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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“Mr Speaker, may I have your permission to take Question Nos 1 and 2 together?”
“To those of you recovering from mental health conditions and other vulnerable groups seeking employment, you are not alone. We will support you in the pursuit of meaningful employment. Together, we can build a more inclusive society.”
“Finally, I would like to speak on the stigma and potential workplace discrimination associated with mental health. I share Ms Ng Ling Ling and Mr Sharael Taha's concerns that individuals with mental health conditions require stronger support. As highlighted by Mr Ong Hua Han, persons with disabilities need even greater help as they could be more vulnerable to mental health illnesses. To this end, NCSS, together with the Beyond the Label Collective Workplace Workgroup members, is developing case studies and videos to increase awareness of best practices of inclusive employment and to guide employers on how to support employees when mental health issues arise. Employers may also refer to NCSS' Mental Health Toolkit on adjustments they may make for their individuals with mental health conditions, including having a phased return-to-work programme and providing a buddy or mentor. NCSS is also working with employment support agencies to develop a common framework to refer, assess and support individuals with varying readiness to return to work. On the issue of workplace discrimination, as raised by Dr Wan Rizal and other Members, the upcoming Workplace Fairness Legislation sends a strong signal that there is no place for discrimination against employees and jobseekers with mental health conditions. Employees should be treated fairly and based on merit, even if they have chosen to disclose their mental health conditions. The Government is committed to working with employers to strengthen support for employees' mental well-being. To the employers, we encourage you to tap on resources that are available. To employees, let us strive to show kindness, support and understanding to those around us.”
“In relation to Mr Edward Chia and Ms Carrie Tan's suggestions to equip Singaporeans with skills in psychological first aid and mental health literacy through SkillsFuture, SSG currently provides funding for more than 100 courses in the area of mental health, including psychological first aid and mental health literacy. For those who require customised employment support, agencies, such as IMH, the Singapore Anglican Community Services and the Singapore Association for Mental Health provide services to place them with suitable employers, advise employers on job task adaptations and train supervisors to better support these employees. One such company is Konica Minolta, which has partnered the IMH Job Club since 2016 to recruit individuals in recovery. They are paired with a peer buddy and the company works closely with IMH to effect workplace adjustments, such as moderating their workload and tasks to a more suitable pace. Through the joint support by IMH and the employer, these individuals gain and sustain meaningful employment. We are looking to help employment support agencies expand their partnerships with trade associations and chambers, to encourage more companies to come onboard to hire and retain employees recovering from mental health conditions. On Mr Keith Chua's and Ms Hazel Poa's suggestion to look at some form of wage subsidies for employers that hire these individuals, I would like to say that mental health conditions vary in severity and fluctuate over time. It is difficult to calibrate salary support to cater to fluctuations in the conditions of the individual. Today, eligible individuals with mental health conditions are given training allowance as they work on equipping themselves with skills to return to employment.”
“I acknowledge Ms Ng Ling Ling, Ms Mariam Jaafar and other Members' concern for the mental health of our young adults, especially for those adjusting to their first careers. The National Youth Council's Mentoring SG Movement provides accessible mentoring programmes to support youths in managing life transitions. Young NTUC is one of our partners which has put in place several initiatives, such as career preparation workshops for youths. I would like to assure Ms Carrie Tan that the Public Service Division is taking the lead to strengthen the mental well-being support of our civil servants. This includes providing a range of well-being programmes and resources to equip them with the skills and knowledge for self-care; joining the Well-being Champions Network; having a whole-of-Government confidential counselling services hotline for public officers to speak to trained counsellors; and building a community of Wellness Ambassadors, who are trained peer supporters. The Public Service will continue to strengthen support for our public officers' mental well-being. I will now cover how we are supporting the employment and employability of individuals with mental health conditions who are on recovery. Mr Keith Chua has suggested stronger support for individuals with mental health conditions who are looking for a job. To drive inclusivity in training, SkillsFuture Singapore (SSG) is working with training providers to raise awareness of mental health and well-being in adult learners, develop customised training courses and increase accessibility of some mainstream courses to cater to trainees with mental health conditions.”
“At the same time, the tripartite partners are pushing for greater adoption of work-life harmony measures, such as health and wellness programmes and unrecorded time-off for personal and family matters. I share Mr Melvin Yong, Mr Darryl David, Mr Vikram Nair and Mr Ong Hua Han's call in getting more companies to subscribe to the EAP. Employers may refer to the refreshed EAP service providers list in the Tripartite Advisory, which includes EAP service providers offering subsidised rates and details of their offerings, such as indicative pricings and areas of specialisation. Apart from EAP services, individuals experiencing mental distress or just needing a listening ear, can tap on the new National Mental Health Hotline and Text Service from 2025. There are also free online resources, such as Belle the helpbot and Mindline.sg. Ms Jean See will be happy to note that self-employed individuals and freelancers can tap on such free resources, too. I note Ms Hazel Poa and Assoc Prof Razwana Begum's suggestion for a four-day work week. Companies that find four-day work week feasible and workable for their business and employees are free to do so. However, as with any work arrangement, this may only work well for certain sectors and jobs. I encourage employers to proactively discuss with employees the types of FWAs that suit both their business context and their employees' specific needs, including for caregivers who might have special needs, as mentioned by Ms Yeo Wan Ling. Supportive companies that demonstrate exemplary mental well-being practices can be recognised through the annual WSH Culture of Acceptance, Respect and Empathy Award.”
“Companies can use MOM's iWorkHealth assessment tool, which is a free online, company-administered tool to better understand their employees' state of mental well-being, including the workplace stressors that the employees are facing. We have taken in companies' feedback to leverage iWorkHealth as a pulse survey to monitor their employees' state of mental well-being on a more frequent basis. I am pleased to announce that we are launching the iWorkHealth Lite. iWorkHealth Lite is a dipstick survey for companies to gauge the employees' work stress and burnout and it can be completed in five minutes. Mr Edward Chia also suggested harmonising the iWorkHealth tool with the Human Capital Diagnostic Tool. We will consider this. We need to balance between harmonising tools for ease and gaining an overview of the organisation's environment and workforce, while ensuring that the tools and surveys are kept functional, purposeful and at a reasonable length for the employees. I thank Dr Wan Rizal for highlighting the need for one to set aside time to rest outside of working hours; and Assoc Prof Razwana Begum's point that one has to have reasonable working hours. Ms Carrie Tan and Mr Melvin Yong also suggested introducing the "Right to Disconnect", sometimes, known as after-hours work communication policy to people. Guidance on how to implement such a policy is in the Tripartite Advisory on Mental Health and Well-being at Workplaces. We will continue to work with our tripartite partners, including NTUC and the Singapore National Employers' Federation, to raise awareness of the importance of setting after-hours work communication policy while managing both employees' and business needs.”
“The peer supporters would be equipped to provide emotional support and lend a listening ear to colleagues at the workplace. I agree with Mr Edward Chia's suggestion that every company should have a framework to support their employees' well-being. Employers may refer to the Playbook on Workplace Mental Well-being for step-by-step guidance to implement mental well-being initiatives. HR leaders play an important role in this ecosystem. I encourage more HR professionals to join the Mental Well-being Champions Network. The Institute of Human Resource Professionals (IHRP) has also established the Body of Competencies for HR professionals, which identifies the execution of employee benefits, including mental well-being initiatives, as an expected functional competency for HR professionals. The Ministry of Manpower (MOM) will continue to partner IHRP to equip and support the HR industry on this front. I agree with Mr Mark Lee and other Members on the importance of both physical and mental health. This is why MOM and the WSH Council take a Total WSH approach to workers' well-being, focusing on both physical and mental health. On Mr Ong Hua Han's interest in the support for SMEs, the Total WSH programme provides SMEs with free access to qualified consultants who can advise them on how to manage safety and health in an integrated way and provide intervention programmes, such as mental well-being workshops. We have streamlined the administrative overheads for SMEs to participate more easily and fully. I agree with Mr Edward Chia that it is important for a company to measure the state of mental well-being of its employees.”
“Mr Speaker, Sir, I rise in support of the Motion. Many adults spend substantial time at work and, sometimes, work can be stressful and affect one's mental well-being. It is, thus, important that we look at how workplaces can support mental well-being of employees and what each of us can do to create kinder, more inclusive workplaces. I will, first, touch on the plans to support general mental well-being of employees. In November last year, the WSH Council launched the Well-being Champions Network. This is a community of practice for Well-being Champions to exchange best practices and access more resources and training. Who are these Well-being Champions, you might ask? A Well-being Champion is typically a management-level employee or individual whom the company empowers to lead the well-being agenda and implement mental well-being measures in the company. One such Well-being Champion, who has joined the Network, is Mr Hon Lip Yung, General Manager of a local SME. The Network allows Mr Hon to learn from Well-being Champions of other companies on how they implement mental well-being initiatives. Mr Hon is now looking forward to attending training with other members in this Network, which is aligned to Tier 1 of the National Competency Training Framework. The training, worth $400 per person, is complimentary for one champion per company. The Network has 275 members from 145 companies with close to 175,000 employees. We will work closely with the various Government agencies, tripartite partners and trade associations to expand the network. Peer support is another important part of strengthening workplace mental well-being support. NCSS and HPB are working together to enhance training for peer supporters and develop a framework to support them.”
“Mr Speaker, the Minister for Home Affairs had informed Parliament in April 2022 that the Government is reviewing how the screening framework for those working with children can be strengthened. This would include freelance providers of services for children, such as private or in-home tutors. We will provide an update when the review is completed.”
“I thank Assoc Prof Razwana for the supplementary questions. In MOE, we teach our students to recognise signs of distress and the need to look out for their peers. Because we know that sometimes, students are afraid to speak to their parents about bullying or the abuse that they experience. They would rather talk to their friends. So, we tell our students that they should look out for one another and also, be able to confide in their friends around them. Students are also taught that they have the right to be treated with respect, to seek help and be taken seriously. Lessons remind our students that victims of sexual misconduct and abuse should not blame themselves nor feel guilty or ashamed about it. Through our lessons, students are also taught that they should not be fearful of reporting possible cases of sexual abuse. In supporting students going through challenging situations and to help them feel that it is okay for them to seek help, our teachers and school counsellors are also there to train and also to engage students in a psychologically safe environment and on how to calibrate their approach accordingly, based on their understanding of the students' personal and familial circumstances. Our teachers, as well, are constantly being reminded and trained to detect signs of distress in our students.”
“Mr Speaker, through Character and Citizenship Education from Primary 1, our students learn about personal safety and boundaries; different forms of abuse; and how they can protect themselves, both in the physical and online space, including from those in positions of authority. Students are taught to report their concerns and seek help for their friends or themselves from trusted adults. The Ministry of Education (MOE) reviews the effectiveness of these programmes regularly in consultation with stakeholders and other Government agencies, such as the Ministry of Social and Family Development, the Ministry of Home Affairs and the Ministry of Health.”
“I thank the hon Member for the suggestion. The tripartite partners, indeed, will be very willing to work together to support the employment and upskilling of PwDs. Members might be interested to know that the Enabling Business Hub has been launched. The first is in Jurong. It aims to better support PwDs to sustain employment by providing customised job support and equipping employers with inclusive practices to hire and integrate PwDs. This is a new structure and institution – a one-stop shop for employers, social support agencies, PwDs, tripartite partners and the whole-of-society to come together to support PwDs in finding jobs and also to help them keep employed.”
“This includes training, sharing best practices and implementing inclusive hiring at the workplace. The Government will work with partners to equip PwDs with skills that enable them to take on employment opportunities. For example, SkillsFuture Singapore provides additional course fee subsidies for PwDs and is working with SG Enable to develop curricula in inclusive pedagogies. We also provide support to inclusive employers through grants and support services, such as the Enabling Employment Credit. We encourage employers to approach SG Enable and to tap on the ODP and other employment support services to hire, train and integrate PwDs into their organisations.”
“Mr Speaker, persons with disabilities (PwDs) can tap on broad-based employment facilitation services, such as job matching and career advisory services provided by Workforce Singapore and the National Trades Union Congress' (NTUC's) Employment and Employability Institute (e2i), or customised job placement and job support services under the Open Door Programme (ODP). Workforce Singapore and NTUC's e2i do not track whether jobseekers assisted have disabilities. Under the ODP, SG Enable works with several job placement and job support partners, such as Autism Resource Centre, Movement for the Intellectually Disabled of Singapore and SPD. These partners provide coaches who are trained to assist PwDs with their job search and provide post-placement on-site support to help these jobseekers adjust into their new roles. The job coaches also advise employers on adapting job tasks and the work environment to better suit the needs of employees with disabilities. On average, about 900 jobseekers with disabilities were assisted each year by SG Enable's job placement and job support partners between 2018 and 2022. Each year, about 500 were successfully placed into jobs. More than 80% of them remained in employment for at least six months. The Enabling Masterplan 2030, which was co-developed by the Government, businesses and the community, sets out Singapore's aspirational goal of 40% employment rate for PwDs by 2030. To enhance employment opportunities for PwDs, we aim to increase their employability and grow the network and the number of inclusive employers through a whole-of-society effort. Employers and community partners, such as disability social service agencies, play a key role in supporting the employment of PwDs.”
“For such situations, we look at what are the heritage components of the schools that have gone defunct, that need to be preserved. As far as possible, we will work with the stakeholders to capture and retain these heritage qualities that are deemed to be worthy of preserving.”
“Mr Speaker, when merging schools, the Ministry of Education (MOE) works with key stakeholders to preserve the schools' heritage and identity. The history, traditions and values of the merging schools are displayed in a heritage space or retained in artefacts, such as the school mascot. Newly merged schools seek to forge new identities by unifying their school community around common values, songs and symbols such as the school crest. Stakeholders help to co-create these elements, fostering a greater sense of belonging to the school. Common experiences, such as cohort camps and schoolwide events, are organised to build collective memories among the students. The forging of a new identity takes time and is an ongoing process for the newly merged schools.”
“Mr Speaker, may I have permission to take Question Nos 1 and 2 together?”
“SkillsFuture is a movement. It is not a programme; by that, I mean it takes many parties to come together for this movement to create impact on individuals. We are glad that professional bodies are also coming onboard. SSG has, over the years, started partnering professional bodies to understand from them better what are the skill needs in the professional field that are envisaged and, working then, with training institutions to make available the upskilling opportunities. We hope the announcements later this year on the SFC top-up for mid-career mature Singaporeans, will be a boost for this group. Because we have heard through Forward SG conversations and also, over time, feedback from the National Trade Union Congress (NTUC), from the unions, that this group of workers, find it even more challenging to be re-employed, especially if they lose their job or if they are retrenched in their 40s or 50s. Substantial upskilling will mean opportunity costs and also a lot of resources, drawing on their savings. This is something that we ought to do, to give our mid-career, mature Singaporeans a better chance to have longer-term employability.”
“I thank Dr Lim Wee Kiak for the two good supplementary questions. First, is on whether we are happy with the state of the utilisation of SFC? I would say that we have seen good progress over the years. Especially since the launch of SFC, we see more Singaporeans understanding the needs of lifelong learning and upskilling; and employers too, seeing the benefit of upskilling their workers. I would say that we know we are on the right trajectory. What is more important is that skills development and training are available and relevant, where the individuals need them. It is not limited to the use of SFC. Although SFC is a key pillar in this ecosystem, we know that employers too, also play a big role in shaping and supporting their workers and their new hires in upskilling. There are also, of course, free courses online that are widely available and that are very popular. So, the utilisation of SFC is a proxy, I would say. We are moving in the right direction and we welcome suggestions by members of public, as well as Members in this Chamber, on what else we can do to improve the utilisation. On why some Singaporeans might not be using SFC, some have cited lack of time and some have cited opportunity costs when they go for upskilling. So, we hope that the upcoming announcements for us to enhance SFC, as well as training allowance, will help more Singaporeans take the big step to go for upskilling.”
“There are also longer courses under the SkillsFuture Career Transition Programme that incorporate career coaching and employment facilitation services. This is to help the trainees secure employment upon completion of these upskilling courses. To further improve SFC utilisation, SSG has enhanced the user experience of mySkillsFuture portal, making it easier for users to navigate and search for suitable SFC courses for themselves. SSG has also simplified the claims submission process, based on users' feedback. In addition, to keep the courses relevant to the industry, SSG works closely with industry partners and regularly analyses data on job vacancies and skills in demand. Given that mature workers require more support to pursue substantial reskilling and upskilling to stay employable, the Government is looking into providing a further substantial SFC top-up. And this will be for mature, mid-career Singaporeans. More details will be announced later this year. Mr Speaker, I urge Singaporeans to make good use of the support available, provided by the Government, training institutions and SkillsFuture partners to advance their own lifelong learning and strengthen their career resilience.”
“The SkillsFuture Credit (SFC) empowers Singaporeans to take ownership of their learning and also skills development. The SFC, we all know, can be used to offset the fees for a wide range of skills-related courses, after Government course fee subsidies are applied. Since launching the SkillsFuture movement, the training participation rate of individuals, including employer-sponsored training, has increased from 35% in 2015 to around 50% in 2022. Utilisation of SFC was higher among the younger age groups, at close to 40% for those in their 30s, while the utilisation rate of SFC for those aged 60 and above was around 25%. Only a small minority of Singaporeans have fully expended their SFC. These individuals can continue to enjoy substantial course fee subsidies of up to 90% provided by the Government. In 2022, 192,000 Singaporeans used their SFC. This is an annual increase of around 12,000 per year, from 156,000 in 2019. This growth has been supported by efforts of SkillsFuture Singapore (SSG) and its partners to promote a culture of lifelong learning and help individuals to make informed choices, based on their training needs. These partners include the trade unions, enterprises, Community Development Councils (CDCs), trade associations and professional bodies. For example, SSG works closely with these partners to expand the provision of skills and training advisory services at job fairs, workshops, community events and touchpoints across the island. Specific to older Singaporeans, SSG works with partner agencies to ensure that there is a suitable range of SFC-eligible courses to cater to their upskilling and lifelong learning needs, such as digital literacy, financial literacy and physical and mental well-being.”
“Mr Speaker, may I have your permission to take Question Nos 10 and 11 together?”
“I thank hon Mr Yip Hon Weng for the two supplementary questions. On the first one, MediSave is a national saving scheme and it is meant to help Singaporeans and Singapore Permanent Residents set aside part of their income to meet their healthcare needs. We should protect this intent of MediSave. Individuals will not be able to use MediSave to pay for medical bills incurred by their MDWs who should be covered by the medical insurance mandated by MOM. Employers who face difficulties paying the medical bills of their MDWs despite the insurance coverage may approach medical social workers, which I mentioned earlier on. On the second question of financial planning to be included in the employers' orientation programme, this is a short programme that has been introduced to educate and also help employers understand their responsibilities towards caring for their MDWs. This includes the requirement for them to purchase medical insurance for the MDWs and also keeping their homes and workplace conditions safe for MDWs, such as the use of the bamboo poles for hanging laundry outside the flats of high-rise buildings. The intent of this programme is really very targeted and focused. We prefer to keep this course tight, so that employers are able to complete this very important course. Again, for employers who are unable to meet their obligations of paying for the medical expenses of their migrant domestic workers, we ask that they approach the medical social workers in our public healthcare institutions for advice.”
“Mr Speaker, employers are responsible for their Migrant Domestic Workers' (MDWs) medical expenses. To support employers in meeting these obligations, the Ministry of Manpower (MOM) requires all employers of Work Permit holders, including MDWs, to purchase medical insurance for their workers. In the last five years, about 95% of all hospitalisation bills by MDWs fell within $15,000, which was the minimum insurance coverage required before 1 July 2023. MOM has since enhanced the medical insurance requirements for new policies or renewals and this took effect from 1 July 2023. The higher annual claim limit of $60,000 is estimated to cover about 99% of all bills. We encourage MDW employers to transition to the enhanced medical insurance early, even if their existing medical insurance policy is not due for renewal yet. This will better protect employers against large unforeseen medical bills. Employers who face financial difficulties paying for their MDW's medical bills may approach medical social workers at the public healthcare institutions for assistance.”
“Other initiatives, such as subsidised care services and caregiver support networks, are also important. The Government will work with employers and other community partners to strengthen these. Each of us also has a role to play in showing understanding and support to our co-workers who may need FWAs so that they can give their best both at work and to their families. At the same time, those who take up FWAs should do so responsibly to maintain trust with employers and fellow co-workers. This will help to create the truly inclusive workplace culture that we all hope to build. Mr Speaker, we take pride that, in Singapore, employees and employers seek to understand each other’s perspectives and co-create solutions to resolve issues. If we want to help employees have access to FWAs, we need a practical, enabling approach that addresses barriers at each workplace. The Government will continue to work closely with the Tripartite Partners and other stakeholders to make FWAs a win-win for all. [(proc text) Question put, and agreed to. (proc text)] [(proc text) Resolved, "That Parliament do now adjourn." (proc text)] Adjourned accordingly at 5.38 pm.”
“The tripartite workgroup will study international practices and consult widely with employers, HR practitioners and employees in the upcoming months as we formulate the Guidelines. The workgroup will also develop recommendations on how to equip employers, HR, line managers and employees with the necessary skills to implement FWAs in an effective and sustainable manner. We believe this is the right approach to take and will help more workers access the FWAs that they require in a sustained manner. Even for jurisdictions that Members of this House often compare us to, such as the United Kingdom and New Zealand, the objective is not to guarantee that every worker will have FWAs, but rather, to establish a process for employers and employees to shape the right balance of workplace flexibility. And while they have introduced legislation to achieve this objective, it is not yet clear to us that this is the best approach to take. As an op-ed by SNEF Council Members Dr Bicky Bhangu and Ms Rachel Eng have cautioned, we have to be mindful of the risk of creating a more acrimonious workplace culture, if both parties can easily take their FWA disputes to Court or tribunal, instead of working out mutually suitable arrangements amicably. In the case of the UK, which implemented a right-to-request FWA legislation since 2003, the actual take-up of FWAs did not change significantly in the past decade, with the exception of telecommuting during the pandemic. Even as we rally tripartite efforts to make FWAs more accessible at the workplace, FWAs, on their own, are not the silver bullet to achieving the larger goal of work-life harmony. It is merely one aspect of a more supportive ecosystem that we seek to build in helping employees manage both their work and family responsibilities.”
“While we step up efforts to make FWAs more accessible, we need to resist the simplistic tendency to think that all forms of FWAs can be implemented for every job. After all, every worker and every team’s needs differ and the nature of work differs across sectors. Let us take a broader view of FWAs. Apart from work-from-home, FWAs also include options, such as staggered work hours, flexi-shift, part-time work and others. For FWAs to be sustainable, we also need to consider the impact on individual productivity and team productivity. More international literature on the business impact of FWAs has emerged recently and they have found that the impact of FWAs on productivity differs across sectors and job roles. The key is to make sure that we identify the right forms of FWAs for different job needs and ensure that communication between management and employees, and within teams, remains strong. There is just no one-size-fits-all approach for this. FWAs, if implemented well, can help companies retain and attract workers amidst a tight labour market. Turning FWAs into something rigid could be detrimental to businesses, and even to workers themselves. We have seen that happen elsewhere, such as in Apple and Amazon in the United States. We encourage employers to see how FWAs can benefit their businesses as a competitive advantage, facilitate employer-employee communication so that mutually beneficial arrangements can be found and, most importantly, maintain workplace trust. It is in this spirit that we are introducing the Tripartite Guidelines on FWA Requests in 2024, which will set norms and expectations on how employees can make requests for FWAs and use them responsibly, and how employers can manage requests for FWAs properly and fairly.”
“To support FWAs, the Government has been working closely with the tripartite partners to introduce various initiatives. As early as 2007, former President Mdm Halimah Yacob, who was then-Deputy Secretary-General of NTUC, chaired the Tripartite Workgroup on Enhancing Employment Choices for Women, which developed some of our earliest measures to support FWAs at the workplace. The importance of FWAs as a progressive employment practice was further elevated in 2017 when the Tripartite Standard on FWAs was launched. The Singapore National Employers Federation (SNEF) and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) have also been running monthly workshops to guide employers in implementing FWAs. While different stakeholders may have different perspectives, we share a common desire to make workplaces more inclusive and help employees achieve better work-life harmony. From various initiatives, such as the Citizens’ Panel on Work-Life Harmony in 2019 and the Alliance for Action on Work-Life Harmony in 2021, we have heard consistent feedback on the importance of building organisational and HR capabilities to support the adoption of FWAs. The tripartite partners have since broadened our partnerships with more stakeholders with the relevant expertise. For example, we have partnered the Institute of Human Resource Professionals (IHRP) to develop implementation resources, such as a Playbook for Hybrid Workplaces, as well as sector-specific resources. Companies can also tap on the Productivity Solutions Grant to redesign jobs and make FWAs part of the company’s strategy to improve overall productivity.”
“Mr Speaker, I thank Mr Louis Chua for agreeing with the Government and the tripartite partners that FWAs are important for helping employees better manage work and family demands. Many Members of this House also recognise this and have given useful suggestions over the years on how we could support greater adoption of FWAs, including ex-Member of Parliament Dr Lily Neo and Members of Parliament, Mr Yip Hon Weng, Mr Louis Ng, Dr Wan Rizal, Ms Yeo Wan Ling and many more. And I think some of them were already in Parliament before Mr Louis Chua was here. For more than a decade, the Labour Movement has also championed for FWAs to better support working caregivers and to help caregivers return to work. In fact, this is one of the recommendations in NTUC's renewed Workers' Compact which was released last week. Clearly, FWAs are an important issue that many of us are concerned about, as it affects all of us. During the pandemic, many of us also had to explore alternative ways of working and many more employers and employees have realised that FWAs can bring about benefits, if done sensibly. Workplace flexibility has become an increasingly important factor influencing employees' decisions on whether to stay in their jobs. In 2022, a survey by Randstad Singapore found that over four in 10 local employees said that they would consider changing their jobs for better flexibility. Many enlightened employers are thus thinking hard about how they can make FWAs work for their companies, to recruit talent and to retain talent. We are seeing good progress. The proportion of employers offering FWAs on a sustained, regular basis in 2022 was 71%, much higher than 53% in 2019.”
“The short answer is yes. In fact, MOM is working with MOH to develop new care models for the elderly. We recognise that there are evolving needs and there are opportunities for us to work with private partners to develop new models.”
“The Ministry of National Development (MND), Ministry of Health (MOH) and Housing and Development Board (HDB) are also piloting assisted living in the Community Care Apartments, which integrates senior-friendly design features with services that can be scaled according to the care needs. There are also a number of private assisted living models for seniors to age in the community. These options complement MDW and family caregiving. MOM has been and will continue to work closely with MOH and industry partners to explore new and holistic caregiving models to better support eldercare needs.”
“Mdm Deputy Speaker, the migrant domestic worker (MDW) scheme was introduced to support families in their domestic and caregiving needs. Employment protection policies designed for MDWs are premised on the MDW providing only non-commercial domestic services to her employer's household at the employer's place of residence. To take into account the flexibility around work hours and rest patterns that may be needed for their nature of work, MDWs are not covered by the Employment Act. MDWs are instead protected under the Employment of Foreign Manpower Act (EFMA). To protect the well-being of MDWs, the scope of domestic work and the employment of MDWs are tightly circumscribed under the EFMA. The well-being of MDWs and the conditions of their engagement are important priorities for the Ministry of Manpower (MOM). An employer has obligations under the EFMA in ensuring the safety and well-being of the MDW, providing adequate food and rest time, paying their salary on time and covering the MDW's medical expenses. The balancing of flexibilities in employment rules for the care of the elderly should not result in the delegating of the primary responsibilities of the employer in the EFMA. For example, MOM cannot allow MDWs to be deployed in a business operation that could subject MDWs to overwork. The Government recognises the diverse needs of the elderly and their caregivers and has introduced a wide range of eldercare services to support households. These include home personal and nursing care, day care and community rehabilitation services.”
“Mdm Deputy Speaker, we are proud of Singaporeans who have been recognised internationally for their outstanding research, regardless of whether they are based in Singapore or overseas. For those who are based overseas and are inclined to return to Singapore to contribute, the Government and Autonomous Universities (AUs) have various schemes in place to facilitate their transition, such as National Research Foundation (NRF)'s Returning Singaporean Scientist Scheme (RSSS). We are mindful, however, that attracting overseas-based Singaporean researchers back to the local AUs depends on a convergence of different factors. The researcher must have preference to relocate to Singapore, even after having established a presence overseas. At the same time, there must be a match between the research priorities of the AU and the research interests of the overseas-based Singaporean researcher. Even if the Singaporean researcher prefers to remain overseas, there are opportunities for collaborations with the local AUs or our A*STAR Research Institutes (RIs) if there are common research interests. All collaborations are assessed on their merit. Overseas Singaporeans, including researchers, can also link up with the Singapore Global Network (SGN) within the Economic Development Board (EDB). SGN organises digital engagement and community events to keep overseas Singaporeans connected to home, so that they can make an informed decision about whether and when to return to Singapore.”
“We recognise that caregiving needs are varied and have taken a practical approach in calibrating the statutory leave provisions. Importantly, we want to strike good balance between employees' caregiving needs and employers' business costs and manpower needs. As explained earlier, flexible work arrangements are also a very useful way to help working caregivers to manage both work and caregiving needs. 2.00 pm”
“Mr Deputy Speaker, the Government works closely with our tripartite partners to provide a wide range of support for caregivers who manage both caregiving and work responsibilities. All employers are required by law to provide paid maternity and paternity leave, as well as childcare and unpaid infant care leave to support the caregiving needs of employees with children. In addition, some employers have voluntarily provided other types of paid leave, such as parental care leave and family care leave, to support employees with other caregiving needs, such as caring for elderly or disabled family members. The tripartite partners also actively encourage employers to adopt best practices, such as providing enhanced leave benefits through the Tripartite Standards on Unpaid Leave for Unexpected Care Needs and Tripartite Standards on Work-Life Harmony. We recognise that caregiving needs are diverse. The range of caregiving responsibilities and methods of caregiving continue to vary and evolve. We will study and continue to review how to better support working caregivers, bringing alongside with us the private sector companies and working closely with our tripartite partners. A more sustainable and flexible form of workplace support is flexible work arrangements, which allow caregivers to vary their work timing, location and workload to suit their personal circumstances. The tripartite partners will continue to encourage and equip employers to provide flexible work arrangements to support employees in managing both their work and caregiving responsibilities. The Government will also continue to review and strengthen other support for working caregivers. This includes enhancing the caregiving support infrastructure, financial support and fostering a more family-friendly culture.”
“MOE shares practical and actionable tips with parents on building a positive family environment to develop strong physical, social, mental and emotional well-being for their children. These tips are shared with parents via MOE platforms, such as the Parent Kit, MOE Parenting IG and Parents Gateway. We have heard of positive stories from parents who play an active role to build a healthy lifestyle together with their children and, in doing so, have strengthened parent-child relationship. One father shared with us how he had started a routine to exercise with his child regularly, who had taught him the various types of sports and games that he learnt from PE lessons in school. With parents reinforcing and role modelling what their children are learning in school, I am confident that more children will develop healthy habits for life. We are heartened to see stakeholders, such as the Parent Support Groups (PSGs), COMPASS which stands for COMmunity and PArents in Support of Schools council, HPB and various social service agencies working in partnership to support parents on ways to strengthen children's health and well-being. We thank parents and our community partners for working with us to promote the well-being of our students. We look forward to continued and strengthened partnerships with more so that our children can build up their health accounts from young and live their lives to the fullest. Mr Deputy Speaker, I support the Motion.”
“HPB works with schools and IHLs that wish to adopt programmes, such as the Active Youth Programme, to increase physical activity participation through regular contemporary workout sessions. Nutrition is another critical aspect of physical health. All schools and IHLs actively promote healthy eating. In Food and Consumer Education lessons, lower secondary school students learn to plan and prepare healthier meals to suit their diets. In collaboration with HPB, all schools have implemented the Healthy Meals in Schools Programme, where school canteens provide healthier food and drink options. Similarly, polytechnics and ITE participate in HPB's Healthier Dining Programme, which encourages food operators to offer healthier choices. The autonomous universities (AUs) also support healthy eating on campus by working with F&B vendors to provide healthier meals to the students. Next, on mental health. Dr Wan Rizal spoke about the importance of mental health literacy for our students. I agree. Our schools and IHLs equip students with knowledge and skills to strengthen their mental well-being, build resilience and thrive amidst challenges. For example, students learn about common mental health issues and the importance of help-seeking within the Character and Citizenship Education (CCE) curriculum. As the digital world has an impact on mental health, our students are taught ways to manage their social media use and develop healthy online peer support culture. Mr Deputy Speaker, the health and well-being of our children require a whole-of-society effort. Families and the wider community play an important role in providing an enabling environment to support the adoption of healthy habits. At home, parents can help to reinforce and role model healthy habits.”
“Mr Deputy Speaker, health is wealth. Our own health account is like a bank account. The more we put in it, the more we can get out of it. Investing in your health now will pay dividends for the rest of your life. Most of us would agree that our children need to start healthy living habits from young and consistently practise healthy living in order to have the best chance of staying healthy and living life to the fullest. I thank Dr Tan Yia Swam for highlighting the importance of health education. MOE takes a holistic approach towards promoting the overall well-being and health of our students from the time they start going to school. Throughout their educational journey, students acquire knowledge, skills and attitudes to cultivate an active and healthy lifestyle and maintain it beyond their schooling years. At the preschool stage, MOE's Nurturing Early Learners (NEL) Framework emphasises holistic development by encouraging healthy habits and a positive attitude towards participating in physical activities. In schools, students learn about good health practices, such as regular exercise, sufficient sleep and healthy eating. During Physical Education (PE) lessons, they learn to play a variety of sports and games that equip them to participate in physical activities well into adulthood. Our polytechnics have various health and wellness modules for our students while ITE has weekly PE curriculum. MOE schools and our Institutes of Higher Learning (IHLs) also provide opportunities for students to be physically active outside formal curriculum hours. Students can take part in Co-Curricular Activities (CCAs) and join interest groups or sports clubs. They can make use of sports facilities and equipment in schools and on campus to remain physically active.”
“I thank the Member Mr Louis Ng for that question. We always review our curriculum and the curriculum is being published on MOE's website. On reviewing animal welfare content in our subjects, we will certainly do so, in due course, to meet our students' learning needs.”
“I thank the Member for the two supplementary questions. Our teachers do incorporate useful information, including the impact of committing offences related to animal cruelty. On working with the community, our schools do have choices to work with community partners. I think we all understand that safeguarding the welfare of animals is indeed a shared responsibility, something that our schools endeavour to do together with parents and community partners.”
“Mdm Deputy Speaker, animal welfare is incorporated into subjects such as Character and Citizenship Education, Social Studies and Science. The contexts used to discuss such issues are regularly refreshed to include contemporary examples. At the primary level, students learn about responsibility and care towards animals, including responsible pet ownership. Students at secondary and pre-university levels learn about making a positive difference to social and environmental issues including animal welfare. Some students have embarked on Values-In-Action Projects that contribute towards animal welfare and even started interest groups to promote animal welfare.”
“Mr Speaker, the Ministry of Education (MOE) has provided all primary schools with sufficient Internet-enabled devices to support students' learning in school. MOE also periodically reviews the level of provision to ensure that it meets the needs of schools' teaching and learning programmes. In cases where primary students need to use devices after school hours but lack digital devices, schools can loan computers and Internet-enabling devices to students who need to use devices at home for school work. Our students also have the option to use the computing facilities in school.”
“We want to build a Singapore that is made for families. My wish is that Singapore will be one of the best places to raise children. Deputy Prime Minister Lawrence Wong spoke about the refreshed social compact of collective responsibility, where we need to be less about "me" and more about "we". It is about what each of us can do to support fellow Singaporeans. The Government will continue to find ways to support families. We will do our best to build a more caring and inclusive society with affordable housing, healthcare, childcare and education to cater to the different needs. To help defray the cost of raising children, we have also enhanced the Baby Bonus Cash Gift, Child Development Account First Step and Baby Support Grant for eligible Singaporean children. But these steps alone may not be enough. As the saying goes, it takes a village to raise a child. Some families are blessed to have the help of grandparents and extended family in taking care of children at home while the parents are at work. Some families have alternative childcare support from domestic helpers, friendly neighbours and childcare centres in the neighbourhood. Not everyone is so lucky. Fellow parents, employers, colleagues and the community can play a part as well to make parenting a more joyful and fulfilling journey for all. Mdm Deputy Speaker, I support the Motion.”
“While employers have the prerogative to accept or reject an FWA request, they must have valid reasons for their decision. At the same time, employees should be reasonable in their requests and use FWAs responsibly. Some FWAs may have resource implications for the company, which employers understandably need to consider when assessing the request. For FWAs to work for both employers and employees, adjustments may also have to be made to businesses and human resource practices, possibly also to the way work is configured, to allow for the flexibilities. I would like to encourage employers to press on with efforts to make FWAs a reality for their employees, where they can. In turn, I am confident that employers will reap the benefits of a more engaged and motivated workforce. This is a win-win outcome for everyone. Ultimately, successful implementation of FWAs requires trust between employer and employees as well as among colleagues at the workplace. Besides an understanding boss, a supportive workplace culture is important to enable working parents to achieve better work-life harmony. Finally, the community can make a difference in supporting parents. This is especially helpful for vulnerable segments in our community. Community initiatives, such as mental well-being circles, mentorships, free tuition, grocery distributions and respite for caregivers, are just some of the many examples of how the community can chip in to help families in need. Many of these initiatives are led by non-government organisations and grassroots volunteers. We should encourage more of these ground-up initiatives and coordinate their efforts to achieve the best possible outcomes for the families being supported. The year 2022 was the Year of SG Families.”
“Taken together, this means a working couple will have up to 26 weeks of leave in their child's first year. That is half a year of parental leave to bond and care for their newborn. This is helpful for most working couples, but may not be enough for those who have not found viable childcare arrangements and those who have greater caregiving needs. I encourage employers to create workplaces that are supportive of employees with children. Employers that value their employees' well-being could benefit from stronger talent attraction and staff retention. Employers who would like to find out more of what they can do, may refer to the Tripartite Standard on Work-Life Harmony. The Tripartite Standard lays out a set of recommended employment practices that recognises the varying priorities of employees at different stages of their lives and also how employers can support them in managing both work responsibilities and personal aspirations. The practices in the Tripartite Standard include providing at least two enhanced leave benefits, such as extended childcare leave; and putting in place employee support schemes, such as annual family days, for employees to enjoy extra time-out with their families. We also have the Tripartite Standard on FWAs, which sets out best practices for employers to provide FWAs, be it flexi-place, flexi-time or flexi-workload. More companies are offering FWAs now than before the COVID-19 pandemic. This allows parents to better manage their work and family responsibilities concurrently. To entrench flexible work arrangements, MOM and the tripartite partners will introduce a set of Tripartite Guidelines by 2024. The Guidelines will require employers to consider requests for FWAs fairly and properly.”
“It focuses on understanding ways to build children's self-confidence, self-awareness and self-regulation, encouraging an attitude of lifelong learning instead of an over-emphasis on grades and understanding the underlying causes of children's behaviour through productive parent-child conversations and relationships. Indeed, there is much more parents can achieve by learning together with fellow parents. Next, on support by employers. For parents who are working, having a workplace with supportive bosses and colleagues can make a lot of difference. It is understandable for parents with young children to need some time off occasionally to bring their child to the doctor, look after a child who has fallen ill or simply to cheer their child on who is receiving a prize or performing in school. For employees with genuine needs, we have to find practical solutions for them to continue to meet their responsibilities at work and at home. Over the years, the Government has progressively enhanced leave provisions for childcare, infant care, maternity leave and paternity leave. These are definitely useful and well-appreciated by parents with young children. I remember my maternity leave was eight weeks when I had my first child 20 years ago. When I had my second child, maternity leave was 12 weeks. By the time I had my third child, maternity leave was increased to 16 weeks. So, I really see, in my own personal journey, progression in Government policies supporting families. Today, a working couple has altogether up to 22 weeks of leave in their baby's first year. From 2024 onwards, Government-paid paternity leave will be doubled to four weeks and unpaid infant care leave will be increased from six days to 12 days per parent.”
“I believe children are more likely to grow up resilient and confident if parents guide and support them well. First, on the support for parents, by parents. Almost all MOE schools have Parent Support Groups (PSGs) today. While the main objective of PSGs is to enable partnership between the school and parents to strengthen support for our students, they have also become a source of support for parents. Many of our PSGs are led by parent volunteers with experience in parenting and who are willing to serve as resource and peer supporters to fellow parents. Some of the parents continue to serve as PSG leaders after their children have graduated from school. I encourage parents to contribute or participate in the activities planned by the PSGs. There is much that PSGs can learn from one another too. MOE has set up the PSG support circles, which are communities for PSGs to come together to support fellow parents in nurturing resilient and confident children. Some of the common interest topics that they have chosen to cover, thus far, include cyber wellness, mental well-being of children and forging stronger parent-child relationships. These parent-led initiatives seek to equip fellow parents in detecting signs of distress in children, learn where they can get help from and how parents and teachers can work together to support the development of children. An example is the "Let Us Chat" Programme, that seeks to strengthen parent capabilities in building good relationships with their children to enhance their children's mental well-being. This PSG programme has been shared with at least 30 schools.”
“Moving to the subject of job security, our labour market move has posted strong growth last year. We are at full employment, with long-term unemployment at 0.7%. Our resident employment is higher now than it was pre-pandemic. However, we are mindful of the global economic uncertainties and how this may affect jobs here. At the same time, many businesses, especially SMEs, have told us about the acute shortage of labour. The Singapore Business Federation (SBF) has asked us to allow businesses to ease foreign worker measures. Ms Janet Ang, just a while ago, also said that the shortage of labour here can cause burnout of our local workforce and limit our companies' growth opportunities. We thank Mr Leong Mun Wai for his suggestions, many of which had been raised and debated at length in the past two years. At this year's Committee of Supply, MOM outlined the strategies and measures to help Singaporeans seize opportunities in the economy and be empowered to take on the good jobs. We will walk with Singaporeans every step of the way through new initiatives, such as Career Health and Careers Finder. But MOM cannot do this on our own. We seek everyone's understanding that we need partnership with the industry, employers and the unions on this journey. Mdm Deputy Speaker, let me now speak on support for parents with young children. I have met many parents in my work at MOE and, also, as an MP. Most desire to be good parents and want the best for their children. But parents may not always know what is required, as every child is unique and constantly growing up. I will touch on the support for parents by three groups: fellow parents, employers and the community. It is important to have a strong ecosystem of support for parents to make parenting a fulfilling journey.”
“Others required more substantive skills reboot by pursuing a full qualification especially if they have left former education a long time ago or they are switching to a new sector or new job role. Next, I agree with Mr Patrick Tay that people need to open the toolbox and know how to use it. With a toolbox of diverse tools, we acknowledge that navigation can be an issue for some. SSG is enhancing the MySkillsFuture portal to improve user experience and provide personalised course recommendation based on individual's careers and skills needs. We also have a team of SkillsFuture Ambassadors on the ground to provide advice to Singaporeans, who want to learn more about the courses and programmes available. We will study Mr Patrick Tay's suggestion to allow Singaporeans to use SkillsFuture credits for career coaching services. Third, I agree that tools must be able to get the job done. This speaks to our efforts to ensure that the courses are relevant to the industry and are of high quality; and the employers recognise the skills that their employees have acquired. SSG has reviewed the course fee funding framework to ensure that SSG's highest tier of subsidies are channelled towards courses that deliver the strongest employment outcomes. These changes will be implemented progressively to allow our IHLs and training providers to adjust their offerings. Employers must also play their part to recognise the skills that their workers have acquired through training, place them in appropriate jobs and remunerate them appropriately. To support employers in doing so, SSG is working with the trade associations and chambers and professional bodies to recognise skills attained through courses or on-the-job training in selected sectors.”