Employment & labour — Topics

12 Jan 2022

Monetary Awards for Outsourced Workers Performing Essential Services in Healthcare Settings

Abdul Samad asked if the Ministry of Health plans to support publicly funded healthcare organisations in making monetary awards to about 5,000 outsourced essential services workers for their frontline contributions during the COVID-19 pandemic.
Ong Ye Kung stated that the matter was addressed in a written reply on 10 January 2022, referring to the extension of the COVID-19 Healthcare Award to outsourced workers in patient care areas.
The debate highlights recognition for outsourced workers like cleaners, porters, and security officers who worked alongside healthcare staff during the pandemic.
The government's position is that the issue has been previously addressed through official replies, implying existing measures or consideration.
The discussion underscores the importance of equitable recognition for all frontline workers in healthcare settings, including those outsourced.

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12 Jan 2022

Numbers of Graduates from ITE's Full-time Technical Diploma Courses and Their Starting Salaries

Abdul Samad inquired about the number of graduates from ITE's three Technical Diploma courses and whether their starting salaries matched those of polytechnic diploma holders, requesting salary ranges if not.
Chan Chun Sing stated that ITE offers three Technical Diplomas in Machine Technology, Automotive Engineering, and Culinary Arts, with about 800 graduates since 2008.
He added that the median starting salaries of Technical Diploma graduates in full-time employment have been comparable to polytechnic diploma holders over the last five years.

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12 Jan 2022

Ensuring Workers Not Covered by Progressive Wage Models and Local Qualifying Salary Scheme Will Earn Monthly Salary of At Least $1,400

Gerald Giam asked how many workers earning under $1,400 are in firms with over 10 employees but no foreigners, and how they would be ensured a minimum wage of $1,400 after September 2022, since the Local Qualifying Salary (LQS) does not apply to such firms.
Tan See Leng explained that measures like the Progressive Wage Model and LQS would cover 234,000 lower-wage workers from September 2022, with only about 2,000 workers in firms with over 10 employees and no foreigners earning under $1,400, mostly in small family businesses.
The Minister stated that market forces and wage increases in sectors like cleaning and security would eventually lift wages for uncovered workers, with entry-level cleaners and security officers seeing significant cumulative wage growth by 2028.
The Government is enhancing the Workfare Income Supplement scheme to provide higher cash and CPF top-ups to lower-wage workers from 2023, and introducing the Progressive Wage Mark to incentivize employers to adopt progressive wages.
The Ministry will continue implementing more Progressive Wage Models in 2022 and 2023, and require government suppliers to obtain the PW Mark to support wage uplifts for lower-wage workers.

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12 Jan 2022

Health Insurance for Employees Aged 65 and Above, and Heath Checks to Determine Their Ability to Work Beyond Statutory Retirement and Re-employment Ages

Mr Yip asked about health insurance coverage for employees aged 65 and above, employer difficulties procuring it, and the Ministry’s efforts to improve accessibility, with the Minister noting most employers provide some medical benefits but restructuring to the Portable Medical Benefits Scheme (PMBS) is recommended to avoid duplication with MediShield Life and support senior employment.
The Minister said using health checks to determine work ability could create uncertainty and risk unfair re-employment denials, so Tripartite Guidelines presume seniors are fit unless signs of unfitness appear, and retirement ages are already job-specific in some regulated cases.
Despite the pandemic, employment rates for those aged 55-64 and 65+ have increased, showing statutory retirement and re-employment ages effectively support senior employment.

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12 Jan 2022

Towards a Low-carbon Society

Parliament debated measures to advance Singapore's inclusive transition to a low-carbon society, focusing on enhancing green financing, creating green jobs, and strengthening corporate accountability, with a call for whole-of-society partnership.
Speakers highlighted Singapore's energy constraints and the need for international carbon trading and renewable energy imports, while urging a faster pace on climate targets, including a net-zero by 2050 commitment and a significantly higher carbon tax.
Emphasis was placed on supporting businesses, especially SMEs, through funding and capability-building, and ensuring an inclusive transition by upskilling workers—particularly mid-career and older employees—for green jobs in sectors like finance, built environment, and carbon services.

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12 Jan 2022

Female Workforce Participation in Emerging Industries and Sectors with Dearth of Women Talents

The Minister noted that Singapore's female employment rate has risen from 54% in 2010 to 57.7% in 2020, with women's share in PMET roles increasing from 41.1% to 45.6%, and observed growth in sectors like information and communication, financial services, and health and social services where women now constitute 52.8%.
While women’s representation in STEM jobs has increased from 29.9% in 2015 to 32.4% in 2020, the sector still sees a dearth of female talent, which a 2019 study linked to gender differences in traits, skills, values on flexibility, and social norms rather than pure opportunity gaps.
The Ministry plans to collaborate with tripartite partners and community stakeholders to enhance women's access and retention in the workforce, particularly in emerging industries like digitalisation and sustainability, despite existing gender imbalances.

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12 Jan 2022

Measures to Promote Flexible Work Arrangements for Work-life Harmony and to Facilitate Caregivers and Women Returning to Workforce

The government has implemented a range of support measures for caregivers, including subsidized childcare and eldercare services, financial assistance for disability care, and the introduction of flexible work arrangements through tripartite standards and advisory resources to help manage work-life harmony.
Workforce Singapore and SkillsFuture Singapore provide employment facilitation programs, such as the Career Trial and Career Conversion Programmes, along with training support and wage subsidies to help caregivers, including women returning to the workforce, reskill and secure jobs.
Initiatives like the Workfare Income Supplement, Silver Support Scheme, and CPF top-up incentives aim to bolster the financial resilience and retirement adequacy of caregivers, with particular attention to those who faced lower incomes during their caregiving years.
The Ministry of Manpower and tripartite partners are enhancing outreach to elderly caregivers through 24 SGUnited Jobs and Skills Centres, career coaching, and community mentorship programs, while encouraging employers to adopt progressive HR practices and flexible work arrangements to support diverse workforce needs.

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11 Jan 2022

Protection and Recourse Available to Employees Who Experience Workplace Discrimination or Wrongful Termination for Not Being Vaccinated

The Ministry of Manpower emphasized that the Workforce Vaccination Measures aim to protect unvaccinated individuals and maintain workplace safety, with vaccination being a key tool to reduce transmission.
For unvaccinated but medically eligible employees, employers may redeploy them to work-from-home roles, place them on no-pay leave, or terminate their contracts as a last resort, which is not considered discrimination or wrongful dismissal if done in accordance with employment contracts.
Employees medically ineligible for vaccination are still permitted to enter workplaces, and if they face discrimination or dismissal based on vaccination status, they are advised to seek assistance from the Ministry of Manpower.

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11 Jan 2022

Inspection on Food Provisions for Migrant Workers and Proportion of Migrant Workers with Access to Cooking Facilities before and after Onset of COVID-19 Pandemic

The Ministry of Manpower (MOM) monitors migrant worker welfare through teams visiting dormitories, collaborations with NGOs, and a mobile app for reporting issues, addressing feedback on food quality and dietary needs when raised.
In the past five years, MOM received occasional feedback on food provisions and required employers to address concerns promptly, but specific annual inspection numbers were not detailed in the response.
Approximately two-thirds of migrant workers reside in dormitories with cooking facilities, and nearly all have resumed cooking with safe management measures after the COVID-19 pandemic onset.
For migrant workers without access to cooking facilities, employers are required to make alternative arrangements to ensure they have access to food.

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11 Jan 2022

Proposal for Financial Support for Families to Cover Increased Costs of Bringing in Migrant Domestic Workers in Event of Unsuccessful Employment Relationship

Assoc Prof Jamus Jerome Lim proposed financial support for families to cover increased costs if an employment relationship with a migrant domestic worker ends unsuccessfully.
The Ministry of Manpower introduced a cost-sharing initiative in September 2021 for Stay-Home Notice and COVID-19 test costs if an employer change occurs within the first year.
With eased border measures, employers can arrange for migrant domestic workers to serve quarantine at their own residence or an agent’s location, lowering hiring costs.
The ministry also improved access to migrant domestic workers' employment history to help employers assess suitability and promote successful employment relationships.

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11 Jan 2022

Study on Prevalence of Concept of Intergenerational Teams in Local Companies

Yip Hon Weng asked whether any study has been conducted on the prevalence of inter-generational teams in local companies and how the Ministry will encourage work redesign to leverage age diversity.
The Ministry of Manpower does not have specific data on the prevalence of such teams but emphasises that an age-diverse workforce is crucial for business competitiveness as populations age.
The Ministry supports businesses by increasing statutory retirement and re-employment ages and expecting employers to adopt fair, merit-based employment practices.
The Ministry encourages age-friendly job redesign through grants like the Productivity Solutions Grant and Enterprise Development Grant, and recognises such practices via the Tripartite Standard on Age-friendly Workplace Practices.
Tripartite partners like NTUC support workforce transformation through initiatives such as Company Training Committees, contributing to strong senior employment rates despite the pandemic.

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11 Jan 2022

Update on Recipients of COVID-19 Recovery Grant

Dennis Tan asked whether the Ministry tracks how many COVID-19 Recovery Grant (CRG) recipients obtained new jobs after the grant ended, and to provide the number to date.
The Ministry of Social and Family Development (MSF) does not track job outcomes after CRG disbursement but offers job search and training resources to recipients and works with partners to support prolonged cases.
As of 31 December 2021, about 5,500 CRG recipients received a second tranche of assistance, which can indicate ongoing need.

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11 Jan 2022

State of Employment for Graduates from COVID-19 Pandemic Cohorts

The overall employment rate for Class of 2020 graduates was comparable to 2019, with nine in ten from Autonomous Universities and eight in ten from Polytechnics and ITE employed within six months of graduation.
Full-time permanent employment rates dipped slightly during the pandemic, with seven in ten from Autonomous Universities and five in ten from Polytechnics and ITE securing such roles.
Over 11,500 graduates benefited from the SGUnited Traineeships Programme, and among 7,200 who completed traineeships by August 2021, 81% were employed.
The government is monitoring employment outcomes for the Class of 2021 and will provide support as needed.

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11 Jan 2022

Workplace Fatalities Related to Overwork

Melvin Yong Yik Chye asked if the Ministry of Manpower tracks workplace fatalities related to overwork and how many cases have been recorded in the past five years.
Tan See Leng stated that investigations found an average of five suspected overwork-related fatalities per year over the past five years, but no evidence linked long hours or fatigue to any workplace accidents.
He added that working hours are regulated under the Employment Act, with fines for violations, and that the Workplace Safety and Health Council promotes fatigue prevention through programs and campaigns.

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11 Jan 2022

Extent of Accumulated Leave amongst Public Healthcare Workers and Cap on Leave that can be Encashed

Shahira Abdullah asked about the proportion of public healthcare workers unable to clear 50% of their 2021 leave, the average cap on leave encashment, and the proportion who forfeited leave due to encashment limits.
Ong Ye Kung stated that less than one-third of workers could not fully clear their 2021 leave and that institutions allowed carrying forward unused leave and encashing up to one-third of the 2021 entitlement.
He added that less than 1% of staff had to forfeit accumulated leave in 2021.

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11 Jan 2022

Proposal to Prohibit Employers from Requiring Retail Staff to Stand for Prolonged Periods

Leon Perera proposed prohibiting employers from requiring retail staff to stand for prolonged periods when unnecessary, asking about government collaboration with employers to provide rest times and seats, and whether data is collected on affected workers and their health risks.
The Minister for Manpower referred to a previous response, encouraging retailers to support staff welfare but cautioning against excessive regulations that could impose rigidity in diverse retail settings.
The Minister stated that the Ministry does not collect the requested data, noting that occupational health experts view prolonged standing as potentially harmful but that retail staff typically move around and take breaks, reducing health risks.

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11 Jan 2022

Statistics of Women Leaders in Technology and Innovation Sectors in Singapore

Ms Tin Pei Ling asked for statistics on women leaders in Singapore's tech and innovation sectors across mid-management, senior management, and board levels, as well as the Ministry's efforts to grow the women talent pipeline.
According to a 2020 report, women make up 41% of Singapore's tech workforce, higher than the global average of 28%, while women on boards of SGX-listed tech companies increased from 12% in 2019 to 14% in 2021.
The Ministry, through IMDA, has initiatives like the SG Women in Tech movement, MentorConnect programme, and the SG100 Women in Tech List to profile and support women in tech.
Companies such as Amazon, PayPal, Microsoft, Razer, and Shopee have joined the SG Women in Tech Corporate Pledge, committing to fair hiring and support programmes, reaching over 120,000 people.
The government plans to review and expand these programmes to further support women's career aspirations and integrate them into the digital economy.

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11 Jan 2022

Amounts Allocated to Enhance Employment and Employability for Youths with Special Needs

The government allocated approximately $4.2 million in FY2020 and FY2021 to support youth transition and internship programmes, benefiting about 160 youths with disabilities in FY2020.
Multiple schemes like the Open Door Programme, Enabling Employment Credit, and Jobs Growth Incentive have placed thousands of persons with disabilities into jobs and provided wage support to employers.
Initiatives are being expanded, including extending the School-to-Work programme and launching new training and employment schemes under the National Jobs Council.
The government is implementing recommendations from the Third Enabling Masterplan and plans to further strengthen disability-inclusive employment efforts in the upcoming Enabling Masterplan 2030.

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11 Jan 2022

Impact of Tight Labour Market on Wage Inflation

The tight labour market in Singapore, driven by economic recovery and COVID-19 border restrictions, has led to a higher job vacancy-to-unemployed ratio and wage inflation, with median income growth reversing from a decline in 2020 to a 3.2% increase in 2021.
Wage growth is beneficial for workers but requires productivity gains to be sustainable for businesses, prompting the government to support transformation through grants like the Productivity Solutions Grant (PSG) and Enterprise Development Grant (EDG).
The government is investing in worker upskilling via initiatives such as the SGUnited Jobs and Skills Package, Career Conversion Programmes, and sector-specific reskilling to equip Singaporeans for emerging job roles.
Access to critical manpower is being facilitated through updated foreign manpower policies and schemes like Tech.Pass and Tech@SG, alongside calibrated border reopening to balance public health and economic needs.
The government continues to monitor the labour market, wage growth, and productivity to ensure businesses can grow and provide better outcomes for Singaporeans.

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11 Jan 2022

Impact of Efforts to Strengthen Singapore Core at Workplaces on Companies' Ability to Fill Specialised Roles

Singapore’s labour market tightened due to COVID-19 entry restrictions, causing companies to report greater difficulties in filling specialised roles over the past two years.
The government has eased entry restrictions in a calibrated manner and introduced initiatives like Career Conversion Programmes and SGUnited Mid-Career Pathways to help businesses reskill locals and fill vacancies.
To remain attractive to global talent, Singapore maintains an open and consistent work pass regime, including schemes like Tech.Pass and Tech@SG for specialised tech roles, while exploring refinements to the Employment Pass framework.

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