Employment & labour

• Melvin Yong Yik Chye asked the Ministry of Health about the annual number of new nurses from the Philippines hired in Singapore over the past 10 years and whether this has significantly reduced since the COVID-19 pandemic.
• Ong Ye Kung replied that, on average, 400 new Filipino nurses were registered annually with the Singapore Nursing Board over the past decade, with increases during new hospital openings.
• He added that the total number of Filipino nurses has stayed stable over the last five years, including during the pandemic, with only a slight dip between end-2019 and end-2020.

• Mr Louis Ng Kok Kwang asked about the percentage of social service agencies adopting NCSS salary guidelines over the past five years, reasons for non-adoption, and whether the Ministry would track this data.
• MSF's surveys show 87% of full-time resident employees had salaries aligned to the guidelines in 2015, dropping to 76% in 2017 and rising to 79% in 2019.
• Social service agencies cited sustaining recurrent salary costs as a key reason for not adopting the guidelines, given their reliance on external funding and donations.
• MSF and NCSS encourage agencies to adopt the guidelines to recruit and retain competent professionals while respecting each agency’s mission and philosophy.
• MSF and NCSS will continue working with the sector to strengthen capacities and capabilities to better align salaries with the guidelines.

• The Government enhanced the Jobs Support Scheme (JSS) for sectors like F&B, and affected companies can appeal for higher tiers due to non-uniform impacts and industry classification limitations, with about 4,600 companies having received extended support.
• Agencies like Enterprise Singapore and the Singapore Tourism Board are helping companies transform and pivot to new business models through stakeholder collaborations and grant programmes such as the Enterprise Development Grant and Temporary Bridging Loan.
• Companies are advised to adapt to permanent changes in business operations and consumer behavior, utilizing available advisory services to explore growth opportunities and internationalize.

• Older prison inmates aged 55 and above face challenges including age-related health issues, securing accommodation, employment, financial needs, and social support, similar to other offenders but with additional vulnerabilities due to their age.
• While in prison, inmates have access to rehabilitation programmes that can be adapted for age-specific needs, and after release, they can benefit from community-based programmes like CBP and MAS for supervised reintegration, with tailored support from volunteers and befrienders.
• Healthcare services are provided during and after imprisonment, with referrals for continued treatment and mental health support, while post-release accommodation assistance is facilitated through Family Resource Centres and social workers.
• Employment support is delivered through Yellow Ribbon Singapore, which offers skills training, job placement, and career coaching, including digital literacy programs like "Seniors Go Digital" to help older inmates secure suitable jobs.
• Family and volunteer support are emphasized, with initiatives like the Throughcare Volunteer Framework and befriender programmes to maintain relationships and provide pro-social guidance for older offenders lacking family support.

• Abdul Samad asked the Prime Minister how many public service officers above 60 were offered re-employment in the past five and ten years.
• Chan Chun Sing, for the Prime Minister, stated that re-employment for officers aged 62 to 65 began on 1 July 2011, ahead of national legislation.
• Over the past ten years from July 2011 to December 2020, more than 80% of officers retiring at 62 were re-employed.
• Over the past five years from January 2016 to December 2020, the re-employment rate remained similar to the ten-year figure.

• Louis Ng Kok Kwang asked if lorries ferrying passengers in the rear must have rain covers.
• S Iswaran noted that lorries already require roof shelters or canopies for worker safety.
• Employers are encouraged to install rain covers and reschedule trips during heavy rains.
• The Ministry will review the suggestion to further protect workers’ welfare.
• The debate highlights efforts to balance safety and practical measures for passenger transport.

• Joan Pereira asked about the working hours and salaries of nurses in the intermediate and long-term care (ILTC) sector compared to public healthcare nurses, and what measures will be taken to improve the sector’s attractiveness and career prospects.
• Ong Ye Kung explained that ILTC nurses have different job requirements, and the Ministry of Health works to ensure competitive salaries, including funding in 2020 and 2024 to raise wages for local nurses and other staff groups.
• The government is strengthening recruitment and workforce development through job redesign pilots, funding for hiring and training, scholarships, traineeships, training subsidies, and a public campaign to raise awareness of ILTC job opportunities.

• Melvin Yong asked if Institutes of Higher Learning (IHLs) teach graduating students about workplace rights and Singapore's tripartism model, and if the Ministry should review equipping students with this knowledge.
• Chan Chun Sing responded that secondary and pre-university students are already exposed to tripartism, and IHLs build on this with modules covering employment rights, unions, labour laws, and tripartism, alongside industry internships and projects.
• He added that IHLs also offer extracurricular dialogues with government, industry, and union representatives and will continue reviewing curricula with stakeholders to keep them relevant for future workplaces.

• The Skills Path Initiative is a LinkedIn programme that matches local jobseekers to jobs based on skills rather than educational qualifications, with six job roles and eight companies participating in the pilot phase.
• The National Jobs Council supports the initiative by promoting it through platforms like WSG’s Career Restarter website and co-organising workshops to help jobseekers, but does not design or run the programme itself.
• LinkedIn plans to expand the initiative by bringing more companies and jobseekers onboard in the coming months, with the government continuing to nurture such private-sector partnerships.

• The Minister for Finance noted that while Singapore's GDP growth forecast has been upgraded, the recovery remains uneven, with aviation and tourism sectors lagging behind.
• The government has shifted its support from job retention to job creation, tapering the Jobs Support Scheme while introducing the Jobs Growth Incentive.
• A balanced approach is being taken, focusing on sector restructuring and reskilling while providing targeted help for slower-recovering industries.
• The government will continue to recalibrate support based on each sector's specific needs to ensure measures are effective and value-for-money.
• A $24 billion allocation over three years is set aside to support firms and workers in emerging stronger from the crisis.

• Alex Yam asked the Minister for Manpower about the estimated number of employees needing regular testing under the "Vaccinate or Regular Test" regime, who would pay for twice-weekly antigen rapid tests, and whether legal protections exist for cost disputes between employers and employees.
• The Minister for Manpower responded that as of 8 September 2021, about 90% of the workforce was fully vaccinated, and under the regime, unvaccinated employees would undergo more frequent testing to detect infections early and reduce transmission risk.
• Employers may require medically eligible but unvaccinated employees to pay for any additional antigen rapid tests beyond those for vaccinated employees, and are encouraged to discuss vaccination importance and cost arrangements with staff.
• In case of disputes over test costs, employers and employees are advised to seek advice and assistance from the Ministry of Manpower (MOM), with further details available in the tripartite advisory on COVID-19 vaccination at the workplace.

• The Ministry of Education explained that teachers are trained in basic counselling skills and mental health literacy to support students, while teacher counsellors and school counsellors provide additional support, with workload monitored to ensure teachers are well-supported.
• MOE has existing structures, such as counselling services, staff well-being committees, and training programs, to support educators' mental well-being, aligned with tripartite advisories and available through free, confidential in-house and government-wide counselling.
• The Ministry commits to continuously refining its efforts to support educators and students, including monitoring teacher workload and enhancing capabilities to address mental health needs in schools and Institutes of Higher Learning.

• Mr Darryl David asked if there are mitigation plans to counter possible cleaner redundancies due to the tray-return policy in public dining places.
• The tray-return policy has been enforced at hawker centres since 1 September 2021 after a three-month advisory period, following the Clean Tables Campaign.
• The National Environment Agency is working with stakeholders on a revised table-cleaning workflow to ensure a smooth transition and better manage cleaners' workload.
• Diners clearing their trays does not deprive cleaners of jobs, as they are still needed to maintain cleanliness, sort crockery, and sanitise tables, with increased hygiene demands due to COVID-19.
• The revised workflow involves teams for wiping and sanitising tables and managing tray return points, aiming to improve efficiency and provide a more hygienic environment.

• Minister Tan See Leng rebutted the PSP's Motion, presenting data to show that local PMET employment, wages, and vacancies have grown despite increases in foreign PMETs, arguing that the PSP's proposals would harm Singapore's economic competitiveness and deter investment.
• The Minister emphasized that Singapore's foreign talent policy aims to complement locals and rejected the PSP's focus on FTAs like CECA as the cause of job anxieties, labeling such claims as misleading and potentially dangerous.
• Mr Leong Mun Wai countered that the government's policies have hollowed out the Singaporean core, advocating for rebalancing through measures like a levy on Employment Pass holders and quotas to protect local jobs.
• Multiple Members of Parliament supported the government's Motion, warning that protectionist policies could drive away businesses and jobs, while also acknowledging the need to strengthen support for mid-career workers and address workplace discrimination.
• The debate concluded with a rejection of the PSP's Motion and the Workers' Party's amendments, affirming the need to stay open to global talent while intensifying efforts to secure jobs and livelihoods for Singaporeans.

Here are three concise bullet points summarizing the debate:

• The government strongly defended Singapore's foreign talent policy and FTAs, stating that CECA does not allow a "free flow" of foreign professionals and that the government retains full control over work pass approvals, while noting that local PMET jobs have grown significantly more than foreign PMET roles.
• Opposition members, particularly PSP's Leong Mun Wai, raised concerns about job displacement and underemployment, calling for greater transparency, more data on foreign worker impacts, and tighter controls, while the Workers' Party proposed amendments to enhance accountability and proactive information release.
• The debate highlighted public anxiety over job security and immigration, with calls for stronger anti-discrimination laws, skills transfer initiatives, and a more transparent, data-driven approach to foreign manpower policies to balance economic growth with protecting Singaporean workers' livelihoods.

• Leong Mun Wai argued that Singaporeans face widespread anxiety over jobs and livelihoods due to foreign talent policies and trade agreements like CECA, emphasizing that the issue is about economic fairness, not racism.
• He criticized the government for failing to manage the quality, number, and concentration of foreign work pass holders, leading to job displacement and underemployment among Singaporeans, especially PMETs.
• The PSP proposed concrete measures including raising qualifying salaries for Employment Passes and S Passes, imposing a levy, capping single-nationality workers, and reducing permanent residency grants to work pass holders.
• Leong highlighted data gaps and policy misalignment across ministries, calling for urgent action to restore balance in the job market and support displaced Singaporeans.
• He urged the debate to lead to tangible reforms rather than repeating past discussions, stressing the need for a compassionate approach to protect Singaporean families and future generations.

• The Minister emphasized that Singapore must remain open and connected to the global economy to create good jobs and sustain prosperity, while managing foreign manpower and upskilling Singaporeans.
• He rejected the alternative Motion by the PSP as misleading and populist, warning that blaming foreigners and free trade agreements like CECA risks stirring racism and xenophobia.
• The Government outlined its multi-pronged approach: adjusting work pass criteria, enshrining fair employment practices in law, and expanding support for displaced workers through SkillsFuture and industry transformation.
• Data showed the policies have succeeded, with rising incomes, more local PMET jobs, and low unemployment, and the Minister challenged the PSP to offer concrete alternatives instead of anti-foreign rhetoric.
• He appealed for a constructive debate that strengthens Singapore’s social cohesion and economic resilience, rather than exploiting anxieties for political gain.

• The government is expanding the Progressive Wage Model to new sectors and introducing a Local Qualifying Salary requirement, ensuring all local workers in firms hiring foreigners earn at least $1,400 monthly, which is expected to uplift about 77% of lower-wage employees.
• To manage sustainability and costs, the government will provide transitional support to employers, maintain Workfare income supplements, and encourage firm-level productivity improvements through grants and tripartite negotiations, while urging consumers to accept reasonable price increases.
• The measure aims to cover 94% of lower-wage workers over time, with safeguards to prevent opportunistic profiteering, though microbusinesses with under 10 workers are exempt to avoid disruption, and the Local Qualifying Salary will be reviewed periodically based on economic conditions.

• Members of Parliament raised concerns about the lack of data on injuries and fatalities among delivery riders, the impact of incentive structures on safety, and the absence of basic job protections like work injury compensation and CPF contributions for platform workers.
• The Senior Minister of State for Manpower confirmed low fatality numbers but noted a lack of injury data, and highlighted that platform workers often lack employee-like protections, leading to financial and healthcare vulnerabilities.
• An Advisory Committee will be convened to study protections for platform workers, including injury compensation, healthcare, retirement adequacy, and balancing platform flexibility with worker stability.
• MPs emphasized the need for longer-term safety nets, such as medical and housing support, and questioned whether platform companies should bear more responsibility for their workers' welfare.
• The Ministry acknowledged that current compensation for gig workers is not comparable to that of employees and committed to examining these issues further through stakeholder consultations.

• The Tripartite Committee on Workplace Fairness is considering legislation to enshrine the current Tripartite Guidelines on Fair Employment Practices, with a goal to complete its work and submit recommendations in the first half of 2022.
• The proposed law aims to provide direct remedies for workers, such as compensation or reinstatement, while ensuring a balanced approach that avoids fostering a litigious workplace culture by emphasizing mediation before tribunal hearings.
• The Ministry of Manpower will conduct wider public and stakeholder consultations, involving unions and tripartite partners, to design a legal framework that protects employees without deterring business operations or harming employer-employee relationships.