Gan Siow Huang
Singapore
“So, it is both regulatory codes and also review of existing regulations for us to move both new buildings and existing buildings toward higher adoption of solar as well as other environment sustainability measures. On the third question on strengthening our local ecosystem, that is a really good question.”
“Mr Speaker, BCA had conducted a public consultation to review various aspects of the Building Strata Management Act, and this includes the proposal to lower the resolution requirement for third-parties solar ownership models. They are exploring a reduction from 75% to possibly 50%.”
“This year, the Government has set aside $800 million under the Decarbonisation Grand Challenge, to support research and innovation in low-carbon technologies. This includes energy storage systems and grid modernisation.”
“I want to thank Mr Azhar Othman on his comments. I fully agree that data centres, they are energy guzzlers. In fact, data centres are also actively looking for alternative solutions that are more sustainable. Electricity imports, hopefully, if we can get that coming, using renewable energy sources.”
“Speaker, I would like to respond to Mr Fadli Fawzi's earlier question on petrol prices at the petrol stations. Singapore has a competitive and open economy, and prices naturally would fluctuate in response to various factors, including changes in global supply and global demand.”
“It is actually premature for us to give any meaningful and useful advice to companies that may potentially be affected by the Section 301 investigations. We are following up with the US authorities to try to better understand the reasons as well as the coverage of these Section 301 investigations.”
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“HR professionals, indeed, are a key node in the successful implementation of FWAs and, hence, the Tripartite Work Group involved IHRP in the consultation and also drafting of the guidelines. In our various consultations leading up to the development of the guidelines, HR professionals were involved in various sessions to give us inputs on what sort of help and resources they might need. Yesterday, I attended an engagement session with HR professionals facilitated by IHRP to share the tools, the courses and the resources available for HR professionals to tap on. We welcome HR professionals to continue to give feedback to the Tripartite Workgroup and to IHRP as well as TAFEP on what are the other resources and help that HR professionals might need for them to do their job well.”
“The guidelines allow employers to decide on the FWA request, depending on what works for the team, the business and the clients. The guidelines aim to shape the right norms and expectations around FWAs. Employees ought to use FWAs responsibly, even as their employers develop HR capabilities and processes to implement FWAs well and productively. Finally, we will continue to provide resources and tools to support this and hope that employers and employees will both do their part to achieve win-win outcomes and ultimately more inclusive workplaces in Singapore.”
“But, more importantly, how to implement FWAs well, such that it supports business needs. Employers can also tap on grants, such as the Productivity Solutions Grant, to offset the cost of adopting FWAs, such as consultancy services, to redesign jobs or business processes and upgrade the IT system to support FWAs. Small and medium enterprises (SMEs) may require more targeted support. TAFEP and IHRP will work closely with the Association for Small and Medium Enterprises (ASME) and the SME Centres, to organise briefings and training workshops to help SMEs in FWA implementation. Members have also asked about the potential impact of the guidelines on Singaporeans' employment prospects, be it through increased outsourcing to remote workers elsewhere or greater reliance on foreign manpower. With or without these guidelines, remote work and outsourcing are already global trends, particularly after the COVID-19 pandemic. Whether the trend will continue depends on whether employers feel that it makes business sense and employers will need to weigh the pros and cons. Similarly, even if the foreigners are not working in Singapore, they will still be competing with us when working in companies overseas. What is more important is for our workers to continually upskill, sharpen our competitive edge and stay productive. We will, then, be able to compete effectively for jobs, not just in Singapore, but globally. Mr Speaker, to conclude, I would like to emphasise a few key points. FWAs are an increasingly important tool for employers to attract and retain talent. The guidelines specify the need for a process for requesting and considering FWA requests, but do not mandate that every FWA request must be approved.”
“There is a variety of FWAs that employers can adopt depending on the industry context and the specific job role, while still maintaining productivity and ensuring that business needs are met. For instance, those in sectors and jobs where the work must be done on-site may not be able to work from home, but employers can still explore options, such as flexi-time and flexi-load. To be clear, the formal process for requesting FWAs, as recommended in the guidelines, will be useful mainly for organisations that do not have any process yet for their employees to request for FWAs. Where there is an existing process, whether formal or informal, and it is working well for both employers and employees, the employer should use the process stipulated by the company to request for FWAs. What is most important is for the employees and employers to be able to discuss and land on arrangements that address their respective needs and constraints and maintain harmonious working relationships. To help employers, TAFEP and the Institute for HR Professionals (IHRP) will be rolling out a range of resources this year. Besides self-help resources, such as case studies, templates and e-learning modules, which are already available on TAFEP's website, TAFEP will be conducting monthly briefings for employers starting from May. The first few runs have already been fully subscribed. TAFEP will provide more guidance to help employers understand the types of FWAs they can offer to employees with different needs, such as senior employees who may prefer flexi-load or mobility-challenged workers who may need telecommuting arrangements. The resources and briefings will guide employers on how to comply with the guidelines.”
“The aim is to establish the right norms, and enable employees and employers to have constructive discussions, so that both sides can work out FWAs that are mutually beneficial. Employers must therefore consider FWAs based on business grounds, such as job requirements and impact to business productivity. Tripartite partners agree that this is a reasonable and practical approach which balances the needs of both employees and employers. In the same spirit, the Workgroup felt that employers should be given sufficient time to discuss with employees their FWA requests and also consider how they can adjust workplace practices to accommodate FWAs. Otherwise, employers may decide to reject the request outright. The Workgroup landed on two months which is similar to other jurisdictions, such as the United Kingdom. Employees who feel that the employers have not considered the FWA request based on proper process should first discuss and try to resolve disagreements internally through their company's grievance handling process. Unionised employees can also seek advice from their respective unions. Thereafter, if the dispute is still not resolved, they may seek help from the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). TAFEP would take up an educational approach and engage the employers to help them comply with the guidelines. Employers who are recalcitrant may be issued a warning by the Ministry of Manpower (MOM) and be asked to attend mandatory HR training. Several Members have asked about the impact of the guidelines on employers in different sectors and how we can help employers comply. I must emphasise that FWAs do not equate to work-from-home only.”
“I thank Members for their questions on flexible work arrangements (FWAs) and the recently launched tripartite guidelines on FWA requests. In the past few years, many Members in this House and the Labour Movement have called the Government to do more to encourage FWAs. We have a rapidly ageing population. One in four Singaporeans will be above 65 years old by 2030. More of us will have to juggle caregiving responsibilities while working. There will also be more seniors who want to continue working, but in a more flexible manner. FWAs are, therefore, another important initiative to help us optimise our local workforce potential in the long term. Employers who implement FWAs well will also benefit, as they will be able to hire from a larger local manpower pool. Hence, we formed a Tripartite Workgroup last year to develop a set of tripartite guidelines on FWA requests. The guidelines will take effect on 1 December this year. The Workgroup consulted extensively with employees, the unions, employers and human resource (HR) professionals. The consensus was that we should not mandate FWAs or set hard targets. There are a myriad and spectrum of businesses, service types and sector-specific needs which vary widely and serve different segments of the economy, including essential services. For FWAs to be successful, it must make businesses sustainable for the employers. It does not make sense to require businesses to offer FWAs even when it negatively impacts business and affects employment prospects for Singaporeans. Employers should, therefore, continue to have the prerogative to determine work arrangements that work for the team, the business and the clients. What the guideline does is to require employers to properly consider employees' formal FWA requests.”
“Mr Speaker, may I have your permission to address Oral Parliamentary Question Nos 13 to 21 together? My response will also cover today's Questions for Written Answer Parliamentary Question No 53 by Mr Yip Hon Weng, as well as four Questions for Written Answer by Mr Sharael Taha and Dr Wan Rizal scheduled for the Sitting on or after 8 May 2024.”
“Mr Speaker, as mentioned in my reply, selected sports facilities in our IHLs are available to public today. Other sports facilities in our IHLs could be heavily utilised by students, staff, alumni and their community partners after school hours and even on weekends, for co-curricular activities and campus events. An important consideration for whether these facilities are suitable to be placed under the DUS for public use, would be whether there are physical boundaries that allow separate access points to the sports facilities. This is for the sake of operational safety and security. As for non-sports facilities, Temasek Polytechnic and the Nanyang Technological University lease their facilities to external training providers to run private programmes. Nevertheless, members of public or other organisations may approach our IHLs directly to request to lease lecture theatres, classroom facilities for activities – Healthier SG included – if they wish to.”
“Mr Speaker, some sports facilities in our Institutes of Higher Learning (IHLs) are available for public use today. For example, tennis and badminton courts in the National University of Singapore are part of the Dual-Use Scheme (DUS), while several stadium-based running tracks in our other IHLs are open to public during operating hours. Outside of regular teaching hours, some IHLs do rent out their facilities. For example, lecture theatres and classrooms for continuing and education training, programmes that are run by external training providers or events.”
“I certainly agree with both points. For the arts and design graduates, just for Member's information, they do not just go to arts and design jobs. From the data that we have collected, many of them actually go into public relations, product design, advertising, sales, marketing, graphic design, tourism and many more. So, indeed, in our education, we hope to equip our students with both broad-based as well as vertical skill sets, so that they have more opportunities and career choices when they graduate. For health sciences, yes, Healthier SG is an exciting development. The Ministry of Education (MOE) will work very closely with MOH to make sure that the curriculum and the skills frameworks are updated so that our students will have maximal opportunities when they graduate.”
“The Ministry of Health (MOH) continues to work with healthcare clusters to review the starting salary and salary package of healthcare workers on a regular basis, to ensure that the salaries remain competitive. MOH also provided funding support to the community care sector over the last 10 years to uplift salaries and most recently, put out salary guidelines for the sector. To support all students and graduates as they enter the workforce, our universities organise career fairs and have career coaches to provide mentoring and workshops. Graduates can also approach Workforce Singapore's Careers Connect or NTUC's e2i career centres, if they require support in their job search. At the same time, we encourage our students to consider longer-term factors, such as career progression, salary and growth opportunities in the sector, as they pursue their passion and decide on the course of study in the universities.”
“Mr Speaker, arts, design and media (ADM) graduates have seen stable employment outcomes and wage increases over the years. In the last 10 years, the average employment rate for ADM graduates was around 88% and the starting salary increased about 3.4% every year. The employment rate and salary level for fresh graduates in this sector are typically lower compared to their peers who join other sectors, such as engineering, built environment and business. This is reflective of the economic demand and the labour market conditions of each sector. The nature of work and business structures in the ADM sector also mean that there is a higher proportion of freelancers and self-employed persons (SEPs) compared to other sectors. Under Our SG Arts Plan (2023-2027), the National Arts Council (NAC) is taking active steps to grow capabilities and excellence in the arts sector and support the training and development of SEPs. The Infocomm Media Development Authority (IMDA) and DesignSingapore Council (Dsg) have also been working closely with the universities and key industry partners to provide our graduates with a good education and relevant, in-demand skill sets to take on good jobs and thrive in the workplace. Dsg also facilitates partnerships between universities and companies, such as through the Design Education Advisory Committee, to enhance industry exposure and internship opportunities for our students. As for health sciences graduates, while the growth in median salaries over the past ten years has been lower than the other graduates from the universities, it increased by 6% in 2023, which was higher than the average increase for university graduates in general.”
“Both MOE and MSF together monitor very closely the enrolment of students in both the school-based SCCs, as well as the community-based SCCs. As of now, most SCCs do not have a wait list, or they have a very short wait list.”
“The short answer is yes, we will continue to review the programmes offered at our school-based SCCs. MOE recognises the importance of holistic development of our students and, as mentioned, our school-based SCCs provide outdoor programmes, enrichment activities to develop values and 21st century competencies in our students. And this is in line with our direction to go beyond grades. Schools also work with SCCs and community partners to support Learning and Development of our students in different ways. For example, the National Library Board conducts reading programmes to cultivate the love for reading in our students. RSVP Singapore organises interest-based activities to engage our SCC students, so that they are imparted with life skills and values.”
“Mr Speaker, Sir, the Ministry of Education (MOE) and the Ministry of Social and Family Development (MSF) track the enrolment of students in school-based and community-based Student Care Centres, or SCCs. All 182 primary schools have SCCs, with a total enrolment of about 33,000 students. There are about 190 community-based SCCs that are registered with MSF, with a total enrolment of about 8,300 students. MOE regularly engages school-based SCCs on their programmes. School-based SCCs are required to provide weekly outdoor programmes and enrichment activities, including reading, speech and drama, creative writing, music and art, to develop values, socio-emotional competencies and 21st century competencies in our students. All registered community-based SCCs are required to meet standards stipulated by MSF, which includes providing a structured daily programme for their students. These SCCs have the flexibility to offer programmes and additional enrichment activities to meet the needs of their students.”
“I thank the Member for his suggestion. In fact, SSG welcomes more partnerships with the business associations and trade associations. Just for information, we work very closely with the sector agencies to identify suitable groups that we can work with so that the information on jobs and skills can be made more responsive and available to Singaporeans who are looking for jobs and skills training opportunities.”
“Mr Speaker, SkillsFuture Singapore (SSG) works closely with industry partners, such as queen bee companies, trade associations and professional bodies, to analyse market trends in high-growth sectors and translate them into job and skills insights. These are published regularly so that individuals can make use of the information. For example, the annual Skills Demand for the Future Economy report identifies the priority skills for the green, digital and care economies. In relation to the Member’s suggestion of a Mobility Index, the Skills Demand for the Future Economy report provides information on career transition pathways to help individuals with relevant skills pivot to job roles in these growth sectors. Information on hiring demand for these priority skills, in terms of the number of job postings and types of jobs that require these skills, is also provided within the report and as an accompanying Jobs Skills Dashboard, which is similar in intent to the Member’s suggestion of an Industry Heat Index. We welcome partnerships with the industry and trade associations, including the Singapore Business Federation, to further improve the signposting of SkillsFuture courses to individuals seeking to upskill.”
“Mr Speaker, I thank Mr Louis Ng for showing a lot of interest and support to nursing mothers who are working in our IHLs. As mentioned in my earlier reply, each IHL provides more than one lactation room to account for the larger campus sizes. But it is also not meaningful to compare the average campus area served by each lactation room, as different campus buildings serve different functions. For example, some of our IHL campuses have very large sporting facilities. The crux of the matter is that the proximity and accessibility of the lactation rooms to the workspaces will be more important than counting the average number of lactation rooms per campus.”
“Mr Speaker, autonomous universities, polytechnics and the Institute of Technical Education (ITE) are equipped with multiple lactation rooms across their campuses. Beyond taking into account the size of the campus, the Institutes of Higher Learning (IHLs) also consider other factors when setting up the lactation rooms. These include the general age profile of their workforce and also the relative accessibility of lactation rooms from the staff workspaces.”
“I thank the Member for the supplementary question. There are various ways that our teachers gather information regarding future economy and the jobs and skills that are in demand. The MOE headquarters, for example, sends quarterly newsletters to our teachers on the emerging economic clusters. For our students, we do encourage them to seek guidance from the ECG counsellors who are a lot more plugged in and they are specialists on jobs and skills that are in demand in our economy. More than that, we do encourage our students themselves to be empowered and do their own searches online. MySkillsFuture portal has a treasure trove of information about jobs and skills in demand. Also, we know that there are organisations out there, such as NTUC Youth, that reach out to students to provide mentorship and advice. 11.01 am”
“Mr Speaker, our secondary school teachers can learn about trends in career pathways and skills in demand from Education and Career Guidance (ECG) counsellors in the school. The Ministry of Education (MOE) also organises programmes for teachers to engage with industry partners and economic agencies during industry networking sessions to gather insights and knowledge about the future economic clusters.”
“The tripartite partners have recognised that there is no one-size-fits-all approach towards FWAs. I have spoken repeatedly that what works for one company may not work for another. There are different forms of flexible arrangements: flexi-time, flexi-load, flexi-place. That said, in designing the Tripartite Guidelines, we are mindful to not take an overly rigid approach that risks creating an adversarial workplace culture. The Tripartite Guidelines will focus on requiring proper consideration of FWA requests and not mandating the employers to provide FWAs. Preserving this mutual trust and understanding between employers and employees is important for the FWAs to be sustainable. Employers will need to see that FWAs make business sense, that it helps them to attract and retain workers or lead to a productive workforce for them to sustain the practice of providing FWAs. As such, we will continue to educate and equip employers on the implementation of various types of FWAs so that they can identify and provide the appropriate flexibilities that are feasible, taking into consideration business operations while also supporting the employees' needs. Ms Yeo Wan Ling also asked about employers that do not comply with the Tripartite Guidelines. We will apply a calibrated and enabling approach, at least, in the initial implementation of the Tripartite Guidelines, which will include providing employers with templates, guides and training to equip them to comply with the Guidelines. In the event of breaches, employees may seek help from TAFEP, and TAFEP will then reach out and guide these employers to put in place proper processes as well as to reassess the requests for flexible work arrangements by their employees.”
“There are also various respite care options in senior care centres and nursing homes to help caregivers look after their seniors for short periods of time, including over the weekends.”
“First of all, the Government recognises that caregiving of parents is an important responsibility, especially with Singapore's ageing population. We are committed to providing caregivers with the necessary support so that they can fulfil both their work and caregiving responsibilities. I think we need to get this straight. And I am sure the House agrees with this position. Even without any legislated mandatory requirement, many progressive employers have already stepped up to introduce caregiving-related leave provisions beyond what is currently mandated, as part of the HR strategy to attract and retain talent. In 2022, about 59% of employers voluntarily provided additional paid caregiving leave, such as family care leave. More than 4,000 employers have also adopted the Tripartite Standard on Unpaid Leave for Unexpected Care Needs. We know that in a survey, a recent one by NTUC, 85% of working caregivers indicated that FWAs were their most preferred mode of support compared to paid caregiving leave, which was favoured by 64% of caregivers. I think this is likely because FWAs are sustainable and provide flexibility in meeting diverse caregiving needs. For instance, if a family member requires assistance with daily activities, such as medication and meals, FWAs will be more useful than leave in enabling caregivers to meet those needs. The Government has also strengthened other areas of support for caregivers of seniors, including those who have to juggle between work and caregiving roles. Caregivers can tap on a range of care services, such as home and day care, to support the care and social needs of their elderly loved ones.”
“MOM will look into all cases that are brought to our attention. Allegations are investigated thoroughly, impartially and fairly. If there is evidence of abuse, we will refer the case to Police for investigation. If there are allegations of breaches under the Employment of Foreign Manpower Act, such as denial of rest day or late payment of salary, MOM will speak to both the MDW and the employer, without taking sides. We will also review other objective evidence if available, such as CCTV recordings or accounts from other witnesses, sometimes neighbours, as part of our investigation. If the allegation is substantiated, enforcement action will be taken. On Ms Sylvia Lim's question on whether advisories are taken into account when the Ministry determines employer suitability to employ other MDWs in the future. An advisory serves to remind the employer of their rights and responsibilities, it will not affect their eligibility to hire MDWs in the future. While these processes may cause some inconvenience to the parties involved, they are necessary to safeguard the well-being of MDWs, especially those who are working in Singapore for the first time. It also provides an opportunity to help employers and their MDWs to resolve issues and improve their working relationship. Mr Chairman, the Government is committed to enabling more progressive and inclusive workplaces where everyone can contribute meaningfully according to their unique strengths and interests. We will work hand-in-hand with our tripartite partners, employers and workers to secure a brighter future for all.”
“This includes creating opportunities for PwDs to take on jobs aligned with their skillsets and aspirations. The Enabling Masterplan 2030 sets out a clear roadmap to support the employment of PwDs. Last year, we enhanced the Enabling Employment Credit (EEC), which provides wage offsets to employers hiring PwDs. The enhancement supports those who have not been in work for at least six months and benefitted more than 10,000 PwDs last year. SG Enable also launched the first Enabling Business Hub in December 2023, bringing employment opportunities and support closer to where PwDs live. Through the collective efforts of the Government, employers and the wider community, the employment rate for PwDs has increased steadily to 33% in 2022 to 2023. This moves us closer to the target of 40% by 2030 under the Enabling Masterplan 2030. As Miss Rachel Ong and Ms He Ting Ru highlighted, it is also important to enable PwDs to undertake meaningful jobs that make good use of their skills. One way is by providing them with reasonable accommodation at the workplace. MOM will work with NTUC and SNEF to develop a Tripartite Advisory to guide employers on modifying jobs and workplaces to support PwDs. We encourage employers to embark on such efforts, including tapping on existing support, such as SG Enable's Open Door Programme Job Redesign Grant to do so. More details on the Tripartite Advisory will be released when ready. Next, on migrant domestic workers (MDWs). MDWs remain an important avenue of support for many of our households. While the vast majority of MDWs and employers enjoy harmonious employment relationships, there may be occasional allegations of wrongdoing made against the MDW or the employer. Ms Sylvia Lim asked how allegations of ill-treatment are investigated.”
“In a post-COVID-19 world, virtual meetings have become more common. Nurhani enrolled in Yayasan Mendaki's Women@Work programme, where she learnt how to facilitate Zoom meetings. She also had the support of a mentor through NTUC's Women Supporting Women programme, who encouraged her and other women on the same journey. Armed with these resources and a positive attitude, she secured a position with INSEAD Business School as an events coordinator. It is a job that she enjoys and continues to learn and grow in. Thanks to these many efforts, more women are participating in the workforce. Since 2018, the number of women who were successfully placed in jobs through WSG's programmes has nearly doubled, increasing from 13,000 to more than 26,000 women placed annually. Mr Gerald Giam has called for greater workplace support for women undergoing menopause. Menopause is a natural phase in life that all women experience as we get older. While some may experience some discomfort, most women continue to live normally and contribute actively at work. Women who experience severe menopausal symptoms can seek subsidised medical treatment at public healthcare institutions, including physiotherapy, and take sick leave to rest properly, just as we do for any other medical need. It is useful to increase awareness among women on how we can take charge of our health as we get older and be better prepared for menopause. To Mr Gerald Giam, while it sounds good to advocate for workplace support for women undergoing menopause, we need to be careful not to stereotype women of a certain age group as it could hurt their employability unintentionally. Building inclusive workplaces allows everyone to thrive at work regardless of background.”
“It may hurt women's employability if employers choose to hire fewer women to boost their gender pay gap numbers. Countries, such as Canada, which require such reporting have an adjusted pay gap of about 8%, higher than Singapore's 6%. We should and will continue to focus on helping more women take on good jobs and fulfil their career potential. Miss Rachel Ong asked about what kind of employment support will be available for caregivers to seniors and persons with disabilities, many of whom may also be single and the sole caregiver and breadwinner. Some of these caregivers may wish to return to work after having taken a break from their career. Such caregivers usually need more support as the job landscape may have changed while they were away. And WSG and NTUC's e2i provide career-matching services and reskilling support to help such individuals return to work. WSG launched the HerCareer initiative in June 2022 to bring together employment facilitation programmes, supporting female jobseekers. Since then, WSG has engaged nearly 16,000 women at its career events. WSG also runs workshops in collaboration with its partners to support women in returning to work. We encourage women who are looking to return to work to tap on these resources. One example is Ms Nurhani Binte Zailani Shatifan, a 51-year-old mother of five, who used to work in the travel industry but became a caregiver to her parents during the COVID-19 pandemic. Like many caregivers who had left the workforce for some time, she faced challenges when seeking to return to work in 2022. However, Nurhani did not give up. She signed up for WSG career coaching, which helped her with interview preparations, giving her a confidence boost before each interview.”
“Ms Yeo Wan Ling would be happy to know that under the PSG, firms can receive support to improve their productivity by engaging a consultant to redesign jobs or upgrade their HR systems. Firms can also work with NTUC to form a CTC and access funding support through the CTC Grant to redesign jobs for better business and worker outcomes. Service buyers can also do their part by implementing outcome-based contracting and specifying service rather than headcount level requirements, as per the Tripartite advisory on best sourcing practices. This gives service providers more flexibility in deployment, making it easier to provide the employees with FWAs. Next, I will share more on our efforts to support the employment of caregivers returning to work, especially women. We have made good progress in this area. Our employment rate for women aged 25 to 64 has increased from 72.3% in 2018 to 76.6% in 2023. Nevertheless, we recognise that women continue to take on more of the caregiving load at home. As Mr Desmond Choo highlighted, this indirectly widens the gender pay gap. One of the key factors driving Singapore's gender pay gap is occupational segregation. In other words, there tends to be fewer women in higher paying occupations. This could be because women are more likely to take time-off to focus on caregiving and may not be able to fully realise their career potential. FWAs can help to address this partially by enabling both men and women to contribute more equally to caregiving duties. Employers should also adopt merit-based appraisal systems that evaluate each employee, including working parents, fairly and objectively. Ms He Ting Ru's call for employers to be mandated to report their gender pay gap regularly may not be the best way to address this issue.”
“And these Guidelines will be mandatory. Most importantly, we must maintain workplace trust and harmony during the process. The Workgroup has been consulting with stakeholders on the scope of the Guidelines and will finalise our recommendations soon. Shaping stronger norms around flexible workplaces will complement our existing leave policies to better support working caregivers. Assoc Prof Jamus Lim, Mr Desmond Choo and Ms Yeo Wan Ling have called for additional caregiver leave. However, FWAs are a more sustainable way to support caregivers than providing additional leave of one or two more days, which could negatively affect the employment of the very group that we are trying to help. Second, the Workgroup is looking at how to support employers to implement FWAs across different industries and job roles productively, recognising that some job roles may be suitable for some types of FWAs but not others. For instance, it may not make sense for restaurants to have frontline staff telecommute. However, firms can still allow for individual flexibility while sustaining their operations, such as by implementing flexible shift systems. Ms Yeo Wan Ling asked about providing support to ensure win-win outcomes for FWAs, while Mr Yip Hon Weng asked about catering FWAs for diverse roles and responsibilities. TAFEP and IHRP will curate training and resources to help supervisors and HR practitioners implement FWAs, redesign jobs for FWAs and manage workers on flexible work, so that they can achieve their full productive potential at work. Employers can also leverage existing grants, such as the Productivity Solutions Grant (PSG), to offset financial costs of adopting FWAs.”
“However, employers have also to consider the impact on the team, the business and the clients besides the needs of the individual employees. FWAs will not be sustainable if they lead to higher business costs and lower productivity at the company level. Based on these principles, we convened a Tripartite Workgroup in September last year with two objectives in mind. First, the Workgroup will develop a set of Tripartite Guidelines on FWA Requests. To do so, we consulted with employees, employers and HR professionals and studied other countries' approaches to encouraging FWA adoption. We found that in countries with legislation on FWAs, such as the UK, Australia and New Zealand, such legislation typically mandates requirement around the process of requesting FWAs, but do not mandate that businesses provide the FWAs requested. Employers retain their prerogative to decide whether to grant the request, given their business context and the employees' needs. These findings are consistent with what we heard during our local consultations, where both employers and employees agreed it was important to have a clear process for employees to request for FWAs and for employers to assess if the arrangements could work for their businesses. As Mr Sharael Taha had raised earlier, employers will need to manage FWA requests while ensuring their workplaces remain harmonious and productive. In designing such a process, tripartite partners, too, felt that it was important to avoid creating a litigious workplace culture that could cause more disputes. So, instead of taking a legislative approach, we will use Tripartite Guidelines to set out how employees could request FWAs, as well as how employers should consider these requests and communicate the outcome to their employees.”
“Since then, the tripartite partners have launched various initiatives to increase FWA adoption, including providing grants and incentives. The Tripartite Standard on FWAs was introduced in 2017. Since then, over 12,000 employers have adopted the Tripartite Standard. Beyond our tripartite partners, I would also like to acknowledge the many individuals who participated in our Citizens' Panel and AfA on Work-Life Harmony in 2019 and 2021 respectively. Diverse stakeholders, including employers, employees and HR practitioners, came up with ideas and even co-developed resources to improve work-life harmony, including on FWAs. The experience has taught us three lessons so far. First, there is no one-size-fits-all approach in implementing FWAs. There are different types of FWAs – flexi-place, flexi-time, flexi-load. Each company needs to find an equilibrium that helps them stay productive while meeting their employees' needs. Second, trust between employers and employees is critical for FWAs to work well. Employees should be reasonable in their requests, deliver work outcomes as they work more flexibly, and not see FWAs as an entitlement. Employers, on the other hand, should have a process to evaluate FWAs objectively and communicate their decisions to their employees. 5.15 pm Third, FWAs are sustainable only if they make business sense. Ms Yeo Wan Ling had earlier asked if the workgroup could consider asking companies to prove they have started on job redesign if they wished to reject FWA requests. Actually, from our public consultations, many employers already recognise that FWA provision can help their companies better attract and retain talent. It would be in their interest to support their employees' requests for FWAs.”
“Through PTRG, employers can access free training to learn how to conduct SCP with their employees. Employers can also receive support through the Senior Employment Credit (SEC). The SEC provides wage offsets to employers who hire Singaporean workers aged 60 and above. The support given is significant. In 2023, we disbursed $315 million, benefiting about 90,000 employers that hire more than 400,000 senior workers. However, supporting seniors to remain in the workforce is not just a matter of creating job opportunities. Employees must also do their part. Most senior workers today are re-employed in the same job role. But with longer lifespans and careers and a faster pace of economic change, we should not expect to perform the same job role year after year. Senior workers must also keep pace with changes in the labour market and be open to learning new skills or trying out new roles. [Mr Speaker in the Chair] I highlighted earlier how FWAs are useful in helping seniors stay in the workforce longer. The benefits go beyond senior workers. Miss Rachel Ong, Mr Sharael Taha, Mr Xie Yao Quan and Ms Yeo Wan Ling have pointed out that more workers will be caregivers in the future, given our ageing population. The working caregivers will need to manage work responsibilities while taking care of elderly family members at home. FWAs will be useful in supporting such caregivers. Of course, other workers can also benefit from FWAs. With more flexibility, they can better manage their time so that they can attend courses and pick up new skills. Some may be senior workers themselves and prefer a more flexible workload. In 2007, a Tripartite Workgroup recommended greater provision of FWAs to bring more women back to work.”
“This is why we are taking a stepped approach and announcing the increase early. Come 2026, employers who have prepared well will be better placed to tap on their senior workforce to meet their business needs. Our employment rate for seniors aged 65 to 69 is now ranked third compared to OECD countries, increasing by almost five percentage points, from 43.8% in 2018 to 48.3% in 2023. Among our younger seniors aged 55 to 64, the employment rate also rose, from 66.8% to 70.0% over the same period. But we can do more to support our seniors. As Miss Rachel Ong has highlighted, senior workers have much expertise to contribute, but some may prefer to reduce their work intensity as they age. Workplaces with FWA provisions will be better able to tap on our growing pool of senior workers. Mr Yip Hon Weng asked about plans to harness the potential of our senior workers. The Government will provide support to employers who want to improve their HR capabilities to manage an ageing workforce. Employers can tap on the Part-Time Re-employment Grant (PTRG), which we extended last year to support more flexible work options for senior workers. Employers can enjoy up to $125,000 in grant support under the scheme. As of December 2023, with the support of PTRG, more than 6,300 employers committed to provide part-time re-employment under their HR policy. This is expected to benefit around 50,000 senior workers. The PTRG also supports employers in implementing structured career planning (SCP). SCP is a process where employers systematically engage their employees and plan out their training and career development goals to align with business needs. This is particularly useful for employees who are approaching retirement.”
“Mr Chairman, I thank Members who have given suggestions on upholding inclusivity and fairness at the workplace. In our refreshed social compact, we want to ensure that all members of our society can participate in the workforce. One key group are our senior workers. Given our ageing population and slowing workforce growth, it is important that we help every worker contribute as much as they are able to, for as long as they wish. Let me share how we will continue to support our senior workers. Several Members, including Senior Minister of State Heng Chee How, Mr Desmond Choo, Mr Yip Hon Weng, Miss Rachel Ong, Ms Rahayu Mahzam and Mr Keith Chua, have spoken on this subject. The Retirement and Re-employment Act protects seniors from age-related dismissal before reaching the statutory retirement age. Employers must offer re-employment to eligible senior workers up until the statutory re-employment age. In 2022, we raised the retirement and re-employment ages to 63 and 68 respectively. As announced by Minister Tan See Leng, the tripartite partners have agreed to raise the retirement and re-employment ages further to 64 and 69, respectively, in 2026. This will bring us another step closer to our eventual goal of setting retirement and re-employment ages at 65 and 70, respectively, by 2030. I would like to thank SNEF and NTUC for their strong support to make this possible. Credit goes to employers and our union leaders on the ground as well. Over nine in 10 senior workers who were eligible and wished to continue working were offered re-employment in 2023. To ensure that the next increase is implemented just as smoothly, I encourage employers to start planning early. Some will need to adjust their manpower and upskilling plans to retain their senior workers.”
“I thank Ms Jean See for that suggestion. Indeed, SSG stands guided by the partners that we work with, whether it is NTUC, the professional bodies or trade associations and yes, job transformation maps do also feature in how we decide on which courses we need to provide upskilling opportunities. If Ms Jean See knows of freelancers or self-employed persons who have additional needs that are not already catered in the range of causes supported by SkillsFuture, do let us know and we will consider them too.”
“Many volunteer and stay on the PSG even after their children have graduated from the school. Their passion is to help other parents and be peer supporters for the parent community. We recognise that each PSG has unique yet useful experiences that other PSGs can learn from. Therefore, to encourage sharing of learnings across PSGs, every PSG will be part of a Support Circle from 2024. Support Circles are communities of PSGs across various schools where they can share resources and ideas. They can decide on the topics to collaborate on, such as supporting parents of children with special educational needs (SEN) and strengthening our students' mental well-being. Mr Chairman, it takes a whole-of-society effort to equip Singaporeans with the skills they need to adapt and thrive. It is our duty to build on the foundation of lifelong learning that has been laid. Collectively, we can build a brighter shared future for Singaporeans and Singapore.”
“Intermediaries, like the Jobs-Skills Integrators and Queen Bee companies, can help smaller companies leverage on their industry networks and strengths. Let me now turn to our students. To enhance our students' arts and cultural appreciation, MOE regularly reviews our curricular and co-curricular learning opportunities. An example is the Performing Arts-Based Learning (PABL), which was piloted in 2023 across 22 secondary schools to create authentic learning opportunities beyond the classroom for our lower secondary students. Through PABL, students experience live music performance that is specially produced and staged at a professional concert venue, as well as pre- and post-concert music lessons held in class. We received positive feedback from our students and will progressively roll out PABL to all secondary schools from 2024 to 2027. Last but not least, parents; they are our key partners in supporting students' well-being and development. Dr Wan Rizal, Ms Denise Phua and Assoc Prof Razwana Begum asked how MOE is partnering parents in supporting our students’ holistic development. MOE has developed resources for parents to guide their children on the various pathways available and in areas, such as children’s well-being, cyber wellness and broadening the definition of "success". If you have the Parents Gateway app on your mobile phone, you will find a treasure trove of parenting resources that can make you a more informed parent. MOE also works with the COMPASS Council. COMPASS members have led several projects that offer alternative platforms for parents to learn from professionals and other experienced parents. In journeying with parents, our Parent Support Groups (PSGs) have been great partners and I am most thankful to our PSGs.”
“Our jobs and skills ecosystem must come together to address job transformation and skills needs effectively. We agree with Members on the need for industry involvement in the design and delivery of training. SSG, as the national skills authority, works closely with sector agencies and industry partners to understand industry demand and skills needs. These are translated into skills insights that are publicly available so that everyone can make use of the information. For example, training providers have developed SkillsFuture Series courses to provide skills top-ups in Industry 4.0 and the care, digital and green economies. In areas like AI, where we are making a national push to develop a pipeline of AI talent and AI practitioners, there are a variety of options ranging from bite-sized modular courses to Master’s programmes. Industry players have stepped in to deliver training as well. BCG has trained close to 1,000 individuals in business-relevant digital skills through its Rise series of courses for companies and individuals. Meanwhile, our IHLs are ramping up industry attachments for their staff and tapping on industry practitioners to deliver CET. Ms Foo Mee Har suggested introducing a SkillsFuture quality accreditation framework to differentiate funding for training programmes by quality and industry relevance and recognise high-quality training providers. SSG has, indeed, moved in this direction with its outcome-based funding model. By end-2024, all courses that deliver strong manpower outcomes in terms of securing employment and career progression will be accorded the highest tier of SSG subsidies. To strengthen the reach and impact of SkillsFuture in more challenging sectors, we have introduced new partnership models in the past few years.”
“Mr Mark Lee suggested treating workplaces as extensions of our IHLs. I agree. Indeed, workplace learning as a modality provides an authentic learning environment for employees. It also helps employers better manage the challenges around releasing staff to attend external courses. Last year, we piloted the Workplace Skills Recognition (WPSR) programme in selected Progressive Wage Model (PWM) sectors with the help of the National Centre of Excellence for Workplace Learning (NACE). NACE has started certifying companies that have established workplace learning systems and skills development plans for their staff. Once certified, the companies will be able to move quickly help their staff into training and to help them acquire WSQ certifications for the skills they have attained at the workplace. I am happy to hear from NTUC Deputy Secretary-General Desmond Tan that feedback from its partners has been positive, and more employers in NTUC’s company training committee (CTC) network intend to sign up for the Workplace Skills Recognition (WPSR) Programme. We will expand the WPSR so that more employers and workers can benefit from it. Employers who decide to send their staff for external training can also receive substantive support for training costs. In addition to SSG's subsidies, companies can tap on $10,000 of SkillsFuture Enterprise Credit (SFEC) to further defray their out-of-pocket costs. MTI has announced that the SFEC has been extended to June 2025. And beginning from Year of Assessment 2024, corporate tax deduction for training has been enhanced from 100% to 400% under the Enterprise Innovation Scheme. I encourage companies to make full use of these measures to upskill their employees to stay competitive.”
“As there is a wide spectrum of learning needs for PwDs, we also encourage those interested in the courses to approach the training providers who can then work with the Enabling Academy to assess what assistive support and course modifications could be made to suit specific needs of the individual. Let me touch on employers on how they can take greater ownership of upskilling their employees to meet their business needs. We are encouraged that more employers are participating in training, especially the small and medium enterprises (SMEs). In 2023, around 23,000 companies participated in SSG-supported programmes. This is a 15% increase from 2022, driven by small companies with fewer than 50 employees. But from the Forward Singapore conversations, we have also heard feedback that opportunities for employer-sponsored training are uneven. Some workers hope that their employers can do more. We want to support companies in making training more accessible. First, we have developed tools that can help companies assess their skills stock, especially for SMEs that tend to have leaner human resources (HR) departments. Together with JobKred, SSG has developed a tool called the Skills Profiler. It allows employers to benchmark the skillsets of their employees against similar jobs in the industry. Companies will then receive customised course recommendations for any skills gaps. The Skills Profiler pilot was rolled out to 400 SMEs last year, with all slots snapped up within seven months. To support more SMEs in conducting training needs analyses, SSG will make the Skills Profiler available to 1,000 more enterprises this year. I encourage companies to come forward and try this out. How might employers then take action?”
“Given the wide range of courses available, you may need some help to make a decision. Do spend some time to chart your skills journey. There are various ways for you to seek advice: (i) you can refer to online resources, such as MySkillsFuture website and SSG's reports to understand skills that are in demand; (ii) you can also use the CareersFinder tool on the MyCareersFuture portal to discover career opportunities and skills gaps based on your personal profile and work history; and (iii) if you prefer to speak to someone, you can go to a Skills Ambassador for personalised course recommendations. Skills Ambassadors can be found at some community clubs, Workforce Singapore (WSG) Careers Connect Centres, job fairs and SkillsFuture roadshows across the island. Career transition is not a one-step change. It can involve self-discovery, seeking out advice and more than one bout of skills training. As we shift SkillsFuture to a higher gear, we hope that every individual will take charge of their career health and invest in building their own career resilience. Ms Jean See and Ms Usha Chandradas highlighted freelancers and self-employed persons as a group that deserves attention. Under the SkillsFuture Level-Up Programme, there are a good number of courses in the areas highlighted by the Member, whether to deepen technical skills or broaden business skills, such as digital branding and business administration. Miss Rachel Ong asked how we can ensure that the courses that qualify for the $4,000 top-up are accessible to PwDs. We have been working closely with SG Enable and training providers to make mainstream training programmes more accessible to PwDs. This is a work-in-progress.”
“Last Friday, Minister Chan Chun Sing spoke about the SkillsFuture Career Transition Programme (SCTP). SCTP courses are geared towards individuals who wish to move into high growth areas, such as the digital, care and green economies. On top of training, SCTP courses include career advisory and employment facilitation, so that trainees have a better chance of getting employed after completing the course. 12.15 pm Take the example of Ms Low Danli, aged 41. She had been working in the ICT industry for 14 years when she sought a career change. Ms Low previously used her SkillsFuture Credit for some courses on corporate environment sustainability. After attending a SkillsFuture Roadshow, she took up an SCTP course in Sustainability at the SMU Academy. With 90% Mid-Career Enhanced Subsidy, the course fee payable by Ms Low was about $2,000. She used her remaining SkillsFuture Credit to offset a part of the course fees. Through the course, she learnt about climate issues, sustainable supply chains and green finance. She is now a Sustainability Client Engagement Specialist at the Singapore Environment Council. The SkillsFuture Level-Up Programme seeks to enable more mid-career individuals like Ms Low to pursue a substantive bout of upskilling. If Ms Low decides to further deepen her skills in a few years’ time and enrol in a full-time course, for example, a diploma in sustainability, the $4,000 SkillsFuture Credit top-up will be sufficient to cover at least half her course fees and she will also get training allowance amounting to 50% of her last drawn salary, up to $3,000 per month. If you are a Singaporean aged 40 and above, you will soon be notified by SSG of your eligibility for the SkillsFuture Level-Up Programme.”
“Mr Chairman, lifelong learning is now a key pillar of our social compact. Since the start of the SkillsFuture movement in 2015, we have built a strong lifelong learning ecosystem, comprising individuals, employers and training providers. We have expanded our partnerships to include NTUC, trade associations and chambers, professional bodies and SkillsFuture Queen Bee companies. We will continue to build on the foundation and expand our partnerships so that upskilling leads to better outcomes for both Singaporeans and businesses. Let me elaborate on how individuals, employers and industry can each play a role. First, on individuals. Last year, more than 500,000 individuals benefitted from training supported by SkillsFuture Singapore. That is one in five in our local workforce. This includes both individual-initiated training where SkillsFuture Credit was used, as well as company-initiated training programmes, both of which were supported by SSG with subsidised course fees. We are introducing the SkillsFuture Level-Up Programme to further strengthen training support for Singaporeans. Members have asked how we can ensure good take-up and outcomes from this Programme. To do that, we must cater to the diversity of individuals' needs and aspirations. For a start, we have curated over 7,000 courses, covering a good range of sectors and job profiles. These courses are conducted by our IHLs and established private training providers, such as the NTUC Learning Hub and the Singapore Hotel Association Training and Education Centre (SHATEC). SSG will review the courses eligible for SkillsFuture Level-Up Programme over time, with input from sector agencies, industry intermediaries and professional bodies.”
“I thank the hon Member Dr Tan Wu Meng for the two supplementary questions. The answer must be yes. In fact, we do know of international students who previously were on tuition grant in Singapore having actually moved up and moved on to very successful careers within their countries and also regionally. And certainly, this also augurs well for our economy because they stay connected, they understand Singapore's culture, and they do have friends and their networks built in Singapore while they were students here. So, there is definitely benefit in this regard and we will certainly be interested to find the information.”
“For the first supplementary question, I do not have the answer off-hand. I ask the Member to file another Parliamentary Question. For the second one, having international students adds to the diversity of the overall education experience of our students and cultivates our students' sense of global orientation and ability to understand cultural practices across different nations. I think this is a healthy development and we want to encourage our students to be widely exposed to students of other nationalities.”
“For the individuals who fail to honour their obligations for the tuition grants, we do look at the reasons. Some of them cite genuine reasons such as health and that they find could not employment in Singapore. In those cases, we will ask them to pay the liquidated damages. As I have said earlier on, majority of deferments that were sought were based on the international students' request for further studies. Not that they do not want to find employment, but they want to pursue further studies. For such cases, they will find employment after they have completed their further studies.”
“For those who fail to pay the liquidated damages, actions will be taken to prevent them from working or residing in Singapore. As I had explained earlier on, there is a serious view taken by the Ministry towards the obligations of these international students who have taken tuition grants.”
“Mr Speaker, from 2017 to 2023, we were not informed of the employment status in the first three years after graduation for about 5% of the international students who receive the tuition grant. We take the bond obligations of the international students on tuition grants seriously and we will pursue the international students who default on their obligations.”
“From 2017 to 2023, on average, about 2,900 international students who received the Tuition Grant graduate each year from our polytechnics and autonomous universities. Within the first three years of graduating, more than eight in 10 are employed. Of the remainder, the majority are granted deferment for further studies.”