Desmond Tan
Singapore
“Here, I would like to thank MOM and our tripartite partners for their attention to maintaining workplace fairness, particularly their focus on seniors.”
“And he went on to say that, "as unionists of unions affiliated with NTUC Singapore, we have never flinched from raising our concerns and advocating for our members' rights for better wages and for better work prospects and welfare.”
“As shared by Mr Lee Kuan Yew at a mass rally in Geylang Serai in 1959 and, thereafter, repeated at the NTUC’s 50th Anniversary Dinner in 2011, and I quote, “In Government, I have never forgotten that it is in the interests of workers and their unions that we must strive for growth and development.”
“Mr Speaker, we have not detected an uptick in unlicensed moneylending, or UML, cases since October 2021. Between October and December 2021, there were 917 cases of UML and UML-related harassment cases reported. This was an 8% decrease, compared to the same period in 2020. The Police take a tough stance against UML activities.”
“There are approximately 13,000 households who have electricity accounts in arrears and 150,000 households who have water bills in arrears. Of these 150,000 households, about 1,200 have arrears of at least $250.”
“I thank the Member for the suggestion. Indeed, the Police do monitor the current trends, but I would like to, first of all, say that we think the current situation of unlicensed moneylenders is under control.”
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“As the saying goes, "Opportunity favours the prepared and success belongs to the most persistent." The age of AI is already upon us. I hope that everyone will join NTUC in actively upskilling, learning and applying AI. (In English): Mr Deputy Speaker, AI is the defining technology of our generation. But we face this challenge with strong foundations built over decades of tripartite cooperation. To our tripartite partners, let us continue working closely together to help our firms transform and stay competitive, while supporting our workers to remain productive and to maximise opportunities. To our workers, we will continue to support you to leverage AI. And to our senior workers, your experience matters and it is my firm belief that it will be an advantage in the AI era. Take that step with us, upskill and learn, including from your younger colleagues and together, we can close the access gap, narrow the skills gap and expand opportunities for all. Because in Singapore, we have always believed that progress must be inclusive, that as we move forward, we move forward together, because every worker matters. Mr Deputy Speaker, I support the Motion. [Applause.]”
“Because tripartite partners moved together in solidarity, firms became more productive, workers took on better jobs with better pay and Singapore strengthened its competitiveness. Mr Deputy Speaker, the Tripartite Jobs Council will be a key platform to realise our shared aspirations for the AI era as laid out in the Motion. It will build on efforts across the Government, employers and the Labour Movement and enable partners to scale outreach, accelerate policy implementation and direct resources so that workers and enterprises can seize opportunities from AI. The Tripartite Jobs Council will take on a practical and iterative approach. We may not have all the answers upfront, but we are clear that our deep trust built over decades of cooperation and shared goals will allow us to achieve our aspiration of inclusive economic progress. Mr Deputy Speaker, I will now speak in Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] Mr Deputy Speaker, Singapore needs to harness AI to drive the next phase of economic growth. But more importantly, this growth must be built on a foundation of fairness, inclusivity and resilience for all. Singapore's tripartite partners – unions, employers, and the Government – have worked closely together over many years, building deep trust that has allowed us to unite and overcome challenges together, no matter what difficulties we face. We will continue to support our workers in seizing opportunities and strengthening their competitiveness in the age of AI. In February this year, the NTUC launched the AI-Ready SG initiative, actively encouraging workers to learn and master AI tools. This initiative helps them bridge the gaps in awareness, skills and access, so that they are better prepared for the AI-driven economy.”
“I am glad to share that Mdm Foo has found a new role and has gained familiarity with AI in the process. Mr Deputy Speaker, AI-Ready SG is one example of how we can realise the intent of this Motion. It supports workers to build AI skills, gives them access to tools to apply these skills and works with businesses to improve productivity and create new opportunities. Looking ahead, we welcome companies and partners to come onboard as we scale our efforts and increase our reach to ultimately deliver better support for our businesses and for our workers. Mr Deputy Speaker, these efforts are important and we are already seeing encouraging outcomes. But the scale of change brought about by AI is also significant, with great uncertainty and anxiety among workers. This is why tripartism, with its proven track record built over many decades of open communication and trust, is critical to this challenge. Singapore has navigated major transitions before. In the 1980s, when computers first entered the workplace, workers were concerned that these machines could replace their roles in data entry and filing and companies were anxious about costs, skills shortage and disruptions to their daily operations. But tripartite partners leaned forward. The Government invested in infrastructure and skills, including the National Computer Board, to drive nationwide adoption of IT. Employers stepped forward to transform their businesses with new technologies and redesigned workflows. The Labour Movement drove skills upgrading en-masse, organised workshops and seminars, preparing workers mentally and practically for change.”
“But we will continue to review this, depending on the take-up and the interest over time. We are also partnering sector agencies like the Civil Aviation Authority of Singapore to develop sector AI training pathways for our union leaders. Second, we are supporting firms in business transformation and job redesign through NTUC's CTCs. To date, NTUC has formed 3,800 CTCs, embarked on over 900 business transformation projects, benefiting over 300,000 workers. Let me share another example. I know you have heard many examples over the course of this debate. It is from the Evergreen Group, a local office and stationary supplier. Through a CTC Grant project with the Singapore Manual and Mercantile Workers' Union (SMMWU), it implemented an AI-powered e-ordering system to automate the ordering process and improve inventory management. With this new system, manual work such as order processing was reduced by about 60%. Workers could focus on higher-value tasks such as managing customer relationships and using data to optimise inventory. As they became more productive, the company could handle 40% more orders and provide wage increments for its employees. This is what we mean by win-win outcomes – where businesses become more productive and our workers progress with them. Third, we are improving job matching with new products and services to help workers access good jobs. Let me go back to Mdm Foo from the start of my speech. Through close support from her e2i career coach, she gained a deeper understanding of her skills and the new job market. Her coach also introduced her to NTUC's AI Career Coach and e2i's AI Interviewer. With support and encouragement, Mdm Foo could confidently use these AI tools to sharpen her resume and also practise her interviews before the actual session.”
“First, training and upskilling workers to address skills and access gaps. To close the skills gap, NTUC LearningHub has developed a comprehensive AI learning pathway, with three different levels for learners with different proficiencies: foundational training to build AI literacy and fluency, intermediate training tailored to sectors or job roles, and advanced training for those in deep tech and who want to develop deeper AI specialisation and capabilities. I am glad to note that to date, there has been strong interest. Since February 2026, more than 4,000 workers have enrolled in LearningHub's AI courses. I am also very happy that 39% of them are seniors. Dr Neo has suggested certification of competencies. This is something that the LearningHub has already been doing. For example, it works closely with companies to design AI courses aligned with the Government's skill frameworks and that are tailored to companies' needs. We also partner with industry leaders such as AWS and Microsoft to certify learners' competencies based on industry demands. We will continue to expand this to more sectors and more industries. At the same time, under AI-Ready SG, we are also closing the access gap by providing union members with subsidies of up to 50% for AI premium subscription tools through NTUC's Union Training Assistance Programme (UTAP). I am happy to also let Members know that in the first of these AI tool subscriptions, NTUC's premium subsidy does cover a range of tools, including coding and agent-based tools such as Claude Code, Codex, Manus and others. I think there are a total of 20 or 21 tools. We are offering this as part of membership privileges only because we are using the existing UTAP funding model catered for our members' training.”
“Even when senior workers are willing to learn, they may not have the same opportunities to benefit from AI in their actual jobs. OECD's Employment Outlook 2025 highlights that across OECD countries, opportunities to learn by doing fall with age, where 62% of adults aged 25 to 29 reported such opportunities, but this falls to 45% among those who are 60 and above. In addition, a 2025 Pew Research Centre report found that 73% of workers who used AI at work were aged 18 to 49, while only 27% were aged 50 and above. This is why we need to work with employers to give our seniors the opportunity to use AI tools and to reap productivity gains in their job. Senior workers bring valuable experience and with AI, these strengths can go even further. I have spoken about this no less than two times in this Chamber. Research from the Stanford Digital Economy Lab supports this. It highlighted that senior employment in the US has remained resilient and may even have grown with the introduction of AI because they see that seniors bring tacit experience, knowledge and soft skills that enable them to increase productivity with AI. To our senior workers, we understand your challenges and we are with you in this transition. Take the first step with us. Start a course, try a tool, learn from those around you and you can thrive in the AI economy. Mr Deputy Speaker, the Motion before the House is important. It emphasises that growth must be anchored in fairness, resilience and opportunity for all and resolves to equip workers to seize these new opportunities. That must also apply to our senior workers. NTUC recognises that long-lasting impact is best achieved through a partnership approach and has taken proactive steps through an AI-Ready SG initiative, which focuses on three key areas.”
“But with simple, guided use cases, they quickly picked it up and were using AI to generate posters for the union's Family Day and membership campaign. Some even went to the extent to do banners for their families for birthdays and anniversaries. As we ended the session, many leaders came forward to share with me that they enjoyed the session and now, they realise that it is not so difficult to learn to use AI tools. The only thing they asked for is that they wished the session could be longer and the font on the slides can be bigger for them. This encouraged me because it shows that the issue is not a lack of willingness, but rather a lack of access and, to some extent, to some of them, it is about confidence, which we can overcome by curating and customising access to AI tools and making time for our seniors to learn and to increase their knowledge. Second, skills gap. We see a gap in training participation, where MOM's 2025 report found that residents aged 50 to 64 had the lowest training participation rate at 44.5%, compared with about 60% for those who are below 40 years old. It is easy to tell seniors to go and upskill, to go and take a course and reskill, but in reality, we know that with commitments, with bills to pay, with limited time and energy, taking the first step sometimes is not easy. Many of them, we must remember, have lived through repeated cycles of change and transformation, and may feel fatigued, uncertain or even question the relevance of more training. These concerns are real. We must make training more accessible for them at a suitable pace, through practical and bite-sized modules, and make AI more relevant to their job skills. The third is the opportunity gap.”
“Mr Deputy Speaker, Sir, I begin by declaring my interest as the Deputy Secretary-General of NTUC and the executive secretary of the Singapore Industrial and Services Employees' Union (SISEU), where I am closely involved in supporting our workers. Today, I want to continue to support our senior workers and reflect their concerns in the age of AI. Let me start by sharing about Mdm Foo, a 55-year-old jobseeker who approached NTUC's e2i for assistance. After leaving her previous job of more than 20 years, she found that the job search process had changed quite dramatically. Even resume writing has changed. Resumes used to be written for people, but she found out that today, they are often screened by machines first. Job applications also moved to digital portals that are not so intuitive for people like her to navigate. So, she felt lost and uncertain. Mdm Foo's experience is not uncommon among senior workers and reflects their anxieties about changing work processes. For some, AI presents true opportunities. For others, it creates uncertainty and anxiety. And for many of our senior workers, their experiences are shaped by three key gaps that I think we collectively must try to address. The first is the access gap. While Singapore has made progress in closing the access gap for seniors, smartphone ownership among them still lags behind other age groups. In addition, seniors may have less access to AI tools. I saw this first-hand at one of the AI workshops organised by my union SISEU for about 90 union leaders whose median age was about 53. While all of them used smartphones, many were trying AI tools for the first time. Understandably, there was some initial hesitation.”
“Entering the Year of the Horse, the global situation remains uncertain and enterprises still face numerous challenges. Workers must also do their part, prepare for rainy days and actively plan for the future. If each of our workers can make good use of AI and the wisdom accumulated over many years – AI plus wisdom, technology plus experience, having both speed and accuracy – then Singapore will certainly be able to achieve stability and progress amid chaos. (In English): Mr Speaker, looking ahead, our workforce must be defined not by age, but by capability. We must move from lifetime employment to lifelong employability. From qualifications alone to demonstrated skills and adaptability. From protecting jobs to strengthening job security. Ageing, like AI, is upon us. Standing still is not an option. I therefore call on our tripartite partners to step up support for all our senior workers to prevent premature exit from the workforce, to help them bounce back when needed and to sustain meaningful employment for as long as practicable. This Budget lays strong foundations for the transformation towards an AI-enabled economy. As a small nation whose strength lies in our people, we must press ahead with AI in ways that strengthen and not replaces our workers. We welcome the Government’s assurance that technological progress will not come at the expense of our workers. Together, we must act decisively to put in place the support needed for workers to adapt, progress and continue contributing with confidence. The Labour Movement stands ready to work closely with our tripartite partners to ensure that every worker, including our senior workers, will not just adapt to change, but will thrive in an AI-enabled economy. [Applause.]”
“Senior workers will increasingly play roles as mentors and coaches while the younger ones will bring digital capabilities and new technological knowhows. AI can help bridge these generations by amplifying the strengths of both. I believe that Singapore's competitive advantage in the future can lie in combining technological answers with experience-driven questions. Mr Speaker, I will now speak in Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] Mr Speaker, last year, during the Parliamentary debate in September, I talked about two AIs: "artificial intelligence", and the "ageing individual" whom we are concerned about. What I want to further emphasise is that these two AIs can complement each other – artificial intelligence can help improve the speed of work, whilst the wisdom of senior workers can help improve the accuracy of work. Intelligence and wisdom, speed and accuracy. Both are indispensable. AI can quickly provide answers but the wisdom, judgement, values and sense of responsibility of senior workers, as well as their years of accumulated experience, cannot be replaced by technology. Our philosophy is very clear – AI cannot replace human wisdom, but we certainly have the wisdom to master AI. As technology evolves at an accelerating pace and AI becomes more widespread, some senior workers worry that they cannot keep up with the changes and will find it difficult to master new skills. We understand and take everyone's concerns very seriously. Therefore, NTUC has launched the AI-Ready SG initiative to encourage workers to learn and use AI tools and also support enterprises in using technology to redesign work, helping to make the transformation process smoother.”
“I am pleased to share that the first three playbooks have been launched and I encourage employers to work closely with us to tap on these resources in their transformation journey. Our CTCs, including our growing network of queen bees also play a critical role in business and workforce transformation. They bring employers and workers together to co-create upskilling and job redesign plans that directly benefit their business and also upskill our workers. Let me share one example. At Tan Tock Seng Hospital, the introduction of an AI-enabled predictive patient monitoring system has helped our nurses manage fall-risk patients more effectively. I met senior enrolled nurse, Lilian Teng, who is 69 years young. She shared how the system eliminated frequent manual labour, reduced physical strain and allowed her to focus on higher-value clinical work. Importantly, her younger colleagues helped her adapt and gain confidence to handle the new technology, while Lilian contributed and shared her clinical experience with the younger colleagues. [Mr Speaker in the Chair] What encouraged me was not just how AI supported a senior worker in this instance, but how different generations supported each other in the work place. This example shows that the future of work is not just about choosing between technology and experience, or between younger and older workers. It is about maximising their relative strengths and making them stronger by working together. Mr Speaker, the third priority is to build a multi-stage, cross-generational workforce. The future workforce will not follow a linear, simple path of education, work and retirement. Instead, I believe it will be a journey of continuous learning, continuous upskilling and reskilling, and contributions.”
“These initiatives show that when employers redesign jobs thoughtfully and provide structured pathways, they can unlock the full potential of our senior workers. Senior workers must also be able to contribute with dignity and without fear of discrimination. The Tripartite Workgroup is studying whether additional support can be extended to long-term unemployed seniors seeking to re-enter the workforce. This need was actually reflected in the experience of Mr Sunil, a senior jobseeker who shared in a forum letter last week about how NTUC’s Career Festival gave him more than job advice – it restored confidence and reassurance at a critical stage of his job search when he walked into the Career Festival. His experience reminds us that beyond advice, senior jobseekers benefit from personalised guidance and support as they navigate career transitions. We should therefore continue to encourage our employers to support and to invest more in training and job redesign for mature workers and also to facilitate multi-generational workplaces. Mr Deputy Speaker, the second priority is to ensure that AI strengthens rather than replaces our workers. As mentioned earlier, NTUC has launched the AI-Ready SG initiative, which is a one-stop platform to train and upskill workers, support firms in transformation and improve matching for workers to access better jobs. Apart from the support given to workers in areas such as training and matching, NTUC has actually launched for quite some time an AI Readiness Index (AIRI), which I think Member Denise Phua will be happy to know, an AI Transformation Blueprint and more recently, sectoral AI Playbooks that provide companies with practical guidance on business transformation and resources to support their workers' upskilling.”
“NTUC’s Senior Employment Survey shows that more than 70% of senior workers are open to employment beyond the retirement age. But this is not about expecting seniors to simply stay in the workforce longer. It is about giving seniors the choice and flexibility to continue contributing meaningfully, building on their strengths, their experience and their skills. Employers should continue developing flexible career options. The Tripartite Workgroup (TWG) for senior employment, which I co-chair, is exploring ways to expand and broaden these options. Through the Alliance for Action on Empowering Multi-Stage Careers for Mature Workers (AfA-EMW), companies have piloted promising models. One example is Mandai Rainforest Resort’s hobby- or interest-based job roles, and also recruitment prototypes, where seniors are hired based on their hobbies and interests, with roles redesigned to build on these strengths and these passions. Through this approach, Mandai gave Mr Richard, a 60-year-old nature enthusiast, the opportunity to serve as a Welcome Ambassador in a role aligned with his love for nature. With support from his colleagues and employer, Richard now takes pride in bringing his guests around the resort to experience the natural surroundings he cares deeply about. Some employers have also created structured pathways that allow seniors to transition gradually into retirement while continuing to contribute meaningfully. At Schneider Electric, for example, the Senior Talent Programme offers different “personas”, one of which is the “Pivot” persona, which enables senior workers to take on roles such as coaches and mentors while remaining engaged in the organisation.”
“More seniors today are financially prepared for retirement and more are choosing to remain economically active. But as our workforce transforms, challenges remain. First, as our population ages, overall resident labour force participation, unfortunately, is gradually declining from 70.5% to 67.9% in the last five years. This is a structural challenge that will affect our economic resilience in the long term. Second, many seniors still face barriers in staying meaningfully employed, such as hiring filters or reduced benefits at re-employment. NTUC survey show that they take longer to find jobs, average of 6.2 months versus 4.9 months on average, for other workers, and 37.5% report narrowing job prospects due to age. I am sure Members here would have also heard of anecdotal experiences among our residents who face challenges in the job search. Third, many seniors worry about keeping up with technological advances and its impact on job security specifically. While many are willing to learn, they face constraints of lower familiarity with new technologies and also heavier caregiving responsibilities. Employers have also cited difficulties such as mismatched salary expectations, skills gaps and concerns about higher wages. While these are not straightforward, and also difficult issues to deal with, but I remain optimistic that Singapore can navigate these challenges through our deep tripartite cooperation, and also, especially in this time of AI. Mr Deputy Speaker, let me articulate three priorities as we navigate this change, especially for our senior workers. The first priority is to enable seniors to remain employable with choice, flexibility and inclusion. Many seniors want to continue working beyond their retirement age.”
“Mr Deputy Speaker, Sir, I rise in support of this year's Budget. I think it is one that provides critical stability in the midst of uncertainty and chaos. And with this stability, it helps us to propel forward to pursue progress for Singapore and Singaporeans. Last September, I spoke about the two forces shaping Singapore's future. I named it "the two AIs". AI number 1 is "artificial intelligence", which generates information at lightning speed, changing the way we work and we live. AI number 2 is ageing individuals, experienced workers who bring their wisdom, their judgement and their perspective to the workplace. Today, I would like to build on these two AIs and on this idea. My argument is a simple one – that AI helps us find answers much faster, but it is experience in AI number 2 that helps Singapore ask better questions. Singapore's success will depend not only on how quickly we find answers, but whether we ask the right questions about our future economy, our workforce and our jobs. As Singapore becomes a super aged society, our goal is to support our seniors to age with dignity, with security and with a peace of mind. Mr Deputy Speaker, the Labour Movement and our tripartite partners have been working on this and preparing for this transition for many years. We supported raising the retirement and re-employment ages, which are on track to reach 65 and 70 by the year 2030. We support strengthening CPF contributions for senior workers and to progressively raise the ceiling to protect retirement adequacy. We backed the Workplace Fairness Act to reinforce protection against workplace discrimination, and we have consistently pushed for job redesign, lifelong learning and stronger mid-career transition support. These efforts have indeed made a difference.”
“Here, I would like to thank MOM and our tripartite partners for their attention to maintaining workplace fairness, particularly their focus on seniors. As the saying goes: "The seniors are like jade; they are treasures of the nation." In this digital age, we need to continue supporting seniors to remain actively engaged in work and social environments, enabling them to enjoy their golden years with dignity and confidence. (In English): In closing, Mr Speaker, this Bill gives senior workers stronger protection, along with better access to union representation through the expanded claims framework. This is a significant step forward in ensuring fair treatment. Beyond legal protections, we must build workplace cultures that respect and empower workers of all ages, where experience is seen as an asset, not a liability. This is a key priority of tripartite partners under the Tripartite Workgroup on Senior Employment, which I co-chair. Mr Speaker, I support the Bill.”
“These include working with tripartite partners to develop fair hiring standards for the use of AI and to equip our HR practitioners with the right skills and tools to detect and mitigate algorithmic bias. Given the varied nature of grievance cases, the Government should actively collect data and conduct regular review of the legislation in collaboration with tripartite partners to ensure that it remains responsive to the evolving societal norms and workforce demographics. And one suggestion I want to offer here is to review the ECT limit for all other workforce or workplace claims. Given the advantages of ECT in granting more workers, including our PMEs, access to justice, we ask that the Ministry do consider expanding the ECT claims limit for other workplace claims beyond workplace discrimination, including salary dispute and unfair dismissal. This is especially if the expanded ECT for WFA claims works well going forward. Mr Speaker, I will now speak in Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] Mr Speaker, the Workplace Fairness Act is crucial for safeguarding the rights and dignity of senior workers. Singapore will enter a super-aged society in 2026, and our senior workers often face anxieties regarding job security, re-employment and skills retraining. This Act will ensure that senior workers have an avenue for redress, helping them regain dignity and confidence in the workplace. The Workplace Fairness Act and the Workplace Fairness (Dispute Resolution) Bill, through the Judge-led Employment Claims Tribunal with its mediation-first approach without high legal costs, ensure that all workers, including seniors, have a fair, accessible and effective pathway for their WFA claims.”
“For members in unionised companies, they can, in addition to the legal clinics, continue to rely on our industrial relation officers who are well-versed with the Industrial Relations Act and workplace matters and equipped to represent our workers to the best of our ability. I also want to respond to Member Shawn Loh's question whether NTUC will support non-members of NTUC to join NTUC in order to obtain support from us. My response is that all workers should join NTUC today and not wait until they need support from us, because we are here to support every worker and every worker is important to us. Beyond discrimination at work, many senior workers report applying for numerous jobs but receiving silent rejection. In my earlier Motion of Thanks speech, I shared one such real-life story and also urged employers to better recognise their expertise accumulated from years of experience of our senior workers. As recruitment becomes increasingly digital, we must also guard against age bias in artificial intelligence (AI)-based hiring tools. In the United States, for instance, Workday, Inc., one of the world's largest HR software provider, is facing a collective action lawsuit based on claims that its AI-powered recruitment system discriminated against candidates above 40 years old. This shows that even well-established platforms are not immune to bias and that algorithm discrimination is a real and emerging risk. So, NTUC asks for stronger guidance and governance standards for AI-powered HR systems to ensure that technology promotes fairness, not perpetuate hidden discrimination.”
“SISEU highlighted a case where a company asked employees nearing retirement age to resign voluntarily or risk losing medical benefits, only to replace them with new younger workers. With union intervention, the company eventually recognised the violation and took corrective actions. While this may have stemmed from a new management unfamiliar with local norms, it underscores how similar cases and practices could be adopted elsewhere, whether they are intentional or otherwise. As Mr Lee Kuan Yew puts it, "Self-respect is what our trade unions have and will give to our workers, that protection for a man's right to his own dignity." This Bill puts that principle into action. Senior workers now have stronger legal protection against disguised bias, where NTUC and our unions can better represent workers in resolving disputes and restoring this important dignity. Before any dispute escalates to ECT, NTUC also provides accessible support for our members. Our LawWorks legal clinics, through our partnership with Pro Bono SG and the network of volunteer lawyers, offer complementary basic legal advice to members, including for employment- and workplace-related matters. I know that Member He Ting Ru mentioned that the website of Pro Bono SG did not indicate that. We will check on the website, but in practice, on the ground, we see the majority of cases coming to LawWorks are personal workplace- and employment-related cases. We will similarly extend this support and this legal claim to provide advice to members for discrimination cases under the WFA as well.”
“These are timely measures as Singapore is expected to become a super-aged society in 2026. For senior workers, discrimination often compounds existing anxieties, including their job security, re-employment or their skills relevance. It is therefore vital to provide a trusted and accessible avenue for redress, giving them confidence and dignity at work. Therefore, I want to thank the Government for working closely with the tripartite partners to design the dispute resolution process that ensures that workers, including our senior workers, have a fair, accessible and effective pathway to their WFA claims. Mr Speaker, Sir, beyond formal mediation and tribunals, NTUC and our unions play a critical role in supporting our members to obtain fair and early resolution for workplace disputes. As the executive secretary of SISEU, I see our union leaders and our industrial relations officers working tirelessly to support our members. Last year, SISEU handled over 100 individual grievances, including professionals, managers and executives (PMEs) and members from non-unionised firms. Most were resolved amicably, at the union level, through mediation. Let me share an example. SISEU supported a wrongful dismissal case involving a PME in his mid-40s, terminated with one month's notice, despite a satisfactory performance and without clear explanation. Through union mediation, he secured approximately $55,000 in compensation more than if he had escalated to the Employment Claims Tribunal (ECT). Age discrimination in the workplace is often subtle and difficult to detect, as it can take the form of indirect practices. On the ground, it is not uncommon to hear that when companies downsize, older workers are often the first to be let go.”
“Mr Speaker, Sir, I declare my interest as the Deputy Secretary-General of the National Trades Union Congress (NTUC), the executive secretary of the Singapore Industrial and Services Employees' Union (SISEU), as well as the co-chair for the Tripartite Workgroup for Senior Employment (TWG-SE). During the debate on the Workplace Fairness Bill earlier this year, brother Heng Chee How emphasised how an ageing population is a major challenge for global economies. Beyond affecting individual workers, age discrimination can reduce our economy's overall competitiveness and productivity. Through my engagements with union leaders as well as individuals and workers of different segments and in particular, recently, of senior workers, I have also heard concerns from our seniors about ageism in hiring, in training and in promotion. I have covered some of these topics in the Motion of Thanks debate this year. Globally, we also see that age discrimination at workplaces has led to significant legal consequences. In the United States, IBM faced lawsuits over layoffs since 2016 that allegedly targeted older workers. More recently, IKEA settled five lawsuits for passing over older workers for promotions and unfairly labelling them as lacking potential. These cases show how age discrimination, if unaddressed, can lead to costly legal battles and a fractured workplace culture. This is why the Workplace Fairness Act (WFA) is an important step that prohibits workplace discrimination based on protected characteristics, including age. Today, I welcome the introduction of the Workplace Fairness (Dispute Resolution) Bill, which sets out the process for individuals to make claims against firms if they experience workplace discrimination.”
“This is the true purpose and promise of technology when paired with human intelligence, not just doing more but doing better, together. Sir, I support the Motion. [Applause.]”
“Deputy Speaker, fellow Parliamentarians and fellow workers, AI is not the exclusive domain of young people; it is a tool for all of us. On this journey of learning and transformation, NTUC will be everyone's steadfast partner, providing practical support and companionship. We will approach this from three areas. First, ensure all workers have fair opportunities for transition. Second, provide all workers with the necessary training to acquire new skills. Third, support businesses in their AI transformation to enhance competitiveness. Finally, let us embrace AI and also honour our older selves. With AI and love, the future is ours. (In English): Let me end by sharing an article I came across in Forbes that got me thinking. It is titled "How Gen AI could give us back at least 40% of our time". The article went on to explain a growing reality that AI can increase productivity by automating administrative processes, research and even content creation. I can imagine the time savings, but I am not sure about the 40%, although I wished it is the case. The question for us to ponder is if AI can give us X% of time, say 20%, 30% or 40%. What will we do with it? Brother Arvin Tang from the Tech Talent Assembly also asked a similar question last week at the Amazon Web Services Fireside Chat. If you think about it, we could reinvest this time to grow our business, to work even harder to pursue our career goals, or we could spend time volunteering doing something meaningful, serving our community. But deep down, I hope we, and especially our seniors, could live a more balanced life. Cherishing time with family and friends, learning something new and pursuing our passions.”
“To our senior workers, let us be bold to embrace technology and AI, learn and apply ourselves, so that we can be ready for the new AI economy. Mr Deputy Speaker, I will now speak in Mandarin, please. (In Mandarin): Mr Deputy Speaker, I just mentioned in my English speech that AI represents two key topics, "Artificial Intelligence" and "Ageing Individuals". Can ageing individuals keep up with artificial intelligence? The answer is, with AI and with love, we definitely can do it! As long as everyone: has a love for learning, a love for asking questions and a fighting spirit. First, love for learning. All AI tools are becoming increasingly simple. By using mobile phones, voice commands and taking photos, we can ask questions and learn. Language is not a barrier; AI can communicate in most of the world's languages. With a love for learning, we can make meaningful progress and enhance work efficiency. Second, love for asking questions. Curiosity matters – regardless of age. AI is not afraid of your questions. It is only fears that you would not ask. AI is like an encyclopaedia in your hands, ready to provide answers anytime. This also proves that technology is making knowledge more accessible, no longer a privilege reserved for a select few. Technology will help more workers improve both in their work and lives. Third, a fighting spirit. AI provides information but critical thinking depends on ourselves, especially the experience and judgement of our senior workers. Innovation is not a miracle, but the commitment to doing better tomorrow. As long as we are willing to work hard, willing to think and willing to do better, I believe we will thrive in the AI economy.”
“At the Ong Teng Cheong Labour Leadership Institute, we are piloting an AI research assistant to streamline research and in future, maybe even curriculum design. One affected key staff is Ms Ng Yuen Jiuan, or we know her affectionately as Jiuan. With over 30 years of service in the Labour Movement, Jiuan is widely respected for her deep institutional knowledge and resourcefulness in extracting and presenting historical data. Even in her late-60s, instead of resisting the AI tool that might potentially replace her job, Jiuan continues to embrace lifelong learning and took the initiative to upskill herself with the latest tech skills. Working alongside younger teammates, Jiuan leveraged her experience to identify gaps, accuracy of AI results and propose improvements to the system. Through her quiet resilience and collaborative spirit, she not only contributes valuable insights in the process, but also mentors and inspires her younger colleagues. Jiuan’s story highlights how multi-generational collaboration efforts fuels innovation and stronger team outcomes. It is a reminder that experience, adaptability and willingness to learn are strategic assets in building a future-ready workforce. Before I conclude, let me leave Members with three calls to action. First, to employers, let us invest in older workers. Do not choose between AI and age. Choose both. Together, they can bring great value to your business. To our Government, I hope you continue to support NTUC, particularly in our "AI-Ready SG" movement, which is a one-stop initiative that integrates resources from tripartite partners and the ecosystem to help our workers and businesses bridge the AI gap.”
“Last year, I spoke about the Hollywood Writers’ Guild Association and this year, in fact, the SAG-Aftra video games actors were on strike that only ended in July 2025 after a year-long protest against AI. At NTUC, our response to AI is not to protect jobs from disruptions. Instead, our vision is to help our workers to thrive in the AI economy, by ensuring a just transition, supporting business transformation and upskilling our workforce. Just as we lifted workers through the computer revolution in the 1980s, the rise of Internet in the 2000s, we will ensure that no worker will be left behind, including and especially, all our senior workers. The NTUC Company Training Committee (CTC) Grant has been a valuable resource for companies to implement AI initiatives. For example, SBS Transit used the CTC Grant to implement an AI-powered tyre management system, turning a manual process into a digitalised, predictive one. This significantly reduced man-hours and enabled technicians to do higher-value jobs, improving their wages and job prospects. Brother Mazri bin Masrah, a 52-year-old technician, successfully transitioned through this AI transformation in SBS Transit. After spending about 18 years as a driver, he became a bus technician and completed a work-study diploma sponsored by SBS Transit. He was then selected to be a diagnostic expert, a new career scheme developed by SBS Transit to upskill their technician workforce. With structured training, he now uses AI-powered tools, like the automated Tyre Management System, to boost productivity and sharpen his technical skills. His journey shows how older workers can thrive in a tech-enabled environment with the right support and opportunities. Let me cite another example within the NTUC family.”
“But just six months into retirement, he felt less engaged and contemplating a strong desire to contribute back to the society. He wanted more balance in his life and decided to work part-time while pursuing his hobbies, and today, he teaches three days a week at a local university and advises on operations for a friend’s F&B business and is more fulfilled than ever. This experience inspired Kai Ning to start Courage Chapter, to help other seniors tap into their wealth of experience while enjoying flexible work arrangements. The courage to work should be celebrated and we can do more to scale these efforts. NTUC is working with our tripartite partners to ensure that our senior workers have the options, the flexibility and the dignity at work, as we navigate the future of work shaped by AI. As industries transform, our senior workers should be given fair access to training and upskilling opportunities so they can adapt and continue contributing meaningfully. The Tripartite Workgroup on Senior Employment, which I co-chair alongside MOM and the Singapore National Employers' Federation, are working closely to identify some practical solutions. And from the problem statements I have stated and the stories I have told, Members have an idea, we have some plans in mind. But we will share the findings and plans next year. Let me turn to AI. We have heard a lot from Members in this Chamber and we are also hearing concerns from workers, particularly in white-collar professions across sectors in ICT, in finance and media, and even freelancers about their anxiety over job security. Globally, we witnessed labour disputes arising from the adoption of AI.”
“Employers must recognise that this kind of expertise, accumulated from years of experience, is essential for navigating uncertainty and making better business decisions. It is timely for us now to take a fresh look at how we can better support our senior workers. From our engagements, broadly, there are three archetypes of senior workers who need further support. There are those who wish to extend their retirement age and to work for as long as they are healthy and possible. There are those who would like to slow down, maybe have some flexibility to contribute back meaningfully to the workplace and to society. There is also a group who finds it very difficult to re-enter the workforce when they lose their jobs and they need targeted support. So, let me share two real-life encounters that I had over the last couple of weeks. At one of the Tripartite Work Group dialogues, I met a gentleman in his 50s. Despite a strong track record in various multinational companies, he was retrenched, twice, within four years. While actively looking for a job, he is also having to look after his elderly parents-in-law and support their children through their tertiary education. Even after lowering his salary expectations, his applications have not been successful, and we are still supporting him. The second story has a better ending. Recently, I met Ms Lim Kai Ning, the young co-founder of Courage Chapter, a startup that helps senior professionals transition into their next chapter through meaningful projects and roles that tap into their skills and experience. Her journey began not with a business plan, but with a rather deep, personal experience. Her father retired nine years ago in his 50s and like many, he looked forward to a well-deserved rest.”
“But as our workforce ages rapidly, we must do more. In our focus group discussions, some of the common issues raised included ageism in hiring practices and selection for training and promotion; affordability of medical costs, coupled with concerns over adequacy of existing medical subsidies; lack of flexible work arrangements to accommodate, especially caregiving; heightened anxiety about job displacements by AI and also, offshoring; and insufficient support for targeted placements and training. NTUC's 2025 Survey on Economic Sentiments revealed that only 43% of senior workers aged 55 and above believed that there were sufficient good jobs for them in the market. This compared to 66% for younger workers. Senior workers also face a longer period of unemployment and job search duration of 6.2 months, compared to 4.9 months for the workers on average, and even when they are willing to change vocation and at a lower pay. These numbers speak for themselves. That is why in last year’s Budget speech, I urged employers to see mid-career workers beyond their age; to hire more of them; to pay them fairly, based on their skills and experience; to give protected time for their training; and recognise their acquired skillsets. If left unaddressed, age-related bias could discourage labour force participation among senior workers, resulting in a loss of valuable experience in our workforce and institutional knowledge, and worsening Singapore’s manpower challenges. Yet, amid these challenges lies a powerful opportunity. Ageing should not be seen as a liability but as a source of strength. Research, including findings from Harvard Health, shows that older workers often make more rational decisions and demonstrate better judgement.”
“Ageing and AI should not be mutually exclusive or stand alone. In fact, they could form a powerful partnership, and that is the idea I want to explore with us here today. Singapore is being shaped by two major shifts. I refer to them as the two AIs. AI, number one, we are familiar, it is artificial intelligence; and AI, number two, ageing individuals. One generates rapid knowledge, the other brings accumulated wisdom. And as the saying goes, knowledge can inform us what is the quickest path up a mountain, but it is wisdom. Wisdom is knowing if the mountain is even worth climbing. AI number one gives us answers very quickly; but wisdom from AI number two helps us to ask the right questions. These two waves are rising quickly. We can either learn to ride them or risk being swept away. For many senior workers, let us face it. Productivity slows, knowledge and technology kept on evolving. But AI can complement our senior workers by giving very updated information and analysis at lightning speed. On the other hand, AI may be game changing, but we also know that it can hallucinate and lead to information overload. Our seniors with years of experience and wisdom can guide the use of AI. The real opportunity lies in bringing these two AIs together, to redefine the future of Singapore's workforce as one that is smarter, more inclusive and future-ready. So, let us take a look at what are the challenges that our senior workers face today and what more can we do to support them? Thankfully, we are not starting from scratch. The tripartite partners have made good progress over the last few decades. We have raised CPF contribution rates and boosted retirement adequacy. We also raised retirement and re-employment ages, so that those who prefer and wish to work longer can do so.”
“Mr Deputy Speaker, I will be speaking on two areas from President Tharman's address: supporting our seniors and artificial intelligence. In the past few months at NTUC, I have focused my work on these two areas. On supporting our senior workers, let me put on record, a big thanks to brother Heng Chee How, who has been supporting and championing our senior workers for the last two decades on behalf of NTUC. Now that he has retired as the most senior labour MP by age, or maybe not the most senior, other than the Secretary-General, I thought I should step in to continue the good work he has done by championing our senior workers for Singapore. Personally, I have also hit two senior milestones very recently: one, becoming eligible to withdraw from my CPF; and two, most proudly welcoming a new daughter-in-law into our family. More importantly, I have always cared deeply about our seniors. I have advocated for many senior residents in Pasir Ris and now I feel very honoured to have the chance to engage a wider and broader segment of senior workers. Listening to their stories, understanding their struggles and also sharing in their aspirations inspire me to do more for them. On the AI front, I have spent the last year diving into this technological wonderland, taking many courses, experimenting with the 10-over AI tools that I have downloaded on my mobile phone. My mission: to learn as fast as I can to drive NTUC's digitalisation efforts and to support business' transformation. I have been visiting many technology companies and attending AI events, which felt like an intense SkillsFuture boot camp, in the last couple of months. So, initially, I planned to speak on these two tech topics separately, but as I reflected more deeply, it dawned on me.”
“Another initiative is the NTUC-Education and Training Fund Collaborative Fund (NCF) and the Union Training Assistance Programme (UTAP). Companies that join the union can receive up to $50,000 in NCF funding annually to support training programmes, while unionised employees can receive UTAP training subsidies of $250 or $500. Fellow workers, these programmes and subsidies are tailored for you, so please make good use of them to upgrade your skills. As the saying goes, "30% is destiny, and 70% is hard work". This hard work includes constantly seeking innovation and change, and learning new skills. Those who strive and learn will win. Let us unite, continue to work hard, upgrade ourselves and create a better future! (In English): As we look ahead, the challenges of the next decade will be unlike those we have faced before. Yet, the strong foundation of tripartism built by generations of government, employers and union leaders, are well-equipped to navigate this future. NTUC and the Labour Movement remain steadfast to support all our workers. Whether you are a delivery rider battling the elements on the streets or a mid-career professional adapting to AI, or a senior worker seeking renewed purpose, the Labour Movement fights tirelessly to uplift your voice, to secure your livelihood and to future proof your potential. Because when workers win, Singapore wins. And on this momentous year of SG60, in solidarity with our tripartite partners, the labour movement will march forward with our workers for our country, Singapore. Mdm Deputy Speaker, I support the Budget.”
“] Mr Speaker, Prime Minister Wong's "Onward Together for a Better Tomorrow" Budget not only addresses current challenges but also establishes long-term growth strategies, helping workers upgrade their skills to prepare for the future and ensuring our economy remains competitive. The Budget has received positive feedback from workers. The Government has introduced various measures to support mid-career workers, platform workers, freelancers, low-wage workers, young workers and families, middle-age workers for their retirement adequacy and help Singaporeans with the cost of living. These measures and schemes have taken into account workers' views and concerns. This year, our economy faces many uncertainties, such as inflation triggered by global situations and the impact of disruptive technologies on companies' manpower needs. On the employment front, businesses are sending mixed signals: some companies are conducting phased retrenchments, while others are actively recruiting. Facing these uncertainties, workers should take the initiative to strengthen themselves and seize economic opportunities. NTUC provides various upgrading and training programmes and I encourage everyone to make full use of them. Since 2019, NTUC has promoted the establishment of the Company Training Committee (CTC) within companies, to enhance employee skills in a targeted manner and facilitate transformation. To date, NTUC has helped establish over 3,000 CTCs and funded 480 training programmes. This year, the Government announced an additional $200 million to support the CTC initiative. We hope that more employees will initiate CTCs to upgrade their skills and strengthen their ability in the future economy and enterprise competitiveness.”
“We are hopeful that this initiative will encourage mid-career workers to pursue lifelong training. I feel for this group of workers, partly also because we have quite a number of them in Pasir Ris, who are going through a mid-career transition and experiencing both job placement as well as skills upgrading challenges. I hope that we will continue and NTUC will continue to push for this group to help them pivot their career and also have relevant skillsets to move into a new career. To support workers’ training and employment facilitation, NTUC has expanded in the national personalised placement landscape from two to 27 career and job centres, with around 110,000 jobseekers placed since February 2020. We have also developed and are using stronger AI platforms to guide jobseekers in their career search. Ms Angela Guo sought a career switch from F&B to human resources (HR) for better work-life balance and more time with her child. Despite lacking HR experience, she approached NTUC’s e2i for help. Her career coach, Mr Wang, guided her through an employability programme, providing industry-specific mentorship, resume advice and encouragement to upskill. Angela now is pursuing a part-time HR degree and successfully transitioned into a HR role, achieving her goals while building skills for her new career path. Job security is key amid technology and industry changes as it provides the stability and the confidence for our employees and our workers to adapt and to grow. NTUC will continue to support our workers with initiatives to expand training and upskilling opportunities. Mdm Deputy Speaker, allow me to speak in Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.”
“This is what the CTC is all about: regardless of whether we are supporting a company or a cluster of companies or a sector, future-proofing businesses while uplifting our workers. Another initiative NTUC have had in place for quite some time to promote upskilling and reskilling is the NTUC-Education and Training Fund Collaborative Fund (NCF) and Union Training Assistance Programme (UTAP) through defraying the cost of training. Unionised companies enjoy an annual $50,000 NCF funding support while union members get to utilise up to $250 or $500 UTAP training credits. From 2022 to 2024, over 75,000 union members have benefited from training through NCF and UTAP, reflecting a 22% average annual growth in skills development. One of the workers who benefitted from NCF is Brother Phil, Manufacturing Manager, Operations at Hamilton Sundstrand Pacific Aerospace Pte Ltd. At 35 years old and with 11 years of experience in the company, Brother Phil has always been committed to operational excellence. However, to take his leadership capabilities to the next level, he needed to strengthen his coaching skills, conflict resolution and performance management skills. Through the NCF co-funded training, Brother Phil has acquired new soft skills and enhanced his ability to lead teams, foster a positive work culture, and drive innovation and productivity. In the past two Budget speeches, I have called for greater support for mid-career workers. The Labour Movement is therefore grateful to hear that individuals can apply for the SkillsFuture Mid-Career Training Allowance of up to $3,000 per month for selected full-time courses, and it will be extended to selected part-time courses from early 2026.”
“We are therefore very thankful for the Government to acknowledge our effort in the CTC and announced a top up of $200 million for CTC Grant in the Budget and also extending CTC Grant 2.0 to support employer-led training that leads to formal qualifications and certifications. Just to give an update, I am happy to update that we had formed over 3,000 CTCs to date, approved more than 480 transformation projects, helped over 7,000 workers receive an average of 5% wage increment above their annual increment or benefit from career development plans or from skills allowances. I urge more companies to come on board, to partner with NTUC, to join us on the CTC journey and leverage on the grants available to accelerate your business transformation and upskill your workers. The success of CTCs encouraged us to expand our reach and explore how CTCs can benefit more companies, more clusters or even the entire sector. One such example is the formation of the tripartite partnership between NTUC, SkillsFuture Singapore and one company, ST Engineering. The partnership draws on the synergies between SkillsFuture Singapore's "Queen Bee" programme and NTUC's CTC initiative to deliver comprehensive support for ST Engineering Land Systems and its ecosystem of suppliers in business transformation and workers upgrading. This is also backed by the ST Engineering Staff Union. As a first of its kind partnership, the programme seeks to upskill at least 1,000 workers and about 40 SMEs within the Precision Engineering sector of the ST Engineering Land Systems’ supplier network while building on a robust ecosystem that offers both the breadth and the depth in technology and engineering capabilities.”
“" I am always heartened to hear stories of such positive feedback from the employers of how CTCs has not just benefitted their businesses but also their employees. Let me share an example of how concretely CTCs can support enterprises and benefit workers. STMicroelectronics, a global leader in semi-conductors, has been a pillar of Singapore's manufacturing sector since 1969. Operators at STMicroelectronics were required to manually load and unload wafer cassettes, each weighing up to five kilogrammes, throughout 12-hour shifts. The physical strain led to fatigue, slower production speeds and high turnover rates. Recognising the need for change, STMicroelectronics partnered with the United Workers of Electronics and Electrical Industries through the CTC to implement five robotic systems to take over these manual tasks. The results were phenomenal. The robots now operate 22 different machines, running efficiently 24/7, leading to a productivity gain of no less than 10%. But more importantly, workers were not displaced, they were trained in robotic operations, maintenance and Industry 4.0 technologies, preparing them for future higher-value roles. The impact on their growth has been very significant. Operators are now progressing to become technicians, technicians to become assistant engineers and assistant engineers to full-fledged engineers. This structured Career Development Plan ensures that workers experience career progression. The numbers speak for themselves. In the end, 111 employees have benefitted from this initiative, 91 of them PMETs and 20 rank-and-file workers seeing career progression and wage outcomes and directly benefitting from them.”
“I believe our advocacy for greater training opportunities and the support of the Government on this front have yielded positive results. I urge more employers to prioritise training initiatives for your employees. I hope employers should not be afraid to lose an employee because the employee is better trained. It is essential to look beyond the short-term disruptions or losses and invest in the long-term growth and development of all our workers and employees, which ultimately will benefit the entire industry and our economy as a whole. Data from the Infocomm Media Development Authority (IMDA) showed that AI adoption among large enterprises in Singapore rose from 16.7% in 2018 to 44% in 2023. For SMEs, the increases are slightly lower, from 3.5% to 4.2%. SMEs cited reasons such as the lack of need for AI due to the scale of their business and perceived high costs of implementation vis-à-vis the return of investment. This raises an urgency for higher AI adoption among local SMEs to reap the benefits of AI and for Singaporeans to be upskilled. The CTC initiative is NTUC's response in 2019 to navigate these rapidly evolving and changing landscapes, supporting our enterprises through enhancing their business productivity and upskilling our workers. A general manager, Chew Zi Xuan, from Chew's Agriculture, a company that is unionised under my union, the Singapore Industrial and Services Employees' Union, said, "The CTC Grant has been a lifeline for us, ensuring that our older employees retained their jobs while receiving training. They have learned to operate new machinery and conduct quality control checks. This support has made our senior employees feel truly valued and empowered.”
“In that very same article, CNA reported about 2,000 dispute cases that were handled by unions in 2022 and 2023 as well as about 3,000 by the Tripartite Alliance for Dispute Management in the same period. While some of these cases were addressed publicly, the majority, in reality, was negotiated behind the scenes. After spending nearly three years in NTUC and working alongside many, many union leaders and staff, I am really in full admiration of the relentless, often behind-the-scene, and effective work that goes on and is put in by our union leaders and our NTUC staff – unheralded but nonetheless vigilant bargaining and consensus building to secure the best outcomes for workers of all collars, ages or nationalities while ensuring at the same time that our business and our economic pies continue to grow and expand. Going forward, geo-economic divisions, economic volatility, demographic changes and technological and sustainability advancements will reshape the global labour market, driving changes in job creation, skill demands and work patterns. In this rapidly changing landscape, one thing is clear – the skillsets that brought us success yesterday may not be sufficient to secure our future. To remain competitive, both as individuals and as a nation, we must embrace a culture of innovation, learning and continuous upskilling. The latest Future of Jobs report indicates that 39% of our current skills will either evolve or become obsolete within the next five years, which is, thankfully, lower than the 44% in 2023 and 57% in 2020, possibly due to more workers having completed training, reskilling or upskilling measures. These findings reflect the growing recognition of the value of upskilling and reskilling among workers.”
“One of them is to deepen the tripartite partnership as a cornerstone of economic stability. As Singapore approaches SG60, it is a fitting time to reflect on the pivotal role that NTUC plays in fostering industrial peace and economic stability and in promoting workers’ welfare. Born in the turbulent 1960s, NTUC emerged as a unifying force amidst chaos, rallying unions to prioritise long-term interest and stability over short-term disruptions and gains. Despite being outnumbered by pro-communist unions, NTUC, under leaders like Devan Nair and Ho See Beng, focused on workers' welfare, eventually winning over unions and laying the groundwork for industrial harmony. Post-Independence, NTUC played a critical role in navigating crises like the British military withdrawal, persuading workers to accept difficult but also necessary changes, such as the Industrial Relations (Amendment) Act, which prioritised stability and investment for the long-term good of Singapore. The 1969 Modernisation Seminar marked an important turning point, redefining unions as partners in progress and establishing Singapore's unique tripartite model. Though the COVID-19 crisis seems like a distant memory, it was a severe test of our tripartism. Both our workers' lives and livelihoods were in great danger. NTUC was at the very forefront, securing job stability, wage support and training opportunities for thousands and thousands, particularly in the aviation and aerospace industry as well as retail and for self-employed persons. In a recent media article titled "Do Singapore Unions have a PR problem?", my unionists and I acknowledged the image issue that NTUC has and the scepticism shared among some members of the public towards the Labour Movement in view of a spate of high profile layoffs in 2024.”
“Mdm Deputy Speaker, this year's Budget arrives amid significant uncertainty for both businesses and for our people and workers. On the union ground, we see a mixed picture. On the one hand, some companies are hiring. On the other hand, companies are also doing restructuring and laying off employees. For example, the aerospace industries, while seeing a robust recovery since COVID-19, are also grappling with some of the increase in operational cost as well as difficulty in hiring people. In the service sector, unions have reported a more cautious outlook in the domestic F&B as well as retail sectors, citing increasing operational costs as well as competition with our neighbouring countries. Even manufacturing companies in some unions are taking a wait-and-see approach, depending on how international trade and tariffs pan out. On the workers' front, while two thirds of the workers that we surveyed express satisfaction with their wages, welfare and work prospects, one in three also fear job losses within the next three months. Cost of living remains a top concern, with food, healthcare, groceries and utilities ranking as the top four worries in our survey. It is therefore reassuring to see a responsive Budget this year that empathises with what our people and our businesses are going through on the ground and tackles them head on. But more importantly, I feel it is also a responsible Budget because it presents long-term strategies for our businesses and our economy, ensuring that they remain competitive and our workers' skills remain up-to-date and relevant. The Prime Minister in his speech mentioned that to achieve 2% to 3% annual growth will require us to continue to uphold some fundamentals.”
“But as far as the specifics of this transaction is concerned, there is now, perhaps, a difference in view, as Minister for MCCY has clearly laid out the concerns over circumstances behind Income's corporatisation and the Ministerial exemption given as well as the terms and structure of the proposed transaction. NTUC has reviewed the matter and accepts the Government's considerations and decisions on the proposed transaction. We also support the Bill to amend the Insurance Act to provide a clear statutory basis to provide for MCCY's view to be considered in applications related to insurance that are either co-operative or related to co-operative. We note that the Government remains open to any arrangement that Income may wish to pursue, whether with Allianz or any other partners, so long as the concerns highlighted are fully addressed. Income has committed to study carefully, the implications of the Ministerial Statement by Minister for MCCY and the amendments of the Insurance Act and will work closely with the relevant stakeholders to decide on the next course of action. From the outset, NTUC's objective was to build a stronger Income so that it can do well and it can do good. The Labour Movement, which includes NTUC and the enterprises, are united in our purpose and we will continue to do right by our people and what is necessary for the longer-term interest to serve workers and the people of Singapore. [Applause.]”
“Income had also committed to its social mission, which included providing low-cost insurance schemes for union members and keeping premiums affordable for workers in the lower-income and the marginalised segment. Income pledged $100 million over the next 10 years from 2021 to provide social mobility among the low-income and support the well-being of our seniors. I would add that the NTUC social mission goes beyond insurance. Over the past 10 years, NTUC social enterprises, including Income, did much for the social good of Singapore through donating nearly $300 million to support the charitable works of NTUC Foundation, Bright Horizons Fund, Health for Life Fund, NTUC Education and Training Fund, NTUC-U Care Fund and Income Orange Aid. The proceeds from this transaction would also enable NTUC and NE to continue doing good in other areas, such as in elder care, as our population ages, to continue our social mission as we have done for the last 50 years. We appreciate that Minister for MCCY, in his Statement, acknowledged that Income, with NE's support, has grown through the years to serve Singaporeans' needs. He also mentioned that the Government understands and accepts the strategic purpose behind Income's corporatisation and the subsequent exercise to form a partnership with Allianz: to strengthen Income and to make it more financially viable in the longer term. Minister Chee Hong Tat has also acknowledged that NTUC had acted in good faith and in the interests of workers and members. So, in fact, if you look at it, the Government and NTUC share the same strategic intent and broader objectives for Income and the co-operative movement.”
“There are questions that are posed to NTUC and, especially so, there are many questions that were posed to Income and NE. I will take these comments, questions back and, of course, to the relevant entities so that they can find a suitable occasion to address them. But specific to a question that was raised by both Mr Leong Mun Wai as well as Mr Raj Joshua Thomas, I thought maybe I should address the question about whether the NTUC CC was informed of the capital reduction. First, let me just briefly explain the structure and the relationship between NTUC and NE. NTUC is a major shareholder of NE, which is the holding entity of the social enterprises, which includes Income. In the prevailing governance model, NTUC, as a shareholder of NE, has delegated to NE Board to make decisions pertaining to all businesses and do not get involved in the day-to-day running. Specific to this transaction, NTUC CC was briefed by NE and Income on the strategic imperatives for the deal and did not highlight to CC, the capital reduction plan. In fact, CC and myself only knew of this on Monday at the Ministerial Statement. As I am made aware now, from the clarifications with NE and Income, Income as a non-listed public company would have to comply with the legal responsibility of non-disclosure of commercially sensitive information on the Allianz plans post-acquisition, a point that Mr Leong Mun Wai also brought up, because as a non-listed public company, NTUC and Income are subject to the Singapore Code of Takeover and Mergers. Let me talk about the social mission of Income, NE and NTUC.”
“Mr Deputy Speaker, Sir, I would like to declare first, that I am serving as a labour Member of Parliament in NTUC. The genesis of today's Bill is because of the proposed transaction between Allianz and Income Insurance. Specifically, today, it is about amending the Insurance Act to provide a clear statutory basis for MCCY's views to be considered in any approval under sections 26 and 27 of the Insurance Act in such applications related to insurance that are either co-operative or linked to a co-operative. Minister Edwin Tong, on Monday, has shared MCCY's concerns over the terms and the structure of the proposed transaction. So, please allow me to take the House through the key considerations why NTUC supported the proposed deal and our commitment to the larger social mission. Let me start by saying that Income is no ordinary insurer. It holds special significance for the Labour Movement as our first social enterprise. Income has played an important role in providing affordable insurance for workers and Singaporeans at large. When NE briefed the NTUC Central Committee (CC) about the proposal, it was, therefore, difficult for the unions to learn that NE was planning to sell a majority stake in Income to Allianz. But we understood the challenges that Income faced. To do good, it must also do well. We knew this has become even harder amidst a more competitive and tightly-regulated insurance landscape. NE went into this deal to strengthen Income in the longer run and the NTUC CC agreed with the strategic intent and approached it in good faith. I hear and understand from various Members in the House that there were many questions and points that were raised by Members but today's session is focused on the amendment Bill.”
“That is the nature of it, but we will never flinch and we will never refrain ourselves from speaking up or have any fear or favour when doing so.”
“I asked the hon Member about his personal experience and data, and he has not been able to cite those. So, whatever he claims, he might have read it in other countries. I am not denying that that is your opinion and that is your view. But I would like to suggest that we do not make those assumptions for Singapore, because of what other people are practising or because of what you read as a theory of how unions can work with the ruling party. Our colleagues have mentioned yesterday that is not uncommon that unions across the world are aligned to political parties. We have gone through the years and worked very hard to make sure that we build this symbiotic relationship as a strong foundation built on trust. And we are not about to give it up just because the Member has some theoretical framework and he suggests that it is better for unions to be independent of the ruling party. On the Member's questions about whether we have policies where we have differed from what the Government suggests, I would gladly say that NTUC has been pushing for many policies that, even over the years, the Government has not accepted, but we will continue to do so. The SkillsFuture Jobseeker Support scheme is one very good example. Member Patrick Tay has been raising it for 14 years. The Government did not agree at the start, but finally, they did. [Applause.] Maybe the Member imagines that these policies come from the labour MPs. But no, let me assure the Member that these policies, ideas and suggestions came from the workers and the union leaders because they best represent their workers. They know what they need. And our job as labour MPs is to represent them. Sometimes, the Government will listen to us and implement immediately. Sometimes, it takes more time. And sometimes, we differ.”
“And he went on to say that, "as unionists of unions affiliated with NTUC Singapore, we have never flinched from raising our concerns and advocating for our members' rights for better wages and for better work prospects and welfare. It would be foolhardy to think that unionists are not independent." So, please have a care, give some respect to our unionists and union leaders on the ground. They have a mind of their own. They choose to be affiliated to the NTUC and to the PAP because of the results we have delivered, because of the outcomes we have delivered for workers and for many years, because "Every Worker Matters". [Applause.]”
“And in fact, one of the union leaders wrote to me quickly to ask, where does Member Gerald Giam feel that there are any restrictions for the union leader to speak up. So, I think that is the question that I hope Mr Gerald Giam can address. Maybe I can also highlight one of the posts by the Building Construction And Timber Industries Employees' Union, or BATU – so, do not just hear from me. It talked about the labour MPs and the relationship in the union, it said "the privilege of working closely with PAP MPs and Cabinet Ministers over the years as council advisers is apparent. Their involvement has been instrumental in helping us advocate for policies that address the needs of workers and improve their livelihoods. This collaboration has allowed us to shape practical solutions for the challenges faced in our industries." So, the whole idea of this symbiotic relationship is not to control the unions, but rather, we want to be able to serve, to listen, to be close to the ground so that we can better support and better speak up for the workers and better represent our workers in Parliament or even outside. The second point I want to address is about independence and being non-partisan. One of the union leaders, who is also in the central committee, wrote this passionately in his post after hearing the Member's speech. He said this, let me quote, "I am heartened by the impassioned response from Brother Heng Chee How. On numerous occasions, I have discussed concerns of teachers without fear or favour with the STU advisors." And that is from Mike Thiruman from the Singapore Teachers' Union, or STU.”
“Thank you, Mr Speaker. I believe yesterday, my colleague Mr Heng Chee How had addressed the point about independence and respect for the unions. I would like to, once again, reiterate some of the points that was brought up by Mr Gerald Giam. In fact, he has repeatedly used the words "independent" and "non-partisan". The unions must be independent and non-partisan to be effective, that to represent our workers without fear and favour, unions have to be independent and non-partisan. And that they would, then, be in a better place to represent their workers and to negotiate. Then, he also went on to say that to be able to better advocate for workers they need to— he said said that unions are trying their best to advocate for workers, but they face restrictions to do so because of the Government and legislation. So, I would like to ask Mr Gerald Giam whether he has personal experience or data points or even anecdotes to suggest that actually, today, the symbiotic relationship between the PAP and NTUC has caused our unions or union leaders to face restrictions or not to be able to speak up without fear of favour. Because I would like to suggest that yesterday, after your speech, I received so much feedback from many of our union leaders. That is because whatever you said does not represent their experience on the ground. So, I will make two points in response to what you have just said. The first point I want to say is that the relationship between PAP and NTUC – the symbolic relationship – is an equal partnership. Our union leaders are elected by the workers to represent them. It is not a subordinate relationship between PAP and NTUC. So, that is a very important point I need to make known to you.”