See Jinli Jean
Singapore
“Chairman, I have two clarifications for the Minister of State and one clarification for the Senior Minister of State. To Minister of State, I would like to ask: how does MCCY plan to encourage more companies to come on board the company of Good Recognition System, and also whether MCCY has plans to actually work with the MyCareersFuture S…”
“The enhanced company of good recognition system recognises organisations for demonstrating commitment to corporate purpose and making impact in the areas of people, society, governance, environment and economy.”
“Madam, freelancers are often stressed by financial precarity due to fluctuating demand, client cancellation and payment delay. Some shared that freelance work could increase feelings of isolation and loneliness. Could MCCY provide an update on its efforts under the National Mental Health and Well-being Strategy in respect of freelancers?”
“To reinforce workforce transformation alongside business transformation, would MOM work with economic agencies to guide companies seeking Government grants to also commit to workforce outcomes such as job redesign to raise job worth, training for lower-skilled workforce and programmes to develop Singaporean talent?”
“Freelancers lack access to training and development opportunities that are typically provided for traditional employees by employers. Given that freelancer-dominated sectors, such as arts and culture, media and design, rank among the world's fastest growing and rapidly transforming sectors, it is pressing and critical for the Government t…”
“The Minister had mentioned that the Government is closely monitoring the trend in use of AI to ensure that guidelines and regulations are adequate to protect the workforce. Could MOM provide an update?”
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“Third, might the Ministry and SSG work closely with NTUC and its freelancer-centred associations as well as relevant sector agencies to establish fair and balanced guidance that communicate the surveyed costs for freelancers, such as coaches and creatives, to deliver quality service of professional standards? These professional standards could be benchmarked against occupation-specific competency frameworks that were outlined in the Ministry of Manpower's (MOM's) 2018 Tripartite Workgroup report on support for self-employed persons. The guidance would also recognise the differentiated premiums for expertise mastery that freelancers, like coaches and creatives, accumulate through upskilling efforts. By contextualising initiatives, we can take concrete steps together to boost freelancers' career prospects and their value-add to the Singapore economy. SkillsFuture and Training Allowance”
“Chairman, freelancers I spoke with welcomed the new SkillsFuture Level-Up programme. They include platform workers who appreciate the Government's consideration of their challenges faced when exploring career transition. Some, such as Miss R, a freelance delivery courier and an Institute of Technical Education (ITE) graduate, asked if the Government could consider extending the SkillsFuture Level-Up programme and/or the ITE Progression Award to her and her peers in their 30s. She turned to food delivery after she was displaced some years ago. Then, she had found it challenging to upgrade her qualification as she had breadwinner responsibilities. Now, as she contemplates her career options against the backdrop of economic uncertainty and an appreciation of CPF utility for ageing, health and housing needs, she hopes that the sandwiched group of ITE graduates, like her, can also be considered for the ITE Progression Award and/or the SkillsFuture Level-Up Programme. In this regard, I would like to put forth three possibilities for the Minister's consideration. First, could the Ministry extend, or as a baseline, contextualise the SkillsFuture Level-Up Programme and the ITE Progression Award to Singaporeans in their 30s who need a boost to their career health and, in the same vein, extend the SkillsFuture Credit to Singaporean workers below age 25? Second, might the Ministry and SkillsFuture Singapore (SSG) work closely with the National Trades Union Congress (NTUC) and its freelancer-centred associations to include, under the SkillsFuture Level-Up programme, training options and accreditations that are helpful to progressing the work prospects of those who are dictated by business models in the arts, creative, media and coaching sectors to freelance as a career?”
“Thank you, Chairman. The question is to Minister of State Alvin Tan. I think we are very cheered by the positive news on tourism. I just wanted to make a point that we do have a number of people coming up from our universities and our schools who are very talented in terms of being creative professionals. I think many of them would desire the opportunity to be on the stage together with many of these different acts coming into Singapore. So, my pitch to MTI is whether we can then work very closely with the different, other agencies that are supporting the creatives, supporting the young people to give them the opportunities to come on board some of these programmes, some of these acts that come into Singapore to have the opportunity to build up their portfolio.”
“Through these three possibilities, Singapore businesses and creative freelancers can unlock synergies and develop new competitive advantage to stay ahead of change and global competition. Plans for Creative Economy”
“Chairman, taking deliberate steps to infuse Singapore firms with the capabilities of Singapore’s creative professionals in arts, culture, media and design is the game changer that can bring forth an industry renaissance. Like how the advent of the printing press led to unprecedented change, digital technology and AI are initiating new ways to produce and trade. Thus, if technology and AI are the tools that a firm uses to reimagine its operating model, then a creative lens must be what a firm applies to redefine its business model. To engender the meeting of minds between progressive firms and creative freelancers, I offer three possibilities for the Minister’s consideration. First, would the Ministry work closely with NTUC’s Visual, Audio, Creative Content Professionals Association (VACCPA) and relevant sector agencies to develop and share use cases of when and how firms could tap Singapore's different creative forms to create new value? For instance, retailers could tap freelancers to create novel, virtual shopping experience using 3-D digital asset creation. Economic funding schemes could be expanded to cater for such creative use cases. Second, could the Ministry expand the SkillsFuture Enterprise Credit to cater to creative micro-firms of one to two persons? Last, could the Ministry facilitate opportunities for creative freelancers to work and learn on international projects supported by the economic agencies? For instance, opportunity could be created for Singaporean freelance lighting designers to augment international touring acts courted to Singapore. Such stints can be underpinned by robust hiring and accreditation and the relevant Tripartite Standards. Freelancers would appreciate the boost to their development and portfolio.”
“My cut is on SkillsFuture@NS, shortening time-to-work proficiency for NSmen. A 2023 IPS study found that 29% of the over 1,000 Singaporans surveyed did not feel that NSF could learn skills that were useful for civilian employment through NS. This 29% is higher than the 18% recorded 10 years ago. IPS noted respondents felt that, and I quote, "NS should include more non-military training. This could be a result of the growing pressures for all to upskill and commit to lifelong learning, coupled with perceptions that NS involved some trade-offs to NSmen's education and career trajectories." Given the speed of technological innovation, a new NS-man with polytechnic education entering the workforce must now contend with fast-evolving industries and a steep learning curve. It is a tall order for a young person. In this regard, I wish to put forth three broad questions to the Minister. First, can MINDEF provide an update on the SkillsFture@NS initiatives that were launched in 2022, including SkillsFuture@NS Learning eXperience Platform? Second, what are MINDEF's plans to facilitate NSFs' transition post-NS, including those who aspire to become entrepreneurs or who must prepare to freelance if they join the creative, media, and coaching sectors? Third, what are MINDEF's plans to improve perceptions of the value of NS to soldiers' employability? Total Defence”
“Second, in the Government's capacity as a service buyer, they should engage the representative freelancer-centred associations, such as NICA and VICPA, on changes to the cost of business for coaches and creatives. This allows a less visible yet vulnerable group of workers to collectively address the market gap. Third, relook at and refresh the 2018 Tripartite Workgroup’s Recommendations on support for self-employed persons. The updated set of recommendations could provide freelancers and freelancer-centred associations for coaches, creatives and platform workers with pathways for expedient and affordable recourse against unfair terms, including unreasonable vehicle leasing claims. Fourth, have caregiving grants go beyond defraying caregiving expenses. Grants should recognise caregivers' labour and provide assurance for their retirement adequacy. Fifth, work with NICA and VICPA to help freelancers keep pace with industry changes and seize opportunities. For example, develop targeted training support for freelancers alongside subsidies to cover both training and opportunity costs. Freelancers make up close to one in 10 of Singapore's resident workers. Budget 2024 charts a new chapter for workers. In step with tripartism and an inclusive vision of success, these five approaches would boost freelancers' long-term capabilities and their confidence for the future. Mr Speaker, notwithstanding the points raised, I support the Budget.”
“Thus, I hope that the Government, in particular, the Ministries and agencies overseeing the creative, media and coaching sectors, could consider working closely with NICA and VICPA, NTUC's affiliated associations for coaches and creatives, to develop freelancer-centred training support. Parties could proactively curate right-skill just-in-time training and tie in subsidies and credits. This ensures that cash-tight freelancers can afford the out-of-pocket training costs. The SkillsFuture Level-Up programme is a step in the right direction and would be valuable to freelancers if it could be expanded to cater to their career fields. NTUC cares because every freelancer matters. I, therefore, urge the Tripartite Partners to step forward and take action together. Mr Speaker, I will now conclude. To recap, freelancers, particularly those in the creative, media and coaching sectors, are stressed by three precarities. First, the post-pandemic sub-contracting model threatens freelancers' income security. Second, stagnated rates demoralise freelancers and erode their ability to sustain their livelihood. Third, freelancers with less resources struggle to adapt to life stage needs and macroeconomic changes. To address these three precarities, I hope the Government could consider five approaches. First, levelling up and validating the Tripartite Standards that guide businesses to be fair and ethical when contracting with freelancers and micro-firms. In the same vein, could the Government, as a buyer, request its main contractors and their sub-contractors for creative, media or coaching work to adopt and uphold the Tripartite Standards' terms on contracting with freelancers?”
“Over time, these freelancers might have to contend with depleted CPF and savings, reduced client base and poorer financial resilience. Caregivers who put in the hard work of caring for their loved ones at home should be recognised and supported, and not be left alone to worry about their own future. Today, caregiving grants help families with caregiving expenses. We need to do more to take care of those who care for others. We need to assure them that their own retirement adequacy is assured even as they make hard trade-offs to forgo work opportunities. How might we help to alleviate the financial stress that arises when freelancers trade work for time and mind-space for caregiving? Next, how might we introduce funding for agile upskilling by freelancers? The World Economic Forum estimated that 1.1 billion jobs could be radically transformed by technology in this decade. This would include jobs done by freelancers. Many expect AI to transform work in the creative, media and coaching fields. To employees, job scopes guide their work, whereas, to stay valuable, freelancers must quickly assimilate trends and technology to their methods. Freelancers, too, are concerned about the pace of change and whether their business models can keep up. An agile approach to training is one that allows freelancers to right-skill just in time. This requires the Government to allow and invite practitioners to take the lead in proposing what to train and how to train, especially if the know-how must be contextualised for the sector or profession.”
“It would also provide the relevant Government bodies useful insights to update budgets for fair and equitable procurement of services from these freelancers and micro-firms. Therefore, to build sustainable and viable freelancing livelihoods and careers, I propose that MOM update the 2018 Tripartite Workgroup's recommendations on support for self-employed persons. Much has changed since 2018. Freelancers today must navigate perennial issues, such as inadequate insurance coverage, alongside new vulnerabilities, such as onerous obligations and unfair terms of buyers or suppliers. I hope that an updated set of recommendations would provide freelancers and freelancer-centred associations for coaches, creatives and platform workers with pathways for expedient and affordable recourse against unfair terms, such as unreasonable leasing claims and the lack of work insurance provision or clear articulation on work safety protection. Third, without a stable income stream and entitlements that employees have, freelancers are doubtful about their readiness and financial ability to weather life events. Freelancers can gain from a boost in terms of support for upskilling and caregiving. Budget 2024 is about uplifting workers and supporting workers with upskilling. These concepts apply to freelancers, too. Freelancers coping with ageing parents seek enhanced support while those who seek to remain relevant in tandem with economic forces seek funding support for agile upskilling. Allow me to elaborate. First, enhancing support. Many freelancers want to do right by their ageing parents. Many hope to fulfil their ageing parents' wish to age-in-place. To freelancers, supporting their parents to age-in-place means spending more time on caregiving and less time on income-earning.”
“Despite the feelings of inequity, the power imbalance between buyer and freelancer means that freelancers have little choice but to oblige with buyer-dictated rates and terms. These trends have led to eroding hourly rates for many freelancers in the creative, media and coaching sectors, including those contracted directly or through sub-contractors for Government-commissioned work. With fewer opportunities and unstable earnings, freelancers' decision-making for their finances can be hampered, for instance, choosing between setting aside monies for emergency funds for unexpected life events and investing in their business. Some may even deprioritise purchasing insurance against workplace injuries and work liabilities, although such expenditure is necessary for peace of mind. If take-home earnings are unpredictable, freelancers would rather work than make time and effort to upskill or to market themselves. This, in turn, compromises freelancers' ability to build a sustainable business model. Freelancers have asked if the Government could consider their predicament, akin to the consideration by the Government to platform workers, including allowing platform workers to seek collective representation. In the context of the creative, media and coaching sectors, the Government, in its capacity as service buyer, could engage representative freelancer-centred associations, such as NICA and VICPA, on changes to the cost of business for coaches and creatives and to set guidelines and principles on fair remuneration. This allows the less visible yet vulnerable group of workers to collectively address the market gap.”
“Proceeding without a proper written agreement means that freelancers would have a hard time pursuing payments, should buyers default. To uphold the relevant Tripartite Standards, the Government could take a step in the direction of the Progressive Wage Mark (PW Mark). MOM's PW Mark ensures that accredited firms and their sub-contractors compensate low-wage workers fairly. In the same vein, the Government, as a buyer, could request its main contractors for creative, media or coaching work to adopt and uphold the Tripartite Standards' terms on contracting with freelancers, regardless of whether the freelancers were contracted directly or through sub-contractors. As in the case of the PW Mark, established firms that are the main contractors must, in turn, ensure the micro-firms that are their sub-contractors adopt and institute the relevant Tripartite Standards. By taking deliberate steps to reinforce fair norms, the Government can take the lead to curb freelancer precariousness arising from prevalent post-pandemic sub-contracting. Second, many freelancers are subject to power imbalance with service buyers and face stagnated rates. Even with the rising costs of business, freelancers in creative, media and coaching sectors share that it is an uphill battle to ensure their rates keep pace with costs. Indeed, many reported that their rates had stagnated or declined slightly. Why so? Seasoned freelancers have observed that, in recent years, project budgets have shrunk in tandem with intensified company restructuring and price competition. Those affected by layoffs are also competing for freelance assignments. Other freelancers noted that clients now expect them to do more work for the same rates.”
“Company A started delaying payments to its freelancers to muster enough cash to cover pressing loan instalments and the exorbitant lending rates of fintech firms. What alarmed me was that, just some months earlier, NTUC's National Instructors and Coaches Association (NICA), which I also serve, had handled a similar case, but in the wellness coaching sector. In the case handled by NICA, those owed payments were freelance exercise instructors. In both cases, the main contractors in question were adopters of the Tripartite Standards relevant to contracting and/or procuring services from freelancers. This meant that both firms, which were established and reputable for their works, had pledged to be progressive employers and service buyers. Although the relevant Tripartite Standards guide adopters to make part-payment to sub-contractors at project milestones, both main contractors did not do so. Fellow Parliamentarian, Mr Ang Wei Neng, raised the same bugbear yesterday. Ultimately, the main contractors' inaction impacted the most vulnerable party in the link, the freelance worker. As firms continue their march to de-risk, could the Government consider levelling up and validating the Tripartite Standards that guide businesses to be fair and ethical, when contracting with freelancers and micro-firms? This would introduce baseline protection for the thousands of freelance workers in the creative, media and coaching sectors, many of whom undertake work on fees and terms communicated through skimpy text messages. This is commonplace because buyers are reluctant to write down agreements and freelancers are hesitant to insist. The Tripartite Standards that guide contracting with freelancers state that contracting parties should ink proper written agreements.”
“Micro-firms would, in turn, rope in freelancers. This lean sourcing approach is prevalent in the coaching sector, be it sports, art, enrichment or wellness coaching. This trend is concerning. Some established firms that are main contractors have been passing on significant financial risks to micro-firms and freelancers through the sub-contracting model. Allow me to share an actual case. From late-2023, NTUC's Visual, Audio, Creative Content Professionals Association (VICPA) that I serve, has been helping a group of freelance creative and media professionals to recover a six-figure sum in total from a production micro-firm, Company A. These freelancers were owed fees for their work on the past two years' projects, which Company A was a sub-contractor. What was concerning were two terms imposed by a main contractor on Company A: one, Company A was to finance the project from the outset at a tune of $30,000 to $50,000 per project; and two, Company A could only collect all payment after project completion, and this could be three to six months later. Payment was also subject to the main contractor and client's full satisfaction with the project delivery. Although such onerous terms had surfaced on occasions before the pandemic, Company A and fellow creative and media micro-firms shared that these terms became the norm post-pandemic, as part of the de-risking strategy of established firms. So how did this impact Company A and the freelancers it contracted? Like other micro-firms, Company A was lean in staff and in cash. It tapped on freelancers for multiple concurrent projects and borrowed from banks and fintech firms to finance the projects.”
“Thank you, Mr Speaker, for the opportunity to join the debate. News platform, TODAY, reported that 13% of 1,000 plus Singapore workers surveyed by job portal Indeed.com were actively moonlighting in 2023. They had done so because they feared being stranded should they be retrenched. In the same TODAY report, one such individual, Mr Wong, aptly summed up this sentiment, "Nothing is certain. Businesses fail and people get retrenched", he said, "If one job doesn't work out, the other hopefully will." Unlike employees who have a stable job and moonlight as a "back-up", freelancers have no back-up plans. Their work embodies a continual series of gigs, without assurance of job and income security. Budget 2024 made significant policy shifts to better position our people and workers for the future. How might we, as a society, pave the way forward for our freelancers who may not fit into traditional employment and progression pathways? After all, own account workers make up close to 10% of the local workforce, with nearly 200,000 doing this as their main job. Mr Speaker, we need to do more to strengthen the lattices that empower and support our freelance workers. This matters most where freelancing is the dominant mode of work, such as the creative, media, coaching and platform work sectors. Allow me to outline to the House three precarities facing freelancers from these sectors and suggest five approaches in response. First, given the prevalence of sub-contracting, it is important to reinforce fair norms to address the precarity of the freelancer. In the post-pandemic economy, firms are increasingly turning to micro-firms and freelancers for operational needs. To achieve more with less, established firms in creative and media sectors would often parcel out work to micro-firms.”
“I thank the Senior Minister of State. I have two supplementary questions. The first is shall the Ministry of Manpower (MOM) and TAFEP have a growth target for the adoption of the Tripartite Standard on Contracting and Self-Employed Persons, given that the Tripartite Standard provides a baseline protection for freelancers, which is a segment that has little or no protection under employment related laws? The second question, is what would be the steps taken, to ensure that the adopters follow through to implement the guidance in a Tripartite Standard?”
“I thank the Minister of State. TAFEP defines Tripartite Standards as a set of good employment practices and it actually recognises that employers that adopt the Tripartite Standards are progressive employers. Given that there is a lot of interest in ESG, I am wondering whether there could, perhaps be more, affirmative plans on how this could be integrated from the local context in the ESG reporting for local companies that are listed with SGX. So, are there affirmative plans which the Ministry or the Government is looking at to make this a part of what SGX requires of listed companies?”
“Third, the Government could collaborate with freelancer-centred associations to provide mature freelancers with targeted and sustained funding support for upskilling and to procure new software and digital technologies. This empowers mature freelancers with the confidence and ability to strive for sustainable business and longevity of livelihood. These three approaches can be the game-changers for platform workers, freelancers with caregiving needs and mature freelancers in Singapore. They give freelancers and self-employed persons the confidence to pursue professional progress and personal happiness as viable intertwined priorities and could be practical next steps in the articulation of this Motion. Mdm Deputy Speaker, I support the Motion.”
“During the pandemic, NICA was quick to roll out digital literacy and skills training to equip coaches and instructors to conduct virtual classes. Despite support from NICA, many mature NICA members struggled with the transition. Unprecedented disruption can be worrying. This suggests a need for the Government to partner bodies, such as NICA, to provide targeted and sustained funding support for mature freelancers to procure and upskill in digital technologies and harness these technologies for productivity and business development. Many from this group are financially stretched to part with funds upfront for updated software and technology. Mature freelancers who are trying hard to cope with the pace of change while overcoming the digital divide by upskilling would certainly appreciate targeted and sustained funding support from the Government. I would like to conclude on a positive note. Circling back to the same Xero survey, Singapore’s small business owners ranked second in terms of overall well-being and life satisfaction. Therefore, despite the challenges, freelancers are generally optimistic about the future. I had earlier shared the stresses of three groups of freelancers, in particular, platform workers, working caregivers and mature small business owners. I had also suggested three approaches to uplift their mental health and well-being. Allow me to recap how, as a whole-of-nation, we could provide the solidarity and support to improve freelancers’ mental health and well-being. First, stakeholders could commit to a shared responsibility towards freelancers’ well-being. Second, a national level commitment to build an inclusive, enlightened and supportive ecosystem to support freelancers with caregiving responsibilities.”
“Some freelancers shared their frustrating experiences when liaising with different agencies and facilities that, in turn, have different levels of empathy and responsiveness to these freelancers in need. Allow me to relate the experience of Ms T, a private hire car driver and sole breadwinner. Ms T found herself stranded after a second fall at home worsened her aged mother's injury. Ms T sought help from the social worker when she found it challenging trying to juggle the logistics and finances of caring for her mother at home while trying to make ends meet driving. Ms T was told by the social worker that Ms T’s mother did not qualify for subsidised nursing home care. When Ms T tried to find out the reason for rejection, she was ignored. Ms T was left feeling stranded, stressed, tired and helpless. Freelancers, such as Ms T, feel they are held hostage to unproductive and frustrating processes. They find themselves unable to assert their need for empathy and expedience and thus, suffer in silence. Freelancers with caregiving responsibilities would benefit from an integrated approach to supporting care recipients and their caregivers. This entails a whole-of-nation commitment to build an inclusive, enlightened and supportive ecosystem. Last, mature freelancers. The Xero study of small business owners found that Singapore’s small business owners under age 30 had higher overall well-being levels than those over 50. This could be a consequence of rapid digitalisation. The acceleration of digitalisation during the pandemic compelled businesses to adapt to new consumer demands. NTUC’s National Instructors and Coaches Association (NICA) represents freelancers who are instructors teaching sports, arts, exercise or enrichment.”
“In this regard, I echo the platform workers’ hope for a brighter tomorrow as we await the new legislation to come onstream this year. Second, freelancers who are working caregivers. The same IPS study revealed that 46% of the platform drivers and riders surveyed were unable to find other work due to personal reasons, such as caregiving responsibilities. For instance, a condition such as dementia impacts more than those living with the condition. Dementia affects about one in 10 in Singapore aged 60 and above. This number is set to rise as Singapore ages. The CEO of Dementia Singapore, Jason Foo, shared in a 2022 The Straits Times article: "For every person with dementia, one or two family caregivers have to change their entire lifestyle, or give up work, to care for the person with dementia". I know of individuals who switched to freelancing because of caregiving responsibilities. I know, too, of freelancers who dialled back on work because of caregiving duties. Unplanned circumstances can be stress-inducing. This suggests a need for an inclusive, enlightened and supportive ecosystem for freelancers with caregiving responsibilities. Freelancers who are caregivers should be uplifted and supported with the same degree of accommodation and care as what we seek for employees with caregiving responsibilities. In respect of the freelancer ecosystem, I would like to ask that service buyers and platform operators give leeway in service delivery or incentive framework if the freelancer or platform worker must respond urgently to caregiving emergencies. Similarly, care facilities, such as hospitals and homes, could extend consideration to freelancers who are juggling caregiving and income-earning responsibilities.”
“A 2022 IPS study of private hire drivers and food delivery riders found that 84% worry about not having enough retirement savings, while 88% worry about not being able to cope financially if an accident or serious illness befalls them or a family member. Unsurprisingly, 94% reported facing moderate to high financial stress. What is more worrying is that while nearly two-thirds surveyed professed resilience to the uncertainties of platform work, this is not reflected in their state of health. A significant 44% of private hire vehicle drivers reported that since they started driving, their health has been on the decline. Because of global challenges and inflation, platform workers expect operating costs to continue to rise. However, many worry that their incomes are not keeping pace. This is because job allocation and trip fares are at the mercy of the black box algorithm of platform operators. Uncertainty can be unsettling. The upcoming changes in legislation are intended to better protect platform workers. Nonetheless, it is only if the changes are reinforced by shared responsibility of the tripartite of Government, platform worker associations and platform operators can these changes translate to positive outcomes of sustainable livelihood and improved well-being of platform workers. To platform workers, sustainable livelihood means knowing that for the same amount of work done, they will receive consistent, transparent and fair compensation, and not inconsistent and fluctuating amounts, whilst improved well-being means giving platform workers the assurance that platform operators’ pursuit of profit and returns to shareholders are not at the expense of platform workers’ health and safety.”
“Thank you, Mdm Deputy Speaker. I appreciate Dr Wan Rizal and fellow Parliamentarians' initiative of putting forth this Motion. A 2022 survey on the well-being of small business owners by global small business platform, Xero, revealed a startling paradox. Compared with peers in Australia and the UK, Singapore’s small business owners ranked highest in levels of work-related stress. Other data points that made me sit up: 39% were taskmasters who found it hard to take a break from work, while 41% expressed a low sense of fulfilment from work. Driven by a constant sense of responsibility and duty to their business, it is inevitable that many small business owners work intensive hours in intense focus. The pool includes freelancers and self-employed persons, a less visible group of our Singapore workforce, whom my fellow NMP Ms Usha Chandradas also spoke about. For brevity, I will refer to them as freelancers. Spurred on by pandemic fears and financial losses and challenged by the increasingly uncertain business outlook, freelancers as diverse as photographers, sports coaches and private hire vehicle drivers have been working relentlessly to rebuild their confidence, business and savings. Many are now feeling overworked and burnt out. In my capacity as a labour representative, I would like to give voice to the concerns of three groups of freelancers who are hard-hit by internal and external stressors. They are the platform workers, working caregivers and mature-age small business owners. I would also suggest three approaches that could contribute to improving their mental health and well-being. First, platform workers.”
“Thank you, Minister of State. Given that lower-income households spend large proportion of their income on food and much of Singapore's food is imported, to what extent does the Ministry anticipate these shipping uncertainties to impact the prices of essential food items that matter most to the lower-income families in the near and mid-term?”
“There must be avenues for users trapped in unsavoury data privacy settings to get help to set themselves free from the snares of predatory companies. Such help could be in the form of a helpdesk managed by public and private players working together. Regulators should consider imposing punitive action on recalcitrant companies and establish guardrails to keep in check companies exhibiting such predatory behaviour. To address the precarity of workers in the face of technological innovation and disruptions, I would urge companies to adopt a forward-looking approach. For instance, they could work closely with the unions and sector agencies to dial up the digital and technology fluency of their workers. In this regard, a socially responsible company would work together with unions and agencies on continual training and on-the-job learning for their workforce to improve workforce mobility across technologies. This will build up workers' digital capital and is key to workers' career longevity in the digital age. Just as Friedman's narrative was reshaped by the rise of social consciousness in society, the responsibility is upon us as workers and users to make a difference. I would encourage workers and users to unite under representative bodies, such as the unions and associations and to put forth our updated expectations on the social responsibilities of businesses in the digital age. By working closely with Government and like-minded businesses and organisations and leveraging the tripartite framework, we can establish updated standards and legitimise the norms to form the bedrock for a safe and inclusive digital society. Mdm Deputy Speaker, I support the Motion.”
“Furthermore, users who consent to the default settings might not be aware of what the settings allow or mean. In this regard, it would not be far off to consider that the default mindset of these companies to be, and I quote journalist Zeynep Tufekci: "to expect users to accept what they are given, not know their options or not have the constant vigilance required to keep track of the available options, however limited they may be." Workers of technology companies, whether freelancers or employees, are also not spared. In fact, workers might be required or made to feel obliged to download their employer's or company's app and to always accede to requests to update the apps, unknowing that each update could reset their data privacy settings and void previous opt-outs. As more companies transform into digital for businesses, how might we introduce oversight into the processes by which companies obtain data privacy permissions to ensure accountability and transparency? Central to the three trends is our expectations of what is a socially responsible business and its role in a digital economy and society. I would like to contribute three suggestions towards the Motion's narrative of building an inclusive and safe digital society. To address the harmful effects of unsolicited marketing and the powerlessness that users experience in relation to the data that we hand over to the companies, I would suggest that regulators take a proactive approach to educate companies on respect for user rights. For instance, a socially responsible company would ensure default settings favour user privacy and autonomy. This means that users must have unrestricted access to their own data privacy settings.”
“The struggle imposes mental strain on individuals who are constantly inundated by advertisements and often tempted to spend more time and more money on the apps. How might we cultivate a respectful code of ethics for commerce in the digital age? Second, technologies will get simpler yet more complex. On the one hand, mobile technology coupled with AI tools are set to herald a new age of productivity for service frontliners; we do see resources being customised and at the fingertips of service frontliners when interacting with customers. On the other hand, workers can also be held hostage by technology. Many workers are users and operators, and unexposed or underexposed to technology's working mechanics. If companies train workers only for deployment rather than staff development, a firm’s decision to change technology provider could render its current cohort of workers struggling to become competent in a new technology within a short timeframe. This story would end with the workers being made redundant and the firm let off the hook when the firm cites incompatibility of worker skills and business needs. How might we reduce worker precariousness arising from information asymmetry and in its place, cultivate a sense of shared responsibility between companies and workers to enhance workers’ career longevity in a digital economy? Third, the spotlight on technology and online harm has made us more aware of our rights. However, many of us are less certain of how to exercise them. While businesses are conscious of seeking consent from users on data privacy, default privacy settings are often onerous to navigate. It is even more challenging to attempt a complete opt out from the default settings.”
“Thank you, Mdm Deputy Speaker. I thank my Parliamentary colleagues for putting forth this Motion. In 1970, economist Milton Friedman asked a fundamental question, "What is the role of business in society?" In response, he submitted an argument to the New York Times stating that, "The social responsibility of business is to increase its profits." Since then, this narrative has shaped the growth of corporations. Thankfully, the narrative was interrupted by the rise of the socially conscious investor. The socially conscious investor demanded that corporations be held accountable to higher standards of social responsibility. This has in turn, led to the emergence of corporate social responsibility and ESG, or environmental, social and governance goals as new priorities. In response to the Motion, I would like to update Friedman’s question to today’s context: In a digital-driven economy and society, what is a socially responsible business and its role in society? As a Labour advocate, I would like to highlight three trends that are worrying and offer three suggestions of how we could respond as a society. First, technologies will get more complicated and powerful. Many of us appreciate the convenience that technologies such as booking or buying apps bring to us. In exchange for the convenience, we might consent to our data being re-marketed by these companies behind these apps. Given the fluid nature of data, users might find themselves at the receiving end of unsolicited marketing messages as companies seek to profit from new consumer segments. Many individuals struggle to extricate themselves from the never-ending web of marketing messages as they lack the knowledge or ability to do so.”
“Thank you. I have a supplementary question. Relating to AI readiness, the Minister mentioned about schools preparing students for AI type of work skills. I just wanted to understand, what is the bridging with the Ministry of Communications and Information (MCI), in terms of getting students ready for the AI-type of work? The second area would be in terms of ethics. For those in IHLs, when they enter the workforce, it is not just about being able to do the job, but it is also about how we shape the work that is carried out. I think there is quite a number of grey areas in terms of AI ethics. What would be the type of education pathways that we intend to introduce to IHL students to help them to better prepare for AI-types of job roles in the future?”
“Yes. I thank the Minister of State. For the consumers who were affected, the assurance that consumers would want is reliability of service. So, I do understand that Minister of State mentioned about a review that the MAS will be taking. Could we understand what will be the steps that MAS is looking into, to ensure that consumers' voices are heard in the review and that their assurance is actually reflected in the metrics of the review?”
“To lessen the cash burden on small firms, could the Government explore offering firms innovation-supportive arrangements that are less taxing on cash-flow? In the same vein of enabling small businesses, could the Government consider allocating greater training support for freelancers and SEPs who want to upskill to supply to innovating firms? For instance, firms might want to enter the metaverse. Local creative freelancers with the right skillsets could create metaverse relevant digital assets for these firms. Would the Government consider working with umbrella organisations, such as NTUC's Visual, Audio, Creative Content Professionals Association, to provide financial support to freelancers when they train for new opportunities? Like small firms, such support would go a long way to ease the financial burden on freelancers when they trade-off present gigs to invest in future skills. Sir, I would like to conclude by reiterating three main points of my speech. First, platform workers need assurance that data used to determine the FEDRs is simple to interpret yet accurate and complete. Second, platform workers want to know how their information would be used and safeguarded if platforms are to release it to the Government, and whether the Government, being better informed, would engage representative organisations like the NTUC to introduce more support for platform workers. Third, small firms can be encouraged to innovate if innovation projects were co-paid upfront. The Government could also support freelancers who want to train for future-oriented work. These freelancers could cater to the new needs of innovating firms. Notwithstanding these three points which I hope the Minister could consider, I thank the Minister for this comprehensive and progressive Bill.”
“To protect its cash position, Firm X decided to reduce its cash outlay and in turn the project scope. While this slowed Firm X's progress, its founders felt that conserving cash would put Firm X on surer footing to navigate the economic uncertainty. Many small firm owners shared the same sentiment. This Bill seeks to raise tax deductions to 400% of qualifying expenditure in five areas of innovation activities. It also allows businesses the option of converting 20% of their total qualifying expenditure per YA into a cash payout of up to $20,000. While these are praiseworthy initiatives, cash-tight firms like Firm X might still hesitate from setting aside adequate budget for innovation-related spending. But this hesitation might waver if subsidies were given upfront. A pro-company approach could thus involve mirroring the existing arrangement for course fee subsidy. For courses approved by SkillsFuture Singapore, firms need only bear the unsubsidised portion of course fees; the training institution offsets the balance from a SkillsFuture Singapore block budget. Similarly, the EIS could set aside a block budget to provide upfront subsidy for innovation projects of EIS-supported firms. Approved institutions partnering these EIS-supported firms could offset the subsidy amounts from this block budget. Therefore, under this arrangement, EIS-supported firms would only have to pay a fraction of the project cost. A pro-company approach could lower firms' barriers to innovation. These firms' workforce would benefit from exposure to innovation activities. Innovation-led growth could open doors for workers to build skills in new areas and to embark on new prospects.”
“This concern has been raised by Labour Movement Members of Parliament at various Parliament Sittings since Year 2020, if I recall. In this regard, could the Minister share how the Government intends to ensure continual relevance of the FEDRs? Third, devising pro-company approaches to encourage firm-based innovation. The Bill also makes certain economic support for Singapore businesses desiring to innovate. At the core is the EIS. By tapping on EIS to innovate, small firms can aspire to outcompete larger firms. Firms with more modest ambitions, too, can tap on the EIS to embark on process innovation, a journey that can also inspire in their workforce the courage to experiment. Whether firms seek to innovate for incremental gain or transformative technology, smaller firms generally find it challenging to set aside capital for innovation. Innovation involves uncertainties and trade-offs. Scarred by the pandemic, small firms tend to prioritise profitability and accumulation of reserves over risk and vague promises of success. Firm X is a typical example. Wanting to enhance its existing product to cater to a new market, a small firm, Firm X, decided to partner a local polytechnic on an innovation project. Firm X was quick to apply to Enterprise Singapore for project funding under the EIS. It was then that Firm X realised that it could be out of a substantial amount of cash for up to a year if it proceeded. Why was this so? This was because Firm X had to pay the polytechnic upfront before it could commence the project. However, it could only submit the claims for reimbursement after the completion of the project. Firm X was also informed that it might only receive the reimbursements three to six months after claim submissions.”
“These platform workers therefore seek assurance from the Government that the FEDRs are determined using accurate and complete data and are reviewed periodically. This leads to my second point: adopting pro-worker perspectives to data collection. Another new section – 68A of the principal Act – grants the Government power to require any person, whom I shall refer to as X, who belongs to a prescribed class of persons to comply with a notice that may require X to collect and retain identification and income and expenses information of any person, whom I shall name as Y, who entered into an agreement or arrangement of a specific description with X for carrying on any trade, business, vocation or profession for which Y derives chargeable income. Examples of X may include commission-paying agencies and taxi or platform operators. Section 68A makes certain that the Government would have visibility of platform workers' income and expense information if the Government so decides. This visibility makes platform workers wonder how such information would be used and how its use would be safeguarded. They also wonder if the Government's heightened awareness of platform workers' income challenges would translate to policy-makers becoming more proactive in engaging the National Trades Union Congress (NTUC) and its representative affiliated associations on more support for platform workers. After all, "with great power comes great responsibility" goes the saying familiar to most Spiderman fans. Platform workers thus seek to be assured that the FEDRs would be accurate, complete and indicative of the operating cost challenges of taxi drivers, private-hire car drivers and delivery workers, for their respective vocations and as platform workers.”
“Mr Deputy Speaker, I declare my interest as a representative of the Labour Movement. The Income Tax (Amendment) Bill evokes a range of emotions in workers and firms. Workers and firms appreciate that the Bill provides certainty on the "what". Nonetheless, they seek clarity on the "how". Allow me to make three main points. First, ensuring data is simple to interpret, yet accurate and complete. A new section – 14ZH of the principal Act – covers workers performing delivery services. This includes delivery workers using online matching platforms. Section 14ZH offers certainty that self-employed delivery workers will now be allowed automatic tax deduction. This is to be based on a prescribed percentage of annual gross income from freelance delivery work and is subject to an income cap. At present, self-employed commission agents, taxi drivers and private hire car drivers benefit from similar "FEDR" arrangements. [Mr Speaker in the Chair] Mr Joseph Goh, a private-hire car driver of close to eight years, appreciates that the FEDR frees him from needing to derive the expense figure for his yearly tax filing. But he worries that a predetermined FEDR could become outdated and over-simplified. Other private-hire car drivers and taxi drivers share his worry. Self-employed delivery workers now share this worry too. They ask: does the data behind the FEDR reflect the reality of climbing operating costs, such as higher fuel prices and pricier vehicle leases? Has the data considered operational complexities such as how different elements impact platform work? Or the multi-fold impact of GST on drivers and riders' incomes? For instance, Mr Goh has little choice but to absorb the GST that is imposed on his vehicle rental, commissions payable, servicing fees, fuel costs and so on.”
“Mr Speaker, the Child Development Co-savings (Amendment) Bill affirms equality as a reality. It could be enhanced by providing a differentiated approach for self-employed individuals. For self-employed parents, they hope to be granted Government-Paid Paternity or Maternity Leave that is calculated using a weekly index of seven days. They also hope that the Government could consider disbursing the claim amount at the start of the paternity or maternity leave period than after the leave period has concluded. Disbursing at the outset of the leave period would help to alleviate the financial strain that the self-employed person has during this period of lost income. Organisations play a role in supporting employees' use of the enhanced leaves set out in this Bill and the Child Development Co-savings Act. Organisations could benefit from more recognition and support to develop and sustain family-supportive workplaces. More importantly, the Bill sets the stage for the Government to consider introducing a broader spectrum of caregiving support. Establishing caregiving support as a norm in workplaces dignifies caregiving and caregivers. It lays the foundation for an inclusive workforce and strengthens the resolve of workers to cope. It makes for equal and empathetic workplaces and a kinder society. With this, Mr Speaker, I stand in support of the Bill.”
“Compare this with 10 years ago, when nearly two times more working age people were supporting a mature dependant. As society ages and family units shrink, every working person matters more so than ever. Women are especially taxed. Duke-NUS' Centre for Ageing Research and Education found that women made up three in four of the 278 caregivers in their study. Many of us might know of women in our networks who had to give up their careers to become full-time caregivers because they felt that support was lacking. This is regrettable. Therefore, could the Government consider expanding caregiving support to cater for more types of caregiving needs? For instance, caregiving-related leave would benefit workers, especially those in frontline roles. I recall negotiating for urgent leave on behalf of a union member. She was a retail assistant who had to leave work halfway because an older family member suddenly took ill. It was a trying ordeal for her and me. She was also very stressed because she had to offset the urgent leave against her meagre earned leave balance. Caregiving leave would have been a more direct and immediate way for her and other frontline workers to respond to urgent family needs. Organisations that establish flexible work and family-supportive policies would welcome more recognition and support as these encourage their employees who are caregivers to stay on. Women, especially, would feel more supported. A monologue from the recent movie, "Barbie", took the world by storm because it shone a light on the unrealistic expectations that women are held to. I quote a memorable line that proclaims that women "have to be a career woman, but also always be looking out for other people." How true that is!”
“Second, at the organisation level. Employees' expectations of work and work-life balance have changed. Staffing is leaner, families are smaller. Many individuals are doing more. They take on multiple responsibilities at work and juggle various caregiving roles at home. Employees thus seek balance and fulfilment, even as organisations pursue rejuvenation and growth. Bosses must therefore lead with new lenses. They must also evolve structures, policies and processes to meet changing aspirations. Imagine these possibilities: structures that make work schedules and back-ups predictable? They give employees the leeway to balance dynamic family and work needs. Policies that facilitate time and work flexibility? They allow employees to prioritise tasks and manage deadlines. Work processes that accommodate both organisation and employees' needs? They empower managers to be empathetic and employees, especially frontliners, to be comfortable about making time for themselves and their families. Like getting organisations onboard digital solutions, we can transform these possibilities into reality. We can expect forward-looking organisations to turn to the Government for guidance and resources to create family-supportive workplaces. These organisations are keen because they know that their employees want to be empowered as professionals and supported as breadwinners and caregivers. Could the Government consider helping these organisations to create work environments supportive of caregivers in their workforce? Lastly, at the individual level. Singapore's old-age support ratio declined to 3.8 in 2022. This means that 3.8 working-age people of ages 20 to 64 were providing economic support to a dependant aged 65 years or older.”
“Mr Speaker, I declare my interest as a representative of the Labour Movement. I count myself lucky to be a Singaporean. Did you know? Singapore ranks as one of the best countries to live in for a woman. We advocate equal rights for women and men, at work and at home. In this regard, I thank the Minister for the Child Development Co-Savings (Amendment) Bill. The Bill is progressive and empowering. Yet, it could be more encompassing. We can do more to advance gender equality and empathy for working caregivers at three levels – Government, organisation and the individual. First, at the Government level. When his newborn arrives on or after 1 January 2024, a self-employed man can count on the Government for paternity leave of 24 days or six days a week for a four-week period of lost income. Yet, this troubles the self-employed private hire car driver or hawker. Why is this so? Regardless of the circumstance, the self-employed private hire car driver or hawker must pay rent for his car or hawker stall, seven days a week and rent is a significant expense. Likely, he must dip into his savings to cover rent, other expenses and lost income. This is a tall order for many self-employed persons. The Institute of Policy Studies found that more than six in 10 private hire car drivers would fall into prolonged financial hardship if they had to stop working. A self-employed driver or hawker thus hopes that the Government can enhance the calculation of paid paternity leave, from 24 days to 28 days. Doing so would allow the self-employed person to wholeheartedly embrace his duties as a supportive spouse and a father to a newborn. Therefore, could the Minister consider providing paid paternity leave to the self-employed father for the full four-week period of lost income?”
“This is important to the development of a sustainable and vibrant business ecosystem – one where self-employed business owners and their workforce can thrive and where consumers can benefit from the diversity and affordability of goods and services. Notwithstanding the suggestion, the Bill gives assurance to small businesses. Mr Speaker, I support the Bill.”
“Self-employed businesses located in non-retail commercial properties also shared this concern. Second, a vibrant business ecosystem encourages a variety of business forms to co-exist. We respect landlords' right to pursue profitability. Even so, what must change for small businesses to co-exist with big tenants with deep pockets? For example, landlords could calibrate rental adjustments over a longer period. This would allow small businesses time to adjust their business models. Landlords could also share how they derived various costs like base rent. This would help tenants to appreciate the extent economic factors impact retail rents and provide them with lead time to communicate fee increases with customers. Third, labour is often the next most significant operating cost following rental. Thus, business owners might shift towards flexible labour to counter higher rental costs. For instance, staffing might consist of short-term contracts and gig-based freelancing arrangements. While this increases business flexibility, it is at the expense of worker income security. If rent remains an uncertainty for business owners, "flexibilisation" of employment could become more appealing. This is an area of concern as worker precariousness cannot be an outcome of business survival. Emerging from the pandemic, small businesses have been bracing themselves for various headwinds. The Lease Agreements for Retail Premises Bill is a step in the right direction. It helps to balance the bargaining power between landlords and retail tenants. Self-employed business owners are aware of their vulnerabilities in a volatile, uncertain, complex and ambiguous (VUCA) environment. They thus look to the Government and market leaders to guide fair play and practices.”
“Thank you, Mr Speaker. The introduction of the Lease Agreements for Retail Premises Bill is timely. Many small businesses were hard-hit during COVID-19. Schemes, such as the Self-Employed Person Income Relief Scheme, which the NTUC had assisted the Ministry of Manpower (MOM) to administer, gave some respite to many self-employed business owners. Post-pandemic, businesses are starting to find their footing. Some businesses have transitioned to online shopfronts. Others still choose to operate as retail tenants. They include enrichment centres, gyms and photography studios. Some of these businesses belong to self-employed persons who are also members of NTUC's associations for coaches and instructors and creative professionals. These self-employed business owners support the Bill as the Bill sets out guidelines enabling fairer lease negotiations between retail landlords and tenants. The Bill also deters landlords from terminating lease agreements because of sales performance. Shop rental is a significant operating cost to self-employed business owners. To move towards fairer rent structures and profit-sharing clauses in the lease agreements, business owners suggest guidance. This guidance could be from the Government and market leaders. Their suggestion stems from three concerns. First, sudden and drastic increase in rental cost destabilises small businesses. Post-pandemic, some saw steep rental increase of 15% to 40%, compared with pre-COVID-19 levels. This left many small businesses in the deep end. Landlords cited inflation, higher expenses and opportunity costs to justify rental hikes. Self-employed tenants struggled to cope. Many had depleted their savings during COVID-19 and were in a state of financial flux.”