Patrick Tay Teck Guan
Singapore
“Will CPF Board also notify SDS holders with clear anti-scam advisories, whether via SMS or any other means, especially with emerging modus operandi by scammers? This is so that the message reaches them properly and reduces confusion. Mr Speaker, Sir, with these questions, I support the Bill.”
“We are not asking to oppose change but for clarity, contemporaneous communication, equitability and assurance so that impacted workers will not be left behind. In short, a fair and just transition. I hope today's debate helps move us in that right direction. Mr Speaker, Sir, I support the Bill.”
“I thank the Minister for sharing the response to the Parliamentary Question by the fellow Member of the House. I was wondering, and I think I have brought this up before on previous occasions, whether we can consider stricter penalties against those who do not comply, with this requirement.”
“Mr Speaker, Sir, I have two questions for the Minister for Health. Firstly, the rise in energy and related costs will impact our public healthcare clusters.”
“I thank the Senior Parliamentary Secretary for the response. I have just one supplementary question for the Ministry of Manpower that in the light of these wage levels of our PMEs, in the course of reviewing some of our existing employment labour laws as well as regulations to factor this in, so that such PMEs are adequately represented,…”
“Stable psychiatric patients often remain at IMH simply because there are no community facilities to receive them. My third question is whether there are plans to develop more custodial care and step-down facilities – sheltered homes, supported living – so that IMH’s beds are reserved for those who need its full clinical expertise?”
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“I ask the Government to give NTUC and the unions more time, strength and information to do so. First, introducing advanced Mandatory Retrenchment Notifications (MRNs) to unions and the Government can provide more timely and early intervention. Currently, employers with at least 10 employees are required to notify MOM within five working days after notifying employees. The Government can consider all MRNs to be made prior to retrenchments. I say again, prior to retrenchments. Second, there should be stronger penalties for employers who do not comply with this requirement and not just a slap on the wrist. Third, the Government can consider sharing information with NTUC and unions on sectors and companies that might be disrupted due to economic restructuring, including expected scale of impact and timeline, past retrenchment incidence, and past retrenchment benefit levels. I am heartened that after a decade of lobbying, involuntarily unemployed workers facing temporary financial strain can now benefit from transitional support for up to six months while they undergo training or look for better-fitting jobs through the SkillsFuture Jobseeker Support Scheme (JSS). According to NTUC’s most recent Survey on Economic Sentiments, about 40% of almost 1,000 workers expressed concerns about losing their jobs. In fact, from April to August last year, MOM also shared that 60% of the 7,200 JSS applications received were rejected, of which one of the top three reasons for unsuccessful applications was exceeding the income threshold of $5,000 per month. I therefore opine that more can be done to support the broad middle of involuntarily unemployed workers. The Government can consider raising the income threshold from $5,000 to $7,600 to better cover PMEs.”
“Mr Speaker Sir, I rise in support of Budget 2026. It is a careful Budget. A responsible Budget. But more importantly, it must be a Budget that reassures Singaporeans workers who are anxious about their place in a changing economy. We are living through an in-between moment. Technology is moving faster than jobs. AI is advancing faster than wages. Foreign investments are creating much fewer jobs than before. Economic growth is not always translating into worker confidence. Workers tell us this very plainly. They worry about job security. They worry about cost-of-living. They worry about whether the next disruption will be theirs. If we ask workers to work hard, upgrade, adapt, we must also ask the economy to deliver real outcomes for them. “When workers do everything right but still feel left behind, the problem is not their effort, it is the system.” This is why, in this Budget, I will speak for five groups of workers. I call them the "5 U's" – the unemployed, the underemployed, the under-represented, the untrained and the under-served. My first "U" worker group is the unemployed, specifically the involuntarily unemployed. To be candid, last year we saw many retrenchments and many "bad retrenchments" as well. Employers who did not abide by the Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment (TAMEM) made headlines. Each time, NTUC and their unions stepped in, fought for members and workers including securing payouts, and escalated the issue to the Ministry of Manpower (MOM). Drivers of retrenchments like business restructuring and uncertainties will persist this year. NTUC and unions stand ready to support impacted workers, including PMEs who may not be covered under collective agreements.”
“Just one supplementary question for the Senior Minister of State on retrenchment benefits payout. I have noticed anecdotally some multinational companies set retrenchment benefit caps. They are lower than the prescribed benchmark set in TAMEM. In that, we have 25 years, but some may have set lower, for example, 12, 15, especially for the PMEs that are affected. Is MOM doing anything about this?”
“To add on to the Member's point: the resources required to do a deputyship is a couple of thousand dollars, and time and effort. It is especially problematic when it comes to having to deal with amounts of those who have lost mental capacity and the amounts may not be a lot of money, but you need it for sustenance or maybe to settle some debts or some payments, particularly of caregivers, relatives, friends, even neighbours. Is there a way to set some threshold where we allow maybe a statutory declaration or something else, rather than a full deputyship, to be able to handle this? Because now, increasingly, you have cases of dementia. We may be doing a lot of efforts at LPAs, but there are those who fall outside of it. This is a suggestion for MSF to look at, but can we set some thresholds with banks and financial institutions where we are able to withdraw those monies to pay for simple bills, rather than be in debt which then rolls on?”
“Can I just suggest to the Senior Minister of State that perhaps, the Ministry of Manpower (MOM) short-term financial assistance for those workers that are in need, may possibly be extended to this group as well, since the company is being liquidated or some scheme arrangements being carried out? For consideration.”
“Schools and Institutes of Higher Learning will need to adapt their curricula to raise students' curiosity, confidence and creativity in exploring diverse ways of learning and working. The arts must be as well-funded as the sciences, we need to go beyond STEM to STEAM. Students must spend as much time in industry and community as they do in classrooms and lecture halls. And most importantly, workers will need to be open to learning new skills and exploring new interests, fail and try again. In 2024, over 60% of Singaporean resident workers had tertiary qualifications and over 40% had degrees. Yet in the same year, Singapore's training participation rate fell to a nine-year low of about 40%. Unlike other countries, where unions often must lobby for uneven training and upskilling opportunities, Singapore continuously doles out funding. We undoubtedly have a highly educated workforce, but does that education end when we leave school? Does a highly educated workforce equate to a highly-skilled and knowledgeable workforce? The shift towards a skills-led economy, therefore, surfaces starting points for us to boldly reimagine how we learn and work, and also why we learn and work, which lays the groundwork for more flexible and fulfilling careers. To conclude, work is a source of and the pursuit of hope, purpose and dignity. It is what built this nation. It is the measure of our days, our connections to community. By prioritising the three "S" of supporting Singaporeans, strengthening a Singaporean Core, and a skills-first Singapore, we honour workers and commit to helping them earn a better living and live a better life. For all to train up to keep up and skill-up to move up. Mr Speaker, Sir, I support the Motion.”
“It also means that two workers who are equally skilled, equally knowledgeable and demonstrate good work performance should receive equal opportunities to advance in their career, regardless of whether one worker holds a diploma and the other has a degree. A skills-first economy, therefore, holds powerful potential for the inclusion of non-traditional learners who acquired skills through experience and expanding individuals' career pathways beyond the scope of their formal qualifications. It supports caregivers, older workers, persons with disabilities, young graduates and freelancers or self-employed persons in asserting the value of their labour, thereby also allowing employers to tap on a wider talent pool. For this idea to take flight, however, requires the buy-in of all stakeholders across the workforce development ecosystem. The Government will need to create robust and integrated frameworks for credible skills accreditation and transferability across institutions and industries. Career Conversion Programmes should be expanded to cover more sectors and industries to become more relevant to PMEs. The Public Service will also need to lead by example in implementing skills-based hiring and progression. Employers will need to adopt progressive practices, such as listing the necessary skills required in job descriptions, on top of formal qualifications and taking skill certifications, testimonials, performance appraisals, awards and leadership experiences outside of work into consideration for progression. Where relevant and when it does not affect employers' economic interests, employers should not punish the industrious and passionate pursuit of "hobby jobs" and "side hustles" as moonlighting.”
“Job instability and career transitions are increasingly commonplace, but so are building portfolio careers, pursuing passion-driven pathways and going back to school for reskilling. This means more voluntary underemployment, but also more involuntary underemployment, an issue NTUC has been studying very, very closely and examining the past decade. A two-year research study in collaboration with the Singapore University of Technology and Design on underemployment, especially involuntary skills-jobs mismatch, where workers are unhappily overskilled for their current jobs, will be completing soon, and we will share more in due course. Against this evolving landscape, diplomas and degrees can no longer act as a proxy for competency. According to a Programme for the International Assessment of Adult Competencies study released in 2024, higher levels of education do not always equate to better skills and knowledge. Earlier data from LinkedIn in 2021 also revealed that employers in Singapore preferred to hire candidates with technical skills and transferable skills over traditional qualifications, such as education and minimum years of experience. At this 10-year mark since the launch of SkillsFuture, I, therefore, submit that it is timely to review Singapore's continuing education and training (CET) framework and system for the next bound of workforce development using a skills-first approach. Skills-first refers to a paradigm shift that prioritises skills and competencies over degrees and diplomas. In real-world terms, this means that a student majoring in history, for example, but who has demonstrated coding skills through relevant work experience or winning hackathons should feel confident in applying for an entry-level programmer position.”
“HR professionals play a key role in fostering fair and progressive workplaces that attract, develop and retain top talent. I, therefore, submit that the Institute for Human Resource Professionals (IHRP) certification, which equips HR practitioners with essential competencies in workforce planning and regulatory compliance, be made mandatory for all companies. This is especially critical for MNCs employing foreign HR practitioners who operate within Singapore and help them better understand our tripartite industrial relations framework. To date, over 9,000 HR practitioners have attained the IHRP certification. More widespread certification adoption will be better and will position our HR practitioners to deepen their capabilities and signal a commitment to professional excellence. To be clear, a Singaporean Core does not mean closing doors to foreign PMEs who can help fill critical skill gaps and support sectors facing labour shortage. It is about building a more competitive economy that is less reliant on external labour and nurturing the next generation of Singaporean leaders. It is about ensuring that Singaporean workers who work hard and can contribute can afford a good life in Singapore, for themselves and their families, in the only home they have. Third and final "S" is a skills-first Singapore. Today, disruptive technologies, like Gen AI and new work trends, including the rise of gig work, freelancing, remote work and side hustles have transformed how we traditionally define and plan a career. Instead of a linear progression within a single organisation, more are embracing flexible journeys defined by adaptability, continuous learning and the ability to move across job functions and industries.”
“This means building up our local bench strength through investments in local talent pipelines to set Singaporeans up for senior and leadership positions before turning abroad and facilitating knowledge and skills transfer. We cannot assume that if we grow the pie, Singaporeans will naturally get their share. There must be a concerted effort to encourage companies, especially our multinationals, to groom our local PMEs as part of their leadership identification and developmental process, improve HR standards and practices to ensure compliance with fair employment practices and Tripartite Guidelines, and encourage workers to step-up and step forward for opportunities to relocate for greater international exposure. After years of lobbying, I am glad more resources will be set aside for schemes that groom Singaporean workers by sending them for overseas work postings, such as the Overseas Market Immersion Programme. I hope the Government will consider extending these opportunities to more Singaporean workers and adopting new levers to improve reciprocity between multinational corporations (MNCs) and our local PMEs. For example, the proportion of Singaporeans in management positions could be a bonus criterion incorporated into the Complementarity Assessment Framework (COMPASS) for EP applications. Companies that have a highly disproportionate number of foreign PMEs and weak commitment to nurturing local talent pipelines can also be closely monitored. If no improvement is made within a certain time period, the Government can consider even removing preferential tax and other benefits, such as the award of public sector contracts. Even the US is also mulling over imposing a $100,000 fee on new H-1B visa applications.”
“I thank the Government, also, for hearing my call for a review of the Employment Act through a Tripartite Workgroup, recently formed, and to keep pace with rising median wages and evolving nature of work. I opine that the Employment Act should cover more PMEs by raising both the salary caps of workmen and non-workmen, as well as providing more clarity on transfers that impact workers affected by ongoing company restructuring, mergers and acquisitions, and require employers to give explicit reasons for termination or discontinuation of employment initiated by the employer upon the request of the employee. During this time of uncertainty, I encourage our workers to adopt a mindset of resilience and adaptability, to find strength in numbers and collective action. This is not the first time new technologies have disrupted the workforce, nor will it be the last. As with each economic wave and transition, NTUC and our unions stand ready to support our workers. The second "S" is strengthening the Singaporean Core. Since my maiden speech in this House in 2011, I have persistently advocated for strengthening the Singaporean Core, especially for our local PMEs, who face increasing competition with foreign PMEs. Over the past decade, I have advocated for a compendium of measures to level the playing field for our local PMEs, including the Workplace Fairness Act, which protects workers against the most common types of workplace discrimination, including age and nationality; a foreign PME dependency ratio; stricter Employment Pass (EP) application conditions and continuous enhancements to the Fair Consideration Framework and many others. These protections are important and we should regularly review it. A strong Singaporean Core must therefore be a Singaporean-led core.”
“I am heartened that the Government has answered our calls with the launch of the SkillsFuture Level-Up Programme, Jobseeker Support Scheme and the GRaduate Industry Traineeships (GRIT) Programme. In NTUC's 2025 Survey on Economic Sentiments, one-third of over 2,000 workers expressed concerns about losing their jobs or not having their contracts renewed in the next three months. On the ground, I have also heard the anxieties and frustrations of young graduates and involuntarily unemployed jobseekers who have not been able to find jobs after sending out hundreds of applications despite having good diplomas and degrees. I, therefore, continue to call on the Government to consider three policy moves. First, extending the Jobseeker Support Scheme eligibility to involuntarily unemployed professionals, managers and executives (PMEs), especially those earning above the current $5,000 salary threshold imposed by the Scheme, so that the majority of the more than 43% of resident PMEs can benefit. Second, taking stronger action alongside unions against errant employers who do not practice fair and responsible retrenchment practices, as we have seen in the recent spate of retrenchments. Third, incentivising companies that hire first-time workers for full-time positions, similar to the Jobs Growth Incentive launched during the COVID-19 pandemic. Considering the scale and speed of AI's impact on the workforce, I also ask that the Government consider forming a Tripartite Workgroup on Safeguarding Workers in the Age of AI to encourage companies to adopt Just Transition practices, prevent algorithmic discrimination and ensure responsible use of AI-powered human resources (HR) tools.”
“Gen AI especially has the potential to displace entry-level knowledge work by automating mundane or repetitive tasks, which will significantly impact Singapore's knowledge-based workforce, unlike earlier waves of automation that primarily displaced manual work. The same report found that, on average, workers can expect that two-fifths of their existing skillsets be transformed or become outdated by 2030. The hard truth is that previously secure jobs and valued skills will become obsolete. Workers cannot remain stagnant and expect to still compete. AI should break and not build barriers. In every challenge lies opportunity for those who choose to meet it. Renewable energy and the generative cognitive AI are generation-defining technologies that can not only create new jobs but make them better and better-paying. By supporting workers' learning and upskilling ambitions, businesses and the economy also benefit from more growth and a more skilled workforce. To ensure no worker is left behind in the adoption of new technologies, we must commit to a Just Transition that prioritises the re-skilling and re-deployment of workers. If you recall the old adage: it is learn, work and retire. But today, it is no longer that. It is learn, work; learn, work; learn, work; and maybe retire. The Labour Movement has persistently advocated for training allowance and subsidies for a second degree or diploma for mid-career and older workers who may be more vulnerable to skills obsolescence, financial support for the involuntarily unemployed to help them bounce back from employment setbacks and, most recently, Government-funded traineeship and apprenticeship opportunities for young graduates to strengthen their employability.”
“Mr Speaker, Sir, I rise in support of the Motion of Thanks to the President for his address at the Opening of the 15th Parliament. This is a year of uncertainty for workers. Over the past few days, my Labour Movement Parliamentary colleagues have shared how global trade tensions and disruptive technologies are transforming the workforce, workplaces and the future of work. At NTUC, we have heard the anxieties of young graduates as AI accelerates the shrinking of entry-level jobs. We have supported the upskilling and career transition aspirations of the mid-career workers and we have championed the platform worker's rights to work injury compensation and even Central Provident Fund (CPF) contributions. As the economy evolves, we must continue to stand in solidarity with our workers and equip them with the skills and protections they need to succeed. Because when workers succeed, Singapore succeeds. To this end, I will focus my speech on three priorities for the next bound of workforce development, or what I call the three "Ses" – supporting Singaporeans, strengthening the Singaporean Core and a skills-first Singapore. The first "S" in my speech is supporting Singaporeans. According to the World Economic Forum's 2025 Future of Jobs Report, globally, 92 million of all current jobs will be displaced in the next five years. At the same time, 170 million new jobs will be created, resulting in a net growth of 78 million jobs. This is attributed to drivers, such as the race towards renewable energy and AI, which have already been cited by major companies for mass retrenchment exercises both globally and in Singapore.”
“Speaker, I just have one supplementary question. Thank you to the Senior Minister of State for the response. In Singapore, SkillsFuture is divided into two broad aspects: the employers-supported aspect as well as the individual-initiated aspect. And if you look at resident training participation, particularly last year, 2024, it has dropped to a nine-year-low of 40.7%, compared to about 49.9% in 2021. My question to the Senior Minister of State is, what can we do, or can employers do more? And how can we get them to better support both, from the employer-supported aspect as well as the individual-initiated training, as we embrace SkillsFuture in the next lap?”
“Two supplementary questions for the Minister. Firstly, on abuse by employers; secondly, on morale of GRIT trainees. On the first supplementary question on abuse by employers, there may be employers who are keen and able to hire graduates on permanent employment but then use GRIT as sort of like a backdoor approach. How can MOM address this possible abuse? Secondly, on the GRIT trainees, I know the scheme only starts on 1 October, but GRIT trainees, many of them may be on the GRIT scheme, but working alongside some of their classmates or schoolmates from last year, previous years, working alongside them and doing the same job, but their classmates are drawing sometimes maybe twice the pay because they are on permanent employment. How do we manage the morale of such trainees?”
“Sir, just one clarification with the Minister of State. In 2020 to 2022, particularly during the pandemic period, there was a sudden surge of high demand in professional services, including and especially in infocomm technology (ICT). And as a result, many in the last couple of years have embarked on Computer Science and ICT-related programmes in our Institutes of Higher Learning (IHLs). However, as we can see, in the last 15 to 18 months, there is a bit of consolidation, rationalisation and restructuring, exacerbated by generative artificial intelligence (Gen AI) in this sector. And many of these graduates are coming out in the next three years. How is MOE helping, and integrating possibly the Ministry of Manpower, to overcome this fear or the apprehensions of our upcoming graduates?”
“Sir, the last review and amendments of the Employment Act was effective April 2019 and a review is overdue. With the rise in median wages, changes in the nature of work, workforce and workplaces, I am asking MOM to embark on a review of the Employment Act with our tripartite partners. For a start, there are three areas which need review. First, is in relation to Part IV of the Employment Act. I submit that both the salary caps as stipulated in section 35 of $2,600 and $4,500 respectively be raised. Further clarity and illustrations in the Act, on who is or is not a workman, under Part IV will also be useful and instructive. Second, there continues to be questions in the interpretation of section 18A of the Employment Act on transfers which impact workers affected by ongoing company restructuring, M&As. Can I ask that there be further clarity on what falls within and outside of section 18A? This can be done either by an inclusionary or exclusionary approach, like in many statutes. Illustrations can also be incorporated in the Act and a formal set of tripartite guidelines can be issued in the interim before any statutory changes. Third, is the provision on "dismissals" under section 14. At present, I am aware that employers terminate employees with notice pay but without giving reasons for the termination. It, therefore, makes it difficult for employees to bring a case of unfair dismissal against the employer. Can employers be made to give their reasons for termination or discontinuation of employment explicitly in all cases of cessation of employment initiated by the employer?”
“This is often fueled by mismatch in jobs, skills and expectations of jobseekers, both young and not so young. There may be occasions where underemployment may occur as a result of this mismatch. It is, therefore, imperative that we monitor this closely and provide proper career counselling, coaching and mentoring at all stages of a person's career from his or her first job, during his or her job, as well as when looking for the next job, or beyond retirement and re-employment. NTUC has started this career mentoring journey with our youths and PMEs and we hope to see greater support for this by our tripartite partners, with a call out to more Singaporean workers to utilise this. I have suggested previously and am lobbying again for SkillsFuture credits be used for career coaching, guidance, mentoring and counselling services beyond those currently provided free of charge by the institutes of higher learning, WSG and e2i. Building Career Health”
“Sir, I cannot emphasise more the importance of strengthening the Singaporean Core and to better watch the backs of our local PMEs, especially the mature PMEs. There have been a series of measures the past decade such as the Fair Consideration Framework, a National Jobs Bank called the MyCareersFuture portal as well as the formation of Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) and Tripartite Alliance for Dispute Management (TADM) to look into better supporting PMEs in Singapore. These as well as Employment Pass (EP) salary threshold and COMPASS all aim to better the level of playing field for our local PMEs. I hope MOM can provide an update on all these schemes that have been rolled out and whether we have achieved the desired outcomes of these policies, programmes and penal and punitive actions on egregious employers. I support and applaud the passing of the Workplace Fairness Act which will go some way when implemented to eradicate discriminatory practices in the workplaces. I also welcome the introduction of the Jobseeker Support Scheme, something I have lobbied in and outside of this House for more than a decade. I hope to hear fuller details on the scheme, including the active labour market policy terms, the process, mechanism and mechanics of the scheme since it will be introduced next month. I urge MOM to continue to monitor and review all these schemes to ensure its efficacy and to further augment and refine the various tripartite standards, advisories and guidelines so that we can continue our treadmill journey to level the playing field for our local PMEs and strengthen the Singaporean Core. Career Coaching and Mentoring Sir, I am particularly concerned about structural unemployment in Singapore.”
“Sir, the human capital function and fraternity is vital in the future of work, workforce and workplaces in Singapore. I submit that it is therefore crucial to further uplift and enhance our human resource and human capital capability and leadership in Singapore. I propose three suggestions to achieve this goal. One is to further improve our HR standards nationally. This can be done through mandating certification such as the Institute for Human Resource Professionals (IHRP) certification as well as a mutual recognition of this certification with internationally recognised HR certifications. This will then allow us to take another step closer to benchmark with global HR standards. Two, we can better support the HR profession by providing greater opportunities for continuing education and training (CET), professional network and development to create and catalyse progression possibilities for the profession to take on bigger roles in their organsations and industry locally and globally. The third is to support firms and businesses, especially small and medium enterprises (SMEs), to build their human capital function and capabilities, especially since the person managing HR may well be the administrative or finance person. Workforce Transformation for Employers”
“Sir, I would like to thank Minister Chan Chun Sing, Minister Maliki, Minister of State Gan Siow Huang and Senior Parliamentary Secretary Shawn Huang as well as the MOE team, Permanent Secretaries Lim Wan Yong and Augustin Lee, as well as Director-General of Education Liew Wei Li and the entire team, as well as our staff, teachers, educators and our entire training, CET and education ecosystem for helping us navigate through the past many decades and moving forward to the next bound of education. With that, I seek leave to withdraw my amendment. [(proc text) Amendment, by leave, withdrawn. (proc text)] [(proc text) The sum of $14,647,939,200 for Head K stand part of the Main Estimates. (proc text)] [(proc text) The sum of $852,000,000 for Head K stand part of the Development Estimates. (proc text)]”
“Sir, I have two clarifications: one for Minister Chan Chun Sing and one for Minister of State Gan Siow Huang. Firstly, Minister Chan, there has been numerous feedback. I have met people like Ms Pooja from EveryChild.SG, who has feedback on one key systemic change to have smaller class sizes of 25 or fewer for children in primary school. Has MOE done a study and assess what is the ideal best class size to achieve maximum education outcomes? The second clarification for Minister of State Gan is in relation to the skills-based hiring. How does MOE as well as SkillsFuture Singapore intend to nudge more employers, especially to implement skills-based hiring and employment practices? Because that is a vicious cycle. You need to get them on board to recognise that.”
“Besides expanding the selection process to account for potential in addition to performance, the Ministry can consider offering additional resources and financial support to students from lower-income families to discover and hone their non-academic talents. Schools should also be required to publish clear and transparent selection criteria and rubrics, as well as conflict-of-interest policies. To conclude, our education system must aim to foster not only academic excellence, but also resilience, adaptability and holistic well-being. [(proc text) Question proposed. (proc text)] Future-ready Education for All”
“I was deeply dismayed by a recent MSF report that showed a decline in positive attitudes and a rise in negative attitudes towards persons with disabilities in Singapore's workforce in 2023 compared to 2019. While great strides have been made through initiatives like the Open Door Programme and the Enabling Employment Credit, more can be done to shift mindsets and reach the Enabling Masterplan 2030 target of 40% employment rate for persons with disabilities by 2030. The Ministry can consider more school-to-work bridging programmes to connect SPED students to internship, apprenticeship and training-and-placement opportunities through stronger collaboration with industries. The third and final "In" is inclusiveness in school admission. We have come a long way in developing diverse and inclusive pathways for our students in mainstream schools. Last year, we fully implemented Subject-Based Banding, replacing the old system of streaming. I am also glad to hear that MOE will review the Direct School Admission (DSA) system. As we embark on this review, I submit that greater consideration should be given to students from lower-income families, who have less access to enrichment classes and private coaching or even exposure to high-cost non-academic talents in sports or the arts. While it is commendable that MOE and our schools have taken active steps to support students from lower-income families to participate in DSA, such as the Junior Sports Academy, we must acknowledge the inherent disparities that can exist within the DSA process.”
“It is commendable that MOE has made significant efforts to break down silos between mainstream schools and SPED schools, including increased opportunities for intermingling among children, as well as attachments, rotations and secondments for teachers, such as through the SPED Leadership Development Programme. However, I believe that more can be done to ensure that SPED teachers, educators and staff are not overlooked in the policy decisions surrounding their well-being, protection and career progression. I submit that the Ministry adopt a more integrated approach that brings together the full spectrum of support across MOE, the Ministry of Social and Family Development (MSF), the Ministry of Manpower (MOM) and our social service agencies (SSAs). This approach should also be extended to supporting SPED students. The current SPED landscape is fragmented, which may limit the impact of these support systems on SPED students and their families. There needs to be more "porosity" – to borrow an analogy from the Minister for Education – not only between mainstream schools and SPED schools, but also across education, healthcare, manpower and social services. The SPED sector is inherently diverse, comprising a wide range of physical, intellectual, emotional and behavioural needs. A more concerted effort in bringing together professionals and experts across various fields to address these needs via tailored approaches can more holistically and seamlessly support SPED students throughout their education journey. One area that warrants more attention is workforce transition support for SPED students.”
“It is commendable that, today, we have a wide range of CET courses. However, some programmes offered by different arms of the CET ecosystem may overlap and the proliferation of choice may leave many learners feeling overwhelmed. This fragmentation can create inefficiencies and duplication in resources. Therefore, there is a need to break down silos and identify gaps and overlaps. In the same vein, a strategic review of the CET ecosystem can support innovation for the next bound of the SkillsFuture movement and align it to the in-demand skills for the future. For example, a more cohesive CET ecosystem can lead to creating robust frameworks for credit recognition and transferability across institutions and industries, which can encourage a skills-first mindset, instead of the traditional emphasis on formal academic qualifications. Learners can have their acquired skills validated by a unified and credible authority, whether gained through formal education, short-term courses or on-the-job training. This streamlined process of accreditation can be integrated with the MyCareersFuture portal. The review should also include an evaluation of school-industry partnership initiatives, such as the Institute of Technical Education's (ITE's) Work-Study Diplomas and the Teacher Work Attachment Plus, especially the outcomes for participants in terms of employability and career or wage progression, so as to further explore areas to improve and expand. Second, integrating support for the SPED sector.”
“Madam, I move, "That the total sum to be allocated for Head K of the Estimates be reduced by $100". In the past 60 years, Singapore has transformed from a developing economy with limited resources into a globally competitive powerhouse. At the heart of this success is our commitment to education. None of this progress would have been possible without the hard work and dedication of our teachers, educators, school staff and our Ministry of Education (MOE) headquarter staff. As we look ahead, we must continue to strengthen our education system by expanding pathways and adapting curriculum to meet the challenges of today and tomorrow. It must be equipped to support all learners, with different learning needs and speeds, at every stage of their life. In the last two years, I spoke about ironman suits and multivitamins. This year, I will be a bit more in. I will focus my speech on what I call the 3 "INs": innovating the continuing education and training (CET) ecosystem; integrating support for the special education (SPED) sector; and inclusiveness in school admission. First, innovating the CET ecosystem. The year 2025 marks 10 years since the Government launched the national SkillsFuture movement with the aim of promoting CET as a national priority. I submit that it is now timely to conduct a comprehensive review of SkillsFuture to ensure alignment with evolving workforce needs, as well as consolidate efforts and streamline offerings across different arms, such as Employment and Employability Institute (e2i), Workforce Singapore (WSG), SkillsFuture Singapore (SSG), training providers and the various Institutes of Higher Learning (IHLs) in Singapore, including the various Ministries and sector agencies and associations.”
“Sir, I declare my interest as Director of Legal for NTUC and honorary member of the Singapore Corporate Counsel Association. In-house counsels in Singapore form a significant and growing part of our legal fraternity. The number of in-house counsels has outstripped the number of lawyers in practice to-date. This presents a great opportunity for our Singapore in-house legal counsels to differentiate themselves in their skills as well as how they help businesses move confidently in Singapore and around the globe, while also helping to bring back crucial work to our private practice lawyers and others in related fields. I therefore ask MinLaw to provide an update of their current support and longer-term plans to further uplift the career health and progression of in-house counsels in Singapore. In the legal fraternity and ecosystem, we have a group of para-legals, also known as paraprofessionals or legal executives in law firms and corporate entities. Many of them graduated from the law programmes offered by Temasek Polytechnic as well as other educational institutions. They also hope to build and boost their professionalism, competencies and standards, continuing education and career progression opportunities. I therefore ask how can MinLaw further help to uplift and enhance the career health and progression of para-legals and paraprofessionals. Supporting Our Young Lawyers”
“Sir, I have assisted and advised union members and workers in workplace disputes which may end up in the civil Courts or the Employment Claims Tribunal. The problem is that they may win the case and get a judgment either from the Courts or the Employment Claims Tribunal but their happiness and relief are often short-lived. This is because the employer may not be able or want to pay up. This would mean the aggrieved worker, often a layman, having to navigate and be subjected to the entire rigmarole to enforce the judgment and also incur monies to do so. In most instances, they would still need to engage a lawyer and may sometimes still be subject to a protracted enforcement process. There is thus a need to simplify, expedite and better the civil enforcement process and mechanism to facilitate the victim's recovery of monies. Can I ask MinLaw if it intends to review this and make enforcement more accessible, economical, expeditious and less painful for workers and the layman? Enforcing Awards by Tribunals”
“Sir, POHA has been around for a decade and the POHA Court set up. Can MinLaw provide an update on the number of cases filed and mediated by the POHA Court; and among all the POHA cases filed, what is the breakdown of the types, that is, how many involve community neighbours; how many are online harassment; how many are sexual harassment; and how many are workplace harassment? I also ask MinLaw how this Court has and can better ensure the efficient and effective resolution of harassment complaints. Bettering Civil Enforcement”
“And with IMPACT, we are able to provide more training spaces. For example, in 2024, we provided 3,200 training spaces. But with IMPACT, we can increase it to approximately 4,500 spaces per year. So, this is something that we feel will enhance the rehabilitation and re-integration journey of our inmates, our ex-offenders, and also help with supporting the families. The key thing about work in the prison ecosystem is that quite a big chunk of work is being supported by the community, so it is in the interest of the society, including the inmates, their families and Singapore that we enhance the capability so that they can do their role well, and support and provide the opportunities for our ex-offenders or desistors to build up their lives.”
“Sir, firstly, I would like to thank Minister of State Sun Xueling for looking into the better protection for healthcare workers, particularly SPF working with IMH. And hopefully, we get updates in due course. The other clarification is for Minister of State Faishal. He mentioned earlier about the volunteer impact training organised by the Prison Service, called IMPACT. Can we have more details about this new structured volunteer training framework? Assoc Prof Dr Muhammad Faishal Ibrahim: Sir, prior to IMPACT, we have the training framework called Developmental Framework for Offender Rehab Personnel (DORP). In place of DORP, we thought we could enhance the framework and as such, we came out with the IMPACT framework. It is a rebranding and at the same time, enhancement of the DORP framework. It introduces structured and tiered training pathways for various volunteer schemes. In Prisons' work, we have quite a few schemes. We are enhancing it in such a way that it is easier for us to provide training and also enhance the capability of our volunteers. Under IMPACT, we formalise our collaboration with the Social Service Institute, where the aim is to hone volunteer skills in befriending and how they can work with the inmates and their families. In addition to that, we have existing volunteers who we feel that many would benefit from a refresher course. And many of them have been with us for decades, where they have come forward to share and to really support the inmates, the ex-offenders and their families. So, with IMPACT, we are introducing e-refresher courses, where they are able to get themselves updated with new trends, some of the aspects where it will help them to understand the landscape better. This is one aspect that we do.”
“Sir, I declare my interest as a chairman of the National Healthcare Group's Mental Health Board as well as advisor to the Healthcare Services Employees Union. I am speaking up on behalf of all healthcare workers, whether nursing or non-nursing, who are having to care for and handle patients with mental health conditions. I am aware that the Ministry of Health has worked out a tripartite advisory on harassment of healthcare workers. However, this feedback is gathered in my engagements with healthcare workers and management at the Institute of Mental Health (IMH) as they have daily face-to-face time with both physical and non-physical contact with patients with behavioural issues. There have been numerous cases where nurses, staff and even fellow patients had been injured due to sudden and sporadic display of violent and disorderly behaviour of a small proportion of patients. These are clearly recorded cases and sometimes, unarmed private security or even the auxiliary police officers themselves could not act on them and have to call in the police. I therefore ask for MHA to review the existing legislation, both the main statues and subsidiary legislation such as the Penal Code, Prevention of Harassment Act as well as the Destitute Persons Act, and explore working with IMH to eradicate or if not, minimise the occurrence of such incidents, which affects workplace health and safety of patients, healthcare staff and outsourced workers. 7.36 pm”
“Sir, at this MHA Committee of Supply (COS) debate, I want to talk about second chances. In my interactions in the Labour Movement with ex-offenders and inmates, they hope when they leave prison to be given an opportunity to rebuild their lives with dignity. 7.15 pm We need to invest in the three Rs of rehabilitation: raising their employability and employment opportunities, and re-integrating them back into their families and the community. This is not just about reducing recidivism. It is about creating a community where everyone, regardless of their past, has a chance to contribute and thrive. I applaud the work of Yellow Ribbon Singapore and the many voluntary welfare organisations (VWOs) and groups that have stepped forward and up to help this vulnerable segment of our community. Can MHA provide an update on what we have done and how far have we come thus far and whether laws such as the Registration of Criminals Act can be reviewed to offer them second chances and have their records spent earlier?”
“All Singaporean sons go through a rite of passage of two years of NS, which is then typically followed by a 10-year training cycle. It is a commitment that comes at both a personal and societal cost. At the same time, I think I speak for most, if not all, Singaporeans that NS remains necessary for Singapore's defence. This is particularly so in today's climate of evolving threats and uncertainties. In that regard, there is the responsibility to ensure that the safety of our Singaporean sons is always the top priority. As we adapt to new technologies, tactics and environments, it is equally essential that our training safety procedures evolve accordingly. I recall attending some high-risk training in the SAF years ago, and these days we have urban warfare and lots of close quarter battle, and chemical, biological, radiological and explosives (CBRE), and overseas exercises exposure such as Exercise Wallaby. I would thus like to seek an update from MINDEF on our training safety protocols. What are the recent steps that the SAF has taken to improve training safety and yet maintain training realism and effectiveness? How are we benchmarking our safety protocols against industry and global military best practices? Technology for Training Safety”
“Singapore faces significant demographic changes in the years ahead. Singaporeans are living longer and we will soon become a super-aged society. Our workforce is rapidly ageing, alongside rapid economic and technological changes. In the face of these demographic changes, the Government has announced that the retirement and re-employment ages would be raised to 64 and 69 respectively in 2026. This is in recognition that with higher life expectancy, many older officers may wish to stay active, including being meaningfully engaged at work for longer, though in different ways. To support officers who wish to continue serving Singapore and Singaporeans, the Public Service announced that it would take the lead to raise the retirement and re-employment ages to 64 and 69 respectively from 1 July 2025, one year ahead of the national timeline. While policy changes are being enacted to enable officers to continue working for longer, how can the Public Service ensure that individual officers on the ground feel confident, well-equipped and adequately prepared for their extended careers as job demands will change in the future? What specific programmes and resources are being put in place to empower public officers as they navigate longer working lives? How can we help officers build good transition skills and strike a balance between leveraging their wealth of experience while remaining able, agile and adaptable in a rapidly-evolving work landscape?”
“From industrialising in our early days, to the Financial Crisis in 2008, to the more recent COVID-19 pandemic, we knew that the only way to move forward is to do so as One United People. Today, the nature of work, workplaces and workforce have changed. Yet, one truth remains constant – when we invest in and protect and equip our workers throughout life, our entire nation prospers. That same solidarity must guide us now as we advance our growth frontier in an inclusive way, so that we move onward together for a better tomorrow. Mr Speaker, Sir, I support the Budget.”
“This is especially critical for MNCs employing foreign HR professionals who operate within and beyond the Singapore context. Following the rise of Automated Employment Decision Tools (AEDT), which are AI technologies that substantially assist or replace discretionary decision-making in hiring or promotions, I also submit that guidelines or regulations be introduced to ensure companies and HR's responsible use of AI. Measures, such as requiring companies to conduct a third-party bias audit or to disclose where such tools are used to rank candidates or assess employees for promotion or even dismissal, could be considered. In an evolving economic, demographic and regulatory landscape, and after what we witnessed during the pandemic, HR professionals are increasingly playing a strategic role in key business decisions and, hopefully, more in the boardroom as well as in addition to operations and compliance. Strengthening our human capital capability and leadership as well as developing the NextGen HR leadership pipeline not only ensures that businesses attract, develop and retain top local talent, but they also foster progressive and inclusive workplaces that support workers at all levels. In conclusion, I thank the Government for accepting and implementing all of the nine recommendations of the PME task force. To ride the wave of change, be ahead of the curve, and not be hit by curveballs, we need to strengthen the 3Cs – Core, Compact and Capability. This is to also reaffirm our commitment to safeguarding Singaporean workers' lives and livelihoods. In the past 60 years, Singapore has stood in solidarity with our workers during times of crisis and change.”
“With regard to older workers and vulnerable workers, I recognise the Government’s efforts in enhancing the Workfare Skills Support scheme for lower-wage workers aged 30 and above, as well as the extension of the Senior Employment Credit for older workers, uplifting Employment Credit for ex-offenders and Enabling Employment Credit for Persons with Disabilities. I hope the Government continues to strengthen the workers' compact by empowering these workers in their upskilling aspirations and transition into more resilient career pathways by creating support ecosystems. My third and final "C" is strengthening human capability, which is critical as we adapt to the "new normal" of work. Last Thursday, I had an opportunity to speak to and engage with a group of senior HR leaders and head honchos during an event organised by the Institute of Human Resource Professionals (IHRP). Collectively, we agree that HR and human capital professionals play a vital role in ensuring fair, progressive and responsible practices for their workforce. It is therefore critical that HR professionals are well-equipped with a strong knowledge of not only Singapore’s employment legislation and regulations, but also the Labour Movement, tripartism and wider tripartite framework, including how to build more progressive workplace practices and workplaces that uphold the values of diversity, equity and inclusion. One key recommendation that emerged from the Joint NTUC-SNEF PME Taskforce is to enhance fair employment practices through improving HR standards. I urge the Government to work with tripartite partners to develop requirements for basic HR certification, either by IHRP or other internationally recognised organisations of equivalence.”
“While they typically have more dependents to take care of as part of the "sandwiched generation", they can take a longer time to find a new job when they become unemployed. Upon re-entry to employment, there is also an increasing propensity for them to suffer from wage loss. NTUC’s 2022 #EveryWorkerMatters Conversations Survey had revealed that mid-career workers, defined as aged 30 to early 50s, experienced a relatively higher level of anxiety about jobs as compared to younger and older age groups. Despite this, they remained positive about upskilling as an enabler to take up higher-value work. I am therefore happy that the Government has heeded our calls for greater support for mid-career workers through the SkillsFuture Level-Up programme, which offers a $4,000 credit top-up and monthly allowances for those who take time off to pursue full-time training. According to the World Economic Forum, 70% of Singapore's workforce will need to undergo reskilling or upskilling by 2030. The same report also found that six in 10 Singapore firms have identified skills gaps as a potential barrier to their business transformation efforts. The SkillsFuture Level-Up programme is thus a positive step towards enhancing career mobility for mid-career PMEs, enabling them to deepen their skills and pivot into new growth sectors. A next step could be expanding career conversion programmes tailored specifically for experienced professionals transitioning into new industries. Workers could also be given the option to tap on SkillsFuture credits for career coaching and mentorship, which would benefit mid-careerists navigating upskilling or a career transition. In this regard, NTUC is innovating, together with PMEs, to tailor support needed for job placements and career coaching.”
“This means good wages, good welfare, good work prospects, workplaces free from discrimination and harassment and more meaningful tasks at work so that we fully maximise the true potential of every Singaporean worker. Supporting local employment must be a strategic priority for the Government to help Singaporeans, especially Singaporean workers earn a better living and live a better life. The second "C" I want to highlight is strengthening the workers' compact. In 2023, after a year-long engagement with over 42,000 workers through the #EveryWorkerMattersConversations, NTUC released its renewed workers' compact with recommendations for five groups of workers, including mid-career workers, older workers and vulnerable workers. One of the recommendations from the workers' compact as well as the NTUC-SNEF PME Taskforce was short-term unemployment support for the involuntarily unemployed. I thank the Government for hearing NTUC's call to launch the SkillsFuture Jobseeker Support Scheme, which will support workers in bouncing back from employment setbacks. In NTUC's latest Survey on Economic Sentiments, 34% of workers, including PMEs, expressed concerns about losing their jobs or not having their contracts renewed in the next couple of months. Amongst PMEs, those aged 50 to 59 were most likely to be concerned. I therefore continue to call the Government to consider extending the Jobseeker Support Scheme eligibility to mid-career and senior workers in the broad middle. Mid-career PMEs is a worker segment that I have consistently advocated for. This group faces unique challenges but can receive less support from the Government in view of their higher income. Mid-career PMEs often struggle with stagnation in career progression, or job instability as industries transform.”
“In 2020, NTUC proposed a Fair Retrenchment Framework outlining three key principles to guide companies on responsible retrenchment practices, the first of which is "Protecting the Singaporean Core" by helping Singaporeans keep their jobs while due considerations are given to foreign workers. This Framework was then incorporated into the Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment. Where retrenchment is unavoidable, I strongly urge the Government to take a firmer stance in ensuring that employers not just give early notification to unions and affected workers and compensate them fairly but also prioritise Singaporeans for job opportunities and career support. Foreign manpower can help fill critical skill gaps and support sectors facing labour shortage, but we cannot over-rely on external labour. We must also take a concerted effort to build our local bench strength. This means investing in skills training and creating more opportunities for career progression. I therefore welcome the SkillsFuture Workforce Development Grant, the redesigned SkillsFuture Enterprise Credit, and the $200 million top-up of NTUC’s CTC Grant to help companies offset workforce transformation costs and support job redesign. After years of lobbying, I am also glad that more resources will be set aside for schemes that groom Singaporean workers to become leaders in the corporate sector by sending them for overseas work postings and leadership milestone programmes. A stronger Singaporean Core means a stronger economy for Singapore, one that is more competitive and less reliant on external labour. Beyond fair opportunities, we also need to ensure quality opportunities for Singaporean workers.”
“These sentiments were echoed during NTUC’s engagements with about 10,000 Singaporean PMEs through the Joint NTUC-SNEF PME Taskforce, which I co-chaired with the Singapore National Employers' Federation (SNEF) in the midst of the pandemic from 2020 to 2021. Over the past decade, I have advocated for a compendium of measures to level the playing field for our local PMEs, including stronger deterrence against errant employers who discriminate against Singaporeans, a foreign PME dependency ratio, stricter Employment Pass application conditions, continuous enhancements to the Fair Consideration Framework, and many others. I am heartened that these calls have been answered through the implementation of the Complementarity Assessment Framework (COMPASS) and the recent passing of the landmark Workplace Fairness Act, which protects workers against the most common types of workplace discrimination, such as age and nationality. The Act also strengthens unions’ capabilities to represent our members by conferring an expanded suite of individual remedies and penalties for discriminatory employment practices. The current economic climate is an uncertain one and challenges lie ahead. Last year, we saw many high-profile retrenchment exercises impact local PMEs. Following trends like generative AI and geopolitical turbulence, we can expect the same this year. We must take a proactive approach to protect local jobs and invest in skills training so that our workers remain ready, relevant and resilient. Ready with the new skills, relevant to the new jobs and resilient to the new changes. NTUC has always continued to work closely and do more for PMEs to enhance their job security and ensure fair job opportunities.”
“Sir, I rise in support of Budget 2025. I would like to distil this year’s Budget to what I coin as a 3C Budget – Coping with cost of living; Caring for all with a focus on seniors, families, PWDs and ex-offenders including students; and the third "C" – Catalysing company training and transformation. For the past 60 years, through solidarity with workers, Singapore has overcome economic hardships, achieved higher wages, stronger labour protections and expanded opportunities for all. This unity remains key to our success and shared prosperity. Amidst global trade tensions, rising costs and rapid technological change, we must remain steadfast in our commitment to ensure that no worker is left behind but instead equipped with the skills and protections needed to thrive in an evolving economic landscape. It is therefore critical that this momentous 3C Budget recognises that sustainable growth is only made possible when workers are fairly compensated, their rights are protected, and their well-being is prioritised. To this end, I will focus my speech on what I call strengthening the 3 "Cs": core, competency and capability. First, strengthening the Singaporean Core; second, strengthening the workers' compact; and third, strengthening human capital capabilities. The first "C" – strengthening the Singaporean Core, is a call I have persistently made since my maiden speech in Parliament in 2011. Since then, I have had many conversations with Singaporean workers and have heard their fears and anxieties about growing competition with foreign manpower, especially the PMEs. They worry about job displacement, stagnant wages and having fewer opportunities to advance.”
“I thank the Minister for the round up, but I brought up three questions, specifically, on three clauses, which I hope the Minister can articulate and answer, if not, otherwise, provide it later in the accompanying deck when this is rolled out. First, it is on three clauses: clause 12, clause 18 and clause 28. Firstly, clause 12. I asked about the age range for an infant. Clarity is important because if the maximum age for who is deemed to be an infant is too low, a female worker may lose her protection when breastfeeding an older child. Hopefully, some clarity on this as we implement. Secondly, clause 18 covers discrimination by employer's direction, instruction or policy published in writing. I would like to ask the Minister how would unwritten disciplinary directions, instructions or policy be dealt with. As currently worded, employers may get around clause 18 by not putting things in writing. And, finally, clause 28, I did ask a question earlier, hoping to get an answer. Clause 28 prohibits employers from taking any retaliatory action against employees who raise grievances or pursue claims under the Bill, so not offering re-employment is an adverse employment decision, only if it is attributable to retaliation. In other cases where the employer did not offer re-employment, the affected employee can make representations to the Minister under the Retirement and Re-employment Act. So, in those other cases, would evidence of discrimination by the employer be relevant? Just these three.”
“While recognising that this Bill makes harassment a type of grievance and that some remedies are currently possible under the Protection from Harassment Act, I would call on the Government to complement existing harassment laws by enhancing extra-legal levers to strengthen protection against workplace harassment, such as more research, education and awareness training on this very important issue. Mr Speaker, Sir, to conclude, while legislation must serve to punish and deter errant employers, especially the egregious ones, it is ultimately another step in a continuous journey to foster a fair and inclusive Singapore. All of us – workers, employers and members of society – will need to play our part to achieve this vision. True progress requires a collective commitment to check our own biases at work, practice inclusion and speak up when we spot that something is not right. There are available avenues to seek redress and NTUC, together with our unions, will continue to do our part to ensure that our workers are protected and have fair opportunities at work to fulfil their potential. We stand ready to support our members and workers who face any challenging situations at the workplaces because #everyworkermatters.[Applause.]”
“I would like to reiterate my previous call in this House for the IHRP certification to be made mandatory, especially for companies that hire foreign manpower. Fifth and final "C" is complement. We need this Bill to complement existing legislation and other worker protections. In short, we need to create a safer environment for workers to report discriminatory practices. Mr Speaker, while the Bill will confer rights and protection on workers, they will need to feel safe to report any discrimination. According to MOM's Fair Employment Practices report, from 2022 to 2023, there was a decline in employees seeking help when faced with discrimination at work. Despite the increased availability of formal grievance-handling procedures, workers may not feel safe enough to do so. According to the report, the main reason was the fear of being marginalised at work or making work relations awkward. I submit that this is where unions can play a crucial role in supporting our members. Our union leaders are trusted and experienced peers and advocates who understand the challenges our members face and are trained to provide relevant support and advice. This is why it is critical to ensure that our unions are able to represent our workers, especially PMEs when they face workplace discrimination. We therefore call for the Industrial Relations Act to be amended, so that unions can provide limited representation for PMEs regarding disputes under this Bill. Mr Speaker, Sir, I am glad to see that in clause 25, "grievance" includes harassment by the employer or by another employee. Indeed, there are many overlaps between harassment and discrimination. I have, in the past, made repeated calls to address workplace harassment.”
“This landmark legislation will cover much ground and its effective implementation and enforcement will not be easy or straightforward. At the onset, there will be questions from all quarters. These questions are opportunities to sharpen our approach and build trust and unity among all stakeholders. It is, therefore, imperative that we address all concerns and commence communication about this new law and how it will eventually be operationalised at the earliest opportunity. It is my hope that the nuts and bolts can be well cascaded to every employer as well as every union, union leader, HR and legal practitioner and every worker operating in Singapore. Communication can come in various forms and channels, such as a legal handbook, pocket series or guide, or even a dedicated website with an exhaustive deck of frequently asked questions, coupled with legal primers catered to the various levels of needs and segments. The fourth "C" is capability. To enhance workplace fairness and the knowledge in this space, more can be done to improve HR capabilities as well as workplace practices. Echoing the recommendations in the PME Taskforce Report, there is a need to improve HR standards and increase take-up of IHRP certification. It is essential for the HR fraternity to be familiar with tripartism, industrial relations as well as this new piece of workplace fairness legislation. It is therefore, submitted that the IHRP certification should also be updated after the Bill is passed to cover WFL across all certifiable levels, including as an additional module for HR professionals with an internationally recognised HR certification but who may have missed covering topics, such as the WFL, tripartism and industrial relations in Singapore.”
“I would like to clarify: first, for the definition of "retaliatory act" in clause 28(2)(f), would that include pressurising the employee to agree to a variation of the employment contract which is less favourable? Second, not offering re-employment is an adverse employment decision only if it is attributable to retaliation. In other cases where the employer did not offer re-employment, the affected employees can make representations to the Minister under the Retirement and Re-employment Act. In those other cases, would evidence of discrimination by the employer be relevant? Third, would protections against retaliation by employers on the basis of grievances covered by the TGFEP levers be similarly strengthened for parity with the provisions on prohibition against retaliation under this new Workplace Fairness legislation? Finally, I would call for those facing discrimination covered under TGFEP to similarly be protected from retaliation. Small companies, with fewer than 25 employees, who are exempted from the Workplace Fairness legislation should be held accountable for any retaliatory acts against their employees who report discrimination under TGFEP. Looking at clause 35(2), it appears that some cases may be regarded as both civil contraventions and serious civil contraventions. I would like to ask the Minister, under what circumstances would MOM pursue civil penalties for serious civil contraventions, as opposed to imposing administrative penalties for civil contraventions? Last clarification, in making a complaint to MOM for employers' discrimination, could the Minister give guidance on what type of relevant evidence would workers need to produce or show before MOM will investigate further? The third "C" is communication.”