Employment & labour — Topics

27 Jul 2021

Data on Working-age Singaporeans Who Started Dialysis in Past Three Years

Dr Tan Wu Meng asked for annual data on working-age Singaporeans starting dialysis over the past three years, broken down by type and employment status before, during, and after dialysis, as well as reasons for employment cessation.
Minister Tan See Leng provided the number of working-age residents who started haemodialysis and peritoneal dialysis in 2017, 2018, and 2019, noting that 2019 is the latest available year.
The Ministry of Manpower has not conducted a granular study on employment trends for these individuals and will explore with the Ministry of Health how to analyze labour market trends while protecting patient confidentiality.

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27 Jul 2021

Availability of Progressive Wage Models for Cleaners Hired by F&B Establishments, Not Employed by Licensed Cleaning Companies or Employed on Part-time Basis

The Cleaning Progressive Wage Model (PWM) currently applies only to full-time and part-time resident cleaners employed by NEA-licensed cleaning businesses.
Plans are in place to extend the PWM to cleaners hired directly by F&B establishments and other in-house staff performing cleaning roles.
The extension aims to benefit up to 50,000 lower-wage workers and is being finalized by the Tripartite Workgroup on Lower-Wage Workers.
The timeline and detailed recommendations for the extension will be announced once the Workgroup completes its deliberations.

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27 Jul 2021

Data on Fresh Graduate Social Workers Remaining in Sector for Each Year in Past Five Years

Mr Louis Ng Kok Kwang asked the Minister for Social and Family Development (MSF) for data on the average and median retention years for fresh graduate social workers over the past five years, and whether this data would be collected if not already available.
MSF responded that it does not currently collect data on the retention of fresh graduate social workers in the profession over time, citing the diverse employment settings and practical challenges in tracking individual career movements.
MSF emphasized its commitment to understanding retention issues through feedback from social service professionals and agencies, rather than relying solely on quantitative data.
The ministry outlined support measures for fresh social work graduates, including onboarding programmes by the Social Service Institute and mentorship through the Singapore Association of Social Workers.
MSF continues to collaborate with Social Service Agencies to address manpower needs and promote retention efforts within the social service sector.

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27 Jul 2021

Support Measures for Phase Two (Heightened Alert) and Phase Three (Heightened Alert), and Support Measures for Phase Two (Heightened Alert)

Members called for tailored support for severely hit sectors, urging quick disbursement of rental relief, streamlined SME aid, and specific help for sports and fitness businesses, hawkers, and freelancers to prevent closures and preserve jobs.
Concerns were raised about workplace safety, migrant worker welfare, and mental health, with proposals to review safe management measures, provide childcare and parent-care leave, and destigmatize mental healthcare access.
Parliament emphasized strengthening local workforce capabilities, ensuring fair hiring practices, and preparing for endemic COVID-19 through job transformation, green investments, and clear, trust-based public health guidelines.

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27 Jul 2021

Proposal to Increase Minimum Amount of Annual Leave Entitlement

Louis Ng proposed increasing the minimum annual leave entitlement, noting that Singapore's current seven days is low compared to other regional countries and that low-income workers especially need more rest.
The Senior Minister of State for Manpower responded that annual leave must be considered alongside other leave entitlements like public holidays, sick leave, and childcare leave, and any increase would involve business costs and tripartite consultation; there are currently no plans to review the minimum.
Louis Ng emphasized that many countries in the region offer more minimum annual leave days and public holidays, and urged a review to better support low-wage workers.
The Minister reiterated that Singapore's statutory annual leave is comparable to places like Hong Kong and Taiwan, and that the overall balance of leave types will be continuously monitored with tripartite partners.

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27 Jul 2021

Raising of Re-employment Age at Organisations that Receive Significant Direct or Indirect Government Funding

The Minister for Manpower outlined that the government plans to raise the retirement age to 63 and re-employment age to 68 by July next year, with a long-term goal of 65 and 70 by 2030, and encourages employers to exceed these ages through incentives like the Senior Worker Early Adopter Grant and Senior Employment Credit.
Mr. Henry Kwek urged the government to strongly encourage all organisations that receive significant direct or indirect government funding—including ministries and statutory boards outside the public service—to immediately raise their re-employment age to 68, arguing this would send a consistent signal and inspire the private sector.
The Minister responded that while they will continue to encourage all companies, including government-related ones, to support senior workers, they must also consider the constraints faced by various agencies and will take Kwek’s suggestion into account.

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27 Jul 2021

Extent of Employer's Responsibility for Migrant Domestic Worker's Medical Fees for Treatment Resulting from Worker's Social Activity during Personal Time-off

The government requires employers to pay for migrant domestic workers' medical bills, including those not work-related, and mandates at least $15,000 in annual insurance coverage, which covers about 95% of typical hospital bills.
Employers facing financial hardship can seek assistance from hospital social workers or the Ministry of Manpower, which steps in to help with outlier cases where medical costs exceed insurance limits.
While acknowledging concerns about equity in rare cases where a worker's social activities lead to high medical bills, the government maintains that employers should bear the responsibility to avoid shifting costs to taxpayers and ensure workers receive necessary treatment.

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27 Jul 2021

Number and Actions against Salary Kickback Offences

The Ministry of Manpower receives alerts about kickback offences primarily through complaints from migrant workers, referrals from the public and NGOs, and proactive inspections using data analytics.
Efforts to encourage reporting include facilitating job changes for migrant workers, referring them to fee-free employment agencies, and educating them through programs and community outreach.
The government emphasizes employer deterrence with strict penalties under the Employment of Foreign Manpower Act, while also maintaining a list of accredited recruitment agencies to curb illegal practices.

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27 Jul 2021

Singapore's Reliance on Nurses from Philippines and Impact on Local Nursing Workforce Numbers Following Recent Suspension

Singapore relies on Filipino nurses, who make up about 18% of the nursing workforce, and the Ministry of Health is monitoring the impact of the Philippines' suspension on permits while encouraging healthcare employers to diversify recruitment sources.
The local nursing supply has grown, with around 1,400 new local registrations in 2020 compared to 1,200 in 2019, due to past efforts to increase nursing intake in educational institutions.
To address future demand, especially with COVID-19 becoming endemic, Singapore plans to deploy nurses in community care facilities with support from other care providers and technology, reducing the need for intensive nursing care.
The government is implementing a multi-pronged approach to boost local nursing, including salary increases, flexible work arrangements, enhanced professional development, and career pathways to attract more locals, especially mid-career switchers.
Despite current growth in local nursing numbers, there is recognition that more acceleration is needed to meet the increasing demand from an aging population, with ongoing efforts to make the nursing profession more attractive.

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27 Jul 2021

Impact of Impending Winding Down of Jobs Support Scheme on Retrenchment and Unemployment

The Minister for Manpower acknowledged that the winding down of the Jobs Support Scheme may lead to increased retrenchment and unemployment in the aviation, aerospace, and hospitality sectors due to slow recovery from travel restrictions, but noted that targeted government support like the OneAviation Support Package and SGUnited Jobs and Skills Centres will help companies and workers transition.
Additional measures include the Jobs Growth Incentive for hiring, reskilling programmes, and career matching services to support workers in pivoting to other sectors, with a focus on older workers and students graduating from affected courses.
The government is reviewing further targeted support to preserve core capabilities in impacted sectors and ensure they emerge stronger, while encouraging companies in growth sectors to hire local workers through available subsidies.

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26 Jul 2021

Measures to Improve Non-Discrimination in Employment by Tripartite Alliance for Fair and Progressive Employment Practices

The Ministry of Manpower (MOM) emphasized its firm stance against workplace discrimination through education, advisory services, and enforcement, including recent stiffer penalties to deter discriminatory behavior.
TAFEP supports employers by helping correct HR process gaps and providing resources to adopt fair employment practices, aligned with the Tripartite Guidelines.
MOM and tripartite partners are studying further options to strengthen anti-discrimination efforts, as outlined in the 2021 Ministerial Statement.

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26 Jul 2021

Breakdown of Citizens, Permanent Residents, Employment Pass Holders and S Pass Holders in Finance, Infocomm, Professional Services and Other Sectors

Hazel Poa requested detailed numbers of citizens, permanent residents, employment pass holders, and s pass holders across finance, infocomm, professional services, and other sectors.
Tan See Leng stated that while annual labour force reports provide employed residents by industry, MOM does not break down residents further by citizenship or permanent residency, citing international comparability standards.
He noted that Singapore citizens make up about 85% of the resident labour force, based on a 2020 MOM paper, and provided figures for employment pass and s pass holders in 2020, including sectoral shares.
The minister suggested referring to published data for more details and criticized the Progress Singapore Party’s focus on drawing distinctions among locals.

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26 Jul 2021

Annual Breakdown of Local Professionals, Managers and Executives

Hazel Poa asked the Minister for Manpower for the annual breakdown numbers of local Professionals, Managers, and Executives from 2005 to 2020.
She also requested the annual breakdown numbers of self-employed workers over the same period.
Tan See Leng responded that the data can be found in the annual Labour Force in Singapore reports, specifically Table 35 for resident PMEs and Table 52 for resident own account workers in 2020.
He added that longer time series data from 1991 onwards is available on the Ministry of Manpower’s website.

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26 Jul 2021

Work Passes Issued to Dependants of Permanent Residents, Employment Pass Holders and S Pass Holders under "Other Work Passes" Category

Leong Mun Wai asked about the number of work passes issued under the "Other Work Passes" category as of June 2021, and how many of these were for dependants of permanent residents, Employment Pass holders, and S Pass holders.
Tan See Leng stated that as of December 2020, there were 32,200 "Other Work Passes," making up 2.6% of all work pass holders, with about 1% being dependants of Employment Pass holders on a Letter of Consent.
The majority of these passes are held by dependants of Singapore Citizens and Permanent Residents, while dependants of S Pass holders are not eligible for Letters of Consent.
The proportion of "Other Work Passes" for dependants of Employment Pass holders is expected to decline significantly because, from May 2021, dependant pass holders must obtain a relevant work pass to work in Singapore.
The foreign workforce numbers for June 2021 will be published on the MOM website in September 2021.

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26 Jul 2021

Breakdown by Monthly Salary Bands of Employment Pass Holders Employed in Finance, Infocomm, Professional Services and Other Sectors

Leong Mun Wai requested a detailed breakdown of Employment Pass holders' monthly salaries across finance, infocomm, professional services, and other sectors, divided into seven specific salary bands.
Tan See Leng highlighted that the minimum qualifying salary for Employment Passes starts at $4,500, rising to $5,000 for finance and increasing with age to protect mature workers.
He provided median monthly salaries as of December 2020: around $12,000 in finance, $7,600 in infocomm, $8,800 in professional services, and $7,600 in other sectors.
Tan noted that locals outnumber Employment Pass holders in every salary band and sector, emphasizing that EP holders complement rather than compete with local workers, attracting investment and creating more job opportunities.
The response underscores that EP policies balance protecting local jobs while addressing skill shortages to support economic growth.

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26 Jul 2021

Complaints Received from Employees not Granted Paid Sick Leave for COVID-19-related Conditions and Procedures

Mariam Jaafar asked the Ministry for Manpower whether it has received complaints from employees denied paid sick leave for COVID-19 related conditions such as quarantine orders or severe vaccine side effects, and how many such complaints have been received to date.
Tan See Leng confirmed that employees are legally entitled to paid sick leave if medically certified unfit for work or under quarantine, and can seek help from the Ministry or TADM if denied.
In the past 12 months, TADM handled eight COVID-19 sick leave claims, all resolved through mediation with employers accepting the claims and paying the dues.
Employers have generally been supportive, with some offering additional paid leave beyond entitlements or allowing COVID-19 medical certificates to count towards hospitalisation leave.
The Ministry encourages employers to continue being flexible and compassionate in supporting employees’ sick leave needs during the pandemic.

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26 Jul 2021

Current Unemployment Rate of Citizens by Wage Decile Based on Last Drawn Salary

Hazel Poa asked the Minister for Manpower for the current unemployment rate of citizens broken down by wage decile based on last drawn salary.
The Ministry of Manpower replied that it does not track unemployment rates by last drawn salary because such data can be skewed by factors like age, education, hours worked, industry, and occupation.
Instead, the ministry follows global statistical practices by tracking unemployment rates disaggregated by age, gender, education qualifications, and occupations, with these figures released regularly in labour market reports.

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26 Jul 2021

Measures to Ensure Employers Have Obtained Work Pass Holder's Written Consent Before Applying for Work Pass Renewals

Employers must obtain written consent from work pass holders before renewing their passes, with work permit applicants required to upload consent documents while employment pass and S Pass applicants must declare consent and provide proof if requested.
The Ministry of Manpower received 23 disputes from migrant workers in 2021 objecting to work permit renewals, most resolved through termination or continuation of employment, with three cases still under investigation.
Employers who falsely declare consent may face fines up to $20,000, imprisonment up to two years, or both under the Employment of Foreign Manpower Act, though no penalties have been imposed in 2021 to date.

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26 Jul 2021

Ratification of International Labour Organization Discrimination (Employment and Occupation) Convention, 1958 (No 111)

Raeesah Khan asked whether the Government has considered ratifying ILO Convention 111 and, if not, the reasons and future considerations.
Minister Tan See Leng stated that Singapore only ratifies ILO Conventions when it can fully comply in law and practice, and noted that non-ratification does not imply misalignment with the Convention's spirit.
The Government supports the Convention's intent and enforces fair employment through the Tripartite Alliance for Fair and Progressive Employment Practices, with penalties stiffened in 2020.
Efforts to tackle discrimination include education and outreach, and MOM is studying options to strengthen enforcement against discriminatory employers.
Singapore continually reviews how to better address workplace discrimination in line with the Convention's objectives.

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26 Jul 2021

Complaints Lodged by Migrant Domestic Workers against Employers for Abuse or Exploitation and Outcome of Investigations in Each of Last Five Years

Between 2016 and 2020, an average of 259 reports of migrant domestic worker (MDW) abuse were made to police each year, with all such reports investigated, though police do not specifically track frivolous or vexatious complaints.
MDWs who lodge false reports may be investigated for providing false information to a public servant, and if convicted, face up to two years’ imprisonment, a fine, or both.
Under the Employment of Foreign Manpower Act, MOM interviews both MDWs and employers upon receiving a complaint to establish facts; MDWs found to have provided false information may be fined, imprisoned, or both, and are barred from working in Singapore.
Between 2016 and 2020, 14 MDWs were warned and seven prosecuted for false statements to MOM, with both groups debarred from working in Singapore.

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