Employment & labour — Topics

3 Nov 2021

Closure of Tourism-related and Retail Businesses and Efforts to Stimulate Growth In These Sectors

From January 2020 to September 2021, 8,600 retail businesses closed but 15,570 new ones opened, resulting in a net increase of 6,970 firms; the tourism sector saw stable numbers with around 420 hotels and 2,900 tourist guides despite some closures.
The government provided support through the Jobs Support Scheme, the SingapoRediscovers Vouchers scheme, and fee waivers, which helped boost tour participation and aid workers, with 67% of locally retrenched tourism workers finding new jobs within six months.
Initiatives like the E-Commerce Booster Package and Retail Industry Transformation Map are helping businesses digitalize and adapt to trends such as on-demand retail and sustainability to position for future growth.
The travel agency sector was hit harder, with 157 closures (8% of licensed agents), but new entrants and support measures are aiding survival and recovery as the endemic scenario unfolds.
The outlook aims for tourism to reach pre-pandemic levels in the next few years, with ongoing transformation efforts to capture opportunities when travel resumes.

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3 Nov 2021

Protection for Point-to-point Drivers when Ferrying Patients to and from PCR Test Venues

The Senior Minister of State outlined that passengers using private transport for PCR tests must inform drivers of their health status, with drivers advised to switch off air conditioning, open windows, clean vehicles, and passengers sitting diagonally behind, as these measures are deemed sufficient without requiring full PPE.
Concerns were raised about clearer safety protocols and support for drivers who must self-isolate, prompting commitments to enhance communication to both drivers and passengers, including potential in-vehicle reminders and updated website information.
Support mechanisms for affected drivers include rental waivers from taxi operators, medical leave insurance from Grab and Gojek, and a one-time $3,000 relief through The Courage Fund for frontliners who contract COVID-19.

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2 Nov 2021

Breakdown of Reports on Employers Not Providing Properly Itemised Payslips and Penalties Imposed

From 2018 to 2020, the Ministry of Manpower handled an average of 100 complaints per year from work pass holders about missing itemised payslips, plus 280 cases found through proactive inspections.
About 80% of these cases required employers to fix the issue, while the rest were resolved without further action after verification.
There were no repeat offenders among the employers, so no harsher penalties were needed, and compliance is monitored through complaints and proactive inspections.

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2 Nov 2021

Number of Reports Filed by Workers Working More Hours than Allowed Under Employment Act

For 2018 to 2020, MOM received about 180 complaints each year about excessive working hours in breach of the Employment Act, with enforcement action taken in 65% of cases ranging from warnings to fines and prosecution.
Complaints that were not substantiated or were for minor contraventions were either dismissed or addressed with advisories, and awareness is raised through the Workright initiative via campaigns and on-ground roadshows.
Tripartite partners collaborate to change industry practices, as shown by the Security Tripartite Cluster enabling the security industry to end routine overtime exemptions from January 2021.
MOM will continue combining enforcement and education efforts to ensure compliance and improve worker well-being.

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2 Nov 2021

Legislation for Existing TAFEP Guidelines

The Ministry acknowledged that mediation will be the first and necessary step in the claims process to avoid fostering a litigious workplace culture, drawing parallels with existing salary-related and wrongful dismissal case handling.
It recognized that perceptions can drive anxieties about unfairness, and emphasized that legislation must be paired with education to change mindsets toward inclusive and fair work practices.
The Ministry highlighted the need to balance thorough investigation of claims with efficiency to avoid over-burdening workers and employers, noting that trade-offs will be managed by the Tripartite Committee.
The Tripartite Committee aims to complete its work in the first half of 2022, after which the Government will consider recommendations and prepare legislation, committing necessary resources for effective implementation.
In the meantime, TAFEP and MOM will continue to uphold and practice the existing Tripartite Guidelines.

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2 Nov 2021

Statistics on Resignations of Healthcare Workers Each Month Since COVID-19 Pandemic Compared with Pre-Pandemic Levels

Member of Parliament He Ting Ru asked for monthly statistics on healthcare workers resigning during the COVID-19 pandemic, broken down by role, reasons for leaving, and comparison with pre-pandemic levels.
Minister Ong Ye Kung stated that the query was addressed in a prior ministerial statement on ICU and hospital capacity from 1 November 2021.
The debate centers on data availability regarding healthcare workforce attrition during the pandemic compared to earlier periods.

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2 Nov 2021

Steps to Prevent Back Flow of Salary Payment from Employee to Employer under Jobs Support Scheme and Mechanism for Employees to Report Such Cases

The Jobs Support Scheme payouts are based on CPF contributions and wage data, with the CPF Board auditing employers to ensure accuracy.
The CPF Board is piloting a CPF Contribution Alert to send employees personalized notifications for verifying declared wages and contributions against their payslip.
Employees and whistleblowers can report non-compliance of CPF contributions directly to the CPF Board.

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2 Nov 2021

Labour Productivity Growth during COVID-19 Pandemic and Steps to Promote Entrenchment of Productivity Gains

Labour productivity grew by 1.3% in 2020 and 4.6% in the first half of 2021, as hours worked declined more sharply than output during pandemic disruptions.
The government is refreshing Industry Transformation Maps to accelerate sectoral shifts through digitalisation, innovation, internationalisation, upskilling, and job redesign.
Support for productivity includes grants like the Productivity Solutions Grant, SkillsFuture Enterprise Credit, and SME Centres providing advisory services to businesses.
The National Jobs Council and SGUnited Jobs and Skills Package have placed over 140,000 local jobseekers into roles and training to build a skilled workforce.
Continued focus on enterprise transformation, workforce training, and worker upskilling is key to sustaining productivity gains and supporting Singapore’s economic recovery.

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2 Nov 2021

Average Weekly Working Hours of Medical Housemen in Past Five Years and Measures to Reduce These Hours in Post-COVID-19 Environment

In response to a query on the average weekly working hours of housemen and medical officers over the past five years, the Minister stated that working hours depend on multiple factors beyond cohort size and that efforts are made to adhere to Singapore Medical Council guidelines, which include limits on weekly work hours and rest periods, with annual surveys showing high compliance rates.
Regarding whether shifts of over 30 hours still occur for housemen, the Minister explained that the traditional 24-hour duty system remains, but with guidelines to limit post-call activities, and surveys indicate most departments comply with these rules, while the night float system is being studied as a possible complement to the traditional call system.
On reviewing resident doctors’ weekly hours in a post-COVID-19 environment, the Minister highlighted that a national committee was commissioned to promote junior doctor well-being and examine work-related stress factors, including work hours and night-call durations, with ongoing initiatives to balance patient care needs and doctor welfare.
The Minister also noted that working hours are influenced by various factors, including the size of medical degree intakes and the number of doctors in each cohort, but emphasized that current measures focus on guideline compliance and well-being support rather than directly linking hours to cohort numbers.

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2 Nov 2021

Reasons for Recent Sharp Decline in Singapore Permanent Resident Population and Impact on Job Formation

Assoc Prof Jamus Jerome Lim raised three questions regarding the 6.2% decline in Singapore's Permanent Resident (PR) population, including whether the decrease is due to prolonged stays abroad, the likelihood of return, and the impact on job formation.
Indranee Rajah, representing the Prime Minister, stated that the decline was primarily caused by PRs remaining overseas for over a year due to COVID-19 travel restrictions, with insufficient data to determine their destinations or future plans.
The government noted that PRs abroad must maintain a valid Re-Entry Permit to return, which is renewed based on employment and family ties, and emphasized that short-term PR population shifts are unlikely to significantly affect resident employment trends, given that citizens comprise about 85% of the resident workforce.

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2 Nov 2021

Ensuring Dynamism as Singapore Faces Record Low Birth Rates and Rapidly Ageing Population

The Government views low birth rates and an ageing population as key challenges, with the total fertility rate hitting a historic low of 1.10 in 2020 and life expectancy rising, which could lead to a shrinking and ageing workforce.
To address this, the Government is prioritising marriage and parenthood through comprehensive support measures like parental leave, childcare, housing, cash grants, and a one-off Baby Support Grant, while strengthening a whole-of-society ecosystem for families.
Efforts are also focused on enabling seniors to remain active and productive through workplace adjustments, raising retirement and re-employment ages by 2030, and increasing CPF contributions for senior workers.
The Government is adapting the economy by broadening global linkages, promoting growth in new areas like sustainability and the Digital Economy, and refreshing Industry Transformation Maps to create good jobs and upskill workers.
Where local manpower is insufficient, the Government will complement the workforce with global talent and foreign manpower, while ensuring fair hiring and skills transfer to Singaporeans.

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2 Nov 2021

Measures to Help Landscape Maintenance Companies and Their Service Buyers Transit into Progressive Wage Model and Outcome-based Procurement Regime

NParks is encouraging service buyers to adopt performance-based contracts through guidance and by developing a service buyer’s guide with the Landscape Industry Association of Singapore.
As a major service buyer, NParks awards performance-based landscape maintenance contracts with increasing emphasis on quality outcomes, requiring bidders to be registered and compliant with the Progressive Wage Model.
NParks supports industry transformation through the 10-year Landscape Sector Transformation Plan, collaborating with educational institutions to enhance training and launching a digital technology pilot to improve productivity and reduce manual labour.

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2 Nov 2021

Ensuring Jobs Support Scheme Payments are Used Directly for Wage Support and Not for Executive Directors' Remuneration or Bonuses

The Jobs Support Scheme (JSS) was designed to reimburse employers for wage support based on actual CPF contributions, and the government does not track whether companies used the funds for executive bonuses, as the scheme’s structure inherently links payouts to wages paid to employees.
IRAS has an anti-gaming framework that denied or adjusted 1,889 cases and reported 10 for investigation as of August 2021, while the CPF Board audits contributions and allows employees to verify payments via alerts, with no government intervention in executive remuneration.
The government encourages good corporate governance, suggesting that grants not be included in performance-based remuneration, and studies the balance between public recognition and anonymity when considering publishing lists of companies that returned JSS funds.

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2 Nov 2021

Central Provident Fund (Amendment) Bill

The Minister for Manpower introduced the CPF (Amendment) Bill 2021, linking it to the earlier Retirement and Re-employment (Amendment) Bill 2021.
The Minister noted that the amendments for both bills had already been explained in a prior debate, though members could raise additional questions.
The Bill was moved for a Second Reading, put to a question, and agreed to by the House.
The House resolved into a Committee of the whole House to consider the Bill, which was reported without amendment.
The Bill was then read a Third time and passed by the Singapore Parliament.

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2 Nov 2021

Retirement and Re-employment (Amendment) Bill

The Minister emphasized that the tripartite consensus retains the statutory retirement and re-employment ages as essential safeguards, with plans to raise them to 65 and 70 respectively by 2030, starting with the first increase in July 2022.
Discussions highlighted the importance of fair re-employment practices, including early communication, medical fitness considerations, and flexible job role adjustments, while noting that over 95% of re-employed workers retain their existing wages and benefits.
The CPF amendments aim to simplify processes without altering withdrawal rules, ensure early access for those with significant conditions, and maintain the Payout Eligibility Age at 65, while addressing member concerns on communication and education.

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2 Nov 2021

Retirement and Re-employment (Amendment) Bill

The Retirement and Re-employment (Amendment) Bill aims to raise the retirement and re-employment ages progressively to 65 and 70 respectively by 2030, allowing older workers to continue contributing to the economy and providing businesses access to experienced workers.
Speakers supported the Bills but emphasized the need for additional measures, such as expediting fair employment legislation to prevent age discrimination, promoting fundamental changes in HR policies like flexible work arrangements, and redesigning jobs to leverage seniors' strengths.
The CPF (Amendment) Bill includes provisions to simplify the distribution of un-nominated CPF monies through a beneficiary representative, with safeguards to protect beneficiaries' interests and expedite disbursements, though some members raised concerns about potential disputes and accessibility for overseas beneficiaries.

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2 Nov 2021

Measures to Facilitate and Expedite Entry of Migrant Domestic Workers to Meet Demand

The Ministry of Manpower (MOM) announced that entry approvals for migrant domestic workers (MDWs) have been tightened since May 2021 due to COVID-19, reducing monthly entries from 3,400 to 900, but approvals will increase from November 2021 if the pandemic stabilises, with prioritisation for families with healthcare workers and caregiving needs.
A pilot programme by the Association of Employment Agencies (Singapore) has facilitated over 1,000 MDWs from the Philippines, Indonesia, and Myanmar since July 2021, with plans to expand to India, though fees vary and financial assistance is available for COVID-19 test and accommodation costs.
Salaries for transfer MDWs have risen modestly from an average of $630 per month in 2020 to $660 by September 2021, and with more entry approvals expected, demand for transfers is anticipated to ease, though households may consider the AEAS programme for urgent needs.

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2 Nov 2021

Mental Distress or Psychiatric Issues Reported by Teaching Staff in Schools and Institutes of Higher Learning

Education Minister Chan Chun Sing acknowledged increased teacher workload and stress during COVID-19, detailing measures such as workload reprioritization, flexibility in program implementation, simplified COVID-19 management protocols, and access to counselling services.
The Ministry is promoting staff well-being through initiatives like wellness ambassadors, stress management workshops, and training for peer support, while noting a rise in counselling usage among teachers since 2020.
MPs raised concerns about ongoing pressures, requested further steps to reduce non-essential workload and strengthen partnerships with unions and parents, and inquired about additional support like cost subsidies for counselling and dedicated pastoral care for teachers.

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1 Nov 2021

Vaccine Hesitancy among Work Pass Holders

From 1 November 2021, Singapore will only allow fully vaccinated work pass holders to enter the country, with exceptions for those medically ineligible who can appeal with a doctor’s memo.
Work pass holders already in Singapore are not explicitly required to vaccinate, but vaccination status will affect workplace return from 1 January 2022, where only vaccinated or recently recovered employees can return.
The Ministry of Manpower noted that 96% of work pass holders are already fully vaccinated and will continue monitoring and implementing measures to sustain high vaccination rates.

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1 Nov 2021

Measures to Ensure Steady Supply of Migrant Domestic Workers

The Ministry of Manpower (MOM) acknowledges the backlog of families waiting for migrant domestic worker (MDW) entry approvals since May 2021 and is increasing approvals as the COVID-19 situation improves, with new applications opening for fully vaccinated MDWs from 1 November.
MOM prioritizes families with urgent care needs and advises employers to check the portal weekly for additional entry approval slots if not immediately successful.
MOM is facilitating the Association of Employment Agencies (Singapore)’s commercial programme to safely bring in more MDWs, which has benefited over 1,000 families, and will expand the scheme based on demand.
In the long term, MOM will diversify the sources of MDWs to enhance the resilience and stability of the supply.

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