Employment & labour — Topics

11 May 2021

Impact of Change in Criterion for Rapid and Immersive Skill Enhancement Programme

Assoc Prof Jamus Jerome Lim raised concerns that the current RISE programme's criterion of requiring unemployment only at the time of enrolment might encourage employed individuals to resign prematurely to qualify.
The RISE programme is part of the SGUnited Mid-Career Pathways Programme – Company Training (SGUP-CT), designed to support mid-career jobseekers acquiring new skills without a prior fixed unemployment duration, aiming to provide timely assistance.
Lawrence Wong explained that employed individuals face significant opportunity costs, such as the training allowance not matching full-time wages, and have alternative SkillsFuture CET options to pursue while remaining employed.
The response emphasized that for those who rationally decide to pursue SGUP-CT programmes, the criteria should not be made more restrictive to avoid discouraging eligible applicants.
The debate highlights the balance between preventing potential misuse of the programme and ensuring support is accessible to those who genuinely need it for career transitions.

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11 May 2021

Funds Allocated to The Arts and Measures to Protect Arts Economy and Jobs

The government allocates approximately $450 million annually to the arts, with funds distributed across visual, performing, and literary arts based on their presence in the ecosystem, and support provided to organisations of all sizes through grants, commissions, and infrastructure.
The arts sector contributed 0.4% to Singapore’s GDP in 2018 and provided about 26,000 jobs in 2019, with economic value-added growing steadily from $1.5 billion to $1.8 billion between 2013 and 2018.
To protect arts jobs and the economy, the government introduced the Arts and Culture Resilience Package, enhanced with $20 million to bring total COVID-19 support to $75 million, alongside skill development schemes and partnerships to encourage private donations.
Funding and support also extend to national cultural institutions and initiatives that profile Singapore’s arts internationally, build new capabilities, and enhance audience engagement, with arts attendance and cultural appreciation reaching record highs in 2019.
The government emphasises a holistic, partnership-driven approach involving public, private, and people sectors to sustain a vibrant arts landscape that contributes to society beyond economic metrics.

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11 May 2021

Diploma Courses that Train Broad-based Skills

Dr Wan Rizal raised concerns about the employability of Polytechnic graduates during the pandemic and suggested a shift from specialised diplomas to broader, interdisciplinary skills.
Lawrence Wong explained that Polytechnics already review courses to enhance breadth and versatility, offering Common Entry Programmes and multidisciplinary projects to help students gain generalised skills.
He noted that specialised diplomas remain valuable for certain professions like nursing and early childhood education, but all students receive common modules in communication, design thinking, and cross-sector electives such as data analytics.
Polytechnics will continue to update their curriculum to ensure graduates possess adaptable skills for future workplace demands.

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11 May 2021

Support for Companies Affected by Restrictions on Travellers from India

The recent border restrictions on India are expected to significantly impact the supply of migrant workers for the Construction, Marine, and Process sectors, leading to project delays and potential job losses.
The government has allowed construction firms to source workers from alternative countries like China and is introducing temporary measures to ease entry and certification requirements.
Additional support includes extensions of time for public sector projects, financial compensation for delays, increased foreign worker levy rebates, and legislation to adjust contract sums for rising manpower costs.
Authorities will continue to engage firms and explore further measures to help the sectors cope, while pushing for long-term productivity improvements to reduce reliance on migrant workers.

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11 May 2021

Measure of Willingness to Pay Higher Prices for Services by Progressive Wage Model Sectors

Raj Joshua Thomas asked the Ministry for Manpower to study if service buyers are willing to pay higher prices for services from PWM sectors amid economic uncertainty and to assess the impact on SME service providers unable to pass on increased costs.
Josephine Teo responded that PWM wage increases are decided by tripartite cluster committees, which consider firm and buyer views on economic conditions, and emphasized that wage increases for lower-wage workers should not be postponed despite economic challenges.
She highlighted that in security, cleaning, and landscape sectors, contract values have increased, showing firms can pass on higher wage costs, and non-compliant firms risk losing their licenses.

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11 May 2021

Number of Companies in Prison's Yellow Ribbon Pool of Employer Partners

As of March 2021, there were 5,974 companies registered with Yellow Ribbon Singapore (YRSG) as employer partners.
YRSG collects data on job retention for ex-offenders receiving Job Retention Support (JRS), with 66% of the 2018 cohort remaining employed for six months or more.
The two-year recidivism rate for ex-offenders in the 2018 cohort who received JRS was 20.1%, lower than the 22.7% rate for those who did not receive JRS.

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11 May 2021

Urging Employers to Adopt Tripartite Standard on Work-Life Harmony Guidelines

The Ministry of Manpower is promoting the Tripartite Standard on Work-Life Harmony through clinics, briefings, and partnerships with trade associations and unions.
Employers adopting the Standard in 2021 gain free access to the Human Capital Diagnostic Tool to assess and improve their human capital practices.
The Alliance for Action on Work-Life Harmony develops sector-specific resources and Communities of Practice, supported by over 100 Work-Life Ambassadors.
Companies that adopt the Standard can use its logo in publicity and recruitment to signal their progressive employment practices and attract talent.

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11 May 2021

COVID-19 (Temporary Measures) (Amendment No 3) Bill

The Bill amends the COVID-19 (Temporary Measures) Act to allow contractors to apply for adjustments to contract sums due to increased foreign manpower costs from October 2020 to September 2021, with an assessor determining a just and equitable sharing of these costs among project parties.
The Government has introduced additional support measures, including an Extension of Time for public projects, increased Foreign Worker Levy rebates, and temporary flexibility for Chinese workers to obtain skills certification locally, to address the severe manpower shortage in the construction sector.
Members of Parliament raised concerns about the Bill's impact on BTO flat prices, public expenditure, and the need for longer-term productivity transformation, while also suggesting further measures such as expanding foreign worker sources and enhancing support for contractors.

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11 May 2021

Impact of Restricted Inflow of Foreign Workers on Population and Companies' Operations

Businesses, especially in the construction, marine, and process sectors, have been severely affected by the restricted inflow of foreign workers, leading to manpower shortages that impact their ability to meet commitments.
The government has implemented measures such as increased levy rebates and temporary schemes for workers from alternative countries like China, while also reviewing the extension of In-Principle Approvals and potential refunds for applications.
There is a net outflow of foreign workers from Singapore, with the government managing a balance between controlling COVID-19 risks and addressing industry needs through dynamic entry approvals and support for SMEs.

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10 May 2021

Work-from-home Arrangements for Employees Who Are unable to Take COVID-19 Vaccine

Assoc Prof Jamus Jerome Lim asked the Ministry for Manpower to consider requiring employers to allow employees unable to take the COVID-19 vaccine to continue work-from-home arrangements if their jobs permit.
Mrs Josephine Teo responded that all employees should follow public health measures, including prevailing work-from-home requirements, and that unvaccinated individuals are indirectly protected by high vaccination rates in the population.
She noted that employees unable to be vaccinated, such as those who are severely immunocompromised, may raise permanent work-from-home requests with employers, and employers are encouraged to consider these sympathetically.

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10 May 2021

Renewal of S Passes for Companies where Quota was Reduced Due to COVID-19 Pandemic Restrictions

Mr Sitoh Yih Pin asked if companies can renew S Passes even when their quota is reduced due to workforce drops from COVID-19 restrictions.
The Minister explained that quotas are reduced based on total workforce numbers, including employees on payroll or with valid passes, but not those with in-principle approval who haven't arrived.
MOM may grant time-limited extensions for existing passes on appeal, provided there are valid reasons and short-term assurances.
Companies needing support can apply for the Lean Enterprise Development Scheme while transitioning to a leaner workforce.
The response emphasizes fairness and consistency in applying quota rules across all employers.

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10 May 2021

Key Factors Contributing to Reduction of Gender Wage Gaps over Past Decade and Industries where Gender Wage Gap is Zero or Reversed

The adjusted gender pay gap in Singapore narrowed from 8.8% in 2002 to 6.0% in 2018, which is lower than in many other developed countries, with occupational segregation being the main factor behind the remaining gap.
Industries with zero or reversed gender wage gaps were not specified in the response, but the Minister highlighted efforts to support women entering male-dominated fields like healthcare and STEM, where men are currently overrepresented in higher-paying roles.
The government is promoting mentorship, career guidance, merit-based employment, flexible work arrangements, and shared caregiving to reduce the gap and support women’s career progression, though wider societal changes are still needed.

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10 May 2021

Profile and Data on Professionals, Managers and Executives Placed through Workforce Singapore and Other Government schemes in Past Two Years

In 2019 and 2020, Workforce Singapore placed over 81,000 locals into jobs, including more than 52,000 into professional, manager, and executive (PMET) roles, traineeships, or attachments.
Among PMET placements, about 40% were mature workers aged 40 and above, over 35% were in growth sectors like Information and Communications, Financial Services, and Healthcare, and more than 60% were previously unemployed, with nearly half out of work for six months or more.
The majority of these placements were into permanent jobs, with about nine in ten participants in career conversion programmes remaining employed after 18 months and about seven in ten earning more than in their previous roles.
For traineeship participants, most are still undergoing training, with permanent role offers depending on fit and business needs, but they gain skills to seek other opportunities, and WSG provides ongoing career support.

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10 May 2021

Efforts to Help Fresh Graduates from Private Education Institutions (PEIs) Secure Jobs and Accreditation Process for PEIs

The government currently relies on the voluntary EduTrust Certification Scheme for private education institutions (PEIs), which focuses on academic and organisational processes but does not assess academic standards or industry relevance, making a centralised accreditation framework challenging due to the diversity of PEI programmes.
PEIs are expected to independently collaborate with industry partners to ensure their curricula remain relevant to employers, and SkillsFuture Singapore publishes the annual PEI Graduate Employment Survey to help prospective students make informed enrolment decisions.
Graduates from PEIs can access government-supported job search initiatives, including career matching services at WSG’s Careers Connect, NTUC-e2i centres, and SGUnited Jobs and Skills Centres, as well as traineeship opportunities under the SGUnited Traineeships programme.

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10 May 2021

Adoption of Work-from-home or Flexible Working Hours for Staff in Schools

MOE aligns school work arrangements with government advisories, requiring teachers and staff to be physically present to support students, though flexibility is offered when operationally feasible such as staggered hours or working from home on non-teaching days.
The flexible work arrangements have been effective in balancing school operational needs with staff flexibility, supported by IT devices and digital tools for collaboration and virtual engagement.
Staff have generally adapted well to new technologies, with positive examples of innovative teaching and digital tool use enhancing student learning experiences.

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10 May 2021

Availability of Rest Facilities or Break Areas for Non-teaching Staff in Schools

Assoc Prof Jamus Jerome Lim asked whether there are mandated rest facilities for non-teaching staff in schools beyond school discretion.
Lawrence Wong confirmed that non-teaching staff have access to rest areas like staff lounges and dedicated rooms.
He added that outsourced workers such as cleaners have dedicated rest facilities as recommended by the Tripartite Advisory.

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10 May 2021

Features in Public Service Hiring Process to Ensure Those Aged 60 and Above have Fair Interview Opportunities

Approximately 3% of Singapore's resident labour force aged 60 and above are full-time or contract workers in the Public Service, serving in diverse roles such as teaching, operations, technical, and corporate administration.
Public Service recruitment follows merit-based principles and TAFEP guidelines, selecting the best person for the job based on skills, qualifications, and experience, without asking for age in applications.
Flexible work arrangements like staggered hours, telecommuting, and part-time work are available to all public officers of any age if their job role permits.
The Public Service has extended retirement and re-employment ages ahead of the national schedule and provides career coaching and training to support mature workers' adaptability and employability.
Efforts continue to educate leaders, supervisors, and HR managers to ensure fair employment practices and the employability of mature workers across the Public Service.

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10 May 2021

Audits to Ensure Jobs Support Scheme Payouts Have Not Been Made to “Phantom” Workers

The Government takes a serious view of attempts to defraud the Jobs Support Scheme (JSS), such as paying CPF contributions for "phantom" employees to claim payouts.
IRAS has a robust anti-gaming framework to detect abuse, requiring authentication of CPF contributions for high-risk cases and reporting strong evidence to the Commercial Affairs Department for investigation.
Over 5,000 employers have been reviewed, leading to the denial of about $28 million in payouts for over 1,000 employers due to suspected abuse and the referral of 10 employers to CAD.
Penalties for JSS abuse are severe, with offenders facing up to 10 years of imprisonment and fines under the Penal Code.

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10 May 2021

Suppliers' Safety Record and Compliance with Manpower Policies amongst Factors Taken into Account in Award of Government Contracts

Hazel Poa asked whether suppliers' safety records and compliance with manpower policies are considered in awarding government contracts and if serious lapses lead to bans.
Heng Swee Keat confirmed that companies must follow employment and safety laws, with violations punished regardless of sector, and agencies assess suppliers' track records when relevant to the tender.
For public construction projects, safety criteria like MOM demerit points account for 15-20% of quality evaluation, and for services like cleaning and security, the government only buys from providers with consistent standards and fair wages.
Suppliers with serious safety lapses may be excluded from government contracts for a period, and MOM is reviewing workplace safety requirements for public construction tenderers with details to come later.

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10 May 2021

Volunteer Leave as Part of Employee Benefits

Wan Rizal asked whether the Ministry for Manpower would consider including volunteer leave as part of employee benefits and if the civil service could lead this initiative.
Josephine Teo responded that many progressive employers, including the civil service, already offer paid volunteer leave or organize volunteering activities, but mandating more leave under the Employment Act could strain all businesses.
She noted that statutory leave entitlements must be carefully balanced with employer costs and worker employability, and pointed to existing government incentives like the Business and IPC Partnership Scheme to support corporate volunteerism.

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