Sam Tan Chin Siong
Singapore
“Sir, the Temporary Relief Fund was set up to provide timely financial assistance to lower- and middle-income Singapore Citizens and Permanent Residents who lost their jobs or faced significant income loss due to the economic impact of COVID-19.”
“The Workgroups will release their recommendations later this year. (In English): Mr Chairman, in closing, everyone has a part to play in building a caring and inclusive society. Inclusion is not just a vision. It is action.”
“We will continue to deepen our engagement with the EU leadership and also our ties with individual EU member states. We will also continue to engage the UK post-Brexit.”
“It is a very important prerequisite to prepare young children for future employment. There is another workgroup under EMP3 which focuses on the improvement to employment opportunities and prospects. This workgroup is co-chaired by Member Ms Denise Phua and myself.”
“I thank the Member for the questions. We have sufficient places in our Sheltered Workshops. Right now, we have altogether 1,700 places. If there is a need for more capacity, we will certainly increase it.”
“Mr Chairman, I thank the Member for the clarification. The difference between CKS and PDD is that PDD helps persons who have lost the mental capacity to make major decisions like liquidating the assets, bank accounts and all that to provide institutional care or some other major financial needs.”
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“Thank you, Sir. Sir, we recognise that marriages between Singapore Citizens and Non-Residents may face unique circumstances, such as cross-cultural differences. Therefore, in 2014, the Ministry of Social and Family Development (MSF) introduced the Marriage Preparation Programme (MPP) and Marriage Support Programme (MSP) to help these transnational couples. These two programmes are designed to help transnational couples build a strong foundation for their marriage. The MPP focuses on key marital issues, such as roles and expectations, communications and conflict management, while the MSP follows up on the MPP post-marriage by helping Non-Resident spouses adapt to life in Singapore. The programmes are well-received, with more than 98% of the MPP participants reporting that the programme has prepared them for marriage and that they could apply what they have learnt to their marriage. Similarly, more than 97% of the MSP participants said that the programme has helped Non-Resident spouses adjust to living in Singapore. In 2015, we also introduced the Friendship Programme, where a trained volunteer is matched to a Non-Resident spouse to help him or her integrate into Singapore. More than 95% of the Non-Resident spouses who participated in the Friendship Programme reported that the programme has helped them adjust to living in Singapore. To help Non-Resident spouses feel a sense of belonging in their community, the People’s Association (PA) also organises informal chit-chat sessions to bring transnational families, new immigrant families and their neighbours together. Between 2016 and 2018, PA organised 243 chit-chat sessions at Residents' Committees and Neighbourhood Committees, reaching out to about 15,600 residents.”
“I want to thank the Member for that very passionate plea. We share the same passion. We also share the same commitment in wanting to uplift PWDs in our community. The Member has hit the nail on the head. To enable, to uplift this segment of our population, it needs to go beyond the DACs, it needs to go beyond the Government. It really needs the community to come together, working together with the DACs and with the Government to ensure that we would be able to provide adequate support, not just to PWDs but also the DACs running the services and programmes for them. The answer to the Member's question is yes, we are open to discussing how we can work together with the community, the donors, the DACs to make sure that we will be able to provide adequate and affordable services to their clients. So, when we do, indeed, form a task force, I would be happy to invite the Member to serve on the task force so that we can work together and the Member can provide her perspective and insights on how we can work together collectively to make Singapore a more inclusive society for all, including those with disabilities.”
“Thank you. Different DACs offer different types of services and programmes so that they are able to offer a myriad of courses and training to meet the different and diverse needs of PWDs. There are quite a lot of options available. As mentioned just now, the important thing is to provide adequate information to PWDs and their caregivers so that they understand the range of services and programmes offered by the different DACs so that they will be able to make an informed choice of which DAC to go to when they reach the age of 18.”
“As to the Member's first supplementary question of post-18 transition, we are aware of the challenges faced by PWDs and also their caregivers. When they finish their SPED education at age 18, where do they go? We have been working with MOE and SPED schools to identify upstream orientation programmes. We have also been discussing and organising with the DACs to stage exhibitions, talks and sharing experiences by caregivers at the SPED schools and also to conduct orientation programmes for their caregivers before the age of 18. We are also working closely with MOE on this aspect. The purpose is to make sure that before they reach the age of 18, the caregivers are given the understanding and also to be better prepared for them to make a decision, post 18, which DAC to go to and so on and so forth. This is also work in progress. There was another part of the Member's supplementary question, the different options. If I may invite the Member to elaborate on this.”
“I thank the Member for the very long and lengthy questions. Let me attempt to answer them. I shall try to answer the last question first. Consolidation of the DACs. Sir, there are now 30 DACs in Singapore and they are operated by 15 voluntary welfare organisations (VWOs). All these VWOs have their own background, culture, strengths, expertise and capabilities. So, I think it is not so feasible nor practical to try to artificially consolidate them just to make sure that they are able to deliver quality programmes and services. What MSF does is that we issue guidelines and standards to all the DACs to ensure that they will follow a certain regime and protocol when they roll out the programmes and services to their clients. MSF also conducts periodical onsite audits to check on DACs to ensure that standards are met. For some of the DACs which fail to meet the standards, MSF officers will work together with the DAC management to identify the gaps to develop the service improvement programmes so as to make sure that they are able to meet the requirements and better serve their clients. As to SkillsFuture training, this is, indeed, something that we are looking at. Under the Enabling Masterplan 3, MSF has been discussing and working with the Ministry of Education (MOE) and SkillsFuture Singapore to identify suitable employment-related training. We will conduct these training when the feasibility studies are concluded to make sure that the clients at the DACs will be given the opportunity for lifelong learning under the SkillsFuture Framework. For those who need to work, such SkillsFuture-certified courses will enhance their employment prospects. So, this is work in progress. Once ready, that will be another step to give a leg-up to the clients at the DACs.”
“Sir, I thank the Member for the suggestion. We will continue to consult the employers, the employment agencies and also the work permit holders to explore the possibility of making a comprehensive e-payment system for the payment of salaries. But, as mentioned in my reply, not all the permit holders actually prefer to receive their salary electronically for a range of reasons. And also, not all the employers are able to do this because of administrative fees and other constraints. So, I think we should provide a framework where those who need e-payment of their salary will be able to do so and, at the same time, to also allow for some flexibilities for those who are genuinely not able to adopt this payment method, so that there will be flexibility and also convenience between the employers and employees. Nonetheless, I take the Member's point. When we continue to do our policy review, we will find ways and means to further encourage our employers to adopt this e-payment method.”
“Sir, as mentioned in my reply, right now, more than two-thirds of the work permit holders are paid using the e-payment. From our statistics, as regard the provisions of the online e-payment during the application process for the work permit, close to two-thirds of the employers have actually chosen to open e-payment accounts for their employees.”
“If workers are not able to resolve such disputes with their employers, they should seek help from MOM immediately. Sir, no employer should ask their workers to sign on salary vouchers in advance or on blank salary vouchers. Anyone who has information on employers who do this should report this to MOM and action would be taken against the errant employers.”
“Sir, under the S Pass framework, there is a minimum salary requirement specified by MOM. Electronic salary payments were, therefore, made mandatory for S Pass holders to ensure that their employer has documentary proof of meeting the minimum salary requirement in order to enjoy the S Pass privileges. MOM did consider making electronic salary payments mandatory for work permit holders. However, during our consultations with workers, employers and unions, some work permit holders expressed a preference to receive their salaries in cash as it is more convenient for them. Some work permit holders also gave feedback that they would face difficulties in maintaining a minimum account balance of $500 in their bank account to avoid being charged a fee by the banks. On the other hand, small and micro SME employers like family-run shops or mom-and-pop shops who employ work permit holders have also expressed difficulties paying salaries electronically as they would need to incur additional administrative fees and resources to do this. Nevertheless, our laws already require employers of work permit holders to pay salaries electronically if requested by the workers. Today, two-thirds of these workers receive their salaries electronically. To further encourage the adoption of e-payment of worker salaries, MOM introduced an online facility in 2014 to facilitate employers opening bank accounts for their work permit holders when applying for their work permits. In addition, MOM also mandated the issuance of itemised payslips and written key employment terms since April 2016. Workers should ensure that they are paid the amount stated in their salary vouchers. And when there is any discrepancy, workers should seek clarifications from their employer and not sign on the salary vouchers.”
“I thank the Member for the very useful question. As it is now, although the mandatory, compulsory medical insurance for FDW is capped at $15,000, employers actually are at liberty to buy insurance that has a higher coverage. So, we will continue to encourage our employment agencies to disseminate this information to employers that, for peace of mind, if they worry about the risk of higher medical costs in future, they have the option of buying higher insurance coverage. But for those who are genuinely having difficulties to pay the higher medical fees incurred by the FDWs, they are encouraged to seek assistance from the Medical Social Worker (MSW) at the hospitals. From our statistics, very few employers are genuinely facing financial difficulties, like for the case that the Member mentioned. I think, on average, there are three to four cases of FDW employers having to face medical claims of above $50,000. So, the number is fairly small. In the case of the Member's resident, he has the financial means to pay, so, he does not need assistance from the hospitals. But for those who genuinely have difficulties, they are always encouraged to approach the MSW for assistance.”
“Let me answer the second question first. For FDW employers who have difficulty in claiming the insurance coverage for the medical bills incurred by the FDWs, if the delay is excessive, the employers of the FDW can always approach MOM for assistance. As for the Member's first question of FDW employment agencies providing adequate information to employers on medical coverage, we have been working closely with employment agencies to highlight to them the need to explain to them the various medical insurance coverage for the FDWs where the employers can make a decision. So, given the feedback by the Member, we will continue to engage our employment agencies to require them to more proactively disseminate the information to FDW employers, particularly the first-time employers who may not be familiar with their medical insurance. On the other hand, MOM also provides information through our newsletters to FDW employers to provide information on medical insurance coverage. On MOM's website, such information is made available. For those who are more Internet-savvy, they can seek out all these information from the MOM website. In particular, for the Member's elderly residents who may have medical insurance issues for their FDWs, if the Member so wishes, he can let me have the information so that MOM will look into it.”
“Thank you. For all first-time FDWs coming to Singapore, they are required to undergo a full medical examination at our healthcare institutions in Singapore. So, it is a time where our doctors in Singapore will examine these FDWs to pick up any symptoms. Mental illnesses are not covered but some major illnesses, such as heart conditions and all that. This is so as to reduce the risks of FDW employers employing an FDW who may have potential major illnesses.”
“Sir, I thank the Member for the two very important supplementary questions. First, about the medical insurance coverage for the 3% of FDW employers, I would like to clarify that it is not 6,000 to 7,000 employers who are facing difficulties in paying very huge bills. In the last three years, according to our statistics, there are 1,900 cases of FDWs who have chalked up bills. Across the last three years, a total of 170 actually had incurred more than $15,000 of medical bills. On average, it is about 55 cases a year. For these cases, they can seek assistance from the Medical Social Workers to defray part of the medical costs, if they genuinely have difficulties in meeting the medical bill payments. Can I ask the Member to repeat his second question, please?”
“Sir, employers of foreign domestic workers (FDWs) buy medical insurance for their FDWs directly with insurers. Insurers are not required to provide individual claims data directly to MOM. MOM regularly tracks hospital bills from public hospitals to ensure that our employers have adequate coverage for their FDWs. Based on the records of public hospitals, the current compulsory minimum coverage of $15,000 was sufficient to meet 97% of all inpatient and day surgery bills for FDWs in the last three years. For the minority of employers who face genuine difficulties in paying their FDWs' medical bills, they can seek help through the medical social workers at the relevant healthcare institutions. Medical social workers will assess each case individually and provide assistance based on their needs. MOM regularly consults relevant stakeholders, such as insurers, employers and employment agencies, and reviews the minimum insurance coverage to ensure adequate protection at affordable premiums for our FDW employers. We are mindful that mandating higher insurance coverage will raise premium costs for all employers. Notwithstanding, our current policy already allows employers who are concerned about the risk of higher medical bills to have the option of taking up insurance plans with higher coverage.”
“Mr Chairman, I would like to respond to the comment made by hon Member Mr Low Thia Khiang. He mentioned just now that while we are looking after the well-being of foreign workers, we should also protect our local workers. He made a very important point here and I fully agree with him. In fact, our local workers are always close to our hearts. This is why we have very comprehensive legislation to protect the workers' rights. The Minister has mentioned earlier in his speech about making an amendment to the EA. We also have a slew of many other programmes like Adapt and Grow, PCP, CSP, WIS and all that. The sole purpose is to provide a wide range of programmes and assistance to help our local workers to adapt and grow and then also to develop, so that they will be able to secure better job security and employment prospects. I share totally Mr Low Thia Khiang's point that local workers are always the core interest of the Government. Bearing in mind that while we look after the local workers, we should also treat our foreign workers fairly, so that there is this complementarity between the local and the foreign workers. Otherwise, the ideal situation described by Minister Lim Swee Say of "two-thirds plus one-third, is greater than one" would not happen. If we treat our local workers better than foreign workers, then we will see the situation of "two-thirds plus one-third is less than one". This is not the situation that we would like to see.”
“We ask them to pay attention on the treatment of their foreign workers within their own source country. All in all, we have studied this and, with due respect, it is something that it is still quite new in South Korea. We do not think that it would be practical for us to implement the same approach or same system in Singapore.”
“I thank the Member for his enquiry on the status of South Korea's recruitment system. MOM has studied the South Korean system. Essentially, under the South Korean model, the Government becomes the Employment Agent for foreign workers. Based on our experience, I do not think this will be practical for the Singapore situation. We have a far greater proportion of foreign workers in Singapore. One third, or 1.1 million, of our workers are foreign workers. So, it is not feasible for the Government to be a surrogate employment agency for this big group of foreign workers. After very thorough studies, we do not think the South Korean model is something that can be adopted in Singapore effectively. The South Korean model cannot guarantee that the source country where the foreign workers are imported from would take prudent measures or effective measures to protect the foreign workers from being exploited by the middlemen in the source country. Under the South Korean system, the Government can do something to protect the interest of the foreign workers in South Korea, it does not have the jurisdictions to do something at the source country. In Singapore, we have put in place many measures to protect the interest of our foreign workers. We have legislated an Act, the Employment of Foreign Manpower Act, to protect the rights of the foreign workers. We also work with many voluntary welfare organisations (VWOs) to help the foreign workers. Lastly, we have also been actively engaging the foreign embassies where they have foreign workers working in Singapore to make sure, from time to time, that if there are issues concerning the well-being of their foreign workers, we can take up these issues with the foreign embassies.”
“Lastly, the Committee will review the regulatory regime to ensure that it remains effective without excessive burden on compliant companies. The Committee will consider ideas, such as differentiating our enforcement approach based on firms’ or companies' past track records. The WSH2028 Committee will start work in April and intends to complete its report in a year’s time. In conclusion, Mr Chairman, I have outlined the key efforts of MOM in supporting older and low-wage workers, and promoting inclusive, safe and healthy workplaces. Through our tripartite efforts, we have made encouraging progress in these areas plus, as we always say, we are not satisfied with what the progress has been and will always look for new areas for improvements. So, we will press on with our efforts to make Singapore a great workplace for our workers.”
“This Committee will comprise leaders from industry, unions and key players in the WSH landscape and it will consult widely in the course of its work. It will be chaired by Mr John Ng, Chief Executive Officer (CEO) of Singapore LNG Corporation, who is also a WSH Council member. Mr Melvin Yong has given good ideas on how to improve our WSH programmes, such as near-miss reporting, WSH representatives in companies and many others. The WSH2028 Committee will study all these suggestions. While the WSH2028 Committee will formulate specific recommendations, I will now want to take this opportunity to sketch out broad areas that the Committee will look in. First, we will find ways to strengthen WSH ownership among companies and workers. This means being self-motivated to improve WSH. The Committee will study how we can influence everyone from C-suite executives to rank-and-file workers to being more committed to WSH. Second, we should increase integration of workplace safety with workplace health as part of Total WSH. Improving both workplace safety and workplace health is important because they reinforce each other. We will study further ways to help companies detect and reduce both safety and health risks. Third, we need to deepen WSH capabilities of companies and workers, such as by raising the competencies of WSH professionals and improving the quality of WSH training providers. Fourth, we want to strengthen partnerships with different stakeholders to promote and reinforce positive WSH behaviour. This includes having insurers price premiums more accurately based on claims history by companies, and technology companies providing solutions to detect risky work situations, and hospitals reintegrating injured workers as part of the Return-to-Work programme.”
“It is an offence under our law for employers to reduce the salary from what is stated in the In-Principle Approval (IPA) letter without the worker’s written consent. To limit the financial burden on workers, local employment agencies are also prohibited from charging foreign workers recruitment fees more than one month of their salary per year of service. We also ensure that foreign workers know their rights and responsibilities, and we assist them proactively when they need help. We work with our partners, for example, the Migrant Workers Centre (MWC), to educate both workers and employers on the benefits of salary e-payment. MWC also assists foreign workers with valid salary claims to seek employment. Finally, Mr Melvin Yong has spoken on WSH. Ten years ago, we set ourselves a "WSH 2018" target of reducing the workplace fatality injury rate from 2.8 per 100,000 workers in 2008 to 1.8 by 2018. I am happy to report that we have made significant progress, thanks to efforts from the tripartite partners, WSH professionals and workers. Our workplace fatality rate dropped to 1.2 last year. As mentioned by Minister Lim Swee Say just now, this is the lowest rate recorded for the whole workforce. But we should not be complacent. We are still lagging behind other countries with a workplace fatality rate of less than one. We can do more. Over the next 10 years, we must aspire to provide our workers with workplaces that are among the safest and healthiest in the world. To do so, we need new breakthroughs in our strategy. We should chart out a comprehensive plan for WSH development over the next 10 years. To do this, I am pleased to announce that we will convene a new WSH2028 Tripartite Strategy Committee (WSH2028 Committee).”
“15 pm Besides supporting older and low-wage workers, we should ensure that our workplaces are inclusive for all. Not only should we make every worker a better worker, every job a better job, we should also do our best to make every workplace a better workplace. A better and more inclusive workplace has no room for discrimination on account of gender, race or mental condition. And I thank Dr Intan, Mr Muhamad Faisal Manap, Assoc Prof Daniel Goh and Ms Tin Pei Ling for raising this point. To this end, all employers should embrace fair and merit-based employment, as stipulated in TGFEP. MOM will also take appropriate enforcement actions against employers found to have engaged in unfair employment practices. At the same time, we should make our workplace more accommodating towards persons with disabilities, as pointed out by Ms Kuik Shiao-Yin. The Government supports employers in this aspect. For example, the Open Door Programme (ODP) provides funding support to employers who hire persons with disabilities and redesign jobs for them. Mr Melvin Yong, Mr Kok Heng Leun and Mr Louis Ng asked about protections and measures in place for our migrant workforce, including electronic payment of salary, employment contract and recruitment practices. We are fully committed to protecting the well-being of our foreign workers. There are laws and policies for areas, including salary payment and local employment agency fees. By law, foreign workers are to be issued the Key Employment Terms (KETs) within 14 days of arrival. The KETs state clearly the employment terms, including working hours, leave benefits and the salary amount.”
“However, our worry is that doing so may inadvertently affect the employability of workers with poorer health. So, this is the very group of vulnerable workers that the tripartite partners are trying to help. We do not want to introduce something that may inadvertently create implications for them which will impact their employment opportunities. Sir, let me recap our schemes. Under our CPF system, employers are already required to contribute to their employees' MediSave. At the same time, the Government makes additional MediSave contribution to low-wage workers via schemes, such as WIS. And we have our 3Ms, meaning MediSave, MediShield Life and MediFund, and other significant Government subsidies through schemes, such as the Community Health Assist Scheme (CHAS). No Singaporean will be denied access to healthcare because of their inability to pay. Mr Zainal Sapari also called for mandatory AWS for low-wage workers. Under our existing Flexible and Performance-based wage systems, a worker's total annual wage package is made up of three components: monthly fixed component; monthly variable component and annual variable component where AWS is part of the annual variable component. This design of monthly fixed, monthly variable and annual variable components varies widely across industries, companies and even occupations. As such, the consensus of the tripartite partners is to give employers and unions the flexibility to negotiate their total annual wage package, including AWS, and not mandate the structure of the wage payments. Sir, I have spoken about our efforts to support older workers and low-wage workers. Our initiatives will particularly help the group of older low-wage workers. For example, they receive higher WIS payouts and benefit more from PWM. 2.”
“Today, employment law criteria are already part of the professional accreditation and grading frameworks for the cleaning and security sectors respectively. We will take a further step to introduce employment law criteria for the landscape sector. Starting this year, NParks will introduce employment law criteria in the Landscape Company Register (LCR). Going forward, employers in these three outsourced sectors stand to lose their eligibility to bid for Government contracts, if they contravene employment-related offences. Additionally, from January 2019 onwards, the Government will only procure from companies with consistent track records in their employment and professional standards. We will require cleaning, security and landscape companies to have two consecutive accreditation status, good grading and LCR status respectively. More details will be shared with the respective industries in the coming weeks. This means that companies in these three PWM sectors must treat their workers fairly in order to qualify for Government contracts. Through this measure, the Government is taking the lead. The Labour Movement and the PWM tripartite committees led by Mr Zainal Sapari will urge more businesses to follow suit. Mr Zainal Sapari is the champion for low-wage workers. And I hope more businesses will heed the call and adopt similar best sourcing practices. The tripartite partners will also continue to find ways to improve the employment conditions of workers in these PWM sectors. To this end, the PWM tripartite committees should study further measures, such as Mr Zainal Sapari's proposal to mandate rest areas in these outsourced sectors. Mr Zainal Sapari has also asked to compel employers to pay for outpatient treatment for low-wage workers.”
“Sir, through these tripartite efforts, both our broad-based measures and sectoral efforts have improved the lives of our low-wage workers. The wages and employment conditions for low-wage workers across the board have improved over time. Over the past five years from 2012 to 2017, the real income growth at the 20th percentile (P20) of full-time employed citizens grew by 4.3% per annum, faster than at the median of 3.9% per annum. And for working hours, not only did their income increase, they also worked shorter hours. Resident low-wage workers worked fewer hours per week, from 49 hours in 2012 to 46 hours in 2017. On job security, there was also greater job security for low-wage workers. More workers were placed on permanent contracts and the number of casual on-call workers has decreased. Even so, the work does not stop for us. In MOM, we will continue to work with the tripartite workers to support sustainable wage increases through PWM and raise employment standards through best sourcing. Given the good progress in the three PWM sectors, we want to see further adoption of PWM in other sectors. PWM can benefit workers beyond low-wage workers, to other rank-and-file workers as well. As a start, lift firms and unions are working with the Building and Construction Authority (BCA) to introduce a voluntary PWM for lift technicians. This is especially useful, with a growing demand for lift technicians in Singapore. MOM will support them in this effort. More details will be announced by the industry when ready. MOM also stands ready to support the tripartite partners to develop and adopt PWM voluntarily for other sectors. Second, the Government will further safeguard the basic employment rights of outsourced workers in the cleaning, security and landscape sectors.”
“Since the PWM was launched in 2014 and implemented in 2016, the real median gross wage of full-time resident security guards grew by 6.4% per annum from 2011 to 2016. The tripartite partners worked together to further enhance the security PWM in November 2017. Over 34,000 resident security officers can now look forward to higher PWM basic wage increases each year of between 4.1% and to 5.7% for six years, from 1 January 2019. To transform the industry, the tripartite partners took a decisive step to improve the working hours of our security officers. From 1 January 2021, MOM will no longer grant overtime exemption for the security industry. This will reduce their current overtime hours from as high as 95 hours a month, to not more than the statutory limit of 72 hours. And to become more manpower-lean and productive, the industry is committed to adopt greater use of technology. And with these measures in place, workers will stand to benefit from having higher wages and shorter working hours. This is something that we really want to do for our security officers to modernise the industry and also to professionalise their career. Finally, for the landscape sector, the real median gross wage of full-time resident landscape maintenance workers has increased by 3% per annum from 2011 to 2016. And we continue to work on improving their wages and working conditions. With the cleaning and security PWM enhanced in 2016 and 2017 respectively, the tripartite partners will review and enhance the landscape PWM this year. More details will be announced by the Tripartite Cluster for Landscape Industry (TCL) after the tripartite negotiations have concluded.”
“WorkRight ensures that low-wage workers are aware of and not denied their employment rights. Today, eight in 10 employers inspected were found to have complied with the EA and CPF Act. This is an increase from seven in 10 in 2012. So, we see a gradual improvement. We take firm actions, including prosecution, against errant employers. Therefore, I urge Members to inform MOM if they come across workers who are denied their statutory employment rights. For specific sectors, we also take a more targeted approach. In particular, the tripartite partners have implemented mandatory PWM in the cleaning, security and landscaping sectors. Through PWM, over 70,000 resident workers have benefited from better wages and better career progression. Real wage growth of workers in PWM sectors has exceeded resident median income growth for the past five years. Workers in these sectors also now have clear progression pathways that commensurate with their skills and competencies. Let me further share the progress in each of our PWM sectors in greater detail. For the cleaning sector, the PWM was announced in 2012 and came into effect in 2014, and we have seen positive results over the years. From 2011 to 2016, the real median gross wages of full-time resident cleaners grew by about 5.7% per annum. We enhanced the Cleaning PWM in December 2016 to increase their wages further. More than 41,000 cleaners can benefit from an increase in the PWM basic wages of between 3.4% and 4.6% per annum for six years, from July 2017 onwards. And from 2020, cleaners will also enjoy a mandatory annual bonus equivalent to at least two weeks of monthly basic wages. Similarly, we have seen good progress for security officers.”
“Sir, there is no place for age discrimination in our workplaces. To counter any age discrimination in our workplaces, TAFEP looks into all age-discrimination complaints. MOM will not hesitate to take enforcement actions against errant employers who discriminate against older workers. Let me now talk about our support for low-wage workers. Sir, this Government pays particular attention to low-wage workers. We strive to uplift their wages, enhance their employment conditions and improve their lives even as they work hard and make an honest living. We do this in two ways. First, through broad-based efforts, and second, through additional support for specific sectors. Let me talk about the broad-based efforts. The WIS scheme is a key pillar of our support for low-wage workers. As a permanent scheme, it helps low-wage workers build up their retirement savings and meet their daily needs as they work. Since WIS started in 2007, a total of $5.5 billion has been paid to about 830,000 recipients, of which, $3.7 billion went to their CPF for their retirement; $1.8 billion was given to them in cash to supplement their income. Besides supplementing their income, Workfare Training Support (WTS) gives them opportunities to upskill and reskill to improve their employability. Since 2010, more than 270,000 low-wage workers have tapped on WTS to upskill and reskill. And more than $280 million was used to support such training efforts. Mr Zainal Sapari pointed out that some of our low-wage workers remain vulnerable and may face unfavourable working conditions. We fully share his concerns. MOM and CPF Board are aware of this. We have stepped up public education and enforcement efforts through the WorkRight initiative.”
“The hotel then decided to tap on WorkPro to introduce motorised trolleys and train older workers like Mdm Toh to operate them. As a result, Mdm Toh is now able to take on a new task previously too strenuous for her. This has also led to a wage increase for her. Given the success story of Goodwood Park Hotel, I encourage more companies to make their jobs age-friendly through the WorkPro Job Redesign Grant, which is part of LEDS mentioned by the Second Minister earlier. This will also support the growing pool of older Singaporean workers. Sir, I would like to talk about age-friendly workplaces now. Mr Chong Kee Hiong and Miss Cheryl Chan have asked about age-friendly workplace practices. Mr Patrick Tay and Ms Tin Pei Ling also surfaced this issue of ageism. The tripartite partners share these concerns, too, and have been working hard and taking measures to address them. We all agree that what we should all do is to work towards a workplace culture where our older workers feel valued, and companies think about the needs of older workers when they put in place policies and practices. 2.00 pm In fact, employers are recognising the benefits of having age-friendly and inclusive workplace practices. According to a 2016 survey by TAFEP, seven in 10 employers are willing to redesign job scopes to accommodate older workers. Still, there is room for improvement. So, I am happy to say that the tripartite partners have developed a Tripartite Standard on Age-friendly Workplace Practices. This Tripartite Standard will promote inclusive workplaces that meet the specific needs of older workers. More details will be shared later when the Standard is launched next month. As we continue to encourage inclusive behaviour, we will also take action against discriminatory practices.”
“Of those who were re-employed in the same job, 98% did not experience any cut in their basic wages. Second, we extended the Special Employment Credit (SEC) scheme, which provides wage support to employers who hire older workers. So far, 93,000 employers who employed over 350,000 eligible older workers have benefited since SEC was extended in 2017. And since 2011, over $3 billion of SEC has been paid. While results are encouraging, we hope to do even more and better. Hence, one key priority is to ensure that both jobs and workplaces become more conducive for our older workers. We agree with Dr Intan Mokhtar and Mr Chen Show Mao on the importance of job redesign. It can transform work processes for older workers, which Ms Jessica Tan has also brought up. To encourage adoption of job redesign, we enhanced WorkPro in 2016 to provide more generous funding of up to $300,000 per company, and to complement other capability development grants. Since WorkPro's enhancement, WSG, NTUC-e2i and the Singapore National Employers' Federation (SNEF) have funded more than 650 companies, benefiting more than 10,000 older workers aged 50 and older. Through working with companies, we learnt that job redesign not only makes older workers' existing jobs easier, safer and smarter, it also creates new jobs and opportunities for them. One example is Mdm Toh Kim Pong, a 69-year-old employee at Goodwood Park Hotel. In the past, two younger employees were needed to transport linen to the laundromat. To do this, they have to push trolleys manually, carrying up to 100 kilogrammes (kg) of linen, up a steep slope and across an open-air carpark. Because of her age, this was a task that Mdm Toh could not do.”
“Mr Chairman, the Minister and Second Minister for Manpower spoke about the need to transform and grow, and to adapt and grow. In line with these efforts, I will focus on how we will better support older and low-wage workers. I will also talk about promoting an inclusive, safe and healthy workplace for our workers. Sir, let me start with older workers, a subject that is very close to my heart. The employment outcomes of our older workers have improved over the years. The employment rate of older residents aged 55 to 64 has increased from 64% in 2012 to 67% in 2017. Our older worker employment rate is higher than countries, such as Australia, Korea, the US and UK. In fact, compared to the 35 OECD countries, Singapore would be ranked among the top 10. The unemployment rate of older residents has also remained low at below 3% over the last five years. This is comparable to the overall unemployment rate. This means that the vast majority of older residents in the labour force who want to find a job can find a job. And for those who need assistance to find a job, we will continue to help them through the Adapt and Grow initiative. Sir, let me give an update on our older workers and also the employment situation and the efforts taken to help them to adapt and grow. Last year, we took further steps to enhance the employability of our older workers. First, we raised the re-employment age from 65 to 67 in July 2017. We are heartened to see that both employers and workers have embraced the re-employment concept and our older workers have benefited. Since re-employment was introduced in 2012, over 98% of private sector local employees who wished to continue working were offered re-employment at age 62.”
“This will prevent a repeat of the false reports about riots in Batam last year that caused a lot of unnecessary alarm and anxiety to Singaporeans. Sir, to conclude, on behalf of the MFA family, I would like to thank Members of the House and also all Singaporeans for their support to MFA as we advance Singapore and Singaporeans' interests internationally. 7.52 pm”
“We responded to a number of overseas incidents, including multiple attacks and natural disasters at tourist hotspots. For example, when Mount Agung erupted in December last year, our crisis response team was on the ground to help Singaporeans affected by airport closures. We also assisted Singaporeans who were involved in road traffic accidents in the US, Australia and, closer to home, in Malaysia. We will continue to do our best to assist Singaporeans who are caught in difficult situations overseas. However, we also urge our fellow Singaporeans to continue to practise personal responsibility and self-reliance and vigilance as our MFA staff are not able to be everywhere all the time. So, in this regard, I was heartened that many Singaporeans travelled to Johor on their own to join in the search-and-rescue efforts for our two missing hikers in Mount Pulai recently. Likewise, local Singaporean communities abroad are often the first line of support and assistance for one another, and also to fellow Singaporeans travelling to that part of the world, especially when the nearest MFA representation is far away. And on our part, MFA will endeavour to provide useful and timely information to Singaporean travellers through technology. For example, we provide country-specific travel information on our revamped MFA website and are working with Government agencies and relevant partners to broaden our reach via various platforms, such as AskJamie@MFA, Chatbot and the Singapore Airport Terminal Services (SATS) travel application. However, given the free flow of information and disinformation, we hope that Singaporeans will continue to be vigilant and discerning and not to take information at face value.”
“These FTAs will give us access to a combined market of almost 470 million people that accounts for 90% of Latin America's GDP. Although the world appears more integrated than before, we cannot take the status quo for granted. As a small state grappling with forces beyond our control, Singapore must strongly support a rules-based multilateral order underpinned by international law, a point that was emphasised by Minister Vivian Balakrishnan earlier. Mr Louis Ng asked about our role in the international community. At the UN, Singapore will continue to uphold our reputation as a principled, responsible and reliable country and partner. In July this year, we will attend a High Level Political Forum in New York to share our developmental experience in relation to the Sustainable Development Goals under the 2030 Agenda. We will continue to participate in negotiations on the implementation guidelines of the Paris Agreement on Climate Change. At the invitation of the G20 President, Argentina, Singapore will attend the G20 Summit and related meetings in Buenos Aires later this year. Comprising 20 major economies that account for 85% of the world GDP and two-thirds of its population, the G20 makes decisions that affect the rest of us. It is, therefore, important and also an honour for Singapore to participate in the G20 to offer our perspective and contribute where we can. Let me now address Miss Cheng Li Hui's question about assisting Singaporeans in distressed situations overseas. Singaporeans are among the world's most-travelled people. Consular assistance for overseas Singaporeans remains one of MFA's more visible core functions. Last year, 2017, was a very busy year.”
“While the impact of Brexit unfolds, Europe continues to be a key market and valuable partner in innovation, education and skills development. For example, we are partnering France to expand into industries of the future, such as Fintech, Smart Cities and Emerging Technologies. The EU is our largest source of FDI. In a climate of increased protectionism, we support our European partners' strong commitment to free trade. While we work towards ratifying the EU-Singapore FTA, we have also begun negotiating the Eurasian Economic Union (EAEU)-Singapore FTA. I am also happy to report that the Singapore-Turkey FTA came into effect last year. Sir, we continue to strengthen connectivity with Europe. Air traffic between Singapore and the EU has grown at an annual average of 3.8% in the past five years. We have launched direct flights to Stockholm and Athens and will do so for Warsaw and Berlin. Region-to-region connectivity will also be enhanced when we conclude the ASEAN-EU Comprehensive Air Transport Agreement (CATA). With increased connectivity, Singapore will stand to gain from increased investment, tourism, trade and employment. Further afield, Singapore is an Observer in the Arctic Council. Melting ice caps and new Arctic sea routes present both challenges and opportunities for Singapore. Shipping traffic could be diverted in the long run, but Singapore companies could leverage the emerging sectors in the Arctic, such as shipbuilding and repair, port management and offshore engineering. Mr Liang Eng Hwa asked about our engagement of emerging markets. In this regard, we are tapping on the economic potential of Latin America and deepening links across the Pacific. We are negotiating an FTA with the Pacific Alliance and with Mercosur soon.”
“We are an interesting case study to the Chinese and other partners, not only because we share good relations, but also because of our pragmatic and time-tested approaches. However, it is not a one way traffic; we are learning from each other and working together for mutual benefit. Today, both sides continue to exchange views through high-level platforms, such as JCBC, the Singapore-China Social Governance Forum, the Singapore-China Forum on Leadership and the Singapore-China Legal and Judicial Roundtable, and so on. Going forward, for Singapore to thrive in the global arena, we have to be resourceful, firmly uphold international law, and do so in a respectful but not submissive manner. If Singapore is to continue playing a constructive international role and protect our interests, we should strive to punch above our weight, expand our international space and create more opportunities for Singaporeans to broaden our horizons and establish our global presence. (In English): Mr Chairman, now allow me to continue in English. Sir, mutual learning has characterised Singapore’s development journey. As we push on with our Smart Nation vision, we can learn from others. Mr Cedric Foo sought an update on our cooperation with Japan and the ROK. As mentioned by Minister Vivian Balakrishnan, Japan's "Society 5.0" initiative broadly converges with our Smart Nation priorities by leveraging technology and innovation to advance its economy and also to resolve social issues. We are also keen to develop a partnership with the ROK on innovation and smart cities. 7.45 pm Mr Henry Kwek had requested for an update on our relations with Europe. Sir, Europe remains a long-standing partner for Singapore.”
“Beyond the three Government-to-Government projects, namely, the China-Singapore Suzhou Industrial Park, Sino-Singapore Tianjin Eco-City, and China-Singapore (Chongqing) Demonstration Initiative on Strategic Connectivity or Chongqing Connectivity Initiative, we also have seven business and economic councils with Guangdong, Jiangsu, Liaoning, Shandong, Sichuan, Tianjin and Zhejiang. We also share many other links in multiple domains, such as culture, education, healthcare, technology and smart nation development, among others. It is for this reason that both sides have described our relations as an "All-Round Cooperative Partnership Progressing with the Times". Mr Chairman, the global economic landscape is expected to further transform in the coming years. As a centre for trade, transport, and finance, Singapore can partner different companies seeking to venture into Southeast Asia, China, India and other key markets. The Chongqing Connectivity Initiative-Southern Transport Corridor (CCI-STC) will shorten trade routes between western China and Southeast Asia and beyond to Europe. Singapore is also well-placed to provide financial, legal and advisory services to support commercially viable B&R projects. Several Chinese banks have already issued B&R bonds in Singapore. Confucius said: "Do not worry about not being known, just prove your worth." In other words, do not worry that you are unknown to others, so long as you have the real capability and are learned, other people will accept and appreciate you. Singapore's relevance to the world depends on our continued success and ability to innovate, adapt and improve. Many Chinese delegations have visited Singapore on study trips and attended courses over the years.”
“Mr Chairman, MFA has been working closely with our economic agencies to create more opportunities for our people and businesses in Asia, Europe and Latin America. I will elaborate on our efforts to strengthen Singapore’s connectivity to these partners and international organisations through diplomacy and trade. Apart from the US, nine of our top 10 trading partners are from Asia. Around 40% of Singapore’s merchandise exports were delivered to Northeast Asia last year. China has been Singapore’s largest trading partner since 2013, and the top investment destination since 1997. Singapore, on the other hand, has been China’s largest foreign investor, also since 2013, while China is Singapore’s largest source of tourists and tourism receipts. Statistics aside, Singaporeans can see and feel the growing economic ties with China. How are we managing this very important relationship in economics and beyond? Mr Chairman, Sir, now please allow me to elaborate in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] Mr Chairman, 2018 marks the 40th anniversary of then-Senior Vice Premier Deng Xiaoping’s visit to Singapore in 1978. It is often said that "If you do not forget why you started, your mission can then be accomplished." Successive leaders have built upon the strong foundations laid by founding Prime Minister Lee Kuan Yew and Deng Xiaoping to break new ground. We have institutionalised frameworks that allow officeholders and officials to work together, address common challenges and seek new areas of cooperation.”
“Sir, under the existing law, third-party risks are already covered by motor insurance if the delivery men use vehicles, such as vans, lorries, cars and so on, to carry out their work. So, this is covered. However, there is one group of delivery men not covered under the current law and these are the delivery men using personal mobility devices to perform their tasks. This issue is being studied by the Active Mobility Advisory Panel under MOT. I understand that the study is due to be completed by the end of this year. By then, we should have more information on how this gap can be closed.”
“Mr Speaker, Sir, MOM inspected 50 food delivery and courier service companies last year and issued 71 notices to 44 errant companies for infringement of Workplace Safety and Health (WSH) regulations. More than 70% of the infringements were related to the lack of or inadequate risk assessment. These companies did not conduct risk assessment to identify hazards which can affect the safety and health of their employees and contract personnel. Without risk assessments, the companies are not able to put in place the necessary preventive actions against accidents. These errant companies have since rectified the safety lapses and conducted proper risk assessments for their employees and contracted parties directly working under them. We will conduct similar operations this year on other delivery companies and couriers to ensure that they also adopt proper WSH measures at their workplaces. On the need for legislation, the Workplace Safety and Health Act (WSHA) already requires food delivery and courier service companies to ensure the safety and health of their workers, including part-time employees and contract personnel. The safety measures include ensuring that their workers have taken adequate safety measures and have sufficient training on the use of bicycles and personal mobility devices.”
“Sir, I thank the Member for making a very important point here. This is, in fact, one of the priorities of MOM going forward, in ensuring better workplace safety and health. Right now, we have been focusing on the downstream workplace reporting and so on but, actually, the more important aspect is to move upstream, to encourage workers and employers to report near-misses within the company reporting system. In the last few months, we have been working closely with the Workplace Safety and Health Council to roll out plans to encourage our employers to take a more proactive approach in reporting near-misses in the workplaces. In that respect, we have developed a mobile app called SnapSAFE. Any company can download this app and use it as their internal reporting system, where their workers or any other employees can report near-misses to the management so as to give the management the opportunity to rectify all the potential risks at the workplace to prevent workplace injuries or fatalities from happening. That will be our direction going forward to encourage more proactive interventions upstream to make sure that all the downstream risks could be eliminated. We have just rolled this out not so long ago. It is premature to talk about whether we want to mandate the companies to adopt near-misses reporting. But certainly, we will consider it if the need arises one day.”
“I thank the Member for the further supplementary question. As I mentioned just now, the Workplace Safety and Health Incident Reporting regulation was reviewed in 2014, which is about three years ago. We have been monitoring the implementation of this revised scheme and we have found it to be working quite well so far. But of course, as a policy matter, policy review is always a work in progress. We will continue to review and monitor the situation. If there is a need to further review it in the future, we will certainly do so. When we conduct the next review, we will certainly take reference from international best practices, including the countries mentioned by the Member, that is, the UK, US, Australia and so on. We will study them, together with other countries' best practices. We will adopt the most relevant, practicable and reasonable ones to be incorporated and further strengthen our reporting regime.”
“If any doctors are found to have adopted this practice of issuing two days of MC, then have a break of one day in between, and then issue another one or two days of MC, if we come across such cases, we will investigate. And if it is a practice for the employers to avoid reporting the incidents to MOM, we will refer the doctors to the Singapore Medical Council for follow-up actions.”
“Mr Speaker, Sir, I thank the Member for the two supplementary questions. First, on under-reporting, we have been monitoring the workplace injuries reporting since the scheme was revised in 2014. Our assessment and observation, and also through our contacts with the companies and workers, suggest that there is no evidence of widespread under-reporting. But, of course, we cannot assume that there will not be any under-reporting. But our assessment is that under-reporting is still constituting the minority. Anyway, under our regime, even if the employers do not report any workplace incidents, the workers themselves can approach and report the injuries or incidents to MOM. For cases that are reported to MOM, we will take a look at the situation and then we will take appropriate actions. In the last one year, there were close to 1,900 workers who report their injuries directly to MOM because they were not so sure whether their employers had made a report. So, within our system, there is already a regime and also a discipline where we can ensure that the workers can report on their injuries even if their employers do not. As for the Member's second supplementary question, the issue has been addressed in 2014 when we reviewed and revised our incident reporting regime. In 2014, we had decided, and we had changed the regulation, to ensure that even if a doctor gives two days of MC and then have a break in between, and then issues another two days of MC and so on, MOM will still deem all these injuries or MCs as reportable incidents, so long as the accumulative MCs are three days or more.”
“Sir, under the Workplace Safety and Health (Incident Reporting) Regulations, it is mandatory for employers to report work-related accidents where the employee was given more than three days of sick leave or hospitalised for at least 24 hours. In the last five years, an average of about 12,800 such workplace injuries were reported to the Ministry of Manpower (MOM) every year. The number has been stable over this period. Our reporting criteria are aligned to international practices which focus on reporting injuries that are more serious. In fact, ours is similar to that of the European Agency for Safety and Health at Work (EU-OSHA). This European Union (EU) regulation also requires reporting of any injury that results in more than three days of sick leave. The reporting regimes in other countries also do not require all injuries to be reported. For example, in the United Kingdom (UK), beyond the prescribed list of reportable injuries, such as fractures, amputations, burns or blindness, all other injuries are only reportable if the sick leave is seven days or more. Hence, our reporting regime of three days or more is actually more robust. The UK also requires the injury to be reportable if it results in hospitalisation for more than 24 hours, which is similar to our reporting regime. Our incident reporting criteria of more than three days' sick leave and hospitalisation for more than 24 hours would already cover the more serious injuries that other jurisdictions deem reportable. Hence, our regime is comparable and equally robust as the other developed countries.”
“Since the enhancement, more than 600 companies have applied for the Job Redesign Grant, benefiting more than 9,500 older workers. This is an encouraging start, but we should do more. I urge more employers to tap on WorkPro to take bold steps to redesign and create meaningful jobs for older workers. Third, we need both our older workers and employers to play their parts to enhance the employment and employability of mature workers. We will keep strengthening our support to them through SkillsFuture and Adapt and Grow. For instance, under the Adapt and Grow Initiative, older professionals, managers, executives and technicians (PMETs) are provided with more support for career or job transition under programmes, such as the Professional Conversion Programme (PCP) and Career Support Programme (CSP). The Work Trial programme also allows older rank-and-file workers to undergo short-term work trial with companies and acquire new skills to potentially take on new jobs. I encourage more employers and workers to take full advantage of these Government schemes we have put in place for them. In conclusion, Mr Deputy Speaker, we have made steady progress to enhance the employability and employment opportunities for our older workers. With an ageing workforce and the fast pace of economic restructuring and transformation, we will need to do even more to ensure that our future workforce will remain inclusive. Together with our tripartite partners, we will press on in our efforts to support our seniors so that they can continue to lead an active and fulfilling life.”
“Sir, looking ahead, as our workforce continues to age, I strongly support Mr Henry Kwek's call and also other Members' similar call to do more to maintain the dignity of our elderly in the workplace. For older workers to work productively and also to help companies to remain competitive, we must ensure that our workplaces are age-friendly. We must treat our older workers fairly with dignity. But how do we do this? First, we should eliminate ageism at work. MOM and our tripartite partners are against age discrimination. The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) promotes the employment of older workers and raises awareness of the value that older workers bring to the workplace. They look into all age discrimination complaints and refer cases to MOM for investigation where warranted. Enforcement actions will be taken against employers who discriminate based on age. The Tripartite Guidelines on Fair Employment Practices (TGFEP) also spells out the principles of fair and merit-based employment which we expect all employers to abide by. For example, job applicants should be assessed fairly and are not to be ignored or rejected on the basis of age. This applies to all jobs listed in the JobsBank. The Guidelines also state specifically that date of birth information should not be asked in the job application forms. Second, we should ensure that our jobs are suitably designed and redesigned for our older workers. This was why we enhanced the WorkPro in July 2016 to create easier, safer and smarter jobs for older workers. A company can now receive up to $300,000, up from $150,000, under the WorkPro Job Redesign Grant.”
“For now, as the re-employment age was just raised from 65 to 67 last year, the immediate focus of the Government and the tripartite partners is to ensure successful implementation of the new re-employment age to benefit more older workers. This is to fulfil what we had set out earlier. As we encourage employers to hire and retain older workers, we recognise that those who do so deserve extra support and encouragement. The Special Employment Credit (SEC) scheme provides a wage offset of up to 8% of monthly wages to employers when they employ older workers aged 55 and above. An additional wage offset of up to 3% of monthly wages is also provided to encourage continued employment of older workers above the re-employment age of 67. We also support employers to provide flexible work arrangements (FWAs) for older workers who prefer to transit from full-time employment to take on more flexible work options. The Work-Life Grant funds each company up to $160,000 over four years to implement FWAs to help employees better manage work and family responsibilities. Our various programmes to improve the employability and employment of older workers have shown encouraging results. Singapore's employment rate of residents aged 65 to 69 is 41.5% in 2016. This compares quite favourably with developed economies, with Singapore ranked 5th against 35 Organisation for Economic Cooperation and Development (OECD) countries in 2016. It is also higher than some of the developed countries with no retirement age, such the US at 31%, Australia at 25.9%, the UK at 21% and Denmark at 19.1%. In Singapore, we achieved 41.5%.”
“Of those who accepted re-employment in the same job at age 62, around 96% did not receive any cut in their basic salaries in 2012. And this proportion rose to 98% in 2016. Some Members have suggested why not remove the retirement age and re-employment age altogether? Sir, currently, the tripartite partners are of the view that the retirement and re-employment ages still play an important role in helping our workers stay employable for as long as they can. These are their reasons. First, the retirement age of 62 provides older workers peace of mind that employers are not allowed to terminate their employment simply based on age. Second, with the re-employment age, the older workers are further protected as employers must offer eligible workers re-employment up to age 67. Third, the introduction and progressive raising of re-employment age, instead of retirement age, balances the employers' need for business flexibility and the employment needs of the older workers better. While the employer is obliged to offer re-employment to the older worker at 62 till 67, it need not necessarily be for the same job or at the same pay. There is some flexibility so long as both employers and employees achieve a mutual agreement. And also, beyond the re-employment age, older workers can continue to work as long as there is mutual consent between them and the employers. With extended lifespans and improved health among seniors, there will be scope to raise the age of re-employment further again over time. This, however, will be a matter for tripartite deliberations.”
“Mr Deputy Speaker, Sir, I would like to, firstly, thank Members for tabling this Motion for the House to recognise our seniors. The Ministry of Manpower, together with our tripartite partners, is committed to supporting our older workers to enjoy fulfilling years and engage in productive work. Sir, our workforce is ageing rapidly. Over the last decade, the proportion of residents aged 60 and over in our labour force has increased from 6.1% in 2007, to 13.8% in 2017. We expect this trend to continue in the foreseeable future as Singaporeans live longer and healthier. It is a good thing that our seniors can work and want to work longer. Active participation in the workforce allows seniors to make positive contributions and forms part of active ageing. The economy and society as a whole benefit from their expertise and experience. To this end, we should continue to support older workers to have meaningful employment opportunities. At the same time, we should also ensure that our older workers are treated fairly and with respect at our workplaces. Our tripartite partners have been working closely together to help support our older workers so that they can have longer and fuller working lives. Sir, we introduced the concept of re-employment under the Retirement and Re-employment Act (RRA) in 2012. RRA is to support older workers who want to work longer beyond their retirement age. We took another step forward in 2016 to raise re-employment age from 65 to 67, which has been effective since 1 July last year. This applies to the public and private sectors. The re-employment model has shown encouraging results. Since it was introduced in 2012, over 98% of private-sector local employees who wished to continue working at age 62 were offered re-employment.”
“The complaints arose merely because of miscommunication and misinformation. We take comfort in knowing the fact that, on the ground, although there may be some cases of discrimination on medical conditions, for cases that we have received, they are found to be otherwise. So, I think it is important for any workers or any job applicants, who feel that they have been discriminated against because of their medical conditions should make MOM or TAFEP the first port of call to make a report, so that we will look into the situation and take the necessary intervention.”