Mark Lee
Singapore
“I understand the intent behind the early notification, to better support displaced workers. I have two clarifications, if I may. Based on past data, most workers take a few months to secure the next job.”
“Lastly, I would also like to ask whether the agency will consider publishing a service charter, setting out expected response times, processing timelines, escalating channels and sector points of contact. For SMEs in particular, delays in approvals or unclear responses can directly affect hiring, training and transformation decisions.”
“Will the Government consider recalibrating existing financing schemes, such as the Enterprise Financing Scheme and where relevant, the Long-Term Investment Fund and the Private Credit Growth Fund to better support SMEs facing such short-term liquidity pressures, particularly those managing volatility driven costs, or even firms that want…”
“I thank the Minister of State for the clarification. I think there are many times that she has mentioned that investigations are still underway and details are still unclear.”
“Thank you, Chairman. The Acting Minister has mentioned about the IPS survey and the survey actually indicates that younger Singaporeans are more likely to report feelings of social isolation, and more than half say that they find it easier to interact online than face-to-face.”
“As such, beyond delivering strong individual initiatives, how is the Ministry intentionally shaping a coherent narrative of what defines us as Singaporeans today, one that builds confidence in our multicultural identity and a shared sense of belonging, especially amongst younger Singaporeans?”
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“Chairman, workforce flexibility is key to enhancing productivity and business scalability, and businesses appreciate the Government's efforts in studying cross-deployment models. The AfA on Business Competitiveness has recommended expanding cross-deployment of foreign workers beyond sectoral boundaries to help businesses optimise manpower amid demand fluctuations. Given the importance of this initiative, could the Ministry provide an update on the progress of studies on expanding cross-deployment, particularly for majority-owned companies operating across different sectors? Additionally, how feasible would it be to introduce a composite Dependency Ratio Ceiling (DRC) for companies expanding into adjacent industries with transferable skillsets, allowing them to scale without being constrained by sector-specific foreign worker quotas? As businesses remain eager to explore structured pilots, would the Ministry consider working with trade associations and chambers to identify companies keen to participate and co-develop a practical framework? By working hand-in-hand, the Government, businesses and industry partners can unlock workforce flexibility, drive productivity and strengthen Singapore's economic resilience. Accessing Skilled Foreign Workers”
“I would like to thank Senior Minister of State Low Yen Ling, Second Minister Tan See Leng, Deputy Prime Minister Gan and those who were involved in the AfA. I think from the announcements today, it truly shows that when there are constructive comments, the Government is not tone deaf but is actually tuned in to make sure that Singapore remains agile and business-friendly. For this AFA, I would like to ask for the Government to consider continuing this platform from time to time, so as to reinforce the strong partnership between the Government and the business community. That is my first clarification. The second clarification is in regard to the establishment of the $1 billion Private Credit Growth Fund. This is definitely a good opportunity and an important source of alternative financing. There are currently already many private credit fund providers, mainly catering to larger MNEs and large local corporates, and often leave their local enterprises underserved. I would like to ask the Deputy Prime Minister, to ensure targeted support for local enterprises, will the cost of funds provided to the Private Credit Growth Fund's fund managers be set at a preferential and competitive rate, so that it ensures that local enterprises benefit directly from the lower borrowing cost? 2.00 pm”
“Chairman, Singapore has set an ambitious goal of achieving net-zero emissions by 2050, but we must ensure that our transition to a low-carbon economy does not come at the expense of our competitiveness, especially as Singapore faces intensifying regional competition. Many of our regional peers are also advancing their sustainability agendas, but they are doing so while keeping energy costs low and maintaining a strong industrial base. Can MTI provide an update on its measures to transition to a low-carbon economy, particularly in decarbonising the power sector while ensuring that energy remains cost-competitive for businesses? How will Singapore strike the right balance between sustainability and economic viability, ensuring that our industries remain attractive for investment and job creation, even as we push for green transformation? Sustainability Reporting and Decarbonisation Roadmap For Singapore to move forward, businesses must integrate sustainability into their operations. The Sustainability Reporting Grant and Singapore Emission Factor Registry, launched by SBF, have been instrumental in simplifying sustainability reporting. However, businesses, especially SMEs, continue to face challenges due to the complexity and resource-intensive nature of reporting requirements. To further support businesses, would the Government consider developing a national standardised software with data templates to streamline sustainability reporting and reduce compliance burdens? Additionally, SMEs often lack inhouse expertise to navigate sustainability requirements. Could the Government work with trade associations and chambers to develop a step-by-step decarbonisation roadmap, equipping SMEs with clear guidance on sustainability adoption?”
“However, beyond financial support, SMEs often require deeper guidance to fully integrate these technologies into their operations. How are MTI and other agencies ensuring that SMEs can effectively utilise the Enterprise Compute Initiative scheme, particularly in leveraging AI and digital tools to enhance productivity and competitiveness? In particular, how will the $150 million Enterprise Compute Initiative announced at Budget be structured to provide SMEs with the capabilities and technical support they need to accelerate their digital transformation? Harnessing AI”
“However, the high professional fees associated with M&A transactions covering advisory, due diligence and integration, often deter SMEs from pursuing such growth opportunities. Would the Ministry consider introducing a new grant scheme or expanding the Enterprise Development Grant to help SMEs defray these costs, thereby encouraging more firms to explore M&A as a viable growth strategy? Beyond financial support, SMEs often struggle with articulating their valuations and long-term potential to potential partners and investors. To address this gap, could the Government collaborate with Trade Associations and Chambers to establish an Enterprise Financing Advisory Centre as a public-private partnership? This centre could guide SMEs through the M&A process, equipping them with the expertise to structure deals effectively, secure suitable financing and maximise synergies post-merger. Additionally, workforce transitions remain one of the most complex aspects of any merger, particularly for SMEs with limited HR and change management resources. Would the Government consider enhancing the Career Conversion Programme to provide up to 90% salary support, capped at $7,500 per month, specifically for workers who need to be redeployed post-merger? This would help SMEs retain valuable talent while ensuring that workforce restructuring does not become a barrier to M&A-driven growth. 6.30 pm By strengthening financial, advisory and workforce support mechanisms, we can foster an environment where M&A is not just an option for SMEs, but a strategic enabler of growth and transformation. Enterprise Compute Initiative The Government has introduced various funding measures to support businesses in adopting AI and digitalisation, helping them transform their processes and systems.”
“Chairman, Singapore's economic success has always been built on our ability to connect with the world. As a small market, our businesses must look outward to scale, compete and seize opportunities beyond our shores. Enterprise Singapore provides a comprehensive suite of schemes to support enterprises in their internationalisation efforts, but as global competition intensifies and economic uncertainties persist, we must ensure that our strategies remain agile and responsive. How is MTI ensuring that these schemes continue to be relevant and effective in helping local enterprise with the desire and potential to internationalise? Are there plans to enhance support for companies venturing into high-growth markets or navigating new trade barriers? How will we position Singapore businesses to stay competitive globally while ensuring that they have the right resources and networks to succeed abroad? Private Credit Growth Fund For our local companies to scale and expand globally, access to capital is crucial. The newly announced $1 billion Private Credit Growth Fund is a welcome initiative to provide more financing options for high-growth companies. Could MTI share more details on how this fund will be structured and deployed to best support businesses? Will the Government consider the management of these funds with private sector players? Specifically, what market gap does this fund seek to address and how will it complement existing financing schemes to enable more local enterprises to grow, internationalise and compete on a global stage? Facilitating Mergers and Acquisitions (M&As) as SME Growth Engines M&As should be seen as strategic growth engines for SMEs, enabling them to scale, innovate and compete effectively in regional and global markets.”
“Chairman, Singapore universities and research institutes produce a wealth of intellectual property (IP) in the form of patents, which hold significant potential to drive innovation and economic growth. How can the Ministry work with universities, businesses and other stakeholders to accelerate the commercialisation of these research patents, ensuring that their benefits are retained within our local economy? Specifically, are there plans to enhance existing initiatives or introduce new measures that prioritise local enterprises in acquiring and licensing university patents at accessible rates? This would empower Singapore-based companies to leverage homegrown innovation for growth by ensuring that local businesses are the primary beneficiaries of our research investments, we can strengthen our domestic innovation ecosystem and build globally competitive enterprises. Support for Internationalisation Efforts”
“Chairman, as a result of feedback from the Alliance for Action on Business Competitiveness, Senior Minister of State Low Yen Ling announced the establishment of the SME Pro-Enterprise Office (PEO) to tackle regulatory challenges and strengthen Singapore’s pro-business environment. In parallel, the Inter-Ministerial Committee (IMC) for Pro-Enterprise Rules Review was formed to ensure that regulations remain agile, business-friendly and aligned with Singapore’s economic competitiveness. Can MTI provide an update on the progress of the IMC and the SME PEO, and how these initiatives are working together to streamline processes, reduce compliance costs and ensure that pro-enterprise policies translate into real benefits for SMEs? How will these efforts help Singapore businesses stay competitive amidst rising costs and global headwinds? Alliance for Action on Business Competitiveness”
“Chairman, global supply chains are being reorganised amid shifting geoeconomic dynamics, presenting both challenges and opportunities for Singapore. Manufacturing remains a cornerstone of our economy, contributing nearly 20% of our GDP and providing over 450,000 good jobs for Singaporeans. As competition for high-value manufacturing investments intensifies, it is critical that we safeguard our position as a leading advanced manufacturing hub. What impact will these global shifts have on the future of Singapore's manufacturing sector and how is MTI ensuring that manufacturing remains a key pillar of our economy? Specifically, what measures are in place to strengthen our supply chain resilience, attract high-value investments, and deepen our local talent pipeline to secure good jobs for Singaporeans? Given the increased focus on automation, sustainability and regional diversification, how will Singapore position itself to stay ahead in the evolving global manufacturing landscape?”
“The Minister mentioned an additional $1 billion on top of the existing $5 billion top-up to support Changi Airport's expansion and connectivity. Could you share on the measures or initiatives that will enable smaller enterprises, especially SMEs, to enable them to tap into new business opportunities arising as Changi continues to grow? Mr Chairman, I think when we invest in growing our airhub, there will be direct and indirect benefits that will flow to the ecosystem, including our local companies, our SMEs. So, I do not want to be too specific because really depends on how they intend to execute some of these plans, but broadly, I would say, on infrastructure, because that was one of the areas that I mentioned earlier. 5.30 pm When we build infrastructure, I think there will be opportunities to involve some of our local companies. Some of them may be big enough to take on the contracts as the main contractor, but some of them may not be big enough, but they can pair up with the bigger companies, whether local or foreign. And then they can participate in the process as well and build up their track records. So, that is one area. Second area on innovation and technology. I think we also have some good local companies that have good technology solutions to offer and I think they can help to optimise the airport operations, including whether there are ways to improve environmental sustainability, as what Mr Tan mentioned earlier. I think these are also areas that we can involve the local companies. And finally, on manpower. Because skills upgrading will be important, some of our local SMEs are also involved in this space as training providers. So, I think that will also be another possible area that they can benefit.”
“Given that other air hubs are rapidly upgrading, how can Singapore ensure continuous innovation and workforce upskilling to reinforce our status as a global leader in aviation? Changi Airport Development Fund”
“Mdm Chair, Singapore's position as a key global supply chain hub and connectivity node is critical to our economy, but growing competition from regional ports and airports presents a challenge. To stay ahead, we must continue to enhance our infrastructure, leverage technology, and strengthen our trade and logistics ecosystem. How is the Ministry ensuring that Singapore remains the preferred hub for global supply chains, particularly as regional players ramp up their capabilities? What measures are in place to enhance port and airport efficiency, integrate smart logistics solutions and deepen trade connectivity? As businesses seek resilient and cost-effective supply chain solutions, how can we further strengthen partnerships, improve multimodal connectivity and attract more high-value logistics activities to Singapore? Global Aviation Hub As global aviation becomes increasingly competitive, Singapore must continue to leverage technology to enhance productivity, support workers and maintain our position as a premium aviation hub. With advancements like AI-driven security screening and Terminal 5 on the horizon, how will the Ministry drive wider industry adoption of automation, digitalisation and AI to enhance efficiency and keep costs competitive? Beyond infrastructure, how can the Ministry support airlines, logistics providers and aviation services in investing in emerging technologies to stay ahead of regional competition? Beyond infrastructure, how will the Ministry support the wider aviation sector, including airlines, logistics providers and support services, in investing in emerging technologies to stay ahead of regional competition?”
“Chairman, Singapore's prosperity depends on a stable and rules-based international system. As global discussions evolve in areas like AI, cybersecurity, and climate change, how is Singapore ensuring that our national interests are protected at multilateral fora? What steps are we taking, to stay actively engaged with key international partners so that we remain influential in shaping policies that impact us? Given that international law is crucial for a small trade-dependent nation like ours, how is Singapore contributing to efforts to uphold global rules and safeguard our long-term security and economic interests? 3.15 pm”
“Chairman, as tensions between the US and China remain unresolved, businesses and Singaporeans are concerned about the broader implications on trade, investment and security. Could the Ministry provide an update on Singapore's efforts to navigate these challenges, particularly in maintaining our relevance as a neutral and strategic partner to both the US and China, ensuring continued trade access and investment flows? How is MFA strengthening diplomatic and economic engagements to safeguard Singapore's interests amidst increasing global fragmentation? Navigating US-China Relations”
“It is prudent without being restrictive, supportive without being excessive and strategic without being short-sighted. It provides immediate relief where needed, invests in long-term competitiveness and ensures that Singapore remains strong, resilient and ready for challenges ahead. Most importantly, it does all this without compromising the stability of future generations. Mr Speaker, Sir, this is the kind of Budget Singapore needs, not just for this year, not just for the next election, but for the decades ahead. Let us embrace it, act on it and work together to build a Singapore that continues to thrive, far beyond SG60. I support the Budget.”
“The $14 billion top-up to funds dedicated to productivity, R&D, Changi Airport development and Future Energy is exciting and will help Singapore pull further ahead as a global hub and overcome our energy constraints. However, let us also ensure that our SMEs can benefit from these investments. I suggest that larger corporations and Government-linked companies that receive some of these investments be encouraged to partner with SMEs through initiatives like the Partnership for Capability Transformation programme, helping to diffuse capabilities and create opportunities throughout our business ecosystem. Finally, the $1 billion Private Credit Growth Fund diversifies financing options, particularly for businesses lacking traditional collateral or track records, providing patient capital and alternative financing solutions to support high-growth enterprises. I urge the Government to consider the management of these funds with private sector players, so that these funds can be deployed effectively to support both large local enterprises as well as our SME ecosystem. Mr Speaker, I want to end by quoting renowned economist, John Maynard Keynes. He once said, "The political problem of mankind is to combine three things: economic efficiency, social justice and individual liberty." A good Budget is not just about numbers on a spreadsheet. It is a statement of our priorities, a reflection of our values and a commitment to our future. I am not a politician and do not understand the difference between an election Budget and a non-election Budget. But I do know this; a good Budget must be fiscally responsible, inclusive and future-ready. Budget 2025 checks all the right boxes.”
“The Government can consider piloting cross-deployment between majority-owned entities across sectors, enabling businesses to re-allocate workers where they are most needed. Also, by facilitating movement between firms with strategic contractual relationships, such as those in supply chain partnerships or ecosystem clusters, will allow businesses to share manpower resources more effectively. These proposed refinements will not undermine the Government's broader objectives of workforce localisation, but instead, help businesses better utilise existing resources and stay competitive without unnecessary bottlenecks. Mr Speaker, Sir, while manpower remains a key challenge, businesses also face significant cost pressures from rising land costs. While Budget 2025 did not announce specific measures to address this, it is crucial to ensure that industrial land policies continue to support business competitiveness. Arising from our AfA report on business competitiveness, I continue to urge the Government to consider extending industrial land lease tenures to better account for the long lead times required for development and amortisation of capital investments. Additionally, a more flexible lease renewal structure, such as longer renewal periods for businesses investing in productivity or rolling lease extensions for those demonstrating strong economic contributions, could provide companies, especially SMEs, with greater certainty for long-term investments. These adjustments would help mitigate the impact of rising land costs and support companies in sustaining their growth and transformation efforts Mr Speaker, Sir, nothing excites the business community than dollars and cents.”
“At the same time, the ONE Pass ensures Singapore remains a top-of-mind destination for high-skilled professionals, securing the expertise needed to maintain our competitive edge. However, it is equally important to calibrate and track the right skills transfers and innovation to our local workforce and enterprises, enhancing local capabilities and alleviating concerns from Singaporeans about the role of foreign professionals in our economy. I urge the Government to continue to do so. As we push forward in these high-growth areas, we must also address the acute shortages of skilled and semi-skilled workers in foundational sectors like manufacturing, which support these advanced industries. To this end, I propose four refinements to our foreign manpower policies. First, expanding the Non-Traditional Sources Occupation List, particularly for the manufacturing sector, to allow businesses to recruit higher-skilled work permit holders for specialised roles that are difficult to localise. Second, expanding the list of non-traditional source countries for work permit holders to address the drying up of traditional sources like Malaysia and China. Third, expanding traditional support for companies undergoing transformation, such as conditionally expanding foreign workers dependency ratio ceiling and extending the duration of support under the Manpower for Strategic Economic Priorities Scheme. Finally, we must introduce greater flexibility in cross-deployment of foreign workers, particularly for skilled and semi-skilled roles. Current manpower restrictions prevent businesses from optimising foreign workforce allocation, even when there is clear economic justification to do so.”
“This can be developed in collaboration with trade associations and chambers and can help workers make informed training choices and guide businesses in investing in relevant skills development. I urge MOE to revisit this proposal and integrate it into the MySkillsFuture portal. Another refinement is raising targeted subsidies for future-relevant skills. Courses in such high-demand future relevant skills areas should receive higher subsidies or even full subsidies for specific worker groups that the Government identifies as needing reskilling, such as mid-career workers or those in shrinking industries, as well as seniors or PwDs. A tiered subsidy model should also be considered, where an initial batch of trainees receives full funding, provided they complete the course and meet a high passing grade that could also encourage uptake while ensuring accountability. Beyond tapping into our local workforce, we must also recognise the critical role of foreign manpower in sustaining business operations and economic growth. Singapore has always thrived by remaining open to global talent, and this must remain a key pillar of our economic strategy. Initiatives like the Global Founder Programme, and the Overseas Networks and Expertise (ONE) Pass reflect a clear understanding of the need to attract top talent to drive innovation and growth in key sectors like biosciences, medtech and semi-conductors. The Global Founder Programme encourages seasoned builders, operators and innovators to establish their next ventures in Singapore, helping to develop a stronger pool of globally competitive startups and enterprises.”
“Beyond senior employment, I also welcome the Budget’s enhanced support for PwDs transitioning from school to the workforce. Like our senior workers, PwDs represent an underutilised talent pool. Companies that embrace inclusivity will not only benefit from diverse perspectives but will also build more resilient and innovative teams. But inclusion for seniors and PwDs alone is not enough. Businesses must also prepare for the seismic shifts brought by technology. The rapid pace of technological change is reshaping industries and making skills obsolescence a growing concern, not just for rank-and-file workers, but increasingly for professionals. AI and automation are redefining job roles, forcing businesses to reassess how they value human capital. Enterprise transformation and workforce transformation must therefore go hand in hand. Businesses adopting new technologies need workers with the right skills, and workers upgrading their capabilities need jobs that make full use of them. Without this alignment, talent risks being underutilised or displaced. The SkillsFuture Workforce Development Grant is a step in the right direction, but its implementation can be refined for greater impact. Rather than focusing primarily on formal courses at IHLs, there should be stronger support for workplace-based training, where skills are immediately applied and training directly addressing business needs. Last year, I proposed to MOE the introduction of a classification framework for SkillsFuture courses, featuring a Mobility Index, measuring how well a skill improves career prospects across industry and an Industrial Heat Index, tracking demand in booming sectors.”
“It must go beyond financial incentives and tackle the fundamental issue of job redesign and workplace transformation. I would like to recommend a few key areas of focus for the workgroup. First, flexible work arrangements must become the norm for senior employment. Many older workers want to stay active in the workforce, but rigid work structures prevent them from doing so effectively. We therefore need more job-sharing, hybrid work models, staggered hours and part-time roles that allow seniors to remain productive without overextending themselves. Second, job redesign must be a priority. The skills landscape is evolving rapidly, and while seniors bring valuable experience, they must be equipped to stay relevant. The Enhanced Training Support Package should be expanded with practical digital and technical upskilling to help seniors transition into roles that are less physically demanding but still leverage their expertise. Third, businesses need clearer industry-specific guidelines on how to integrate seniors effectively. Not all industries have the same needs, and we should be looking at sector-based strategies. In knowledge-intensive sectors, seniors can mentor younger employees and provide advisory expertise, like in areas of risk management and succession planning. In service industries, their experience and interpersonal skills make them well-suited for customer-facing roles. In technical fields, they can focus on quality assurance, training and oversight. At the same time, I urge businesses, especially SMEs, to see senior employment as an opportunity, not just a necessity. With manpower shortages, seniors offer stability, knowledge and mentorship, making them a valuable, untapped resource.”
“The Heavy Vehicle Zero Emissions Scheme and Electric Heavy Vehicle Charger Grant will reduce the cost of transitioning to clean vehicles. However, to maximise the impact of these schemes, SMEs must be able to access them easily. Simplifying applications and providing clearer guidance will be key. I encourage the Government to continue collaborating with trade associations and chambers to streamline access and advisory support. At the same time, businesses should actively tap into the resources available through organisations like SBF, which play a key role in administering some of these schemes. Mr Speaker, Sir, Singapore faces a serious demographic challenge with an ageing workforce and foreign manpower constraints. Businesses must therefore fully tap into senior workers as a valuable resource. I strongly support the extension of the Senior Employment Credit and Enabling Employment Credit to 2026, which eases the cost burden for businesses in the short term. However, longer-term solutions require more than temporary wage offsets. We need job redesign and workplace transformation to fully leverage the experience and capabilities of our senior workers. The planned increase in CPF contribution rates for workers aged 55 to 65 is necessary for retirement adequacy but presents cost considerations for businesses. While the CPF Transition Offset provides relief, businesses will eventually bear the full impact of higher contributions and rising healthcare costs. Businesses recognise that seniors bring decades of experience, institutional knowledge and mentorship capabilities. However, to unlock their value, we need a fundamental shift in how work is structured for them. That is why the upcoming Tripartite Workgroup on Senior Employment is so important.”
“A key focus in Budget 2025 is ensuring that support is accessible not just to large corporations but also to SMEs, which face global uncertainties, domestic cost and manpower pressures, as well as the need for transformation. Equipping them with the right tools and resources is crucial for their survival and growth in this evolving landscape. The enhancement of the SkillsFuture Enterprise Credit, now operating as a wallet system rather than a reimbursement model, reflects the Government’s responsiveness to SMEs' cash flow concerns. This practical adjustment will significantly benefit smaller businesses. I agree with other Members of the House that other Government schemes can also be reviewed to adopt similar cashflow-friendly models to better support SMEs. The 50% corporate income tax rebate, capped at $40,000, provides immediate relief to businesses of all sizes, while the minimum $2,000 cash payout offers crucial cashflow support for smaller enterprises facing cost pressures. The introduction of new CDC Vouchers and SG60 Vouchers will benefit households and will boost heartland enterprises and local retailers, potentially driving domestic retail sales, especially in areas where many SMEs operate. Beyond immediate cost support, the $150 million Enterprise Compute Initiative will help SMEs tap into AI and digital tools, enhancing productivity and competitiveness. The extension of the Market Readiness Assistance grant scheme will also support SMEs in expanding overseas, a necessity given our domestic market constraints. Sustainability is also a key focus, with the transition to a green economy opening new avenues for innovation and growth.”
“Mr Speaker, Sir, in 1939, the world stood on the brink of chaos, with nations retreating into protectionism, erecting trade barriers, and fragmenting the global economy. The Smoot-Hawley Tariff Act of 1930 triggered a trade war, leading to a collapse in global trade. Businesses faced uncertainty as supply chains were disrupted and access to foreign markets became increasingly difficult. The lack of international cooperation left economies vulnerable to shocks. Fast forward to 2025 and the parallels are striking. While not on the brink of war, the world is similarly fragmented, marked by rising protectionism, economic nationalism and a lack of trust in multilateral institutions. Businesses must navigate external challenges and domestic constraints in land, manpower and carbon. These headwinds underscore the need for resilience, adaptability and readiness to seize emerging opportunities. Budget 2025 provides a critical roadmap, introducing measures to strengthen economic foundations and enhance enterprise and workforce capabilities. A recent SBF dipstick poll found that eight in 10 business leaders expressed satisfaction with the Budget and seven in 10 noted increased confidence in Singapore's business environment. We are also encouraged that many recommendations from the business community, including those from the SBF's AfA on Business Competitiveness and SBF Pre-Budget Recommendations together with PwC Singapore, have been incorporated into the Budget. Businesses are reassured that the Government has their back and has reaffirmed the importance of long-term economic growth.”
“I thank the Minister for the very comprehensive reply. The Minister has mentioned that Singapore has been classified as a Tier Two country under the US AI chip export controls. My supplementary question to the Minister is: what are the economic implications of being in Tier Two and does this classification impact Singapore's ability to attract AI chip investments, high-end semi-conductor research and development or even hinder our ambitions to be an AI development hub?”
“Mr Deputy Speaker, let us move forward with clarity of purpose and a shared commitment to ensure that Singapore remains a land of opportunities, both for families and businesses for generations to come. With this, I support the Motion.”
“I applaud the Government for making significant investments towards such a future and our plans to add 40,000 new infants and childcare places in the next five years in partnership with five Anchor Operators, demonstrating a long-term commitment to supporting families. This initiative will greatly assist working parents. But even as we strive towards this vision, we must also keep an eye on the bigger picture. Singapore competes on a global scale where multinational enterprises have choices. They choose Singapore because of our skilled workforce, reliable infrastructure and stable policies. These are advantages we have cultivated over decades and they have made us a hub of innovation, commerce and opportunity. The recent National Business Survey results show that while 40% of businesses are satisfied with the current business climate, 66% still consider manpower costs as the top challenge. This underscores the delicate balance we must maintain. We, therefore, cannot afford to take this position for granted. As regional economies develop, offering younger, increasingly educated and more cost-effective labour forces, they present compelling alternatives for global businesses. If the cost of doing business here rise disproportionately or if productivity does not match rising demands, we risk losing our competitive edge. This is a sobering reality, but it is also a call to action, to remain relevant and competitive. We must ensure that our policy strikes the right balance, one that supports family, while preserving the economic vibrancy that makes Singapore a place where businesses want to operate and people want to live.”
“Mr Deputy Speaker, as we work towards a "Singapore Made for Families", it is imperative that we recognise and celebrate companies that align with our national objectives of supporting families. Businesses that adopt family-friendly practices should be acknowledged for their efforts. We should start a public awareness campaign publicising best practices and success stories to inspire others, highlighting companies that have successfully implemented family-friendly policies, especially SMEs that have overcome resource constraints to do so, can demonstrate that such initiatives are not only achievable but also beneficial to both employees and businesses alike. In many of my previous speeches, I have underscored the importance of integrating a recognition framework with tangible economic incentives to drive meaningful change. This Motion presents an opportune moment to reinforce that call. I urge the Government to consider prioritising businesses that meet family-friendly benchmarks by granting them advantages, such as expanded prioritisation in Government procurement processes or temporary enhancements to foreign work pass access. By linking recognitions with practical incentives, we can amplify the ripple effect of progressive practices across industries. This approach not only rewards companies for doing their part but also ensures they remain competitive in a challenging economic environment. Mr Deputy Speaker, this Motion rightly calls for a whole-of-society approach – families, businesses and the Government must work hand-in-hand to achieve the shared goal of creating a "Singapore Made for Families". A society with aspirations for family and career are not at odds but mutually reinforcing.”
“These shared resources can provide temporary staffing for parental leave coverage, ensuring that businesses can maintain operations without overburdening existing staff. This can be particularly helpful for specialised roles or roles requiring certification, where finding suitable replacement on short notice is often a challenge. I continue to be hopeful that the Government will work with TACs in this regard. Mr Deputy Speaker, practical solutions like shared talent pools must be complemented by a workplace culture that prioritise employee well-being. As such, beyond policies and operational fixes, it is crucial to foster an environment where employees feel valued and supported. From my earlier speech on mental health, I emphasised the importance of work-life harmony strategies that balance operational needs with employee well-being. FWAs, like those found in the new tripartite guidelines on FWAs requests are one way to achieve this balance, but the true culture of care goes further. It requires intentional efforts from leaders and human resource (HR) teams to create an environment of respect, inclusion and support. However, achieving this vision requires a focused effort on HR management. SMEs, in particular, may struggle with limited HR resource or expertise. Therefore, my next recommendation is for the Government to continue supporting companies in upskilling HR professionals and senior managers. This could involve working closely with organisations, such as the Institute for Human Resource Professionals (IHRP) and then Singapore Human Resources Institute (SHRI), to build these critical competencies.”
“It is, therefore, crucial that even as we strive to do more for Singaporeans and build stronger family support systems, we must consider the realities of SMEs. By addressing these challenges with practical and targeted solutions, we can enable them to remain viable while continuing to play their vital role in supporting families and communities. I spoke previously about the operational strain SMEs face when employees take extended leave, especially during peak seasons like Chinese New Year that just happened, for those in retail business or in highly specialised roles, like in the security sector or project management within the construction industry. Similarly, for smaller businesses with lean teams, the absence of even one key employee can have a significant impact on daily operations. Even as we prepare for the increase of Government-Paid Paternity Leave and Shared Parental Leave, both laudable initiatives, these challenges are amplified. Re-integrating employees after extended leave also requires careful planning to maintain productivity. SMEs often incur additional cost during overlapping periods when both returning employees and temporary staff are needed. I spoke on this issue and, again, I continue to urge the Government to consider introducing support measures, such as extended pay coverage for returning employees for one to two months. This additional support could help offset the operational impact of SMEs during this critical transition period. To address broader challenges, I had also previously proposed that trade associations and chambers (TACs) work with the Government to establish shared pools of talent that SMEs can tap into during periods of employee absence.”
“Some celebrate the birth of an employee's child by giving extra cash "hongbao", while others invest in their employees' families by sponsoring bursaries and scholarships, or funding school supplies for their children. In times of family emergencies, many SME owners go further, extending not only financial assistance, but also additional time-off to help employees focus on what truly matters. These acts of care and support are often invisible. They are not captured by Government surveys or reflected in national statistics and their true impact on families and communities often goes under-reported. Yet, they demonstrate that being pro-business does not go against the grain of being pro-worker. In fact, SME owners and their employees are partners in a shared commitment to success, one built on trust, mutual support and a deep understanding that businesses thrive when their people do, reinforcing the idea that economic success and employee well-being are not mutually exclusive, but intertwined. However, while we celebrate and recognise the kindness and generosity of our SMEs, we must also acknowledge the very real operational challenge they face. Many SMEs operate under tight margins, grappling with manpower shortages, rising cost and the need to stay competitive. While larger corporations may have the resources to implement FWAs or extended parental leave, smaller enterprises struggle with the cost of hiring temporary replacement or redistributing workload. The SPF National Business Survey confirms this, with 37% of businesses reflecting that the availability of manpower remain a key concern. For SMEs, these challenges are even more acute, compounded by customer demand uncertainty, which has risen sharply from 30% in 2023 to 40% in 2024.”
“Mr Deputy Speaker, I rise to speak on this Motion, one that strikes at the heart of who we are as a society, a "Singapore Made for Families". Families are the foundation of our nation and the policies we craft today must pave the way for generations to thrive. But let us not forget that families do not exist in a vacuum. They depend on a supportive ecosystem of opportunities, resources and workplaces that enable them to flourish. As a member of the business community, I speak not only to lend my support to this Motion, but also to shed light on the vital role businesses, particularly small and medium enterprises (SMEs), play in shaping a family-friendly Singapore. SMEs are often underappreciated when it comes to their role in supporting families. They are the silent engines of our economy, contributing 70% of local employment and forming the backbone of our society. But beyond their economic contributions, SMEs bring something deeply personal to their role, a genuine understanding of family priorities. Many SME owners are not just business leaders. They are also fathers, mothers, husbands and wives who intimately understand the challenges of balancing work and family. They have experienced the struggle of managing a growing family while meeting the relentless demands of running a business. For our business owners, their employees are often more than just workers. They are like extended family. It is, therefore, not uncommon for these business owners to quietly offer financial help to an employee facing unexpected challenges, a gesture rooted in a deep desire to support.”
“Clear and well-defined guidelines will enable them to continue fostering global collaboration seamlessly while upholding Singapore's strong social fabric. Finally, I seek clarification on whether local and foreign trade associations will be clearly informed of the criteria used to classify them as race-based entities. As these organisations focus on business, trade facilitation and international collaboration, it is important they understand the basis for their classification under this Bill. If an association appeals against its designation, clear guidelines are essential to ensure transparency in classification criteria and assessment factors. This will help trade associations operate with confidence while ensuring compliance. I ask the Minister whether these classifications will be made transparent in advance and what the appeal process for exemptions will entail. Mr Deputy Speaker, Sir, maintaining racial harmony is a fundamental pillar of our society and this Bill reinforces our collective commitment to safeguarding it. At the same time, Singapore has been recognised as a trusted hub for trade and investment, with a strong reputation for regulatory clarity and openness to global partnerships. As we implement this Bill, let us give assurances to our trade associations and foreign chambers of commerce such that they can continue to play their role in strengthening business ties and facilitating international collaboration. Barring my clarifications, I fully support the Bill.”
“The implications of such a designation could hinder industry collaboration across markets. My third clarification is in relation to leadership restrictions requiring more than 50% of governing body members to be Singapore Citizens. While the intent is to prevent undue foreign influence, this could pose practical challenges for foreign chambers and trade associations that rely on senior representatives from multinational corporations. These individuals bring industry expertise, strengthen bilateral ties and advocate for business-friendly policies. Would such advocacy be hindered by restrictions on non-Singaporean leadership in trade organisations? Would the Minister therefore consider flexibility in leadership requirements for trade associations that do not engage in racial or political advocacy? Fourth, I would like to seek clarification on the subject of foreign affiliations. In today’s fast-changing world, trade associations must remain nimble, flexible and responsive to support businesses and strengthen international partnerships. Trade associations frequently sign MOUs and establish partnerships with overseas trade bodies, embassies and government-linked investment agencies to promote cultural, as well as business exchanges, facilitate trade and strengthen international cooperation. These agreements are a regular and necessary part of global business engagement, allowing Singapore companies to expand their networks and access new markets. Under this Bill, would such partnerships be subject to foreign influence reporting requirements and if so, what criteria would determine whether a Memorandum of Understanding or collaboration falls under these regulations?”
“These associations serve an economic purpose, focusing on bilateral trade policies, market access and regulatory advocacy, and not promoting any racial agenda. I would like to ask the Minister to confirm if trade-based organisations will be exempted from designation, given their distinct function from community-based racial entities. My second clarification is related to restrictions on foreign donations and affiliations. Some foreign trade associations receive funding from overseas business networks, foundations, corporate sponsorships and membership fees from foreign companies. Under this Bill, such funding could be classified as foreign donations and subject to regulatory scrutiny. For example, if a multinational corporation sponsors a networking event hosted by a trade association, would this be deemed a foreign donation requiring disclosure or approval? If so, even though the Bill does not prohibit a designated trade association from accepting such sponsorships, the compliance implications for multinational enterprises could be significant. Their internal risk assessment may classify sponsorship of a designated entity as a potential regulatory exposure, leading them to reconsider or, in the worst case, withdraw financial support. This could in turn discourage multinational companies (MNCs) from engaging with trade associations in Singapore, limiting the ability of these associations to organise industry events, foster business collaborations and advocate for trade and investment growth. Another common practice is industry collaborations between local and foreign business councils. For example, if a Singapore-based association receives funding from an ASEAN business counterpart, would that funding be classified as a foreign donation?”
“Mr Deputy Speaker, Sir, I strongly support this Bill and its aim of reinforcing Singapore's commitment to racial harmony. This is a principle that has anchored our social stability and will continue to be vital as our society becomes more interconnected. The introduction of clear measures to address emerging risks is timely and necessary. As we implement this Bill, it is important to provide clarity for trade associations and foreign chambers of commerce so that they can continue their work in strengthening economic partnerships and fostering international collaboration. We must ensure that these business-focused organisations continue to be able to operate effectively within this framework and reinforce Singapore's standing as a trusted global business hub. I therefore have five clarifications for the Minister. First, one key area requiring clarification is the classification of trade associations under this Bill. The Bill states that organisations promoting the interests of specific racial groups may be designated as race-based entities, subjecting them to restrictions on foreign affiliations, mandatory disclosures and leadership requirements. It is unclear whether local or foreign chambers of commerce and business trade associations, which primarily focus on trade facilitation, investment promotion and industry collaboration, would fall under this classification. For instance, within Singapore Business Federation, we have representation from Singapore Chinese Chamber, Indian and Malay Chamber of Commerce, American Chamber of Commerce, China Enterprises Association, European Chamber of Commerce and the Japanese Chamber of Commerce and Industry. Each of them plays crucial roles in facilitating trade, investment and cross-border business relations.”
“Expanding protections prematurely, without addressing implementation challenges, could create unintended uncertainties for both employers and employees. By focusing on practical and actionable measures today, this Bill lays the groundwork for future enhancements, paving the way for a more inclusive workforce as society and businesses adapt and progress together. I look forward to continued collaboration to address these concerns in the journey ahead. Mr Deputy Speaker, I would like to conclude by expressing my gratitude to MOM and all stakeholders for their dedicated efforts in bringing this Bill to fruition. While I have outlined some concerns and recommendations, I extend my strong support for this Bill.”
“The Government has already demonstrated commendable foresight with initiatives such as the Job Redesign Grant, Open Door Programme and Enabling Employment Credit, which help businesses accommodate seniors, PwDs through workplace modifications and job redesign. However, there is a continued need to shift mindsets and build capacity for inclusivity. I would therefore like to propose expanding grants to support diversity training, grievance system implementation and inclusive hiring practices. For example, the Government could co-fund anti-discrimination training programmes for HR personnel and provide subsidies for setting up grievance systems, particularly for smaller businesses. Lastly, targeted measures are needed for industries facing acute manpower shortages. Sectors critical to our long-term goals, such as manufacturing, which plays a key role in the Manufacturing 2030 ambitions, could benefit from targeted exemptions or expedited processes for hiring foreign talent. This would help these sectors address their constrained talent pools without compromising the broader principles of workplace fairness. Mr Deputy Speaker, I want to acknowledge and express my understanding of the concerns raised by the community advocates regarding the exclusion of sexual orientation and gender identity as protected characteristics. These voices are important and their advocacy highlights the need for continued dialogue and progress toward greater inclusivity. The Workplace Fairness Bill represents a significant first step in codifying anti-discrimination measures. It establishes a foundational framework that can evolve to address broader concerns in the future.”
“Fourth, a tiered compliance framework can be adopted that differentiates obligations based on business size. Large corporations with 250 or more employees should achieve full compliance within one year. Medium-sized firms could have up to three years to adjust, while SMEs with fewer than 25 employees could fulfil lighter but meaningful requirements. This approach ensures that all businesses contribute to workplace fairness while considering their unique capacities. Forward-looking SMEs, particularly those with 25 or fewer employees, that demonstrate exemplary workplace fairness practices and implementing them ahead of time, should be recognised and publicised. And the Tripartite Alliance Awards could be a useful platform for this. Beyond recognition, SMEs could be rewarded with tangible incentives, creating a balanced approach that includes not just the "stick" of compliance but also the "carrot" of acknowledgment and support. Fifth, while MOM’s enforcement framework already categorises breaches into "low", "moderate" and "high" severity levels, the distinctions between these categories remain unclear to businesses. Providing detailed guidelines on what constitutes each level of severity would offer greater clarity and confidence to employers. Furthermore, prioritising education over penalties, particularly for first-time breaches, would allow businesses to adapt in time while maintaining deterrence for repeat or severe violations. Sixth, simplified compliance reporting should be introduced to ease administrative strain on SMEs. Pre-approved templates tailored for SMEs could reduce administrative overhead and help smaller firms navigate the new requirements more efficiently. Seventh, financial support is essential in fostering inclusive workplaces.”
“Possible feedback mechanisms could also be set up for employers and employees to share their experiences with the new legislation, informing future refinements of the Bill over time. Second, for the Workplace Fairness Bill to be effective, HR personnel must be equipped with the necessary skills to implement fair workplace practices effectively. I propose that TAFEP collaborate with the Institute for Human Resource Professionals (IHRP) to establish a robust framework for accrediting HR capabilities. Under this model, IHRP would serve as the standards and accreditation hub, while Institutes of Higher Learning, trade associations and chambers as well as training providers act as deployment spokes. To support this, IHRP, in partnership with TAFEP, could issue jointly branded skills badges. These badges would serve as formal accreditation, demonstrating that HR personnel have been trained and are equipped with the knowledge and skills to implement workplace fairness policies effectively. Third, to address concerns about the anti-retaliation provisions and to better support both employees and businesses, the Minister could consider introducing clearer definitions of "good faith" to prevent misuse of the provisions. It is important to clarify what constitutes a failure to fulfil contractual obligations or subjecting an employee to detriment in employment, as well as outline the relative burdens of proof for all parties. Including penalties for frivolous complaints and allowing employers to take documented disciplinary actions unrelated to complaints would help maintain fairness. Additionally, MOM could enhance TAFEP’s role to filter out frivolous claims during the initial triage process, streamlining the grievance resolution process and minimising undue burdens on businesses.”
“For instance, an underperforming employee facing dismissal could file a frivolous discrimination complaint to avoid termination, even if the action was based on legitimate reason like poor performance. Such cases could increase administrative burdens on businesses and undermine team morale. (In English): Finally, many SMEs express concerns over "policy fatigue", particularly as they are already navigating multiple regulatory requirements. These include the Fair Consideration Framework, implementing flexible work arrangements and enhanced parental leave guidelines. Adding new compliance obligations could stretch their resources further, particularly for businesses without dedicated HR functions. To address these concerns while supporting the Bill's objectives, I propose eight recommendations. First, we need a clear and comprehensive implementation framework. It is vital to retain the TAFEP's role as the primary point of contact for workplace fairness complaints. Over the years, TAFEP has successfully championed conciliation, education and mindset shifts, earning the trust of both employers and workers. MOM's statutory enforcement powers, while necessary, should remain a last resort. My concern is the transition to this new framework may create public confusion. Employees may bypass TAFEP and approach MOM prematurely, undermining the conciliation-first approach. Employers, on the other hand, may fear immediate enforcement actions without being given an opportunity for mediation. To address these concerns, I propose a comprehensive public education campaign, working together with chambers and trade associations, to clarify the process: TAFEP as the first point of contact, mediation as the second step and MOM's intervention as a final recourse for unresolved disputes.”
“Rising manpower costs, cited as the top challenge by 66% of businesses, further strain their ability to invest in fair employment practices. SMEs face heightened challenges as they navigate rapid global changes while trying to sustain their operations with limited resources. Let me elaborate on five key challenges faced in the implementation of the Bill. In Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] First, implementing the measures outlined in this Bill comes with costs. Setting up grievance handling systems, for example, requires businesses to train staff, create reporting mechanisms and document complaints. For smaller firms, these costs can range from $5,000 to $10,000 annually – significant sums for businesses already facing economic pressures. Second, employers may also hesitate to hire individuals requiring significant accommodations, fearing operational disruptions or additional costs. This reluctance could inadvertently hinder the inclusion of those most in need of workplace fairness policies. Third, section 26 requires employers to demonstrate fair consideration for local candidates before hiring foreign talent. While this safeguards opportunities for Singaporeans, it can create challenges for industries experiencing acute talent shortages. For instance, in the technology sector, where roles such as software engineers, cybersecurity experts and AI specialists are in high demand, the limited local talent pool may lead to significant project delays and missed business opportunities. Fourth, the anti-retaliation provisions under section 28 are crucial to protecting employees who raise legitimate grievances. However, there is concern about potential misuse.”
“Deputy Speaker, Sir, the Workplace Fairness Bill 2024 represents a significant milestone in Singapore's commitment to creating equitable workplaces. This Bill codifies principles that have long been championed under the TGFEP, giving them legal weight and enforceability. By addressing workplace discrimination, it sends a strong message that such discriminatory practices have no place in Singapore. This Bill is timely. A 2022 Harvard Business Review article highlights that organisations prioritising fairness can achieve up to a 26% increase in productivity. More than a reflection of our shared values of inclusivity and fairness, this Bill demonstrates how fairness is integral to enhancing business competitiveness. I also like that the Bill achieves a commendable balance between promoting inclusivity and addressing the practical realities of businesses. For example, by applying its provision to employers with 25 or more employees and acknowledges that SMEs often lack the resources to implement extensive frameworks. By allowing smaller businesses more time to adapt, it ensures workplace fairness becomes a shared responsibility across businesses of all sizes. Section 8 of the Bill also provides vital protections for vulnerable groups, including older employees, women with caregiving responsibilities and PwDs. Mr Deputy Speaker, while the intent of the Bill is clear and noble, we must also recognise the genuine concerns of businesses, particularly SMEs. According to a recently released Singapore Business Federation's National Business Survey 2024, while business outlook has improved slightly, only 26% of businesses are confident about economic improvement in the year ahead, with 22% of businesses expecting conditions to worsen.”
“This sense of mutual assistance reinforces trust, promotes teamwork and nurtures a workplace culture that benefits everyone. Lastly, it is essential that both employers and employees acknowledge the efforts of colleagues who take on additional responsibilities during someone’s parental leave. Recognising and appreciating their contributions go a long way in fostering respect and a spirit of collaboration that supports the entire organisation. In conclusion, with thoughtful collaboration between businesses, the Government and employees, this Bill positions Singapore as both a family-friendly and business-friendly society. By setting a new standard in progressive workplace policies, we enhance our global competitiveness and quality of life for all Singaporeans. Notwithstanding my questions, I support this Bill wholeheartedly.”
“Yet, the extension of SPL presents operational challenges, especially for SMEs. Smaller businesses with lean teams must manage workload distribution, find temporary staffing and plan for the re-integration of employees returning from leave. For highly specialised roles, finding a suitable temporary replacement is not always straightforward. Re-integrating employees after extended leave also requires careful planning to maintain productivity. SMEs often incur additional costs during overlapping periods when both returning employees and temporary staff are needed. To help manage these challenges, I urge the Government to strongly consider support measures, such as extending pay coverage for returning employees by one to two months, to help offset the operational impact. Mr Speaker, Sir, I want to stress that no good employer would want to disrupt an employee’s parental leave unnecessarily. We all understand that time away to care for a sick child or to meet other family needs is essential and should be respected fully. At the same time, fostering a supportive work environment is a shared responsibility. I encourage employees to give ample notice whenever possible in planning their parental leave and using this time with the purpose it is intended for, dedicating it to family. When everyone respects these principles, it strengthens trust between employers and employees and creates a smoother experience for all involved. I also urge employees, when possible, to remain flexible and reachable for urgent matters during their leave. For instance, if you are in charge of IT in your organisation and it is hit by a serious virus, such as cloudstrike, and your colleagues need your help, please be there for them.”
“For example, if a parent holds two part-time jobs, they are eligible to claim SPL leave from both employers, but how would reimbursement limits and apportionment apply if the combined claims exceed the cap? Employers may, in good faith, pay out the full leave benefits to employees but could later find that Government reimbursements are less than expected. This could increase administrative complexity and even require employers to claw back amounts from these part-time employees – an uncomfortable situation for all involved. Clarification from the Government on how these cases will be handled would be invaluable in reducing these risks for employers and ensuring smooth implementation of these provisions. Third, the Bill also introduces penalties for employers who "without reasonable cause" fail to grant SPL. Many SMEs will be looking for more clarity in defining "reasonable cause", so that they can be in full compliance. While employees have the flexibility to take leave within 12 months, certain situations may arise where immediate leave requests pose significant challenges. For instance, if a small business with limited staff cannot immediately accommodate leave without major disruptions, would that constitute a reasonable cause for delay, especially if the employee insists on taking it at that time? For sectors with critical peak seasons, such as retail during holidays, could an employer reasonably defer leave if an employee insists on taking it during such high demand times? Mr Speaker, Sir, as a small nation with a limited resident workforce, Singapore relies on measures like SPL to support family growth and our nation’s fertility rate. The business community supports these initiatives as essential for workforce sustainability and economic resilience.”
“Mr Speaker, Sir, I rise in support of the CDCA Bill, which significantly improves our parental leave framework, including the new SPL scheme. This Bill goes beyond a routine policy update. It reflects our commitment to supporting the well-being of families which, in turn, strengthens both our economy and society. As a father to three kids, my youngest just two years and four months old, and a business owner, I fully appreciate the priority of family. Whether it is attending to a sick child or ensuring they are receiving vaccinations, family will and should always come first. This is a value that the business community understands and respects, as we all recognise that a strong family foundation ultimately supports a stable and productive workforce. However, I do have a few clarifications on the SPL scheme. First, section 12DA provides a solid framework, but we can do more to encourage companies to be progressive in supporting parents. The Bill states that if a newly hired employee meets all requirements but has not yet completed three months of employment, and the employer grants them SPL, the Government may reimburse the employer. Could the Ministry provide clear guidance on the conditions for this reimbursement, as this could encourage more companies to adopt a progressive approach in supporting new hires in taking parental leave? Second, for parents with multiple jobs or a combination of employment and self-employment, section 12M provides much-needed support. However, clear guidance on managing claims and reimbursement limits would alleviate potential concerns, particularly for employers.”
“Mdm Deputy Speaker, in conclusion, the amendments in this Bill represents a significant step forward in helping to foster communities that are not only harmonious but also compassionate and respectful of our diverse cultural landscape. With that, I give my full support to the Bill.”
“For example, in cases of noise disturbances, would the Ministry consider introducing sound thresholds or time-based guidelines? Establishing such standards could help reduce misunderstandings and foster peaceful coexistence. Singapore’s religious diversity is a great strength, but it requires careful handling of disputes involving religious practices. While this Bill provides mechanisms to address these issues, there may be room to further strengthen provisions for inter-religious conflicts. Singapore’s existing platforms, such as the Inter-Racial and Religious Confidence Circles (IRCCs) and the Inter-Religious Organisation (IRO), play a valuable role in fostering interfaith harmony and understanding. To strengthen these efforts further, could the Ministry consider formalising a mediation framework that leverages these groups specifically for disputes with religious undertones? By providing structured support in the mediation process, we could ensure that culturally sensitive disputes are managed with greater consistency and formal recognition, thereby fostering mutual respect and understanding across our communities. Finally, the Bill holds landlords accountable if their tenants cause unreasonable disturbances. While I support this provision, I would like clarification on what constitutes "compliance" in managing such disputes. Specifically, to what extent are landlords expected to intervene and what protection is available for those who make genuine efforts but cannot resolve the issue? A clear framework outlining reasonable steps for landlords would provide both clarity and fairness, ensuring they are not penalised for situations beyond their control.”
“Next, I seek clarification on the limits of the discretionary powers granted to CROs. What safeguards are in place to prevent misuse of these powers and how will consistency be maintained, especially in minor cases that could escalate if not handled properly? Clear oversight mechanisms would help address concerns raised, ensuring that CROs operate within a well-defined framework. On the topic of mandatory mediation, I support the Bill’s emphasis on mediation as a means to preserve relationships and reduce hostility. Given the Minister's clarification that the Bill makes it an offence not to attend mediation, are there measures to ensure that respondents not only attend but engage meaningfully in the mediation process? If respondents do not engage meaningfully, claimants may be left without any effective resolution and may result in more friction instead. Madam, I also seek clarification on the definition of "unreasonable interference" in this Bill. While the amendments provide additional detail, with clause 4(2) specifying types of interference covered, I would like to confirm whether acts or omissions outside these categories are still actionable, or if the scope has been intentionally narrowed. If the intent was indeed to narrow the scope, could the Ministry elaborate on the reasoning behind this change? Understanding this would help clarify the Bill's approach to handling different types of disputes. It is good that the Bill defines specific types of "unreasonable interference", as this provides clearer guidance for handling disputes. However, to ensure consistency, objective standards may still be necessary. Without them, the definition could remain open to subjective interpretation, potentially leading to inconsistent outcomes.”