Ng Chee Meng
Singapore
“I note the intent of the OJT and agree with the objectives behind the proposal, and it will be studied, considered in our NTUC's work, even as we chart possibilities in career counselling for the youths, and do possible pathways to innovate with the IHLs in career guidance and matches into internship and other possibilities.”
“I began this speech with the questions on many workers' minds: how can I take part in the AI growth and benefit from it? How can I translate into fair opportunities for me? Singapore has invested much in education and the skills of our workforce.”
“Mr Speaker, I thank the Government for responding to NTUC's and our Platform Work Association's calls to support sectors most affected by the recent fuel price increases. The measures announced for platform drivers and riders will go some way in easing the pressures on their livelihoods. I have two clarifications.”
“Family members who have mental health conditions or degenerative diseases, such as dementia, which is becoming more common, who may require high supervision but may not necessarily qualify for the three ADL criteria today. Preventive Healthcare in the Community”
“However, there is one group that I am particularly concerned about – the 13,000 or so who are out of the workforce to care for their elderly. I note from MOM's data that this group is largely female, single, 50 and above, non-tertiary educated and do not have any or any recent work experience. We think that there is scope to do more.”
“Chairman, our young graduates are entering the workforce at a time in a disrupted age. AI is becoming more advanced, even at entry-level tasks. And throughout their careers, they will need to adapt and pivot several times, as the pace of change and skills obsolescence increases.”
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“I note the intent of the OJT and agree with the objectives behind the proposal, and it will be studied, considered in our NTUC's work, even as we chart possibilities in career counselling for the youths, and do possible pathways to innovate with the IHLs in career guidance and matches into internship and other possibilities. I will note the point raised and see if we can fulfil the intent, while maybe have variations on the specific pathways. 7.23 pm”
“Our tripartite model works because it is based on trust. Even among our own tripartite partners, when there are different views and priorities, we evolve our conversations. We work through differences to find win-win positions that are in the best interest of Singapore and our workers. It is not about labour versus capital, workers against employers, or one group advancing at the expense of the other. Transformation in the AI era can be win-win, and our tripartite model in the AI era will ensure this. AI is fast-evolving and we do not have all the answers today. Its full impact on jobs and businesses will continue to unfold. We may not agree with every "how", but we must set the right direction, and at the same time, know with humility that we are innovating and experimenting with pathways forward in this era. We have forged a firm commitment – to keep our workers and enterprises at the heart of national efforts to seize new opportunities brought about by AI. And in this Chamber, now it sends a clear signal to every worker – blue- and white-collared alike – this House stands with you. With this House standing united, I am fully confident that we can strengthen our plans and responses at this stage of the AI-enabled growth. Together with enabled enterprises, we will forge "Tripartism in the AI-era" for win-win outcomes as we have done before – in Singapore, for Singaporeans. Not AI instead of workers. But AI that works for workers. Because in Singapore, Every Worker Matters. Mr Speaker, I urge Members of this House to support the Motion as it stands. [Applause.]”
“We will work with tripartite partners to study these issues, building on the Workplace Fairness Act and the Tripartite Guidelines on Flexible Work Arrangements. Members have also surfaced other ideas to contribute to the Motion. Mr Saktiandi suggested for the Government to be the "first customer" of useful AI tools and solutions to facilitate broad and widespread utilisation of AI. He also highlighted the need to calibrate data-sharing frameworks and ethical guardrails. Ms Poh Li San spoke about ethical use of AI in society, to ensure that it is used as a force for good and not for criminal and harmful exploits. Ms Eileen Chong and Mr Fadli Fawzi spoke about the need to address the impact of AI use on our students, and the impact it might have on our cultures. These important issues deserve separate, careful study and consideration beyond the remit of this Motion. But I thank Members, everyone, indeed, who have spoken up and contributed to this Motion. I really appreciate the conviction and the commitment expressed for the workers and the enterprises, for us to create the biggest possible pie for Singapore. I also want to thank tripartite partners who have been on this journey every step of the way: MOM, SNEF and all our different partners. Mr Speaker, with that, let me close – after seven hours and 18 minutes. I am deeply appreciative, finally, of Mr Sharael Taha's sharing of his experience with labour movements overseas, and his insight that a lack of tripartite trust in their system prevents innovation and change even when this change is most needed. I thank him for highlighting the uniqueness of our tripartite model, where our unions not only protect workers, but focus on keeping them relevant, employable and ready to seize opportunities.”
“On the fourth move to enable displaced workers to bounce back with dignity and confidence, Mr Patrick Tay called on the "3 Es" – equitable growth, enhanced protections and engaged workforce. He calls to raise the Jobseeker Support scheme eligibility to the PME median income – around $8,400 as of 2025 – and to provide earlier notification of retrenchment. These are in line with the moves I suggested in this House too. These are specific, actionable asks that will make a real difference to blue-collar workers and middle class PMEs alike. Mr Andre Low questioned whether the JSS is sufficient and proposed a redundancy insurance scheme instead. NTUC’s position is clear – our focus is on ensuring the right support to help workers bounce back. NTUC is not wedded to any particular form. We will work closely with tripartite partners to innovate, as we have done before. That is how we have come up with Workfare, Progressive Wage Model and now the JSS. Our shared aim is to make the JSS even better, so we can better support our workers, especially our PMEs. Mr Yip Hon Weng also made the important point that we must rigorously track the speed and effectiveness of our existing measures to support workers who face disruption, especially the financial runway for displaced workers. I also thank Mr Sanjeev Tiwari, Mr Patrick Tay, Mr Vikram Nair and Ms He Ting Ru for highlighting the potential of AI to cause harm to our workers, such as how AI may intensify workload and introduce risks of discrimination in employment decisions. Ms Eileen Chong suggested also to legislate the right to flexible work arrangements. The Labour Movement takes these concerns seriously.”
“In response, Minister of State Ms Jasmin Lau shared that the Government's commitment that where public support is given, the Government will expect companies to make the effort to support worker outcomes. Mr Saktiandi, Ms Yeo Wan Ling and Ms He Ting Ru highlighted how AI can cause an uneven impact on jobs as well as uneven benefits across different worker groups. Members also highlighted segments of workers who may require additional attention. As Mr Saktiandi and Ms He Ting Ru pointed out, caregivers and vulnerable workers may have unequal access to AI tools and training. Mr Sharael Taha and Ms He Ting Ru spoke about the need to support women. Gig and Platform workers, as Ms Yeo explained, must be consulted. Their lived experience is critical input as work evolves with AVs and AI. She also called for clearer visibility on the national AV deployment timeline so platform drivers can plan transitions. I also thank Ms Yeo, Mr Saktiandi and Mr Fadli Fawzi for speaking up for our skilled tradesmen. Amidst AI disruption, we must do more to equip them in AI fluency and build sustainable and respectable career pathways so that they have better work prospects and wages. Senior workers, as Mr Desmond Tan spoke passionately on, may face more challenges in keeping up with AI disruption and require dedicated support. I fully agree with Members that we must be alive to the needs of specific segments of workers mentioned. I echo Mr Saktiandi's call for sound policies to shape the trajectory of our AI growth so it benefits workers and citizens and remains inclusive. As Ms Poh Li San rightly reminded us, AI also has the potential to augment our workforce and reduce reliance on foreign labour, unlocking the human bottleneck that constrains many businesses today.”
“Dr Hamid Razak spoke for the PMEs, residents and parents carrying this anxiety about AI not just for themselves, but for their children. Indeed, AI-relevant pathways must be tied to job redesign to provide a smoother transition for our youths and PMEs. Several Members have raised concerns about our young graduates. Mr Mark Lee, Mr Yip Hon Weng, Ms He Ting Ru and Assoc Prof Jamus Lim highlighted that fresh graduates face challenges not just in finding good jobs, but in accessing the foundational entry-level roles where they learn to become professionals. NTUC supports the Government doing more to provide wage supplements if indeed there are wider signs of labour market weaknesses. But should this be done too early or too broad a scale, then, employers may not have the right incentive to pay the full wages. This is also why good research and understanding of the labour market is needed. My fellow labour Members of Parliament – Mr Desmond Tan, Mr Sanjeev Kumar Tiwari, Mr Patrick Tay and Ms Yeo Wan Ling – spoke up from our unions' perspective. Their asks – that productivity gains are shared, that workers are supported through transitions and that workers are given a genuine voice in AI adoption – exemplify what the Labour Movement stands for in this renewed tripartism in the AI era. Mr Yip Hon Weng called the Government to establish clear conditionalities for our support schemes to ensure that public funding goes towards worker outcomes. Ms Yeo Wan Ling called for AI grants to be tied to mandatory job redesign requirements and productivity gains linked to worker outcomes. Mr Andre Low made a similar point that we need accountability mechanisms to ensure that our investments in AI are ensuring augmentation, not automation.”
“Mr Gerald Giam had a proposal to support employer-led on-the-job training model so that employers, especially SMEs, are incentivised to train and retain workers. I acknowledge and support the objectives behind these proposals. It is precisely what our CTCs are doing – supporting firms to embark on transformation through structured projects that embed worker training and outcomes. I thank Minister Tan See Leng for supporting NTUC's suggestion to further expand the CTC initiative. What we must now do is to deepen it, scale it and focus our efforts on AI across more businesses and sectors. Mr Mark Lee called for a clearer enterprise "front door" so firms, especially SMEs, are not slowed down by having to navigate multiple schemes and processes. He also suggested that trade associations and chambers could become platforms that accelerate AI adoption across sectors. This is exactly what the Tripartite Jobs Council is setting out to do – to consolidate tripartite partners' various capabilities under one roof to better serve out our enterprises and our workers. I am glad the Government has supported NTUC's proposal to form this Tripartite Jobs Council. Third, on enabling workers to seize new opportunities. Mr Alex Yeo made the point that equipping our workers requires building capability and confidence at the workplace so learning translates into deeper skills. Mr Kenneth Tiong highlighted the importance of providing our workers access to AI tools. Dr Neo Kok Beng suggested that we define competencies for the AI age and validate competencies through certifications. I note these suggestions. Ms Yeo Wan Ling and Mr Vikram Nair also made the point that job redesign if done well is the key to ensure that AI creates opportunities and pathways for our workers to grow.”
“Workers and enterprises need more than information. They need trusted intelligence put directly in their hands, so that they can navigate this transition with clarity, not anxiety. I thank Mr Alex Yeo, Ms Poh Li San and Ms He Ting Ru for supporting this proposal. Ms He Ting Ru highlighted the need for Singapore-specific research so that we know the impact of AI disruption on our more vulnerable workers. Mr Alex Yeo pointed out that such intelligence could also help us identify where AI is creating new jobs and new industries so that the Government can move early to incentivise AI startups and enterprises to generate fresh opportunities for our workforce. Assoc Prof Terence Ho likewise underscored the need to deepen local research on how AI is reshaping work to inform our responses and to position Singapore within global research networks on human AI complementarity. Within NTUC, we have begun contributing to this work through our Labour Alliance co-laB (LAB), a research community we formed with academics that brings together experts across our IHLs. Working with our tripartite partners, LAB seeks to translate international best practices into insights grounded in Singapore's labour market realities so that researchers, adult learners and human resource practitioners alike can have an earlier, clearer basis to act on AI transformation. Second, on enabling enterprises to transform with AI. Mr Mark Lee spoke about enterprises' need to transform to stay competitive, making the important point that enterprise and workforce transformation must move together. Mr Yip Hon Weng reinforced this – that the real constraint is not the technology, but workforce readiness, and we must move from AI adoption to AI fluency, with clear accountability for worker outcomes.”
“Mr Speaker, Sir, I thank all Members who have debated and supported this Motion with such conviction. All Members recognise that AI adoption is not optional. If Singapore is to stay competitive, both enterprises and workers need to raise AI fluency to seize new opportunities. There is also a clear consensus on the transformative potential of AI and on our collective responsibility to manage its impact on our enterprises and our workers. As Minister Tan See Leng and Minister of State Ms Jasmin Lau have pointed out, left to the market, AI growth may not automatically benefit workers. Members like Mr Yip Hon Weng warned about an outcome where some workers gain but others risk falling behind. I am therefore glad that through this Motion, the Government has affirmed that it will not leave outcomes to chance, but will shape the direction of AI growth deliberately and I look forward to the measures that will be unveiled through the Economic Strategy Review report. Mr Speaker, Members raised ideas that deserve serious consideration. In my opening, I put forth four practical moves: first, building market intelligence and foresight for an AI-enabled economy; second, enabling enterprises to transform with AI and to do so in a way that benefits workers; third, enabling workers to seize new opportunities; and fourth, enabling displaced workers to bounce back with dignity and confidence. These are no-regrets moves – practical, grounded and effective. They lay the foundation for AI growth that translates into good jobs and better prospects for our workers, guiding how AI is adopted, how work is re-organised and how workers can move through change with support and dignity. Let me draw on Members' contributions and address them. First, on intelligence and foresight.”
“Mr Speaker, I move that the debate be now adjourned. [(proc text) Resolved, "That the debate do now adjourn." – [Mr Ng Chee Meng]. (proc text)]”
“I began this speech with the questions on many workers' minds: how can I take part in the AI growth and benefit from it? How can I translate into fair opportunities for me? Singapore has invested much in education and the skills of our workforce. As we enter the next phase of growth, we must review our steadfast commitment to support our workers. Young graduates, white collar PMEs, younger or older, blue collar workers alike. The four practical moves I have outlined are a call for collective action in this AI transition. Act early so we understand how jobs are changing and give workers and businesses better foresight. Support enterprise transformation while uplifting workers for win-win outcomes. Enable workers to seize new opportunities as jobs evolve. And when disruption occurs, ensure that workers bounce back with dignity and confidence. This renewed compact must be the foundation of our unique tripartism in the AI era, keeping enterprises competitive and workers firmly at the heart of our progress. Because in Singapore, every worker matters. Sir, I beg to move. [Applause.]”
“Together with earlier notification, quicker and more coordinated mobilisation, we can ensure that displaced workers recover faster and bounce back with confidence. Mr Speaker, in Mandarin, please. (In Mandarin): In this AI era, countries are transforming rapidly, businesses are adapting and jobs are changing. Young people are asking, "What should I study to go further in my career?" Workers are also asking, "How can my experience continue to add value in this age of AI?" Therefore, we must act early. We must integrate business transformation with worker training to ensure that economic growth translates into quality jobs for our workers. NTUC, the Government and employers have established the Tripartite Jobs Council to drive AI transformation and employment support. NTUC will work with institutes of higher learning to strengthen career coaching and career planning, so that graduating youths are able to find suitable jobs more quickly. At the same time, we propose for local businesses, unions and academia to jointly study the impact of AI on employment. Through NTUC's Company Training Committee Grant, we will strengthen support for businesses to adopt AI and seize new opportunities. In doing so, white collar workers will be able to harness AI and take on higher value work. Blue collar workers will also be able to upgrade their AI skills and access new growth pathways. For those who need to switch careers, we will walk alongside them as they make a fresh start. Mr Speaker, by staying united and through collective effort, we will be able to progress more steadily and reach greater heights in the AI era – one that every Singaporean has a place. (In English): Mr Speaker, Sir, let me conclude.”
“Beyond job matching, displaced workers must be supported to bounce back too with dignity, with real opportunities to train, transit and move to the next good job. Let me share one such example. Mr Hong, a mid-career IT manager in the retail industry, was retrenched when his company offshored its IT support. Despite 15 years of experience managing enterprise IT systems, his opportunities were limited. He felt dejected, lost and unsure where to restart. Thankfully, with career guidance and coaching from NTUC's e2i, Mr Hong was able to pivot to the healthcare industry as an IT manager within a short time. Like Mr Hong, many workers feel vulnerable after retrenchment, especially after years of contribution to the same organisation. For those with a mortgage, with school-going children or with ageing parents to support, the pressure to find a job quickly is very real. That is why financial support during transition matters. It is not welfare. It is an investment in worker outcomes. We are glad that the Government has taken on board NTUC's suggestions to introduce the SkillsFuture Jobseeker Support Scheme (JSS). It provides time-bound support, tied to active job searches and training. The Labour Movement now proposes to expand the coverage of the scheme. Today, this JSS is pegged to a median income of about $5,000. But in the AI era, many PMEs earning above this level may face the same displacement risks and the same need for structured transition support. Adjusting coverage closer to the PME median gross income levels would better reflect the realities of the AI-driven disruption. Our aim is not to preserve old jobs. It is to help Singaporeans move, over time, more confidently into the next good job faster.”
“We must keep a vigilant watch on emerging AI governance issues and adapt our policies, even our laws. Keeping human-in-the-loop will be important, especially in areas like hiring, work allocation, performance management and dismissal decisions. But even with these best efforts, we must be honest that some displacement will still occur, particularly among the PMEs. In the age where AI displacement may be more pronounced, we must find ways to reach affected workers early and shorten the time between disruption and recovery. For displaced workers who have put in years of hard work, retrenchment can feel sudden and deeply unsettling, as if the ground has shifted from beneath them. That is why our support systems must act as early as possible and support these affected workers to bounce back on their feet. I have called in this House for advance notification of retrenchments to the Government. This should be done before the employee's last working day. I am glad that this is being studied in the ongoing review of the Employment Act. The purpose is to help affected workers adapt and bounce back as quickly as possible while keeping our labour market flexible and dynamic. In practice, especially for larger-scale retrenchments, earlier notice allows our unions, allows e2i, through its network of 27 National Career Centres, to come in early to support affected workers. I am heartened that many companies undergoing restructuring already provide such early notification. This has allowed tripartite partners to deploy career and emotional support onsite. In such cases, we were able to offer immediate reskilling pathways and work directly with employers to line up suitable vacancies, sometimes even before the affected workers' last day of work.”
“Sector by sector, company by company, we will help enterprises and workers utilise the Company Training Committee to transform their business processes and operating models to reap the benefits of AI. Today, there is strong demand for digital transformation and AI-related Company Training Committee projects. I visited SIN(G) Assurance PAC earlier this year, a public accounting firm that offers audit and assurance services. Journal entry testing used to involve long hours of repetitive scanning and junior auditors depended heavily on managers for technical guidance. Using the Company Training Committee grant, the firm implemented a quality management tool that eliminated tedious and time-consuming manual tracking of spreadsheets. It also adopted robotic process automation and deployed an AI-enabled chatbot to improve audit efficiency and accuracy. Technology is now a force multiplier for SMEs like SIN(G) Assurance PAC. It enables workers to apply their professional judgement to higher-value work. Cases like these show us that when transformation is done with workers at the centre, enterprises and workers both benefit. NTUC has co-developed AI Transformation Blueprints with AI Singapore to help companies assess their readiness, identify gaps and implement the most suitable AI solutions. We are also partnering AWS and Huawei as Lead Multipliers to bring their expertise, solutions and networks to help more enterprises and workers. We will bring these capabilities to the Tripartite Jobs Council, so that we can pool resources and make it easier for workers of all collars to seize new opportunities as AI reshapes work. Fourth, we must enable displaced workers to bounce back with dignity and confidence. The impact of AI on jobs will continue to evolve.”
“I met several young professionals recently when I visited Amazon Web Services (AWS). Some of these fresh graduates had initial anxieties but ultimately managed to secure positions after a period of job searches. Ending up in AWS is a good outcome. But it raised a question in my mind too. Could the journey have been smoother with earlier career guidance, better insight into employer needs and stronger matching for internships and entry-level roles? We can do more. NTUC's e2i has developed an AI Career Coach to help youths and jobseekers improve their resumes, practise mock job interviews and receive feedback for improvement. Through tailored job suggestions, youths can get a boost to help with their job searches and perhaps, make the process that little bit less daunting. For PMEs and mid-career workers, the challenge is different – 56% of PMEs surveyed by NTUC felt that they need to upskill to keep pace with AI. Our PMEs will need confidence that skills upgrading can translate into real job opportunities and that their experience will continue to matter. To address the needs, NTUC LearningHub has developed AI skills pathways at different levels of proficiency. Since the launch of NTUC's AI-Ready SG initiative in February, more than 4,000 workers have embarked on AI training to level up their AI skills. NTUC LearningHub intends to scale these efforts under AI-Ready SG to more than one million training places over the next few years. Our unions will do their part as well. The Union Training Assistance Programme will be expanded to help offset the cost of subscriptions to selected AI tools. Our unions will also work closely with sectoral champions to ensure that AI training for our workers is practical and support their daily work.”
“In this case, NTUC and our unions stand with GP doctors, not only as healthcare professionals but also as small business owners navigating change. The Company Training Committee works because it is built on a win-win foundation – enterprises transform and workers progress with them. Up to now, the Labour Movement has spearheaded the Company Training Committee initiative. Going forward, I propose that we do so together with the Singapore National Employers Federation (SNEF) as part of the new Tripartite Jobs Council. In other words, both NTUC and SNEF will work together to expand and scale the Company Training Committees nation-wide. Together, with our networks, we can reach more enterprises and more workers. We can provide more focused AI-related support and achieve more win-win outcomes. And in that process, Minister Tan See Leng is just walking back into the Chamber, we will likely need more resources for this new Company Training Committee implementation approach. NTUC will work through the details with SNEF and put up our requests for funding when ready, and we hope the Government will provide its full support. Third, enabling workers to seize new opportunities. As AI reshapes industries and business models, the impact on jobs will continue to evolve. For our youths and our workers, having clearer signals, better pathways and practical support can help them move into new opportunities. This support has to start early. Through the Tripartite Jobs Council, we should strengthen our outreach to IHLs so that students can gain labour-market insights and plan their career moves earlier during their studies. We can do more as an ecosystem to help our youths make informed choices and shorten the transition from school to work.”
“Worker outcomes must be part of the business transformation plans, not left to chance or treated as an afterthought. This is why NTUC pioneered the concept of the Company Training Committee, so that transformation uplifts businesses and workers together. Since the first Company Training Committee in 2019, we have formed more than 3,800 Company Training Committees, with projects and training benefiting more than 300,000 blue- and white-collar workers. We forged skills training, job redesign and clearer career development pathways together with transforming businesses. Let me illustrate what this looks like in practice in the healthcare sector. Tan Tock Seng Hospital and the Healthcare Services Employees' Union are tapping on the Company Training Committee to scale PreSAGE. PreSAGE is a smart patient monitoring system for fall-risk patients. It uses an AI-trained system with thermal sensors above the patient's bed to capture heat patterns. When the patient is predicted to enter an unsafe fall zone, the AI system triggers an alert to nurses to respond. This system is always on. It watches out for patients 24/7. This means nurses no longer need to go ward after ward, potentially across 1,200 beds, to manually check where the fall sensor mats need to be placed. This new workflow is faster and smarter and less demanding. This is what AI-augmenting work looks like. AI changes tasks and workflows. It designs out tedious, repetitive, labour-intensive work and it makes, in this case, nursing more sustainable and meaningful, especially also for the older staff. We are also partnering GP+ Co-operative to support general practitioners (GPs) to use AI, to upskill clinic staff on case documentation and raise overall productivity.”
“This is foresight and intelligence that Singaporeans can trust because it combines macro data on the one hand and ground realities on the other, from unions who know their workers, as well from employers navigating AI transformation. With such a system, tripartite partners can better make sense of how work is evolving. Enterprises and workers will not be left guessing. They will have clearer direction, more time to prepare and better support to move into new opportunities. Second, we must enable enterprises to transform with AI and do so in a way that benefits workers. Enterprises must be empowered to adopt AI, with workers actively involved so that transformation delivers stronger business performance and better workforce outcomes. We can already see some possibilities of what can happen when AI adoption is intentional, phased and paired with workforce upgrading. At Port of Singapore Authority (PSA), supported by the Singapore Port Workers Union and the Port Officers' Union, AI-enabled systems are progressively rolled out to improve operational planning and safety. At ST Engineering Land Systems, together with the ST Engineering Staff Union and the former SkillsFuture Singapore, workers across more than 40 suppliers are being trained in AI and new precision engineering tools to meet the evolving needs of advanced manufacturing. But small and medium enterprises (SMEs) often face tighter constraints in resources, expertise and bandwidth. This matters because SMEs employ about 70% of our workforce. Supporting more SMEs means more workers can benefit from AI-enabled transformation. Across enterprises large and small, we must ensure that training, job progression and wage outcomes are built into the transformation process from Day One. This is how growth stays inclusive.”
“The landing point is fuzzy and still uncertain. That is why Singapore needs our own trusted system of market intelligence and foresight, one that reflects our sectoral mix, workforce profile and enterprise realities. Workers, both white and blue collars alike, need practical answers and guidance: which roles are evolving? Which ones are likely to disappear? Which skills will matter more? Where are the new jobs? What should I do next? For youths, this could mean clearer signals on which skills will open doors so that training pathways can be better designed to match labour demand. It also means a less anxious transition from school to work, even as entry level roles change. For PMEs and blue-collar workers, this means early guidance on how to upskill, use AI to augment their roles, expand their job scope and improve work prospects. With targeted reskilling, workers can raise their value and move confidently into new, redesigned or adjacent roles. Good research can also help us avoid reactive policy-making because intervening only after displacement has occurred is far more costly, financially, economically and socially. By reskilling workers before their roles diminish, they are also far more likely to stay employed and progress. This is why a market intelligence and foresight system, tailored to Singapore, matters. It brings together insights from trade associations on how industries are adopting AI, enterprise data on job redesign and productivity shifts, and union sensing on worker concerns, skills stress points and what upskilling is actually working.”
“When technology reshaped work in the past, tripartite partners stepped up together: during the National Computerisation Plan in the 1980s; through the Skills Programme for Upgrading and Resilience during the Global Financial Crisis; and through the NTUC Job Security Council during COVID-19, which helped thousands of workers displaced overnight to return to work. We must do likewise in this era. At Budget, our Government underscored the need to support workers and companies to adapt and succeed in an AI-enabled economy, with the Prime Minister chairing the National AI Council. NTUC also launched AI-Ready SG to empower more workers to use AI in their daily work, with AI-enabled tools to support jobseekers and workers of all collars. To build further on this, tripartite partners have set up the Tripartite Jobs Council to support enterprise transformation, job redesign and worker transitions, forging win-win. What matters now is how we take this tripartite commitment to act early and act together, with a humble approach that keeps us close to the ground, so that our AI ambitions translate into confidence and opportunities for enterprises and most importantly, Singaporeans. Mr Speaker, Sir, to give effect to this Motion, allow me to outline four practical moves. First, we must build market intelligence and foresight for an AI-enabled economy. In this period of rapid change, workers and enterprises do not just need more information. They need trusted intelligence, grounded in Singapore's own labour market realities. Today, workers and enterprises face a fragmented, sometimes even conflicting, view of the AI landscape. Some global reports warn of large-scale job displacement. Others say that AI is the future of white-collar work.”
“Today, more than 60 AI Centres of Excellence in Singapore are supporting AI deployment across workplaces. NTUC is also seeing more than double the number of enterprises seeking support on AI-related projects and asking how to seize new opportunities. Mr Speaker, I firmly believe that we must act early. We must strengthen our plans and responses at this stage of the AI-enabled growth, before disruption takes hold. As Singapore pushes ahead strategically on AI, our desired outcomes are clear: to grow our economic pie as large as possible, while ensuring that this growth translates into good jobs and opportunities for Singaporeans; to enable enterprises to use AI technologies to transform and train workers to do higher-value work, take on broader roles and create more value; and to invest in our workers and empower them, preparing them early to move into AI-augmented roles. This is the proactive AI future we must work towards because our people are our greatest strength. Not AI instead of workers, but AI working for workers across all collars, across enterprises. I am sure that everyone in this House agrees. AI is no longer optional. Used well, it can raise productivity, unlock new possibilities and strengthen our competitiveness. But every worker, who puts in the fair share of effort must be able to see where they can fit into this new economy and be supported to get there. This is how we anchor AI-enabled growth in fairness, resilience and opportunity for all. Singapore has never waited for disruption to hit before acting. We have always chosen to look ahead and prepare early.”
“Economists warn of scars when job disruption is unmanaged. At the other extreme, fear takes hold. Workers push back defensively. In Hollywood, writers and actors have taken to picket lines and public demonstrations over the use of AI. These are not paths that we want for Singapore. This is why today, my fellow Parliamentarians and I put forward this Motion to set out a clear agenda for AI adoption, one that strengthens Singapore's competitiveness, supports our enterprises and empowers our workers. We must build on our tripartite strengths for this new AI-enabled era to ensure that it benefits all workers. To that end, Mr Mark Lee will address the clarity for enterprises, our AI front door; Mr Saktiandi Supaat will speak on building an inclusive AI-enabled economy for Singapore; and Ms Yeo Wan Ling will speak on job redesign for the future of work. Sir, this phase of economic growth is different from the past. AI is advancing at such speed that even its creators are acknowledging its limits and the need for guardrails, safeguards. In fact, AI has widened the scope of what one person can do quite incredibly. In many countries, "solopreneuers", or one-person outfits, are using AI to carry out work previously done by whole teams. AI is, therefore, not just reshaping jobs. It is reshaping business models and organisational structures. Against this backdrop, the concerns raised to the Labour Movement are grounded in lived experience. One in five respondents NTUC surveyed cite job security as their top concern, linked to anxieties around AI and automation. Workers worry their skills may not keep pace. Parents are concerned about their children's employability. Enterprises share concerns too. Many want to transform but are weighing workforce readiness and implementation costs.”
“More recently, leading technology firms, like Meta and Microsoft, have announced global restructuring plans. AI may not be the only driver of these changes. But they show clearly that the nature of work is changing fast. Workers are anxious and paying close attention. I understand these concerns. AI is impacting junior roles, which were once the first rung of a career ladder. Routine, process-heavy tasks are increasingly automated. Across the economy, AI is reducing the need for junior staff to spend long hours on data processing and standardised modelling. AI is also reshaping professional, manager and executive (PME) jobs in higher-end professions, like doctors, lawyers and accountants. At the same time, AI is also creating new jobs, new roles. But even as new opportunities emerge, workers have real and understandable concerns. Young graduates ask: where do I start, and how do I build the right skills when the first rung is now higher? Many mid-career PMEs and workers ask: will my experience count? Will my experience continue to matter? How can AI strengthen my role and not replace me? Taken together, these shifts challenge the assumption that economic growth will always lead to more and better jobs. Our economic agencies continue to bring in good investments. The Government has set out clear ambitions to strengthen an AI-enabled economy. But for many Singaporeans on the ground, two questions remain: how can I take part in this growth and benefit from it? How will this growth translate into fair opportunities for me? Around the world, we can see the extremes of what happens when these questions are left unanswered. On one extreme, some societies allow technology to race ahead. Displaced workers are left to fend for themselves.”
“Mr Speaker, I move*, "That this House (1) recognises the transformative power of new technologies, especially Artificial Intelligence (AI), to drive Singapore's next phase of economic development; (2) emphasises that Singapore's approach to AI-enabled growth must be anchored in fairness, resilience, and opportunity for all; (3) resolves to equip and support workers and enterprises to seize new opportunities and advance together; and (4) affirms that economic progress must remain inclusive, and that Singapore must not have jobless growth, because every worker matters." [(proc text) *The Motion also stood in the names of Mr Mark Lee, Mr Saktiandi Supaat and Ms Yeo Wan Ling. (proc text)] Mr Speaker, Sir, I declare my interest as the Secretary-General of the National Trades Union Congress (NTUC) where together with my NTUC's sisters and brothers gathered in the Public Gallery, we champion workers' wages, welfare and work prospects. This Motion represents the voices of our leaders and workers discussing AI transition in the last two years or so. I want to speak today: to the young graduates wondering if their skills will be enough; to the mid-career professionals asking whether their experience still counts; to the blue-collar workers worried if they will have good jobs in an AI-enabled economy. Since Independence, Singapore's growth has been anchored in a simple but powerful compact: as our economy advances, our workers advance together. Today, in an AI-enabled world, we must renew that compact, deliberately and together. AI is no longer just a tool. It is reshaping how work is done, how we serve customers and how value is created. Consulting firms, such as KPMG and Accenture, are starting to include the use of AI to achieve business outcomes as a staff assessment.”
“Mr Speaker, I thank the Government for responding to NTUC's and our Platform Work Association's calls to support sectors most affected by the recent fuel price increases. The measures announced for platform drivers and riders will go some way in easing the pressures on their livelihoods. I have two clarifications. May I clarify if similar support is being considered for other self-employed groups who are significantly impacted likewise, such as Combi bus drivers and limousine drivers? I believe they are currently not covered in the announcement. NTUC will stand ready to partner the Government as a stakeholder to ensure that these workers are not left behind. Second, may I ask if the Government will encourage service buyers to take a fair and practical approach in reviewing existing contracts where sustained fuel cost increases materially affects the viability of our workers' livelihoods.”
“Chairman, I thank the MSF, especially SG Enable, for the good work in uplifting our PwDs. Today, more than 30% of PwDs are in employment, with a roadmap to move up to 40% by 2030. The Taskforce on Assurance for Families with Persons with Disabilities will also be doing more in three key areas: employment, community living and affordability. I have families in Jalan Kayu with special needs children. Key concerns of these families include the availability of education and support services; financial support; whether they can help their children find employment or remain engaged; and what will happen to their children when they pass on. In one particular case, I met a pair of aged parents last year caring for their 30 plus-year-old autistic son. He is on the severe spectrum side of the needs. Since then, the father has passed on and the mother now cares for the son alone. I would like to ask the Ministry what practical strategies will be looked into to better support our families with PwDs, especially those who have graduated from the schooling system? What more can be done to improve their employment prospects, or remain engaged and cared for during their lifetime? Mental Health Support for Deaf Persons”
“Family members who have mental health conditions or degenerative diseases, such as dementia, which is becoming more common, who may require high supervision but may not necessarily qualify for the three ADL criteria today. Preventive Healthcare in the Community”
“Chairman, Singapore will become a super-aged society this year. One in two who are healthy at 65 years old, are expected to develop severe disability at some point in their lifetime. This means that many Singaporeans will become caregivers at some point. Our families, especially those who are middle income and sandwiched between young and old, will come under increasing pressure and strain. 8.15 pm Our women, who traditionally shoulder a more of the caregiving load, will be disproportionately impacted. I thank the Ministry for providing more support for our caregivers under the Caregiver Support Action Plan. Launched in 2019, caregiver support has been enhanced in a few areas, including respite care, subsidy levels and the Home Caregiving Grant. Further, through Age Well Singapore programme, we will help more seniors age well in the community. I have a few clarifications and would like to provide some suggestions on how we can refresh our Caregiver Support Action Plan in the next bound. First, what are the critical gaps in accessibility, affordability and quality of eldercare services that our middle-income families continue to face? And what are the Ministry's plans to address these gaps? Addressing these gaps are important, so that working caregivers can continue working with peace of mind that their loved ones are well-cared for. Second, whether the Ministry will consider expanding the means-tested Home Caregiving Grant to provide more support for more caregivers, including those who care for family members who require assistance with one to two Activities of Daily Living (ADL), below the current eligibility of three ADL today.”
“However, there is one group that I am particularly concerned about – the 13,000 or so who are out of the workforce to care for their elderly. I note from MOM's data that this group is largely female, single, 50 and above, non-tertiary educated and do not have any or any recent work experience. We think that there is scope to do more. We ask the Ministry to study providing targeted CPF top-ups for middle- to lower-income caregivers who have left employment for caregiving and who lack retirement adequacy. These measures would help provide greater support and earlier assurance for our workers that their sacrifices made for caregiving will not unduly compromise their own long-term needs. I would therefore like to ask the Ministry on its plans to study and consider measures to better support our caregivers' employability and retirement adequacy. More support for Retirement Adequacy”
“We have asked for mandatory advance retrenchment notifications, so that earlier and better transition support can be given to PMEs facing retrenchment; and the SkillsFuture JobSeeker Support Scheme to be reviewed to ensure a baseline level of support to our middle-income PMEs. In that light, I would like to ask the Ministry whether the Mandatory Retrenchment Notifications can be brought forward to enable earlier and better support to retrenched workers; and for the coverage of the current SkillsFuture JobSeeker Support Scheme to include our middle-income PMEs. The third group I would like to cover are our caregivers. As Singapore ages rapidly, more workers, especially the "sandwiched generation" in their 30s to 50s, will face dual pressures from caring for young children and elderly parents. Caregiving emerged as a key concern as early as 2023 in our #EveryWorkerMatters conversations. In NTUC's recent survey of Economic Sentiments, close to one in two caregivers surveyed considered leaving their job due to stress from caregiving. More must be done to support our caregivers to juggle work and caregiving. First, let us move towards stronger institutional measures, including statutory paid caregiving leave, so our caregivers can stay employed, keep their skills current in a rapidly transforming economy. Second, provide caregivers who drop out of work due to caregiving with greater support and earlier assurance for their own retirement adequacy. The one-off means-tested Central Provident Fund (CPF) top-up to provide additional support to boost retirement adequacy of Singaporeans aged 50 and above is a step in the right direction, especially for our caregivers.”
“I ask for MOM to be alongside our young graduates as they navigate these challenges. We must boldly rethink, refresh and re-shape our skills and jobs ecosystem so that workers, including the PMEs, can be better supported and enabled as they navigate the different stages of their careers, from graduation, all the way till retirement. The move to merge SSG and WSG is thus a step in the right direction. In making this move, we must endeavour to foster a better integration of business and workforce transformation. This is important. From NTUC's experience, workers, including PMEs, are much more ready to upskill when they can see their training resulting in better wages or better work prospects. In addition, when business transformation is done hand-in-hand with workforce upskilling, true value is unlocked because businesses can better incorporate AI into their business model, and workers can better apply what they have learned and share in the real productivity gains. I have two clarifications to make. First, can the Ministry share more details on how the merger between SSG and WSG will benefit our workers, including PMEs, in their career journeys from graduation to retirement? Second, is the Ministry considering how to better integrate the various efforts across business and workforce transformation, together with Tripartite partners, as part of the new setup? The second group I would like to speak for is our PMEs. PMEs – especially mid-career, middle-income PMEs supporting their children and aged parents – are especially worried about the impact of retrenchments to them and their families. That is why NTUC has been calling for more support for our workers, especially PMEs, facing retrenchment.”
“Chairman, over the past decade, the Labour Movement has worked closely with tripartite partners to secure better wages, welfare and work prospects for our workers. Our workers, including PMEs, have consistently seen real wage growth. Thanks to the PWM, our lower-wage workers experienced the strongest percentage growth in their real incomes. Income inequality today is at its lowest level on record. PMEs now also have better support if they are retrenched through the SkillsFuture Jobseeker Support Scheme. Our young graduates have extra support to find work through the GRIT scheme. Looking ahead however, technological and global economic shifts could result in more frequent employment disruptions for our workers, including and especially our PMEs. As our society enters a "super-aged" era, our workers will also face more intense caregiving demands. These changes will hit our workers, from the younger to the older, from blue collar to the white collar. As such, we must do more to address their unique needs and challenges. Today, I will focus my cuts to seek more support for our young graduates, PMEs and caregivers. My fellow MPs have covered or will cover the other worker segments. First, let us do more to build up the career health of our young graduates from the onset. Many Members in this Chamber have spoken up likewise. Our young graduates are entering the workforce at a time when the nature of work is shifting. In some instances, they need to outcompete AI at entry-level jobs, in others, they need to swiftly top up their skills with AI to be relevant. Throughout their careers, they will likely need to adapt and pivot multiple times, as the pace of change and skills obsolescence increase.”
“Chairman, our young graduates are entering the workforce at a time in a disrupted age. AI is becoming more advanced, even at entry-level tasks. And throughout their careers, they will need to adapt and pivot several times, as the pace of change and skills obsolescence increases. If our education system does not evolve, there will be a growing mismatch between graduates' skills, job expectations and experiences and evolving market needs. Our education system, especially our IHLs, must become more agile and proactive in anticipating future skills demands, especially in this AI disrupted age. This must happen at every level and not just at our universities, but in our polytechnics and ITEs too. In light of this, how will the Ministry be ensuring that our IHLs refresh their curriculum and pedagogy to ensure that our students are ready for an AI-disrupted job market, with better chances of securing a good job? SkillsFuture Quality - Micro-credentials”
“(In English): Mr Speaker, the challenges of this disrupted age require us to do more to strengthen ourselves from within. Let us empower every worker be AI-ready, strengthen support to those vulnerable to disruption and strengthen the Labour Movement's ability to protect and uplift our PMEs in this age where it is no longer just the blue-collar workers that may face technological disruption, but with AI disrupting the white-collar space as well. The Labour Movement will continue advocating for measures that support workers today and improve their prospects for tomorrow, whether it is helping young graduates into good first jobs, supporting PMEs to navigate career transitions or ensuring caregivers can stay employed while caring for their families. Notwithstanding the points I have raised on behalf of the Labour Movement, I stand in support of this Budget. [Applause.]”
“Mr Speaker, in Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] The world is changing rapidly. Economic outlook is uncertain. AI is advancing quickly and the population is ageing. A top concern among many workers is whether they can keep their jobs. According to NTUC's survey conducted last year, about 40% of white-collar workers were worried that they might lose their jobs beyond the next six months. Many are asking: "Will AI replace my job?" Many workers are also struggling to manage both work and family responsibilities. We must take their concerns seriously. We can address these challenges in three areas. First, help every worker turn AI into an advantage. Just as we learned to use computers and smartphones in the past – we need to clearly guide workers on what to learn and how to learn it so that AI becomes a helper, not a competitor. Second, review the income ceiling of the SkillsFuture Jobseeker Support Scheme. The current income ceiling is $5,000. As of September last year, about 60% of applicants were rejected, with one reason being that they exceeded the income ceiling. In 2025, the median income for PMETs was about $7,600. NTUC proposes linking the income ceiling to the PMET median income so that more jobseekers can receive timely support during their transition. Third, strengthen support for caregivers. One possible approach is to update the Caregiver Support Action Plan to help them remain in the workforce while caring for their families, maintaining stable incomes and continue building up their retirement savings. NTUC will continue to work with the Government and employers to ensure that every worker can stand on firm footing during the transitions, with peace of mind at work and at home.”
“In this disrupted age, we need to reinforce the ability of our Labour Movement to stand alongside our workers, especially our PMEs as they navigate transitions. First, let us move towards advance retrenchment notifications. In the last few years, there have been a few high-profile retrenchments which made the news. These cost quite a stir. Many times, these incidents could have been avoided if companies worked with the union involved and if NTUC were informed and notified earlier. Advance retrenchment notifications support our ability to work together with companies to provide timely and tangible support of our affected workers. Before retrenchment, and not five days after retrenchment, when many of the workers may have already left the company and are no longer contactable. In fact, in many major economies, like the United States (US), the European Union (EU), Switzerland, Australia, Japan and China, these countries already have some form of laws or policies requiring advance retrenchment notifications. The intent of the Labour Movement is not to constrain companies' flexibilities. It is to put out tripartism to work, in upholding responsible retrenchment and delivering more coordinated support for workers, including PMEs amid this disrupted age. Second, let us strengthen the ability of our unions to represent more PMEs. We all know that our workforce is becoming increasingly PME-centric. Over the years, the Labour Movement has been innovating to improve our relevance to PMEs, including by rolling out programmes that PMEs want, such as mentorship, and we will do more. I urge the Government, together with tripartite partners, to continue working with the Labour Movement to support and enable our PMEs in the AI-disrupted era for win-win outcomes.”
“Around 900 respondents in NTUC's survey were caregivers and close to one in two of them considered leaving their job at least once a month due to the stress from caregiving. We must therefore strengthen support for our workers so that they navigate transitions confidently and where needed, bounce back stronger. First, we must continue to support our young graduates to secure good job opportunities. Tripartite partners must be ready to step in building on existing measures, like the GRaduate Industry Traineeships (GRIT) Programme. Second, we must do more to support our PMEs who face retrenchment. Today, only workers earning $5,000 or less monthly are eligible for the SkillsFuture Jobseeker Support Scheme (JSS). As of September 2025, exceeding this income cap was one of the reasons for 60% of applications to be rejected. As more PMEs may experience churn, it is timely for the Government to review this income threshold, so that the JSS can provide baseline assurance to our middle-income PMEs during retrenchment. One possible approach is to peg the income threshold to the professional, manager, executive and technician (PMET) median monthly income, which was around $7,600 in 2025. And third, we must refresh our Caregiver Support Action Plan to help our caregivers remain at work, return to work when ready and safeguard their financial resilience and retirement adequacy during periods of career disruption. And this brings me to my final point – strengthening the Labour Movement's ability to protect and uplift our PMEs. Tripartism has been the bedrock of our success. With strong tripartite partnership undergirded by a representative Labour Movement, we have been able to weather many storms, including COVID-19, and emerge even stronger.”
“Our NTUC Company Training Committees (CTCs) will assist employers to embark on practical AI transformation by identifying the best business case for AI adoption through the AI Transformation Blueprints and Sectoral AI transformation playbooks developed together with industry partners, connecting them also with relevant training so that their workers can adopt AI more effectively and quicker. And of course, accessing CTC Grant funding to fuel these efforts. In sum, AI-Ready SG aims to harness AI to fuel business growth in ways that translate into good jobs with better wages and better work prospects for our workers – win-win outcome. These objectives are aligned with the national-level efforts, such as the National AI Council and the AI Missions in key sectors. We call on the Government and employers to partner the Labour Movement in our efforts through AI-Ready SG, so NTUC can do our part to support our businesses and workers to be AI‑ready. Mr Speaker, this brings me to my second point. Even as we prepare every worker to be AI-ready, some will still face disruption at the individual level. To be clear, I think we are in a relatively strong position overall today. Our economy performed well last year and overall employment remains healthy. Around nine in 10 graduates secured employment within six months of graduation. Nonetheless, there emerging headwinds and signs of strain that we should pay attention to and should not ignore. Among the employers polled in a survey by the Singapore National Employers' Federation (SNEF), nearly three in five, or 60%, planned to freeze headcount this year. NTUC's own survey found that almost 40% of PMEs were anxious about whether they could still keep their jobs beyond the next six months.”
“I look forward to a comprehensive and cogent national AI strategy, one that will chart clear implementation roadmaps for industries and provide practical guidance so that every Singaporean can benefit in the AI era. The Labour Movement calls on the Government to ensure that every worker, regardless of their background, experience or current skill level, will know practically how to equip themselves to be AI-ready. Every worker will have the support they need to access AI-related training, including those who have used up their SkillsFuture Credits or wish to take up more specialised courses that cost more. And, Mr Speaker, the Labour Movement will play our part too. NTUC has launched "AI-Ready SG", a one-stop platform that will help train and upskill workers to be AI-ready; support firms in business transformation and job redesign, towards better jobs with better wages and work prospects; and improve, also, job-matching so workers can access better job opportunities. Concretely, through AI-Ready SG, union members will get NTUC funding support to offset up to 50% of unfunded subscription costs for eligible AI tools. This will encourage our members to experiment and adopt AI more confidently. For workers who may not know where to begin, NTUC LearningHub will roll out AI training pathways tailored to different skill levels, job roles and sectors; and also, a career mentorship programme for PMEs to receive guidance from certified and experienced mentors. NTUC's Employment and Employability Institute (e2i) will strengthen job matching with AI-augmented career coaching and offer personalised guidance and placement support for workers navigating career transitions.”
“This is why the Labour Movement is calling on the Government to re-double efforts on three fronts. First, empower every worker to be AI-ready. Second, strengthen support for workers who are vulnerable to disruption at the individual level. And third, strengthen the Labour Movement's ability to protect and uplift our PMEs. I will outline these calls in my speech today. My fellow labour MPs will build on them in their speeches across different worker segments. Mr Speaker, in my Motion of Thanks speech, I spoke about how many workers, especially our young graduates and PMEs, feel uncertain about what they need to do to prepare for AI-driven disruption. They ask good practical questions: what core skills must they build up so that they can keep up with AI? How can they use AI to become more productive in their specific job roles and industries? And how can they keep pace with rapid AI developments to future-proof their careers? Singapore, indeed, has built a comprehensive skills and training ecosystem. There are more than 1,600 AI courses listed on the SkillsFuture course catalogue. These range from basic to highly specialised courses, costing anywhere from a few hundred dollars to a few thousand dollars after funding. But for the average worker, it is not easy to know which course or pathway that will genuinely help them to become AI‑ready. At the same time, many businesses recognise the value of AI but struggle to translate that recognition into clear, implementable strategies that will deliver productivity gains and a competitive advantage. That is why I support the establishment of the National AI Council to be chaired by Prime Minister Wong.”
“Mr Speaker, I rise in support of the Budget. We are living in a disrupted age, marked by greater geopolitical and economic fragmentation and uncertainty; technological disruption; and a rapidly ageing population. As the Secretary-General of the National Trades Union Congress (NTUC), I am keenly aware that for many of our workers and families, these disruptive forces are not distant issues but daily lived experiences. This is reflected in NTUC's Survey on Economic Sentiments, which was conducted in 2025 polling 2,000 workers. Cost of living remains a key concern – 37%. Job security was the top concern for nearly 20% of them too, due to factors, such as economic uncertainties and technological changes. Close to 20% were anxious about artificial intelligence (AI)-related job displacement or had already experienced some negative impact due to AI. Professionals, managers and executives (PMEs) and younger workers were the most concerned about the impact of technological disruption on their job security. This Budget is, therefore, critical to lay a strong foundation for this disrupted age. The choices we make today will shape the course of our future and the lives of our workers and families. I thank fellow Members of Parliament (MPs) from both sides of the Chamber, who have spoken up for our workers. NTUC and the Labour Movement will study your suggestions carefully. Mr Speaker, the Labour Movement supports this year's Budget, which will help secure the future of our workers and their families in a changing world. Yet, as President Tharman recently reminded us at Davos, in a changing world, we must do more to strengthen trust internally. And that is done by acting pre-emptively to address people's hopes and fears.”
“Thank you, Mr Speaker. There is indeed very good work done by the Ministry of Education and SSG in this area, and we are deeply appreciative. The 1,600 or so AI courses listed do cost a few hundred dollars to a few thousand dollars, even after funding. And for many workers, including professionals, managers and executives (PMEs), this myriad number of courses can be quite daunting for them to survey and find out what they should really be embarking on for equipping themselves to be AI-ready. So, three supplementary questions. How can we better redesign our skills framework and courses to help our PMEs equip themselves to be AI-ready? Will SkillsFuture consider curating a list of courses tailored for PME needs, from foundational AI literacy to maybe more specific AI deep skills to tailor for their job roles or new possibilities? And lastly, for the PMEs who want to take higher level AI courses, would the Ministry or SSG consider additional targeted funding? Because some of these higher-level deep AI courses do cost a few thousand dollars after subsidy support. Can we consider targeted support, such as enhanced funding or even possibilities of workplace-supported learning?”
“Thank you, Mr Speaker, Sir. In my supplementary question at the 12 January Sitting, I said that there were three serious fires that resulted in death in Singapore last year, in one particular case in Toa Payoh where the fire spread from the 10th floor to the 11th floor, some residents above had some difficulties evacuating. [Please refer to "Public Education Efforts in Light of Residential Unit Fires in 2025 and Review of Singapore’s Building, Fire and Construction Safety Codes", Official Report, 12 January 2026, Vol 96, Issue 12, Oral Answers to Questions section.] I would like to clarify and correct that in this particular Toa Payoh case, this did not result in a death. For the record, please.”
“Thank you, Mr Speaker. I declare my role in NTUC as the Secretary-General. In this case, Senior Minister of State, NTUC's affiliated platform workers associations – NTA and NPHVA – stepped in almost immediately together with the tripartite partners to assist the drivers and provided a timely support, especially in arranging new cars to continue with their livelihood. But even then, I know that even many of the drivers are concerned about losing their deposits, ranging from $500 to $1,000. This is not a small sum to many of my brothers on the ground. Would there be some measures to ensure that owners of large rental fleets, to get them to ring-fence some of the funds, so that in the event of insolvency, these deposits for drivers can be safeguarded?”
“Mr Speaker, I thank the Minister of State for his answer. The lines of defence that Minister of State mentioned are, indeed assuring, including the good work by our SCDF. However, in spite of all the different measures, there were three serious fires that resulted in death in Singapore last year; one particular case in Toa Payoh, where the fire spread from the 10th floor to the 11th floor, where then some residents above had some difficulties evacuating. [Please refer to "Personal Explanation", Official Report, 14 January 2026, Vol 96, Issue 14, Personal Explanation section.] In the context that the Minister of State mentioned where we are building higher, with higher density, including now, where we have an ageing society, where there are more elderly with mobility challenges. Fire prevention measures are good, but when it does happen, what may be the new measures that we can take pre-emptively to either educate, maybe even consider fire drills like in many other private buildings? Could we be doing some of these in the public housing estates so that residents get more hands-on education besides head knowledge? Maybe the neighbours can come together to rally in case of such emergencies. I hope that in the review, the Ministry can consider that.”
“NTUC and our unions will keep working steadfastly with employers and Government to make fairness a lived reality – where every worker is valued for their contribution, treated with dignity and given a fair chance to progress. Because Every Worker Matters. Sir, I support the Bill.”
“] NTUC firmly believes that every worker, regardless of age or background, should have fair opportunities for success based on their skills, performance and potential. This Bill represents an important step forward for us and affirms the crucial role of trade unions in promoting workplace fairness. Our unions have consistently provided quiet assistance to workers facing discrimination. Approximately 95% of workplace dispute cases are resolved at the enterprise level with union assistance. With the amendments to this Bill, our unions will be able to help and represent more workers – including Professionals, Managers, and Executives (PMEs) – providing them with a fair and viable avenue for grievances. NTUC and our unions will continue to stand together with workers, providing them with guidance, advice and support when facing challenges. We also encourage employers to use this opportunity to thoroughly review their company culture and human resource practices, ensuring that fairness and meritocracy are not merely slogans on the wall, but genuinely implemented principles. We will also work hand in hand with our tripartite partners to collectively build a workplace environment where every worker is valued, respected and has opportunities for growth. (In English): Mr Deputy Speaker, Sir, we have come a long way in strengthening protection against workplace discrimination. NTUC and our unions are heartened by the progress made, together with our tripartite partners through the Workplace Fairness Act. But laws alone cannot create fairness. There is still work to be done to shift mindsets, raise HR standards and nurture strong labour-management cooperation, so that fairness becomes part of our workplace culture.”
“I am glad to hear the Minister's speech about how Government with tripartite partners will plan to see how we can help workers and employers navigate this process. I had wanted to ask that question, but thanks to Minister Tan See Leng's speech, I have clarity that tripartite partners will follow through with the implementation and up our game in supporting a fair resolution of any disputes. But I do have a couple of questions that I would pose to the Minister. For workers, I know that the time limits to file claims – while broadly in line with the time-bars for other employment claims today – still can be quite tight. Workers have one month, six months, and one month respectively to file claims for pre-, in- and end-employment claims. Could the Government consider a little bit more flexibility in exceptional cases – for example, if a worker did not reasonably know that they were being discriminated against, the ground can be very uneven, and some of our workers may not have access even to the English language, and may face many difficulties in understanding that they have been discriminated against, so it will be appreciated if the Government can consider a little bit of flexibility in such exceptional cases. Finally, as workplaces evolve, new challenges will emerge. AI-based hiring tools could be used for efficiency, but could also unintentionally favour certain groups over others. I hope that together with tripartite partners, we can study how to ensure that such AI systems are fairly used, transparent and accountable – so that technology helps workers, rather than hinder them. Mr Deputy Speaker, in Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.”
“And while firms are required to have fair grievance handling processes, workers want that assurance that they will be treated fairly and protected against retaliation. So, if you are a union member, you would not have to face this alone. NTUC and our unions are here to guide you every step of the way – from the moment a dispute arises, through mediation and if needed, all the way to the ECT. For many years, unions have been quietly supporting our workers, drawing on deep industrial relations experience and established relationships with employers. Around 95% of workplace disputes surfaced to NTUC-affiliated unions are resolved at the company level, avoiding the need for further escalation. I am glad that the Bill recognises and affirms the vital roles played by our unions. And with the ECT claims limit being raised to $250,000 for workplace fairness claims, our unions now can support and represent even more members, including more of the PMEs. Like MOM, NTUC is also stepping up training for our union and NTUC officers. NTUC's Ong Teng Cheong Labour Leadership Institute is working with TAFEP on courses for our union leaders and industrial relations officers to equip them to handle workplace fairness claims. We are also actively exploring mediation training provided by the Singapore Mediation Centre for our union leaders and industrial relations officers. In addition, we will be looking at how to provide legal support for complex cases. For NTUC members in non-unionised companies, our staff team of industrial relations experts and Tripartite Mediation Advisors at NTUC stand ready to support and advise you on any claims. Mr Speaker, Sir, this is a new piece of legislation, and ground awareness and understanding among workers and employers are key.”