Employment & labour — Topics

10 May 2021

Plans to Increase Hiring and Training of Healthcare Professionals

Melvin Yong questioned how to address the shortage of nursing professionals and suggested accelerating the Professional Conversion Programme for nurses to one year.
Health Minister Gan Kim Yong outlined plans to grow the nursing workforce, including increasing training intakes by 45% since 2014 and expanding mid-career conversion programmes.
He explained that the current two-year duration for nursing conversion programmes is necessary to ensure trainees acquire the required competencies for safe patient care.
The ministry is also enhancing nurses' salaries by 5% to 14% over two years and improving career progression and recognition to support the profession.

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10 May 2021

Median and Mean Amounts Paid Out Erroneously under Jobs Support Scheme and Recovery Efforts

The median overpaid amount under the Jobs Support Scheme was $3,300, with a mean of $69,000 per firm.
IRAS will offset excess payments against future JSS payouts and inform businesses of any outstanding amounts after the final payout.
Businesses facing cash flow difficulties can request instalment payment arrangements for repayment.
No firms that received erroneous payments have been wound up to date, according to current records.

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10 May 2021

Measures to Ensure Accurate Disbursement of Funds for Support Schemes

The government outlined multiple checks across the design, implementation, and post-disbursement stages to ensure accurate fund disbursement, including internal and external audits, data analytics, and an anti-gaming system.
An error in re-opening date data caused overpayments in the Jobs Support Scheme, foreign worker levy waiver, and rebate; the issue was detected through post-disbursement checks and queries, prompting remedial actions and process improvements.
Lessons from the incident led to additional safeguards, such as automated coding of re-opening dates, external verification, and heightened internal audits for all COVID-19 support schemes.
Oversight rests with scheme owners and implementing agencies like IRAS and CPFB, with accountability at the Ministry of Finance and relevant ministries.
The government acknowledged the unprecedented crisis context, committed to transparency, and emphasized continuous strengthening of processes to prevent recurrence.

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10 May 2021

Better Protection and CPF Contributions of Gig and Platform Economy Workers

Kwek Hian Chuan Henry urged the Ministry of Manpower to collaborate with platform companies to enable automatic CPF contributions for Singapore-based self-employed gig workers.
Hazel Poa requested an update on protective measures for gig workers and a review of the employee-versus-freelancer definition to better cover those functioning as employees.
Josephine Teo responded that the government is actively studying additional safeguards for gig workers' healthcare and retirement needs but requires more time due to multiple considerations.

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10 May 2021

Wrongful Dismissal Involving Employees who were Pregnant at Time of Dismissal

Since April 2019, TADM has handled 110 wrongful dismissal claims involving pregnant employees, with about 80% resolved through mediation and the rest referred to the Employment Claims Tribunals.
TADM investigates dismissal circumstances by gathering facts from both parties, assesses claims, and facilitates settlements, often explaining performance issues while encouraging compassionate ex-gratia payments.
For in-employment or pre-employment discrimination cases, TAFEP refers evidence-based complaints to MOM for investigation, which can lead to enforcement actions like HR process rectification or work pass suspensions.
MOM advises individuals to file discrimination complaints with TAFEP for issues before or during employment, and with TADM for dismissal-related matters.

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10 May 2021

Getting More Companies to Adopt Tripartite Standards on Implementing Fair and Progressive Workplace Practices

The Ministry of Manpower and tripartite partners have launched the Tripartite Standards and Human Capital Partnership Programme to encourage progressive employment practices, with over 10,000 organisations adopting at least one Standard and about 600 companies recognised as HCPartners.
TAFEP actively promotes these initiatives through campaigns, briefings to trade associations, and clinics to help companies understand and implement the Standards, with public recognition on platforms like MyCareersFuture to guide jobseekers.
The tripartite partners will continue to build momentum by collaborating with sector agencies to grow the community of progressive employers and support more companies in adopting fair and progressive workplace practices.

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10 May 2021

Regulations to Ensure Safety for Migrant Workers Ferried in Lorries

Multiple MPs raised concerns about the safety of migrant workers transported in lorries, asking for data on accidents and fatalities, and proposing stricter regulations such as using buses or mini-buses with seat belts.
The Senior Minister of State for Transport acknowledged the tragic recent accidents but highlighted that international practices vary and that banning lorry transport would impose significant costs and operational challenges on industries, especially during the pandemic.
The government has implemented past safety measures, such as higher side railings and stricter licensing, and noted a downward trend in injuries and fatalities, but stressed that balancing safety with livelihoods is complex and requires ongoing stakeholder engagement.
MPs called for a new workgroup to review vehicle designs, speed limits, and equipment securing, while the government indicated it would consider these suggestions in its current review but cautioned against measures like speed limits that could increase accident risks.
The government emphasized the need for public education, enforcement, and partnerships with employers to improve safety, while acknowledging that any regulatory changes must account for industry viability and workers' job security.

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5 Apr 2021

Number and Type of Landscape Jobs and Skillsets Expected in Next Five Years and Plans to Meet Training Needs

NParks expects 1,000 new and upgraded landscape jobs over the next five years, with 70% in arboriculture, horticulture, and landscape design, 25% in the Resident Gardeners Programme, and 5% in related fields like IT and facilities management.
These jobs will cater to fresh graduates from ITE, polytechnics, and universities, as well as mid-career applicants, with estimates subject to change based on industry developments and pilot programme results.
Training needs will be met through collaboration with stakeholders and Institutes of Higher Learning, including curriculum revisions at ITE to include digital skills and Work-Study Diplomas in arboriculture and horticulture.
NParks’ Centre for Urban Greenery and Ecology will conduct skills training programmes for professionals, and the Resident Gardeners Programme will train residents to use mechanised tools.
These efforts are part of NParks’ Landscape Sector Transformation Plan to digitalise, mechanise, and professionalise the landscape sector.

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5 Apr 2021

Breakdown of Real Estate Agents or Sales Persons from 2010 to 2020 by Employment Type, Educational Qualification, Age, Gender and Nationality

The Minister for National Development provided the annual number of real estate salespersons (RESs) from 2010 to 2020, noting the Council for Estate Agencies was established in October 2010 to regulate the industry.
A breakdown of RESs by age, gender, nationality, and educational qualification for the past five years was made available based on records.
A 2020 survey indicated that 59% of RESs worked full-time, while 41% worked part-time, reflecting employment type distribution.
The data presented covered key demographics and employment characteristics, aligning with the parliamentary inquiry from 2010 to 2020.
The response highlighted the regulatory role of the CEA and provided insights into the real estate agency workforce composition over the decade.

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5 Apr 2021

Review Workplace Safety and Health Regulations to Anticipate and Address Potential Climate Change-related Hazards

The Ministry of Manpower updated its heat stress guidelines in December 2020 to include strategies like acclimatising workers and scheduling work during cooler times, with checks covering both indoor and outdoor environments.
Inspections show companies are implementing measures such as providing breaks, rest shelters, water points, and mobile shelters in industries like construction and marine to manage heat stress.
MOM continues to monitor climate change impacts and will update guidance as needed, working with industry and WSH professionals to identify and prevent climate-related hazards.

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5 Apr 2021

Percentage and Breakdown of Dependant Pass Holders Undertaking Employment by Countries of Origin, Employment Type, Industries and Salary Ranges

Leon Perera inquired about the percentage of Dependant Pass (DP) holders working part-time under Letters of Consent (LOC) and the industries and company sizes affected when these holders cannot meet work pass criteria.
He Ting Ru requested data from 2016 to 2020 on the number of DP holders granted LOCs, their countries of origin by region, and breakdowns of job types and salary ranges.
Mrs Josephine Teo stated that DP LOC holders constituted about 1% of work pass holders from 2016 to 2020, work in sectors like Education and Professional Services, and that MOM does not collect part-time data or publish nationality breakdowns.
From May 2021, DP holders wishing to work must apply for standard work passes, with minimal overall workforce impact but firm-level adjustments needed, while LTVP holders remain unaffected.

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5 Apr 2021

Plans to Increase Percentage of Foreign Domestic Workers from Other Countries In Light of Indonesia's Zero Placement Fee Policy

Mr Melvin Yong inquired about the potential impact of Indonesia's zero placement fee policy on other countries, plans to increase FDWs from less common source countries like Thailand and Cambodia, and whether the list of approved countries could be expanded.
Mrs Josephine Teo clarified that Indonesia's policy is not yet in effect, similar policies exist in the Philippines, and employers will be informed of any cost changes, with existing rules requiring fee transparency from agencies.
She noted that while the list of source countries is diverse, employer demand dictates usage, with low interest in some countries like Cambodia despite their approval since 2016.
The Ministry emphasized a multi-pronged approach, including household support schemes and alternative care services, to meet domestic needs beyond relying solely on FDWs.

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5 Apr 2021

Funding and Amounts Paid Out of Special Fund Used to Ensure No Foreign Worker is Denied Medical Care

Hazel Poa asked about a special fund used to ensure foreign workers receive medical care, specifically whether it is fully government-financed and the amount paid out for workers' medical bills when employers cannot pay.
Manpower Minister Josephine Teo stated employers are responsible for medical costs and must buy insurance covering at least $15,000 annually, which pays for about 95% of hospital bills for such workers.
In extenuating circumstances, the Ministry steps in to support cases where employers cannot pay, with an average of 25 employers and workers assisted yearly over the last three years, each averaging $29,000 in support.
The Ministry is reviewing medical coverage for migrant workers and will provide updates later.

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5 Apr 2021

Details of Applications, Rejections and Appeals for COVID-19 Support and Recovery Grants

The Ministry for Social and Family Development reported that as of 22 March 2021, it received about 26,500 COVID-19 Recovery Grant applications, with approximately 10,500 approved, 2,000 being processed, and 14,000 unsuccessful, and it received around 570 appeals, of which about 450 were successful.
About two-thirds of unsuccessful applications were due to applicants not meeting eligibility criteria for income loss, job loss, or no-pay leave, or exceeding household income limits, with other reasons including unverifiable employment details or failure to meet job search or training requirements.
The Ministry does not specifically track rejections due to resignations, but less than 12% of applications were rejected for not experiencing involuntary job loss, and applications are assessed case-by-case, with appeals considered for extenuating circumstances such as resignations compelled by employers.

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5 Apr 2021

Ratio of Singaporean IT Graduates in Employment Currently to Foreigners and Expected Number of Singaporean IT Students Graduating in One to Three Years' Time

The ratio of Singaporean IT graduates in employment to foreigners currently stands at about 70% local talent out of 200,000 Infocomm Technology professionals.
Over the next three years, around 22,000 Singaporean IT students are expected to graduate from Institutes of Higher Learning, supplemented by at least 6,250 from Continuing Education and Training programmes.
The government is expanding intake and investing in training to ensure Singaporeans secure quality IT jobs amid global competition.

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5 Apr 2021

Breakdown of Industries Where Inmates Have Secured Jobs Upon Release from Prison Between 2015 and 2020

Between 2015 and 2020, Yellow Ribbon Singapore assisted over 2,000 inmates annually in securing jobs, with no data available for those who declined assistance.
The top five industries for job placements in those years included construction, manufacturing, retail, food and beverage, and services, with specific percentages detailed in the table provided by the Minister.
Among inmates who secured jobs with Yellow Ribbon Singapore's assistance from 2015 to 2020, 81% were imprisoned for drug-related offences.

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5 Apr 2021

Breakdown and Profile of Insurance Agents in Labour Force Each Year from 2010 to 2020

Patrick Tay asked for the yearly number and breakdown of insurance agents from 2010 to 2020 by full-time/part-time employment, education, age, gender, and nationality.
The number of insurance agents rose early in the decade but stabilised at around 19,000 from 2015 onward, with most under 40, a balanced gender split, and about 90% Singapore citizens.
Full-time/part-time data and educational qualifications are not collected by regulators, but life agents must have at least an A-level or polytechnic diploma, while general agents require three O-level passes.

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5 Apr 2021

Dual-track Career Ladder for Landscape Industry

Gan Thiam Poh inquired about the expected number of new entrants for the roles of Landscape Specialist and Senior Landscape Specialist in specific sub-sectors by 2025.
The Government has accepted the Tripartite Cluster for Landscape Industry's recommendation to introduce a Specialist Track under the Progressive Wage Model Career Ladder.
Government agencies are consulting stakeholders on wages, training, and timeline, and estimates of new entrants will be available once these details are finalized.

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5 Apr 2021

Profile of Workers Earning Monthly Basic Salary of Less Than $3,000

Mr Patrick Tay asked about the profile of professionals, managers, and executives earning less than $3,000 monthly, including their industries and occupations.
Mrs Josephine Teo responded that based on 2019 estimates, such workers were commonly in Health and Social Services, Education, Design, and Advertising, and included roles like nurses, teachers, accountants, and graphic designers.
She noted these workers were typically younger with less than two years in their current jobs, and that 2020 survey data would be available later.
The Ministry of Manpower has strengthened employment protections by removing the $4,500 salary threshold for core Employment Act provisions in 2019, covering all managers and executives.
MOM will continue collaborating with tripartite partners to keep employment laws relevant to labour market needs.

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5 Apr 2021

Suspected Cases of Foreign Domestic Worker Abuse Flagged After Home-based Six Monthly Medical Examination

The debate focused on how suspected cases of foreign domestic worker abuse are flagged during home-based six-monthly medical examinations (6ME) and which doctor certifies the 6ME form.
The Minister for Manpower explained that the home-based 6ME service, introduced in 2018, involves healthcare personnel collecting blood samples at home, with results certified by a Singapore-registered doctor appointed by the service provider.
The Minister acknowledged that the certifying doctor does not personally examine the worker and that the system is being reviewed to strengthen protections for migrant domestic workers.
The review includes enhancing touchpoints such as employment agents, mandating off days, and increasing community vigilance to support workers and identify potential abuse.

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