Mohd Fahmi Aliman
Singapore
“Mdm Chair, for the arts scene in Singapore to thrive, it is essential to cultivate a steady pipeline of artists and practitioners who contribute to the vibrancy and growth of the sector.”
“Mdm Chair, Sports play a crucial role in youth development, offering physical and mental health benefits while also fostering important values, such as discipline, teamwork and leadership. Beyond personal growth, sports provide a platform for social bonding and inclusivity, strengthening relationships among peers and the wider community.”
“Chairman, SSAs, particularly, Family Service Centres, play a critical role in supporting vulnerable families and ensuring they receive the necessary assistance to achieve stability. Strengthening the delivery of family services is essential in addressing complex and evolving needs within the community.”
“Chairman, while Singapore has established strong social safety nets to support vulnerable individuals and families, some low-income households continue to face complex and interlocking challenges in achieving stability, self-reliance and social mobility.”
“Except, of course, Vesak Day, despite being the birthday of Indian prince and ascetic sage, Siddhartha Gautama, is hardly celebrated by the local Indian community in Singapore at all, but more by Buddhists.”
“I thank the Member for the question. It is something that, as what I mentioned, is being highlighted in the Malay/Muslim community because of the current issues. I have got this information through my interactions with some in the Malay/Muslim community, that these issues need to be addressed.”
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“Mdm Chair, Sports play a crucial role in youth development, offering physical and mental health benefits while also fostering important values, such as discipline, teamwork and leadership. Beyond personal growth, sports provide a platform for social bonding and inclusivity, strengthening relationships among peers and the wider community. One of the key avenues is to cultivate a positive sports culture where there is a strong emphasis to recognise participation, not just the talent, and at the same time, encouraging and educating parents on the benefits of sports beyond academics. This can also include the promotion of traditional sports, such as silat, sepak takraw and even dragon boating, alongside the mainstream sports. Could MCCY share if there are plans to boost sports participation among school-going children and youths? Specifically, how can the Ministry encourage greater parental and grassroots engagement and accessibility to sports for young Singaporeans? Model of Harmony in a Fragmented World”
“Mdm Chair, for the arts scene in Singapore to thrive, it is essential to cultivate a steady pipeline of artists and practitioners who contribute to the vibrancy and growth of the sector. Supporting emerging and mid-career artists through skills development, mentorship and sustainable career pathways will be key in ensuring that our local arts landscape remains dynamic and resilient. One of the key approaches is to create affordable spaces through subsidised studios, performance venues and exhibition spaces where artists can showcase their talent and artworks. Another approach is to expand audience engagement and participation through more free or low-cost performances to encourage wider audience participation, like ArtsEverywhere@CDC, where we bring arts experiences closer to communities. Could MCCY share its plans to strengthen support for artists, particularly in developing their talents and skills so they can realise their full creative potential and sustain long-term careers in the arts? Plans for Heritage Buildings”
“In Singapore’s diverse and multicultural context, it is crucial that our religious leaders are well-equipped to provide guidance to the Muslim community; guidance that is firmly rooted in Islamic scholarship, yet highly attuned to the complexities of their lives. I would like to ask the Minister how is MUIS shaping various aspects of SCIS, particularly its curriculum? Specifically, how will the curriculum be designed to ensure that our future asatizah are not only well-versed in traditional Islamic sciences but are also trained to apply their knowledge to contemporary issues, whether it be ethical dilemmas in science and technology, the evolving role of faith in an increasingly secular world or the integration of religious values within a multicultural society like ours? Beyond local relevance, another key consideration is global engagement. We know that Singapore has long played a role as a bridge between the East and West, and our asatizah should be similarly prepared to contribute meaningfully to global Islamic discourse. How will SCIS ensure that its graduates are equipped with the intellectual agility, linguistic proficiency and cross-cultural competencies needed to engage with scholars, policy-makers and communities beyond our shores? Will there be international partnerships, exchange programmes or collaborative research opportunities that allow our asatizah to gain exposure to diverse schools of thought and global best practices? SCIS has the potential to be more than just an institution for religious education. It can be a model for how Islamic scholarship can thrive in a modern, cosmopolitan setting, serving the needs of the local Muslim community and the broader global ummah.”
“Chairman, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] The economic landscape is rapidly evolving, with technological advancements, automation and industry shifts transforming the nature of jobs and required skill sets. Emerging sectors such as green technology, digital services and advanced manufacturing present new opportunities, but also require workers to reskill and adapt to remain relevant. For Malay/Muslim workers, particularly those in vulnerable sectors like traditional retail, F&B and administrative support, there is a growing need to build resilience and equip them with future-ready skills to ensure sustainable career progression. The Government has introduced various initiatives, such as SkillsFuture, Career Conversion Programmes and sector-specific upskilling schemes, to help workers transition into higher-value industries and digital-driven roles. Could the Minister share insights on how we are ensuring accessibility and effectiveness of these reskilling initiatives for Malay/Muslim workers? Additionally, how can we further strengthen community partnerships, mentorship networks and career guidance programmes to help workers navigate industry changes and seize new economic opportunities? Progress Updates on Singapore College of Islamic Studies (In Malay): [Please refer to Vernacular Speech.] Last year, the Prime Minister announced the establishment of the Singapore Islamic College (SCIS), marking a significant milestone in our efforts to develop a future-ready pipeline of asatizah.”
“Chairman, SSAs, particularly, Family Service Centres, play a critical role in supporting vulnerable families and ensuring they receive the necessary assistance to achieve stability. Strengthening the delivery of family services is essential in addressing complex and evolving needs within the community. As challenges become more multifaceted, ensuring that services and programmes are well-coordinated, accessible and impactful is key to improving social outcomes. Could MSF elaborate on how it plans to enhance service delivery within the social service sector? Specifically, how will the Ministry ensure that vulnerable families, especially those with multiple and complex needs, receive more holistic, integrated and effective support?”
“Chairman, while Singapore has established strong social safety nets to support vulnerable individuals and families, some low-income households continue to face complex and interlocking challenges in achieving stability, self-reliance and social mobility. Beyond financial assistance, there is a need for a more personalised, empowering approach that helps families take proactive steps towards a better future. Could MSF share insights on how the ComLink+ ecosystem will better support lower-income families in their journey towards improved life outcomes? Additionally, what measures are being considered to further empower low-income households in pursuing long-term aspirations for themselves and their children?”
“Except, of course, Vesak Day, despite being the birthday of Indian prince and ascetic sage, Siddhartha Gautama, is hardly celebrated by the local Indian community in Singapore at all, but more by Buddhists. In contrast, Thaipusam, despite its official non-recognition as a holiday, remains a spiritually significant and joyous affair for Hindus here. In the debate surrounding the Holidays (Amendment) Bill in 1968, which rescinded Thaipusam as a holiday, then-Minister for Law and Economic Development EW Barker, went as far as to suggest, "If our island prospers, I am sure the Government will ask me to come back here and, on that day, it will be my pleasure to move amendments to increase the number of holidays." Between 1968 and today, our gross domestic product (GDP) per capita has grown from a little more than $2,100 to more than $127,000 – close to a sixtyfold increase. It is impossible to claim that we have not prospered. It is time to call in that promise made close to six decades ago and reinstate Thaipusam as a national holiday.”
“His response reiterated the Government's longstanding position that the existing configuration of holidays was appropriate and that increasing them would indulge calls for a host of additional holidays, such as Lao Tzu's birthday or Women's Day. However, this response glosses over the important historical context for how these holidays came about in the first place. During the colonial period, the Straits Settlements, of which Singapore was a part, allocated public holidays by ethnic group. This was initially limited to the Chinese New Year, Hari Raya Puasa and Thaipusam. But following a petition by the Malay and Indian communities to the then-Legislative Council, Hari Raya Haji and Deepavali were added. This means that if we accept how holidays were historically granted by ethnic group, then this original distribution of two per group would have been fair. But holidays were added and removed thereafter due to self-government, our merger with Malaysia and Independence, such that 16 public holidays in 1967 were no longer equally distributed. Hari Raya Puasa was observed over two days while Hari Raya Haji and the Prophet's birthday were also holidays. Easter weekend included Friday and Monday, alongside Christmas. Hence, when called to give up a holiday, the Indian community had to do so with a smaller number to begin with. What may be worse is that the responses by the Government appear to suggest that the holidays that have been gazetted were chosen not so much for the ethnic linkages, but for their religious significance. If so, then the allocation of two per religion, Hari Raya Haji and Puasa, Good Friday and Christmas and the two days of Chinese New Year and Deepavali and Vesak Day may, on its face, seem fair.”
“Chairman, with Singapore's tight labour market, skilled foreign workers play a crucial role in complementing the local workforce. Following the implementation of COMPASS, employers are adjusting to a new assessment criteria and many have sought greater clarity on how the framework has impacted hiring practices. At the same time, updates to S Pass qualifications, salary thresholds and levies are reshaping talent acquisition strategies. Additionally, planned changes to Work Permit policies, such as the expansion of the Non-Traditional Sources Occupation List and Non-Traditional Source countries, along with the relaxed Work Permit requirements, aim to alleviate sector-specific labour shortages. In this context, could MOM provide insights into the early impact of COMPASS on skilled labour recruitment? Furthermore, how does MOM intend to balance the tightening of S Pass and Work Permit policies with the need to ensure that businesses across key sectors can access the foreign talent they require? Thaipusam as National Holiday Assoc Prof Jamus Jerome Lim: In October 2022, I filed a Parliamentary Question on whether the current slate of national public holidays was a holdover from the colonial era practice of allocating two holidays per ethnic group. The response from MOM was that it was the result of a decision made in 1968 to reduce the number of holidays to stay competitive. He explained that each religious group was asked to give up a holiday each. As a result, Muslims gave up the Prophet Muhammad's birthday, Christians relinquished Easter Monday, while Hindus chose Deepavali over Thaipusam.”
“Chairman, the binary classification of our servicemen either as combat-fit or non combat-fit has been used by SAF for a long time and has great implications on the vocation options and National Service (NS) experiences available to our servicemen. In 2021, Senior Minister of State Heng shared that SAF is redesigning the Medical Classification System and the Physical Employment Standard (PES) system to maximise the deployment options and contributions of our servicemen. I fully agree that medical exclusions that used to determine deployments may no longer be so relevant in today's operational context, especially with the changing nature of modern warfare and the new digital domains in which our soldiers are expected to operate. So, can MINDEF share any updates on this initiative? Tapping on Pre-enlistees' Skills As a conscript armed force, our pre-enlistees come from a diverse range of educational pathways, with different skillsets and individual career interests. I am glad to see that MINDEF/SAF recognises this and has been offering multiple schemes that allow students with different educational backgrounds to pursue further qualifications while serving NS. This not only optimises their potential but also enhances SAF's operational capabilities by tapping on the skills and expertise of our NSmen. I note that the newest scheme that was launched last year allows polytechnic students to enlist and serve in SAF while fulfilling their final-year internship requirements for their diplomas. Has this scheme been expanded to include more domains and what is the take-up rate? Expertise-based Deployments”
“We recognize the valuable contributions of platform workers, the potential of our PMEs navigating career transitions and the wealth of experience that our senior workers bring. It is imperative that we support and empower each of these groups to thrive in our evolving economic landscape. As part of our efforts to ensure the success of FA4, I call on the Government to continue strengthening support for skills upgrading, job placement initiatives and career transition programmes. By doing so, we can future-proof our workforce and ensure every worker has access to meaningful employment opportunities. (In English): Madam, "Onward Together for a Better Tomorrow" is more than just a theme; it is a vision for an inclusive and progressive Singapore. This year's Budget lays a strong foundation for uplifting lower-wage workers, strengthening retirement adequacy and improving working conditions. It also reinforces the values of dignity, respect and fairness for all workers, regardless of their job. Beyond lower-wage workers, the Budget also addresses the needs of families, businesses and our economy, ensuring that Singapore continues to thrive in a rapidly changing world. It is a comprehensive plan and supports many facets of our society. With unwavering dedication, the NTUC stands ready to champion the needs and the interests of our Singaporean workers. NTUC continues to advocate for our lower-wage workers, to better their lives and livelihoods. NTUC cares and is taking action to enhance their working conditions and welfare. Because every worker matters. Rest assured, NTUC will take action for you and with you. For these reasons, Mdm Deputy Speaker, I support the Budget.”
“(In Malay): The evolving global economy and rapid technological advancements demand that we equip our workforce with the necessary skills and career mobility to thrive. Focus Area 4 (FA4) on Employment and Employability of M3 provides a structured framework to achieve this goal through several strategies. First, FA4 connects workers by facilitating access to job openings, understanding industry needs and providing career guidance. It ensures that individuals are matched with suitable career pathways for long-term growth, not just filling job vacancies. Through initiatives, such as job fairs, career counselling, workshops and industry partnerships, we can help workers transition effectively into sustainable employment. Second, skills upgrading and lifelong learning are key. In recognising that the skills required in today's economy are constantly evolving, especially in the green, digital, and care sectors, we must empower individuals to adapt to changing job requirements and remain competitive in the workforce. Training programmes and upskilling initiatives must be designed to bridge skill gaps and prepare workers for emerging industries. FA4 also focuses on helping individuals navigate changes and build resilience. This includes digital literacy training, promoting competencies relevant to the digital economy and providing support for workers transitioning to new industries. Allow me to outline our key priorities which will focus our efforts and resources on three crucial workforce groups namely: platform workers, mid-career switchers (PMEs) and senior workers. These three groups represent vital segments of our economy, each with unique needs and challenges.”
“The lack of rest areas can result in them working beyond their maximum cap of overtime, which is 72 hours every month for security officers. In 2021, I raised this issue in the House and, in the same year, the WorkCare Grant was introduced by MOM to provide financial support for companies setting up rest areas for outsourced staff. However, applications for the Grant have closed since 31 August 2023. I ask the Minister for Manpower whether a review of the criteria and eligibility for the WorkCare Grant has been conducted? Would the Government consider upstream policy measures, such as exempting dedicated rest areas for outsourced workers from the Gross Floor Area (GFA) calculation for new developments? This could incentivise building owners and developers to incorporate proper rest facilities at the planning stage. Another persistent issue is the leave resetting for outsourced workers. The MOM statistics show that 18,800 full-time resident employees in their first year of employment are receiving only seven days of paid annual leave. Many of these are lower-wage and outsourced workers, such as cleaners and security officers. For outsourced workers, each time a service buyer changes contractors, their leave entitlements may be reset, even if they continue in the same job, at the same site. This creates instability, as workers may repeatedly lose accrued benefits despite continuing in the same role. Although tripartite advisories encourage continuity of benefits, they appear insufficient. I call on the Government to work with NTUC and our unions to conduct a thorough review of leave resetting for outsourced workers and explore stronger measures to protect them from unfair disadvantages. Mdm Deputy Speaker, allow me to speak in Malay, please.”
“Given the rising costs of living, I urge the Government to review and raise this amount to provide more meaningful support for workers. LQS ensures that local workers are employed meaningfully, rather than on token salaries for firms to access foreign workers. It serves as an important wage floor, ensuring that lower-wage workers receive a minimum level of pay across various sectors. We appreciate the Government's efforts in increasing the LQS to keep pace with rising local wages, such as the recent increase from $1,400 to $1,600 announced in Budget 2024, with the LQS threshold for part-time local employees raised to $10.50 per hour. Therefore, I call on the Government to update on the effectiveness of LQS since it was introduced and whether its implementation has led to unintended consequences, such as job losses. In particular, I hope that LQS has truly contributed to raising wages for lower-wage workers across the board and that the data does reflect this desired trajectory too. Relatedly, it would be helpful for the Government to clarify its broader policy approach towards LQS implementation. For instance, the wage percentile of which LQS should be set at to effectively support our resident lower-wage workers while balancing against business costs and sustainability. While we have made progress in uplifting wages, we must ensure that lower-wage workers have good working conditions and are not taken advantage of. One critical issue is the need for proper, accessible rest areas for outsourced workers, such as the cleaners and security officers. Many of these workers still struggle to find adequate spaces to rest during their breaks.”
“At the same time, improving working conditions, particularly for outsourced workers, is crucial to fostering fair and sustainable employment practices. Together, these focus areas aim to build a resilient and inclusive workforce that can thrive in a rapidly changing economic landscape. Let me commence by focusing on two key pillars of support, LQS and WIS, and examine how they can be further strengthened to better support our workers in the years ahead. WIS plays a crucial role in supplementing the income and retirement savings of lower-wage workers while encouraging regular employment. I appreciate the Government's commitment to continuously enhance WIS. This year, WIS payments will increase to $1.4 billion, benefitting half a million lower-wage workers. I am also heartened to note that most of these enhancements are targeted at vulnerable groups, such as our older workers and PwDs. As the Government regularly reviews Workfare, I seek an assessment of how effective WIS has been in improving the wages and retirement adequacy of lower-wage workers in Singapore. We must also do more to secure the long-term financial well-being of our older lower-wage workers. Many lower-wage workers retire with significantly lower CPF savings, affecting their ability to afford healthcare and daily necessities in their later years. WIS payments increases with age, but currently max out at 60 years old, even though many workers continue working well beyond that. I urge the Government to introduce additional age tiers beyond 60, with progressively higher WIS payments, to better support older workers who remain active in the workforce. Additionally, the minimum WIS payout, in both cash and CPF, is just $10 per month.”
“Mdm Deputy Speaker, this year's Budget, themed "Onward Together for a Better Tomorrow", reflects our collective ambition to build a more inclusive and resilient society, as Singaporeans contend with job insecurity amidst rising costs of living. It is a Budget that prioritises uplifting all Singaporeans, including our lower-wage workers, by strengthening social safety nets and ensuring sustainable economic growth. As we move forward, it is crucial to reinforce our commitment to these workers, ensuring that they receive fair wages, improved working conditions and the respect they deserve. Singapore's approach to uplifting lower-wage workers has never relied on a single measure, but rather a comprehensive suite of interventions, including the PWM, the Local Qualifying Salary (LQS), Workfare Skills Support (WSS) and the Workfare Income Supplement (WIS). These policies form the foundation of our commitment to ensuring sustainable and inclusive wage growth for our lower-wage workers. Today, I want to focus on the following three areas to strengthen the protections for our workers, especially lower-wage workers: one, enhancing Workfare to boost retirement adequacy of older lower-wage workers; two, improving working conditions for lower-wage workers, especially outsourced workers; and three, empowering workers via M3 Focus Area 4 (FA4). As economies evolve, workers, especially those in lower-wage roles, must be empowered with better protections, stronger financial security and opportunities for long term stability. Enhancing Workfare schemes can provide older, lower-wage workers with greater retirement adequacy, ensuring that they can transition into later years with dignity.”
“I thank the Member for the question. It is something that, as what I mentioned, is being highlighted in the Malay/Muslim community because of the current issues. I have got this information through my interactions with some in the Malay/Muslim community, that these issues need to be addressed. And I guess, one of the best ways to address it is through this Workplace Fairness Bill. But the way and how we do it is actually through conversations, through communications and through addressing some of the issues highlighted by the employers and hearing what are the needs of their employees too. So, that is the gist of what I am trying to promote here – open conversations, open discussions, so that the workers will continue to be productive and not be impacted by all this.”
“I thank the Member for the questions and clarifications. I did not mention it that way, but I think what is important is that we can take these two issues together in a form of communications and addressing this in a dialogue, so that we can address this issue in a way to enhance productivity and enhance inclusivity in a workplace situation. That is the thing that I wanted to highlight.”
“This followed dialogues and close engagements with religious groups and public healthcare institutions, and demonstrates our ability to work through these matters in a constructive manner that promotes rather than erodes our religious harmony. Mr Speaker, I acknowledge the concerns of some of my fellow Muslim workers around certain workplace practices that may restrict their ability to practice their religion in the way they desire. In a multi-racial, religious Singapore, we will need to work through these issues together. But let us do so sensitively and in a spirit of mutual understanding, rather than through a legal claims process. (In English): Mr Speaker, Sir, to conclude, the Workplace Fairness Bill is a significant step forward, but it is only the beginning. To uphold our nation's social defence and ensure that every worker feels respected, valued and included, we must go further. By equipping HR professionals, fostering inclusive workplace cultures and addressing discrimination proactively, we can build a workforce that truly reflects the values of meritocracy and fairness. Singapore's continued safety and prosperity depend on our ability to safeguard the trust between our diverse communities. Let us commit ourselves to this cause, ensuring that our workplaces are not only spaces for productivity but also bastions for respect and dignity. Mr Speaker, Sir, I support the Bill.”
“Yesterday, Mr Faisal Manap raised two issues affecting our Muslim workers: namely, flexibility to participate in Friday prayers and flexibility to don the hijab while working. Our workplaces are an important common space for workers from all walks of life to earn a living. This diversity is a complex issue as different workers may choose to express their beliefs, practices and convictions differently. Our union leaders understand the difficulties in balancing workers’ different needs for flexibility and accommodations, and work hard to support this diversity. We are glad that Mr Faisal Manap is appreciative of our unions’ efforts and highlighted that NTUC’s leaders had called for more understanding amongst employers to try to accommodate diverse needs where possible. However, we are concerned about the approach suggested to resolve these sensitive issues through discrimination claims under the legislation. A claims-based approach may not be adequate to grapple with the sensitivities of the issues involved, beyond the individuals affected. Resolving issues through discrimination claims under the legislation will not lead to the goal of achieving harmonious, diverse and productive workplaces to power Singapore’s economy. A better way is to handle the issue collectively and sensitively, involving tripartite partners in close dialogue. This is not the first time that such issues have been surfaced and resolved harmoniously. From 2021, Muslim staff working in the public healthcare sector including nurses were allowed to wear a tudung or headscarf at work if they chose to do so.”
“I therefore stand in support of the Bill which strengthens protection against discrimination based on race and religion. It sends a signal that our racial and religious harmony must be safeguarded with the utmost care. Mr Speaker, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] While the Bill is a commendable milestone, it is not sufficient on its own. What more should be done to foster safer workplace cultures, where employers and employees respectfully navigate sensitive issues involving race, language and religion? We must consider our changing workforce demographics, and the evolving complexities of workplace challenges. That is why, beyond the WFL, we will require a more holistic approach to foster safer workplace cultures upstream in order to stamp out prejudices and biases that can lead to disharmonious workplaces, even if they may not cross the legislative threshold to constitute an offence. Here are my recommendations to foster safer workplace cultures. First, the Government should dedicate more resources to equip employers and HR practitioners to manage complex workplace disputes. Training programmes should be enhanced to ensure practical ways in navigating differing perspectives on discrimination. Second, ongoing education for employees and employers is essential to prevent unconscious bias and discrimination from taking root. This includes fostering and engaging in dialogue that cultivate a culture of respect and understanding. Third, workers must feel safe to voice their concerns without fear of retaliation. Strengthening mediation processes and offering confidential reporting mechanisms can help address grievances before they escalate.”
“This story is a testament to the power of targeted support, but it also highlights that racial discrimination is still present in our workplaces. Data underscores this reality. According to MOM's Fair Employment Practices 2023 report, race discrimination was the second most common form of workplace discrimination, affecting 1.7% of workers. Among job seekers, race discrimination ranked among the top three forms of bias since 2021, impacting 5.1% of individuals in 2023. A 2021 joint study by CNA and the Institute of Policy Studies on race relations found that only 32.3% of respondents who experienced racial discrimination at work would file a report. This low reporting rate indicates that many workers feel disempowered or fear repercussions for speaking out. Mr Speaker, Sir, behind these statistics lie real struggles faced by workers. The workplace is a highly competitive environment where individuals spend a significant portion of their lives. Many travel far from home to work here, contributing to Singapore's economic success. It is only fair that their contributions are judged on merit, free from prejudice or unconscious bias. However, the complexities of racial and religious issues often result in genuine grievances being overlooked and dismissed. Victims may be accused of using their race or religion as an excuse for poor performance, causing them to question their self-worth. This silent killer, workplace discrimination, can infect and weaken the very fabric of our society. Left unaddressed, it threatens not only individual well-being but also the trust and respect that underpin our social defence, a critical pillar of our Total Defence strategy.”
“Mr Speaker, Sir, I rise today to speak on an issue that cuts to the very heart of our nation's values – workplace fairness. The Workplace Fairness Bill marks a significant step towards equality and inclusivity in our workforce. For more than a decade, various advocates within the Labour Movement, including fellow Labour Member, our brother, Mr Patrick Tay, have called for more to be done to level the playing field for our workers. More recently in 2021, the National Trades Union Congress (NTUC) together with the Singapore National Employers Federation (SNEF), called for more legislative measures to better protect our PMEs against age and nationality discrimination. We are glad that our calls for stronger protections have been heeded. While necessary, legislation cannot be the only tool to tackle discrimination, especially when it concerns issues on race and religion. We must recognise that these are sensitive issues that can impact our racial and religious harmony. Today, I will speak on three areas. First, I will highlight the often-invisible cost of racial and religious discrimination to workers. Second, I will speak on what more must be done to foster safer workplace cultures where sensitive issues involving race, language and religion are respectfully navigated. Lastly, I will share my views on some issues raised by the Malay/Muslim community that have been covered by other Members in this debate. In 2020, NTUC's LabourBeat reported on Michael, a business consultant in his 40s who faced humiliation and mistreatment at work due to his ethnicity. With support from NTUC's U PME Centre, he was able to rebuild his confidence, secure a new job aligned with his career goals and even enjoy a 25% pay increase.”
“Together, we can build a more equitable and resilient workforce, ensuring no one is left behind in the face of economic change. With NTUC and our associations, let us continue to listen to the voice of our platform workers to not only address the immediate challenges faced by the platform workers, but also pave the way from a brighter and more secure future for all. NTUC will continue to champion their interests because every platform worker matters. Speaker, Sir, I support the Bill.”
“We can negotiate for fairer treatment by platforms. When you have grievances with platforms, we can step in to support you. We cannot do this on our own, but we can do it together. Join us to make your voices count. (In English): Mr Speaker, in conclusion, the Labour Movement warmly welcomes the recognition of the challenges faced by the platform workers through the implementation of initiatives, such as the PCTS and WIS Support scheme. These measures are a significant step forward in acknowledging and addressing the issues of employee protection within the gig economy. However, we must recognise that the more comprehensive efforts are needed to address the broader clarity face by platform workers. NTUC deeply cares for our platform workers, especially those who are lower-wage roles, and is committed to make a tangible difference in their lives. We believe that encouraging younger workers to actively opt in into the CPF system, enhancing job prospects through targeted upskilling and career development programmes, are crucial steps in this process. By doing so, we can help platform workers navigate the evolving job market and secure more stable and fulfilling careers. Speaker, Sir, the Labour Movement, comprising unionists, association leaders and NTUC, have worked hard with the tripartite partners to bring this Bill to fruition. Without tripartism and symbolic relationship with the People's Action Party (PAP), this will not be possible. We have seen examples of other countries, where the unions, companies and government cannot agree on the protection needed for platform workers. In the end, the platform workers are the ones who suffer. Today, we are proof that Singapore's model of tripartism works to achieve progressive pro-worker outcomes.”
“Additionally, creating pathways for mentorship and career counselling can assist these workers in navigating the job market and identifying potential career opportunities. For example, take Geylang Serai resident Mr. Naseer, who left his job as an operations manager November last year. Since then, he has struggled with unemployment and relied on ad hoc security gigs and occasional platform work to support his family. Despite his efforts, the limited career progression in platform work made it difficult for him to build a stable future. However, with the support of the Greenlane initiative through Focus Area 4 under M3, Mr. Naseer secured a new job in April this year as a customer operations manager and remains optimistic about his future. This story highlights the importance of targeted support programs that can help workers like him make the transition from platform work to more stable and rewarding careers. Investing in these programs not only benefits the individuals directly but also contributes to a more resilient and dynamic workforce overall. Some platform workers are still unsure, especially in relation to their working conditions and terms imposed by platform operators. It is thus important that this Bill empowers platform workers to voice their concerns about fairer payment terms and incentive-based policies, their workplace health and safety, and fairer and more transparent penalty policies by platforms. To our platform workers: our Associations, such as the National Taxi Association (NTA), National Private Hire Vehicles Associations (NPHVA) and National Delivery Champions Association (NDCA), have been working hard to improve your welfare behind the scenes. We now have the power to speak up and take action to protect you.”
“There is a genuine concern that these workers may be offered fewer job opportunities or lower earnings if they choose to participate fully in the CPF system. To mitigate these fears, the government should collaborate closely with platform operators to ensure that CPF participation does not lead to any form of disadvantage for workers. By implementing policies that protect platform workers from potential discrimination and by engaging in clear communication with both workers and operators, the government can create an environment, where opting into CPF is seen as the best choice. This will not only help platform workers secure a better financial future but also contribute to a more stable and equitable labour market. The time to act is now, and the government must lead the way in making CPF participation a priority for all platform workers. Platform workers face constant pressure to work longer hours just to earn a living and this means that many platform workers find it challenging to invest time and resources in personal development and career growth. This lack of progression not only affects their current financial stability but also hampers their ability to transition into more sustainable and fulfilling careers. The Government has a crucial role to play in addressing these challenges. There should be a more comprehensive strategy aimed at improving the career prospects of platform workers who wish to move beyond gig work. This includes providing targeted upskilling programs and career transition support. By offering vocational training and educational opportunities tailored to the needs of platform workers, the government can help them acquire new skills and qualifications that are in demand in other sectors.”
“The transition to monthly WIS payments is a significant step for low-wage platform workers, who often face unpredictable income patterns due to the nature of gig work. By receiving WIS on a monthly basis, these workers will have a more consistent and reliable source of income, helping them to better manage their day-to-day expenses and financial planning. These enhancements not only provide immediate financial relief but also contribute to the workers’ long-term financial well-being by bolstering their CPF savings, which are essential for retirement. Mr Speaker, without CPF contributions, many may find themselves without sufficient savings to support themselves in their later years, particularly if they rely on platform work as their main source of income. Opting into CPF not only helps build a safety net for the future but also provides immediate benefits such as access to healthcare, housing, and other essential needs. Platform workers who opt in this scheme will benefit from CPF contributions from platforms of up to 17% of their earnings. Given the importance of securing their financial future, it is essential that the government steps up its efforts to encourage platform workers in this age group (30 years old and above) to opt into CPF. The Government must recognise the unique challenges and concerns that platform workers face and ensure that the CPF system is viewed as a vital component of their financial planning. This requires a multi-faceted approach that includes comprehensive educational campaigns and targeted outreach programs to help platform workers understand the long-term benefits of CPF contributions.”
“This initiative, set to fully offset the increase in CPF contributions to the Ordinary and Special Accounts in 2025 and, gradually taper off until 2029, is an important measure to ensure that these workers are not unduly burdened by the changes in CPF contribution requirements. Platform workers, particularly those in lower-income brackets, face unique challenges in securing their financial future. The Labour Movement has consistently advocated for measures that protect their interests, ensuring that they receive fair treatment and support in navigating these changes. The CPF Transition Support Scheme reflects the responsiveness of MOM and the CPF Board (CPFB) to the feedback provided by our Associations. This phased approach is particularly significant as it allows platform workers time to adapt to the new contribution structure while still securing the benefits that come with enhanced CPF contributions. The Labour Movement views this as a positive development that underscores the importance of collaborative dialogue between government bodies and worker representatives in shaping policies that are both fair and sustainable. The Labour Movement also warmly welcomes enhancements to the WIS scheme, particularly the shift from annual to monthly disbursements for eligible platform workers. This change, alongside the eventual alignment of CPF contribution rates between platform workers and employees, ensures that platform workers will receive the same level of WIS benefits as traditional employees, including higher WIS amounts and a larger proportion of the supplement in cash. These adjustments are particularly beneficial for low-wage workers, addressing both their immediate financial needs and long-term financial security.”
“Mr Speaker, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] Mr Speaker, the Platform Workers Bill is essential to acknowledge the profound impact of the digital economy on the global labour market. In Singapore, the rise of platform work has underscored the urgency of addressing new challenges in ensuring decent working conditions, fair wages, comprehensive social security coverage, and robust workers' rights. The rapid expansion of platform based work has necessitated a re-evaluation of our existing framework to safeguard the interests of these workers who are increasingly becoming important in our economy. The labour movement warmly welcomes the Ministry of Manpower's initiative to strengthen protections for platform workers via the introduction of the CPF contributions and WICA coverage similar to employees. These moves represent a significant milestone, emerging from years of advocacy and collaborative efforts with the Labour Movement and the tripartite partners, to address key issues and develop a mutually agreeable approach to platform work in Singapore. While this legislative step is indeed a positive advancement, it is important to recognise that there is still room for further improvement. We must continue to refine our strategies and policies to ensure that the evolving needs of platform workers are met with the utmost fairness and efficiency. Mr Speaker, the Labour Movement is notably pleased to see the implementation of the CPF Transition Support Scheme, which signifies a crucial step forward in supporting low-wage platform workers.”
“Chairman, since 1925, co-operative societies (co-ops) have been playing a pivotal role in Singapore, alongside the Government and the private sector. Today, there are 80 registered co-ops that provide a variety of services, including supermarket, thrift and loan, childcare and welfare services. The COVID-19 pandemic demonstrated that the business model of co-ops serve the people's social and economic needs in bad times and not just in good times. For example, NTUC FairPrice ensured that daily essentials remained available and affordable, and the FairPrice on Wheels service was launched to bring essential groceries within walking distance of homes. I am heartened that the Government has engaged the co-op community as part of the Forward SG dialogue. As such, how can co-ops be further supported to continue their unique role alongside other business entities in the "Do Good" space, thereby reinforcing Singapore's commitment to social cohesion and inclusive growth? Senior Volunteerism”
“Chairman, in our rapidly evolving societal landscape, the role of the arts in promoting citizens' health and well-being has become increasingly significant. As Singapore grapples with the challenges posed by an ageing population, there arises a pressing need for innovative interventions to enhance the quality of life and overall well-being of our citizens. Against this backdrop, could the Ministry share insights on how the arts can serve as a powerful tool for promoting greater health and well-being among Singaporeans? Furthermore, what are the Ministry's plans to augment arts-based interventions and how will these initiatives be implemented to ensure their effectiveness in addressing the diverse needs of our community? Building National Identity”
“Chairman, amidst the emergence of new and lesser-known sports disciplines where Singaporean athletes have excelled on the international stage, it becomes imperative to explore avenues for providing support and recognition to athletes in these niche sports. As sports, such as tchoukball and powerlifting, gain prominence, albeit not featured in major games, such as the Southeast Asian (SEA) Games, there arises a critical need to empower aspiring athletes in these disciplines. How does the Ministry intend to provide support to athletes of emerging sports, ensuring equitable opportunities for sharing excellence across all disciplines? Supporting Retired Athletes”
“] Sir, the M3 framework, which is a collaborative effort between key community institutions, such as MUIS, MENDAKI and MESRA, has played a pivotal role in fostering unity and collective action within the Malay/Muslim community. Through its citizen-centric approach and emphasis on impactful community programmes, M3 has served as a catalyst for meaningful contributions from professionals, community leaders and volunteers alike. As we reflect on the journey of M3 over the years, it becomes imperative to examine the key ways in which the framework has facilitated greater impact on the ground. Could the Minister provide insights into some notable initiatives and collaborative ventures undertaken through the M3 framework, particularly highlighting successful partnerships with community stakeholders and volunteers? 5.15 pm”
“Chairman, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] Sir, the recent study conducted by Yayasan MENDAKI sheds light on critical insights regarding employment and employability within the Malay/Muslim community. With over 1,000 respondents polled, this study underscores the significance of lifelong learning and upskilling, particularly among individuals with higher household incomes and those contributing to their families financially. These findings present an opportune moment to recalibrate our approach towards lifelong learning initiatives and career development support within the community. How does the Ministry intend to leverage these insights to facilitate targeted interventions and support mechanisms, to ensure that individuals have the requisite skills and opportunities to thrive in an increasingly dynamic economy? Laying the Foundations for Giving Back (In Malay): [Please refer to Vernacular Speech.] Sir, it is crucial to acknowledge the invaluable role of volunteers in driving community-centric programmes and initiatives. Volunteers, who often come from diverse backgrounds and walks of life, play a pivotal role in shaping the trajectory of community development efforts. However, encouraging greater participation in volunteerism, especially among beneficiaries of community support programmes, remains a pertinent challenge. What are the Minister's plans to inspire and incentivise individuals, including past beneficiaries of community initiatives, to step forward and actively contribute to the betterment of the community? Growth of M3 (In Malay): [Please refer to Vernacular Speech.”
“Chairman, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] In the ever-evolving landscape of community support and empowerment, initiatives such as the Bersamamu programme, stand as pillars of strength in nurturing resilient and harmonious Muslim marriages. This ground-up effort, spearheaded by Naib Kadis, extends its support to couples from the pre-solemnisation phase through their initial two years of marriage. By offering personalised guidance and assistance, Bersamamu not only lays the groundwork for a strong marital bond, but also addresses the evolving needs of Muslim families. With the recent enhancements to the programme, including the involvement of female asatizah, there arises a pertinent question - how does the Registry of Muslim Marriages (ROMM) and MUIS plan to further elevate the competencies of our Kadis, Naib Kadis and female asatizah, to better serve the multi-faceted needs of Muslim families in Singapore? Building up Wakaf Masyarakat Singapura”
“Chairman, in light of the recent adjustments to the LQS, it is evident that Singapore remains steadfast in its commitment to ensuring fair wages for local workers while maintaining effective quota controls. Whilst LQS will help workers, some employers have raised concerns over the upcoming increase in LQS, noting that it elevates business costs. Therefore, could MOM share how it will work with employers to ensure that the increase in LQS is bearable and not too onerous for them? Furthermore, the planned increase in the PWCS wage ceiling to $3,000 in 2025, accompanied by a $1 billion top-up to the fund, underscores the Government's commitment to enhancing support for lower-wage workers. This enhancement not only provides financial relief to employers but also empowers workers to pursue higher standards of living and greater financial stability. In this context, I would like to enquire about MOM's comprehensive strategy for implementing these measures effectively and ensuring that they reach a broader spectrum of low-wage workers. Additionally, could Minister elaborate on initiatives aimed at encouraging consumer support, such as the PW Mark, and strategies for fostering employer investment in upskilling low-wage workers to enhance their earning potential and overall well-being?”
“Thank you, Chairman. As MINDEF and the SAF continue their relentless pursuit of safety and effectiveness, particularly in the domains of training realism, information dissemination and health monitoring, the pivotal role of technology in driving these advancements becomes increasingly apparent. Harnessing the power of technological innovations holds the promise of not only enhancing training efficacy but also ensuring the safety and well-being of our personnel. Last year, MINDEF provided an update on the implementation of the enterprise Safety Information System, facilitating rank and file reporting on near misses and incidents. Could the Minister for Defence elaborate on additional plans MINDEF has in utilising technology to further enhance the safety of our NSmen? 11.15 am Safety Culture and Systems in the SAF The incorporation of "safety" into the SAF's core values in 2016 underscored the institution's commitment to achieving zero training fatalities while ensuring realistic training scenarios. Notably, the SAF's Enterprise Safety Information System (ESIS) marks a significant milestone in leveraging digital technologies and data-driven safety management. By facilitating enhanced situational awareness, predictive analytics and accident prevention mechanisms, ESIS promises to revolutionise the safety protocols within the SAF. Could MINDEF provide an overview of the outcomes and learning points derived from the recent safety audits and reviews conducted within the SAF? Additionally, an update on the work of the Inspector-General's Office, along with findings from safety audits conducted in the past years, would be greatly appreciated. Mental Health Support”
“(In English): Speaker, Sir, in closing, this year's Budget theme, "Building a Shared Future Together", has ignited a collective commitment to navigate global complexities and safeguard vulnerable Singaporeans. While applauding the Government's efforts to alleviate hardships, we must recognise opportunities for targeted support, particularly for lower-wage workers and communities. Looking ahead, our focus would remain on addressing the challenges faced by the vulnerable workers, emphasising better wage and improved job opportunities as a solution to rising cost of living. With unwavering dedication, NTUC stands ready to champion the interests of Singaporean workers. NTUC cares for the well-being of our workers coping with the rising living expenses and is committed to enhancing wages, conditions and better support to improve quality of life. Rest assured, NTUC cares and will take action for you, with you, because Every Worker Matters. Mr Speaker, Sir, I support the Budget.”
“An individual who I would like to highlight is Ms Siti Nur Indra Jalal, 29 years old, formerly a financial advisor for five years with a desire to return to the corporate world through pivoting into a new sector. However, acquiring a new job was both challenging and daunting, especially during the pandemic period. To enhance her employability, Ms Indra enrolled into a six-month Community and Partnership Specialist programme at NTUC LHUB and is currently working as a Project Manager in Cybersecurity for an organisation. She intends to continue upgrading and equipping herself with essential skills through the courses provided by NTUC LHUB. This shows that where there is a will, there will always be a way. From the reference above, it is a good example of a mid-career switch, and it is highly plausible, especially with the newly introduced Level-up programme by SkillsFuture for Singaporeans aged 40 and above. A top up of $4,000 in May 2024 and the Mid-Career Enhanced Subsidy is a boost for individual to continue upskill and seek better employability outcomes. In addition, the monthly allowance of up to $3,000, up to 24 months, for selected full-time courses under the SkillsFuture Mid-Career Training Allowance will be welcomed by many. Therefore, I urge Singaporeans to take full advantage on the readily available programmes to level up oneself and gain better employability. NTUC, alongside our tripartite partners and various other stakeholder groups, will remain committed to helping workers improve their income security and quality of life. These include ensuring financial protection for workers in case of work injury, improving housing and retirement adequacy, and enhancing representation for a brighter future.”
“On a micro level, we are targeting specific groups, namely the platform workers, women, mature workers and the youth vis-à-vis career fairs, workshops and consultations. These platforms aim to exhort career and training opportunities, broaden their understanding of jobs in demand and skills required, and access job opportunities in the growing sectors. As workers' aspirations evolve, our workers' compact, our socioeconomic contract with our workers must be renewed to achieve better wages, welfare and work prospects, which remains as a collective goal for workers, employers and the Government. NTUC, with WSG and MENDAKI, through career fairs and the recent Jobs and Skills Carnival, more than 5,000 Malay/Muslim workers were engaged and close to 20% them had received further coaching and guidance through Focus Area 4’s initiatives. This includes support in, namely, career guidance, job matching and upskilling opportunities. MENDAKI has referred over 140 participants from Women At Work (W@W) to NTUC’s e2i for job assistance from January to December 2023. In conjunction with reintegration efforts by MENDAKI and other employment partners, close to 60 participants have successfully secured a job largely in sectors, such as education, healthcare, engineering, IT and finance. Apart from employment opportunities, NTUC also provides upskilling avenues that make every worker a better worker and every job a better job. Lifelong learning is a process of acquiring new skills and knowledge throughout one’s life, for personal or professional development. NTUC LearningHub (LHub) offers quality training solutions to help workers thrive and remain resilient in today’s digitally transformed economy and beyond.”
“The Labour Movement appreciates the Government's enhancements to the Progressive Wage Credit Scheme (PWCS), including raising the wage ceiling for co-funding from $2,500 to $3,000 in qualifying years 2025 and 2026, and enhancing co-funding levels for wage increases given in 2024. We believe that this enhanced funding support from the Government is timely and will be pivotal transitional wage support for employers to adjust to upcoming mandatory wage increases for low-wage workers covered by Progressive Wage and Local Qualifying Salary (LQS) requirements. Lastly, and on a related note, it is imperative that we look at parallel efforts to raise the LQS. The Labour Movement welcomes the Government's move to raise the LQS to $1,600 in July this year, up from $1,400 previously. This adjustment not only protects the financial interests of the workforce but also reinforces the principle that gainful employment should provide a standard of living that reflects the economic realities of the society in which it operates. In doing so, the LQS contributes to maintaining fair labour practices and fostering a more equitable and sustainable labour market. Therefore, I call on the LQS to be perennially reviewed, especially amid global uncertainty. By aligning the LQS with the rising cost of living, authorities aim to ensure that employees receive salaries that are commensurate with the economic demands of the time. Mr Speaker, Sir, in Malay please. (In Malay): [Please refer to Vernacular Speech.] In the M3 Focus Area 4 framework, we will continue to engage Malay/Muslims, with the aim to bridge workers to employment and employability opportunities, enhancing their capability through skills upgrading and lifelong learning, and reach out to different segments of jobseekers.”
“Advocating force for change is essential to ensure a fair and supportive work environment fostering stability and acknowledging the contributions of all workers. Therefore, I call on the Government to consider ringfencing lower-wage workers to protect them from associated problems stemming from the practice of resetting benefits during contractual changes. Recognising the length of service at the workplace is crucial, ensuring that employees, including re-employed staff, performing the same job receive fair and consistent treatment in terms of wages and benefits. This approach promotes job stability, motivates employees and enhance overall job satisfaction. It contributes to the more equitable and supportive work environment, aligning with the principles of fairness and recognition for long-serving individuals. Enforcing these measures will foster a positive work culture and reinforce the Government's commitment to the welfare of its workforce. Secondly, in the spirit of continuing to help lower-wage workers through PWM, I echo the call from Member Melvin Yong. NTUC has identified two sectors for the implementation of PWM, namely, strata and facilities management as well as pest management. These sectors, such as cleaning and security, are outsourced sectors facing common challenges, such as cheap sourcing, which drives down wages. NTUC has conducted several engagements with stakeholders in the respective sectors and the response has been very encouraging thus far. The Labour Movement will continue to explore the inclusion of these sectors within PWM and would like to call upon all our Tripartite Partners to work with us to do so.”
“Therefore, recognising their importance and challenges is crucial in fostering economic resilience and societal well-being. Last year, I reiterated that the formation of the Tripartite Workgroup on lower-wage workers is a testament to our commitment to ensure that the interests of our lower-wage workers are protected. For the past years, the collective support from various stakeholder groups to uplift the incomes of our lower-wage workers has been encouraging. For example, the Workfare Income Supplement (WIS) enhancements, effective since January last year, were lobbied by NTUC to address rising costs of living. Last week, the Government also announced that lower-wage workers who earn $3,000 or less will be eligible for WIS in January 2025. The changes in WIS reflect the NTUC's strong commitment to support lower-wage workers. NTUC, alongside our Tripartite Partners and various other stakeholder groups, will continue to remain committed to helping workers improve their income security and quality of life and give them confidence in navigating their careers, equipping them to participate in the new growth opportunities. But how can we work towards this goal and what are some areas we can continue to look into? Firstly, the current practice of resetting benefits during contractual changes may provide flexibility for employers to adapt to evolving business needs, assuring alignment with job roles. However, this practice creates a sense of job insecurity and financial instability, especially for lower-wage and re-employed individuals. It undermines the principle of recognising an employee's length of service, neglecting the dedication and experience they bring to the workplace. Hence, it can lead to demotivation, reduced job satisfaction and higher turnover rate.”
“Speaker, Sir, this has traditionally been a time when we, as a nation, delineate our goals and aspirations for the year ahead. It is thus imperative that we renew our commitment and resolve to uplift society, as Singaporeans contend with job insecurity amid the rising cost of living. I am uplifted by the central theme of this year's Budget: "Building our shared future together". As we continue to find ways to deal with the ever-evolving nature of world affairs, we must also set our eyes on how we can insulate and protect vulnerable Singaporeans from external shocks. My esteemed colleagues and I in the Labour Movement strongly support and welcome the plethora of measures introduced to alleviate the hardships that Singaporeans have experienced as a result of the external shocks, primarily from the ongoing conflicts around the world as well as improve all facets of society, amid increasing job insecurity and rising cost of living. Nonetheless, I reckon that there are sufficient opportunities and scope to assist vulnerable workers better amid evolving global developments, especially our lower-wage workers. The best way to help workers cope with cost of living is through better wages and better jobs. Speaker, Sir, in this speech, I will elaborate on how to further support our low-wage workers and also update on the M3 focus areas for efforts in assisting Malay/Muslims in the areas of employment and employability. Low-wage workers are the backbone of our society as they keep Singapore going. Engaged in the vital sectors, such as retail, hospitality and cleaning, they contribute significantly to the daily operations. Their efforts uphold essential services, ensuring the functionality of the economy.”
“In conclusion, while the Maintenance of Parents Act serves as a guiding principle in reinforcing filial responsibilities, we must recognise that destitution can present unique challenges that require our attention. By implementing a compassionate "last resort" option and investing in preventative measures, we demonstrate our commitment to upholding our cultural values while safeguarding the well-being of vulnerable parents. Let us continue to foster a society where no parent is left behind, where the bonds of family are cherished, and where compassion and empathy prevail. Verily, paradise lies beneath the feet of mothers. (In English): Mdm Deputy Speaker, I support the amendment Bill.”
“It is during these moments of profound vulnerability that we, as a compassionate society, must step forward and consider this "last resort". This safety net, designed as a compassionate response, aims to ensure that the basic needs of these vulnerable parents are met. It is essential that we approach this option with utmost sensitivity, empathy and an unwavering commitment to maintaining the dignity of those in need. Collaborative efforts between Government agencies, social service organisations and community leaders are crucial to establishing a robust support system that offers financial assistance, housing, healthcare and social services for destitute parents. Moreover, as we explore this "last resort" option, we must also emphasise the importance of preventative measures. By investing in early intervention programs, financial literacy initiatives and comprehensive social support networks, we can empower families to overcome potential challenges before they reach a critical point. These proactive measures can help alleviate the risk of destitution and ensure that families have the necessary resources and knowledge to fulfil their filial duties without resorting to extreme measures. Furthermore, fostering a culture of compassion and understanding within our communities is essential. We must encourage open conversations and eliminate the stigma surrounding financial difficulties and caregiving challenges. By providing a supportive environment, we can create avenues for collaboration, shared experiences and the exchange of knowledge and resources. Together, we can collectively work towards alleviating the burdens faced by families and ensure that destitution remains an absolute last resort.”
“It encapsulates the cherished belief that filial sons and daughters should provide unwavering care and support during their parents' golden years. Amidst the ever-evolving nature of our society, we must not allow ourselves to lose sight of the intrinsic values of respect, love and care that permeate our cultural fabric. It is incumbent upon us to foster an environment that encourages the nurturing of these values within our communities. By doing so, we empower Singaporeans, particularly the Malay/Muslim community, to preserve the sacred tenets of filial piety while adapting to the demands of contemporary life. Education and awareness programmes must take centrestage, enlightening individuals about the fundamental significance of fulfilling their duties towards their parents. These initiatives should delve beyond mere financial obligations and focus on the emotional and psychological aspects of caregiving. By fostering understanding and empathy within families, we can facilitate meaningful conversations that bridge generational gaps and strengthen familial bonds. Furthermore, we can harness the power of community resources, such as counselling services and support networks, to assist individuals facing financial constraints while ensuring their parents' well-being. Mdm Deputy Speaker, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] Addressing destitution as a "last resort" option. Nonetheless, as we navigate the complexities of caregiving and familial responsibilities, we must acknowledge that exceptional circumstances may arise, leaving families in dire straits. These are instances where parents, through no fault of their own, find themselves destitute and without adequate support.”
“Mdm Deputy Speaker, I am privileged to be part of this Workgroup led by the hon Member Mr Seah Kian Peng to address the important matter of the Maintenance of Parents Act (MPA). The MPA, which governs the financial support and maintenance of elderly parents, warrants our attention due to its profound implications on society. Mdm Deputy Speaker, the MPA is a significant legislative framework that addresses the financial support and maintenance of elderly parents in Singapore. Under the MPA, children who are capable of providing support but neglect their duty to do so can be legally obligated to provide financial maintenance to their parents. In 2022, a total of 110 cases were submitted to the Commissioner for the Maintenance of Parents (CMP). This figure has dropped from 303 cases in 2012, the highest level over the past decade. Our elderly also receives more support from the Government through schemes, such as the Pioneer Generation and Merdeka Generation packages, which, among other things, offer additional subsidies for healthcare. The MPA recognises the importance of upholding the values of filial piety and social responsibility, which are deeply rooted in the fabric of our society. It serves as a means to safeguard the well-being and dignity of elderly parents who may be financially dependent or vulnerable. By providing a legal mechanism, the MPA aims to ensure that elderly parents receive the necessary support from their children to meet their basic needs and maintain a reasonable standard of living. In a nutshell, the MPA stands as a legislative pillar, reflecting the core values of our society. It serves as a poignant reminder of our responsibility that adult children bear towards their ageing parents.”
“I thank Minister for the very comprehensive reply. Just one supplementary question. Just wondering whether are there any plans to further reach out to our seniors, especially those who are frail and staying alone, especially on assistance such as giving them some healthcare within their home, for example, with diapers. I know that the Senior Mobility and Enabling Fund can be used, but I think we can do more in terms of communications or publicity to get them to understand that these are all assistance that they can actually get. So, I am just wondering whether are there plans to improve our publicity or communications plan?”