and traineeships accommodate caregiving responsibilities, offering study leave for doctors and deferment options for pregnant nursing students, with special considerations during emergencies like COVID-19.

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15 Feb 2022

Teachers' Workload and Hours Spent Working In and Outside of School

The Ministry of Education reported that teachers' average weekly work hours during term time have remained stable at 50 to 53 hours over the past five years, and they have implemented measures like enhanced IT systems and reduced examination coverage to manage workload.
In response to hybrid learning and pandemic disruptions, MOE has provided professional development, curriculum resources, and greater school flexibility to support teachers, while also upholding guidelines to protect their time outside school hours and during holidays.
MOE is strengthening teacher well-being through self-care resources, workshops, and fostering supportive school cultures, while working with stakeholders to ensure workload sustainability and holistic support.

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15 Feb 2022

Progress on Efforts Taken to Bring In New Workers for Construction Industry

The Retention Scheme, launched in September 2021 in partnership with SCAL, has enrolled about 430 workers and successfully matched 60% of them to new employers, with the rest in the matching process.
The Ministry of Manpower is facilitating the entry of more construction workers under safe management protocols, with 21,000 migrant workers entering Singapore through industry initiatives to date.
Between November and December 2021, an average of 18,000 Construction, Marine and Process workers entered Singapore monthly, and efforts will continue subject to the public health situation.

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15 Feb 2022

A Fairer and More Inclusive Singapore for Low-wage Migrant Workers

Louis Ng Kok Kwang highlighted three major issues faced by low-wage migrant workers in Singapore—forced kickbacks, prolonged confinement in dormitories, and exhaustion—proposing solutions such as harsher penalties for kickback offences, a permanent scheme for workers to change employers, and a mandatory rest day per month.
Senior Minister of State Koh Poh Koon responded that current penalties for kickbacks are sufficient and already allow for per-worker charges that can result in high fines, while the Retention Scheme is being considered for extension beyond the construction sector based on industry readiness.
Koh also noted that migrant workers already have weekly rest day protections under the Employment Act and that the government is taking a calibrated approach to gradually allow more dormitory residents into the community, balancing health risks with well-being.

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15 Feb 2022

Toll on Public Service at Forefront of Fight against COVID-19 Pandemic and Measures to Ensure It Remains Competitive

Patrick Tay asked about attrition, welfare, and competitiveness of compensation for Public Service workers amid COVID-19 pressures, with the Minister confirming a rise in attrition and outlining support measures like mental health resources and salary reviews.
The Minister highlighted localized shortages, especially in ICT, and emphasized redeployment and flexible work arrangements, but noted frontline roles limit remote work options.
Concerns were raised about higher ICT sector attrition, with strategies including external recruitment, retraining existing staff, and aggregating projects to manage talent demands.

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14 Feb 2022

Forecast of Onset of Negative Local Workforce Growth and Likelihood of It Stagnating

The Minister for Manpower highlighted that Singapore's resident workforce growth has been slowing due to lower birth rates and an ageing population, with average annual growth dropping from 55,200 (2011–2015) to 20,600 (2016–2020).
Despite earlier projections of stagnation within 10 years from 2017, the workforce is now expected to continue growing beyond 2027, driven by higher employment rates among senior workers and women.
The government is implementing measures like raising retirement ages, increasing CPF contributions for seniors, and promoting flexible work arrangements to support workforce sustainability.
As resident workforce growth slows, Singapore must focus on boosting productivity through technology and innovation to sustain economic transformation.
The exact point of workforce stagnation remains uncertain and depends on ongoing efforts to enhance employability and workforce participation.

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