Employment & labour — Topics

11 Jan 2022

Singapore’s Doctor- and Nurse-to-population Ratios and Planned Manpower Increases in Public Healthcare System in Next Five Years

Singapore's doctor-to-population and nurse-to-population ratios in 2020 were 2.6 and 7.4 per 1,000 people respectively, comparable to or higher than many advanced Asian economies but lower than most Western OECD countries due to differing healthcare systems and demographics.
The Ministry of Health plans to expand the national healthcare workforce from 73,000 to 93,000 by 2030 to meet rising demand from an ageing population and increasing chronic illnesses.
The government emphasizes that improving population health and evolving care models are key challenges alongside manpower growth, rather than merely emulating high ratios from other countries.

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11 Jan 2022

Attrition Rates in Public Healthcare System and Nurses and Allied Health Professionals Recruited for Public Sector in 2021

Mariam Jaafar inquired about 2021 attrition rates in public healthcare, including breakdowns by job categories and recognition for non-frontline support workers like maintenance staff to lower attrition.
Pritam Singh asked for the number of nurses and allied health professionals recruited in the public sector in 2021 on a quarterly basis and how this compared to 2020 and 2019.
Ong Ye Kung stated that these questions were addressed in a written reply to Questions 33-35 on 10 January 2022, referencing an official report on the impact of COVID-19 on healthcare staff resignation and recruitment.

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11 Jan 2022

Annual Number of Discrimination-related Claims Filed with Employment Claims Tribunal

Between 2019 and 2021, the Employment Claims Tribunal (ECT) received 12 discrimination-related dismissal claims that proceeded to adjudication, with the vast majority of the 120 initial claims resolved through mediation before reaching that stage.
Of the 12 claims adjudicated, eight were dismissed, one was withdrawn, one was pending, and two reached amicable settlements, resulting in no compensation orders being granted to employees for wrongful dismissal due to discrimination.
The Ministry of Manpower and the ECT do not classify wrongful dismissal claims by specific discrimination categories, so a detailed breakdown by type of discrimination cannot be provided.
Since no compensation was awarded in any adjudicated cases, the average and range of compensation in wrongful dismissal cases involving discrimination could not be determined.

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11 Jan 2022

Annual Acceptance Rate for Professional Conversion Programme for Applicants from Different Age Groups and Educational Qualifications

Leon Perera asked for annual acceptance rates for the Professional Conversion Programme across age groups and the proportion of graduates from various SGUnited programmes employed in full-time permanent jobs.
Minister Tan See Leng responded that acceptance rates for Career Conversion Programmes are not meaningful due to multiple applications, but over 23,000 placements were made in three years with 27% of them being individuals aged 50 and older.
The Minister explained that SGUnited Traineeships and Mid-Career Pathways programmes help jobseekers gain experience and networks, but not all are hired by host organisations or stay in the same sector.
The SGUnited Skills Programme is administered by SkillsFuture Singapore and has engaged about 14,900 individuals, with further queries on its effectiveness directed to MOE.
WSG and SkillsFuture Singapore will continue to support trainees in the SGUnited Jobs and Skills programmes with job search assistance.

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11 Jan 2022

Percentage of Graduates who Completed SGUnited Traineeships and Yet Had Not Been Offered Permanent Employment

As of end-August 2021, 81% of graduates who completed SGUnited traineeships were employed, with 32% hired by their host organisations and 49% by other companies.
The programme was designed to provide traineeships during the weak labour market, and host organisations were not obligated to convert all trainees into permanent employment.
The Manpower Minister stated that employment outcomes depend on job fit and business needs, and trainees benefit from the experience regardless of conversion.
Workforce Singapore provides proactive support, including job search resources and career matching services, to help unplaced trainees secure employment.

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11 Jan 2022

Prisons (Amendment) Bill

The Minister of State outlined the Employment Preparation Scheme (EmPS), emphasizing family support, phase progression, and eligibility criteria, while noting that inmates without strong family support can still receive time-off but may not transition to home leave phases.
The EmPS is designed to be complementary with other schemes like the Home Detention Scheme and Mandatory Aftercare Scheme, with safeguards to balance rehabilitation and public safety, including strict supervision conditions such as electronic tagging and curfew.
The Young Refugee and Support Group (YRSG) provides employment matching, skills training, and career coaching for inmates, with over 5,600 employers engaged and initiatives like TAP and Grow to address manpower shortages in key sectors.
The government supports inmates and employers through measures like the Jobs Growth Incentive, fair employment practices, and assistance for inmates facing discrimination, while also addressing digital literacy and the use of electronic devices for training.
The debate covered operational aspects such as the handling of prison offences, the deferral of release for court-ordered punishments, and the recidivism rates of inmates on work release schemes, with SPS implementing measures to manage abscondment and support reintegration.

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11 Jan 2022

Government's Support of Hybrid and Work-from-home Arrangements

The Ministry of Manpower is promoting flexible work arrangements through tripartite standards and guidelines, supporting employers with grants and resources for hybrid models, and notes that work-from-home has become more mainstream but does not track remote work hours.
The government opposes legislating a right to work from home, citing risks of workplace rigidity and mixed outcomes in other countries, preferring a practical, ground-up approach with sector-specific resources and community-driven initiatives.
Existing legislation like the Employment Act and Work Injury Compensation Act already cover work-from-home scenarios, and the Ministry emphasizes a holistic approach to workplace flexibility beyond just remote work, including flexi-time and flexi-load options.
The Ministry acknowledges challenges like blurred work-life boundaries and productivity perceptions, committing to further studies and collaboration with unions to develop tools and norms for better work-life harmony and communication practices.

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10 Jan 2022

Plans to Raise Awareness and Capture Female Talent Pool to Augment Workforce and Challenges Faced

The government supports workforce participation through flexible work arrangements, work-life harmony practices, and recognition under Tripartite Standards.
Efforts are being made to enhance preschool accessibility and affordability to enable parents, especially mothers, to work with peace of mind.
Programs like Career Trials and Career Conversion Programmes assist women in re-entering the workforce, alongside mentorship and training initiatives.
Tripartite Guidelines ensure fair recruitment and promotion based on merit, with plans to strengthen legal protections against discrimination.
Female employment rates have increased steadily due to collaborative efforts, though challenges like domestic responsibilities remain.

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10 Jan 2022

Reports of Workplace Grievances and Discrimination because of Increased Family Responsibilities and Caregiving Duties in Last Two Years

Nadia Ahmad Samdin inquired about data on workplace grievances and discrimination reports linked to increased family responsibilities and caregiving duties during the pandemic for the last two years, specifically how many involved women.
Minister Tan See Leng stated that the Tripartite Alliance for Fair and Progressive Employment Practices received an annual average of about 14 reports related to discrimination due to marital status and family responsibilities between 2020 and 2021, similar to the period from 2017 to 2019.
Of the reports in the last two years, approximately 80% were from women, a decrease from 95% between 2017 and 2019.
The response indicates that the number of reported cases did not significantly increase during the pandemic compared to pre-pandemic years.
The proportion of reports from women dropped slightly, suggesting a broader demographic affected by these issues in recent years.

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10 Jan 2022

Data on Gross Monthly Income of Full-Time Employed Residents for Each Decile for Past 30 Years

Leong Mun Wai requested the Ministry of Manpower to provide annual gross monthly income data for full-time employed residents across all deciles for the past 30 years.
Tan See Leng responded that MOM currently publishes income data at the 20th and 50th percentiles annually to track lower-wage income growth relative to the median.
He added that MOM also publishes annual data on full-time employed residents across finer income bands, with time series from 1996 to 2020 available on the MOM website and in the Labour Force in Singapore 2020 report.

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10 Jan 2022

Long-term Effects of Expectations of Work Availability and Longer Working Hours on Mental Well-being of Employees on Work-from-home Arrangements

Sitoh Yih Pin asked whether MOM has data on how work-from-home employees are affected by expectations of availability and longer hours, the long-term mental well-being effects, and any plans to address this.
Tan See Leng acknowledged that WFH can blur work-life boundaries, leading to longer hours and burnout, and highlighted steps taken such as the Tripartite Advisory on Mental Well-being, iWorkHealth tool, and the Tripartite Standard on Work-Life Harmony.
The Ministry and tripartite partners have formed the Alliance for Action on Work-Life Harmony and are equipping Work-Life Ambassadors to support employers and employees in improving work-life balance.
MOM encourages employers to sustain flexible work arrangements post-pandemic while safeguarding well-being and productivity, and urges employees to communicate proactively and seek help if needed.

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10 Jan 2022

Data on Annual Leave Taken by Caregivers in Public Sector for Eldercare from 2015 to 2020 and Survey on Need for Eldercare Leave

Miss Rachel Ong asked about average annual leave days taken for eldercare by married and single public sector caregivers from 2015 to 2020, any surveys on eldercare leave needs, and comparative results against earlier surveys.
The Minister for Manpower replied that civil servants are not required to declare leave reasons, but are entitled to two days of Parent Care Leave, with average utilisation of 1.5 to two days per year among users and similar rates across marital statuses.
The Ministry of Manpower does not have survey data on eldercare leave needs, but a 2018 Ministry of Health focus group found working caregivers preferred flexible work arrangements (FWAs) over leave for greater flexibility and sustainability.
Employers offering formal FWAs regularly rose from 47% in 2014 to 53% in 2019 and nearly 80% in 2020, with continued efforts to entrench FWAs to help employees balance work and caregiving.

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10 Jan 2022

Data on Workers Dropping Out of Re-employment or Retired Before Reaching Maximum Statutory Re-employment Age

Over 90% of eligible workers who wished to continue working were offered and accepted re-employment at age 62, with similar rates at subsequent re-employment ages.
The Minister did not provide specific data on how many workers dropped out of re-employment and retired early before reaching the maximum statutory re-employment age.
All CPF members can benefit from CPF LIFE, which provides monthly payouts for life, and those with low incomes may receive cash supplements under the Silver Support Scheme.

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10 Jan 2022

Median Income of Visual and Performing Artistes in 2019, 2020 and 2021 and Efforts to Further Develop Local Arts Industry

The median monthly income for workers in the arts, entertainment and recreation sector was between $3,800 and $4,100 from 2018 to 2020, with 2021 data to be released later by the Ministry of Manpower.
The outlook for the arts scene in 2022 is cautiously optimistic, building on digital engagement and new experiences developed during COVID-19, with continued efforts to blend digital and in-person activities.
Efforts to develop the local arts industry include growing audience engagement, enhancing digital capabilities for arts workers, creating experimental spaces, boosting sustainability through funds like stART and the Cultural Matching Fund, and public consultations for the next Our SG Arts Plan.

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10 Jan 2022

Efforts to Mitigate Possible Long-term Socioeconomic Impact of COVID-19 Pandemic Resulting in Widespread Insecurity and Anxiety among Youths

The Ministry of Culture, Community and Youth highlighted that youths face uncertainty, job security, and financial worries due to the COVID-19 pandemic, prompting a range of job, training, and skills upgrading initiatives like the SGUnited Jobs and Skills Package and SkillsFuture programmes to boost employability and resilience.
Efforts to support mental well-being are coordinated through the Interagency Taskforce on Mental Health and Well-being, which is developing a national strategy that includes specific measures for youths, alongside partnerships with schools, healthcare institutions, and community organizations.
Past crises like SARS have informed the need for a strong social compact, and the government is fostering this by engaging youths in volunteerism through Youth Corps Singapore and ground-up movements, which have supported vulnerable communities during the pandemic.

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10 Jan 2022

Projected Impact on Healthcare Sector in View of Survey Reporting Quarter of Workers Intending to Quit Their Jobs in First Half of 2022

Dr Wan Rizal asked the Minister for Health about the projected impact on the healthcare sector and plans to address it in light of a survey showing nearly a quarter of workers intending to quit in the first half of 2022.
Minister Ong Ye Kung responded that the question for written answer had already been addressed in his reply to Question Nos 33 to 35 on the Order Paper for 10 January 2022.

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10 Jan 2022

Extension of COVID-19 Healthcare Award to Outsourced Workers in Patient Care Areas

Dr Tan Wu Meng asked whether the definition of "all staff of public healthcare institutions" in the COVID-19 Healthcare Award includes outsourced workers in patient-facing roles.
Minister Ong Ye Kung clarified that the award is intended to cover outsourced workers whose primary workplace is public healthcare institutions and who work alongside permanent staff.
Recognition will be given to outsourced staff directly contracted by healthcare institutions or community care organisations for on-site services.
The Ministry of Health is working with institutions to determine eligibility criteria, award amounts, and implementation details for these workers.

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10 Jan 2022

Breakdown of Employees Re-employed Upon Reaching Statutory Retirement Age by Industry and Job and Salary Levels

Over 90% of eligible employees were offered re-employment at age 62 over the past five years, with most continuing in the same job and over 95% facing no wage or benefit cuts, while a median 10% reduction applied to the small fraction with cuts.
Non-offer rates were highest in financial and insurance services, information and communications, and manufacturing; employers must pay an Employment Assistance Payment when re-employment is not offered.
A breakdown by industry and by professional, manager, executive, or rank-and-file status for those not offered re-employment was provided in response to the query.
Nearly all who accepted re-employment stayed in the same role under existing or renewable contracts, and a separate breakdown of contract terminations mid-way was addressed.
The answers covered the proportion offered re-employment annually, salary or benefit changes, and mid-term contract terminations over the past five years.

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10 Jan 2022

Inclusion of Mental First Aid Responder and Other Practical Skills in BizSAFE Workplace Training

The Minister affirmed that Singapore’s workplace safety and health system already includes mental health considerations, with bizSAFE training enhanced to address psychosocial hazards and mental well-being in risk assessments.
The WSH Council has expanded its Code of Practice on Risk Management to guide companies on mental health initiatives, such as employee education and periodic well-being surveys, which are reflected in bizSAFE training.
Existing support tools like iWorkHealth are available to help companies identify and mitigate workplace stressors as part of total workplace safety and health programmes.
The Minister acknowledged the suggestion to include mental first aid responder training and confirmed it will be incorporated into the Total WSH programme for all companies to access.
The debate underscores a proactive approach to evolving workforce needs by integrating mental health support into workplace safety frameworks and training.

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10 Jan 2022

Limits for Healthcare Workers Such As Maximum Number of Hours Worked and Call-backs Allowed, and Mandating Guaranteed Time-off

Dr Wan Rizal proposed implementing limits on working hours, call-backs, and guaranteed time-off for healthcare workers, and asked how the Ministry balances manpower needs during COVID-19 with staff leave.
Ong Ye Kung explained that employment terms for unionized public healthcare staff are set via Collective Agreements, which specify weekly hour limits, rest days, and annual leave, while junior doctors follow SMC guidelines averaging 80 hours per week.
The Ministry does not enforce hard caps on hours or call-backs or mandatory leave, acknowledging exigencies like COVID-19 surges, but encourages rest and has allowed most staff to clear annual leave by hiring additional manpower and adjusting non-urgent services.

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