Tan See Leng
Singapore
“We are aware of the Singapore Workplace Report 2026, produced by the Singapore Institute of Directors and Gallup, and we are studying its findings.”
“The Taskforce for Responsible Retrenchment and Employment Facilitation (Taskforce) actively reaches out to all retrenched local employees. In 2025, 77% of Mandatory Retrenchment Notifications (MRNs) were submitted at least seven days ahead of the employee's last working day and 73% of MRNs were submitted at least two weeks ahead.”
“From 2022 to 2025, vacancy rates for technical maintenance roles in the real estate services sector, which includes facilities management, have been lower than the overall job vacancy rate, except in 2025 (see Table 1).”
“The Skills and Workforce Development Agency (SWDA) works with sector agencies to determine the courses which are required by the respective industries. The SWDA currently funds more than 100 courses, spanning a wide range of mental health-related fields.”
“In the first quarter of 2026, the profile of retrenched residents aged 50 to 59 was broadly similar to the profile of all retrenched residents, predominantly comprising professionals, managers, executives and technicians (PMETs) and were mainly from wholesale and retail trade, manufacturing, financial and insurance services and profession…”
“In 2025, around 4,200 resident professionals, managers, executives and technicians (PMETs) aged 45 to 59 were retrenched, higher than 3,200 in 2024 and 3,500 in 2023. Their six-month re-entry rate remained stable at 48.5% in 2025, compared with 48.9% in 2024 and 50.1% in 2023.”
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“For instance, TAFEP can guide claimants on the criteria for a WFA claim, direct them to the relevant guides and resources, and outline their options for them. In addition to TAFEP's advice, unions can also help their members – both workers and employers. Union representatives can represent parties at mediation sessions and ECT hearings. Workers may be represented by their union per the status quo for ECT proceedings today. Unionised companies can now also be represented by their unions such as SNEF, for claims between $30,000 and $250,000, and if the worker filing the claim can also be represented. So, in other words, the union for the employers can represent them if it is above $30,000, up to $250,000, but only if the worker filing the claim can be represented. This is a new feature for employers, who currently cannot be represented by their unions in the ECT, as they may need support for higher value claims. I have outlined how claims up to and including $250,000 will be managed at the ECT. For higher value claims above $250,000, these are better heard by senior judges on the High Court bench, with legal representation. This is also the case for other types of high-value employment claims today. I do not expect many workplace discrimination claims to be commenced in the High Court. Given the inherently sensitive nature of workplace discrimination disputes, all workplace discrimination claims, whether in the ECT or the High Court, will be heard in private. This means that the media or members of the public cannot attend the hearings.”
“To make the ECT's affordable and expeditious adjudication process accessible to more workers, we will expand the ECT's jurisdiction to hear workplace discrimination claims up to and including $250,000. This mirrors the limit for civil claims heard at the District Courts. The expansion of the ECT's monetary jurisdiction does not mean that we expect workplace discrimination claims to be of higher value than other employment claims today. Instead, the intent is to allow for the vast majority of workplace discrimination claims to be heard in the ECT. The higher limit ensures that the majority of workers, including professionals, managers and executives (PMEs) who earn higher salaries, can access the ECT's more affordable and expeditious process for workplace discrimination claims. The higher claims limit will only apply to workplace fairness disputes and not other types of employment claims, such as salary-related claims and wrongful dismissal. Workplace discrimination issues are inherently sensitive and can be socially divisive, especially when they concern matters such as race and religion. Designating the ECT as the main forum to hear workplace discrimination disputes will provide a less adversarial setting for such claims to be resolved, preserving our workplace and social harmony. While we have strived to make the dispute resolution process accessible, we recognise that some parties may still require guidance through the process. I would like to assure our workers and employers that additional support is available for parties who may need it. First and foremost, TAFEP remains the first port of call for workers and employers who need advice and assistance on workplace discrimination.”
“This provides more workers with access to an affordable and expeditious dispute resolution forum to seek redress. Mr Deputy Speaker, Sir, for the benefit of Members who may be unfamiliar, let me elaborate on how the ECT works. The ECT was established in 2017 to hear employment claims up to a claim value of $30,000. It adopts a judge-led approach with simplified rules and procedures, and legal representation is not allowed. Parties should find it easier to navigate the ECT's simplified process with the Judge's proactive approach, compared to the process in the Civil Courts that is governed by formal procedural rules and where parties have to take the lead in proceedings. Without the need for lawyers in the ECT, the ECT itself is also more accessible to individuals who might otherwise be unable to pursue legitimate claims due to financial constraints. With these unique features, the ECT provides a more affordable, expeditious and easier-to-navigate alternative to the Civil Courts. For instance, most cases at the ECT are resolved within six months, while employment-related cases in the State Courts are resolved within 18 months, about three times more. Let me explain what the claims process looks like in practice. Judges will actively lead the proceedings by directing parties to speak, asking questions to gather relevant facts, and making it clear when issues raised by parties are out of line and irrelevant. After each party has presented their case, the judge will consider all the facts and relevant evidence given by the parties before making the judgment. Overall, this is a far more outcome-oriented and expeditious process.”
“We have already started the work to uplift the capabilities of mediators at the Tripartite Alliance for Dispute Management (TADM) to prepare for the WFA. Today, TADM mediators handle a range of employment disputes up to $30,000. We will further strengthen the capabilities of TADM mediators so that they will have the skillsets and the competencies to navigate workplace discrimination claims when the Act comes into force. This includes customised training programmes to equip them with varied mediation approaches to deal with complex workplace discrimination disputes; and coverage of inclusivity and sensitivity training to better serve a range of individuals, including persons with disabilities and persons with mental health conditions. We will also appoint other mediation service providers such as the Singapore Mediation Centre to mediate higher value claims above $30,000. We will set more stringent requirements on mediators for higher value claims, including possessing legal qualifications or having relevant experience mediating employment disputes. These measures I believe are crucial so that the mediation process is robust and effectively resolves disputes. Finally, the option of last resort. If parties are still unable to come to a resolution amongst themselves after mediation, an individual can commence a workplace discrimination claim at the Employment Claims Tribunals (ECT) or the High Court, as stipulated in the new section 36A. Let me now set out how we have designed the adjudication of workplace discrimination claims. We want to avoid workers and employers being embroiled in lengthy litigation, often associated with high legal costs for both sides. We have therefore designated the ECT to be the main forum to hear workplace discrimination claims.”
“Finally, I will also cover how we will support stakeholders in understanding and implementing this new law. Let me begin first by taking Members through the dispute resolution process, which we have designed to bring about amicable resolution of workplace discrimination claims. Parties are encouraged to resolve disputes amongst themselves, through the firm's internal grievance handling process. If that is unsuccessful, the individual must attempt mediation, with adjudication only as a last resort. The first Bill passed in January introduced the requirement for all firms to put in place a grievance handling process for workplace discrimination. This allows employees and employers to settle their differences amicably while preserving the employment relationship. Notwithstanding this, we are mindful that not every instance of grievance handling within the firm will be successful. The next step in the dispute resolution process is for parties to attempt mediation. The new section 36D of the Act sets out the requirement that claimants must attempt mediation before they can bring a claim to adjudication in the Court. Mediation allows parties to have open conversations in a safe space to arrive at a mutually agreeable outcome, tailored to their respective needs. We have heard feedback that workplace discrimination cases could involve complicated situations that are not as straightforward. So, the mediator managing such disputes would need to be well-trained to facilitate the process sensitively. We agree with the feedback, and I want to assure Members that the Ministry of Manpower (MOM) will do its utmost to build up the capabilities of our mediators so that they have the requisite skillsets to mediate workplace discrimination disputes fairly and professionally.”
“Ultimately, I am glad that the House was in unanimous agreement that the Workplace Fairness Bill passed in January is the right move to ensure that employees and jobseekers in Singapore continue to be assured of fair treatment in the workplace. As mentioned in this House previously, the WFA will be introduced in two Bills. The first Bill covered the substantive rights and obligations under the WFA that I have just summarised, and the second Bill before us pertains to how individuals can make private claims under the Act. We have taken considerable time to work closely with our tripartite partners, the National Trades Union Congress (NTUC), the Singapore National Employers Federation (SNEF), as well as the Ministry of Law (MinLaw) and the Judiciary, on the multi-faceted processes involved. I would also like to thank the many stakeholders who gave feedback, ranging from human resources (HR) and legal professionals, to non-governmental organisations as well as members of the public. We have considered your views carefully, and the resulting dispute resolution process strikes a judicious balance between the needs of workers and employers. Fundamentally, we aim to provide an amicable, accessible and expeditious dispute resolution process for parties in workplace discrimination claims, while preserving our workplace and social harmony. I will now cover how the Bill will: first, encourage parties to resolve disputes amicably amongst themselves, including through mediation; second, provide more workers with access to an affordable and expeditious forum to adjudicate workplace discrimination claims as a last resort; and third, include safeguards to deter and deal with frivolous claims, so as to ensure a fair and just adjudication process.”
“Mr Deputy Speaker, Sir, I move, "That the Bill be now read a Second time." Earlier this year, we passed the Workplace Fairness Bill. This was a significant milestone in our journey towards fair and merit-based workplaces. The new Workplace Fairness Act (WFA) is a landmark legislation that strengthens protections for jobseekers and employees against workplace discrimination. It complements the existing Tripartite Guidelines on Fair Employment Practices (TGFEP), by: First, prohibiting employers from making adverse employment decisions based on protected characteristics. These are: nationality; age; sex, marital status, pregnancy, caregiving responsibilities; race, religion and language ability; and disability and mental health conditions. Second, it requires firms to have grievance handling processes to promote better communication and amicable resolution of workplace issues. Third, increasing the range of calibrated enforcement levers to strongly deter against unfair employment practices. As I had explained to this House when passing the Workplace Fairness Bill, we want to take a sure-footed and prudent approach, to maintain the hard-earned harmony we have today in our workplaces and society. This is why the WFA focuses on strengthening protections against the most encountered forms of discrimination, covering more than 95% of all the complaints received by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). We had extensive debates in this House over the scope of the law and how it meets the needs of various stakeholders.”
“We have not stopped reviewing this framework because we want to try to provide for the coverage for as long as possible. But we always have to balance between sustainability, affordability and also, ensuring that there is a sufficient sum left behind for the members or their beneficiaries to receive, should they become eligible for that payout. With regard to the Member's point on the non-payment, those members whose DPS coverage lapsed, about 75% of them are aged above 55 years old. Many of them are no longer working, or they were self-employed persons before. Thus, they do not have Ordinary Account contributions which could be used to pay for those premiums. And for those whose DPS coverage lapsed as of 31 December 2022, around 40% of them have reinstated or they have started new cover as of 31 December 2024. These lapses have to be taken against the broader numbers. Today, there are over two million Singaporeans and Permanent Residents who are covered under DPS. And amongst the active CPF members between the ages of 21 and 65, 86% are covered under DPS.”
“We have not stopped reviewing this framework because we want to try to provide for the coverage for as long as possible. But we always have to balance between sustainability, affordability and also, ensuring that there is a sufficient sum left behind for the members to tap on when they are finally eligible for that payout, at age of 65 or 70, depending on how they choose. With regard to the Member's point on the non-payment, those members whose DPS coverage lapsed, about 75% of them are aged above 55 years old. Many of them are no longer working, or they were self-employed persons before. Thus, they do not have Ordinary Account contributions which could be used to pay for those premiums. And for those whose DPS coverage lapsed as of 31 December 2022, around 40% of them have reinstated or they have started new cover as of 31 December 2024. So, this has to be taken against the broader numbers. Today, there are over two million Singaporeans and Permanent Residents who are covered under DPS. And amongst the active CPF members between the ages of 21 and 65, 86% are covered under DPS. So, that number, that 75%, is of that 16% that we are really talking about. [Please refer to "Number of CPF Members Aged 65-67 Still in Employment and Review of Dependants' Protection Scheme to Increase Age Limit of 65", Official Report, 15 October 2025, Vol 96, Issue 8, Oral Answers to Questions section.] [(proc text) Written statement by Dr Tan See Leng circulated with leave of the Deputy Speaker in accordance with Standing Order No 29(5): (proc text)] I wish to make the following factual clarifications to the speech made during the oral reply for Parliamentary Questions No 8 and No 9 at the Sitting of 15 October 2025. It should read as follows:”
“The breakdown of Employment Pass (EP) holders and new EPs 1 issued by years of working experience (whether in Singapore or overseas), as declared by their employers in their EP applications, is shown in Tables 1 and 2 respectively.”
“As part of the Platform Workers Trilateral Group's recommendations, food delivery platform operators that outsource jobs have agreed to (a) provide more clarity and assurance to platform workers on their outsourcing practices; (b) encourage platform workers to head to high demand areas to reduce the need to outsource jobs; and (c) require outsourced companies to submit foreign workers' Work Pass documentation and conduct audits where work is outsourced through their app.”
“In 2024, there were 15,300 Singapore residents who regularly worked as delivery platform workers, covering both food and parcel delivery services. They comprise 13,400 Singapore Citizens and 1,900 Permanent Residents (PRs). The Ministry of Manpower (MOM) does not track the number of platform workers undertaking food delivery specifically, as platform workers have the flexibility to undertake different types of delivery jobs, such as food or parcel delivery or both. Only Singaporeans and PRs can be platform workers, as MOM does not issue Work Passes for foreigners in this sector. MOM will take enforcement action against any foreigners found working illegally as platform workers, and the local platform workers who abet them. While platform operators can legitimately outsource jobs to third-party logistics companies who may hire foreigners with valid Work Passes, the number of foreigners is capped at the industry's dependency ratio ceiling. These foreigners are not platform workers and can only work for a single employer under an employer-employee relationship. They are also paid a fixed monthly salary by their parent company and are not remunerated on a per-job basis by the platform operator. The Government will continue to work closely with platform work associations, tripartite partners, and platform operators to support the well-being and livelihoods of our platform workers.”
“The Overseas Markets Immersion Programme (OMIP) aims to encourage companies to send local employees with little or no overseas experience for overseas work postings. We have set aside $16 million over two years to support up to 250 local employees for this programme. Since OMIP was rolled out in 2024, more than 70 locals have been posted overseas and more than 75% of the companies that have participated in the programme are SMEs. OMIP is aimed at developing the local workforce and is open for application to both SME and non-SME companies. Companies that require support in their application may approach the Singapore Business Federation (SBF), our Programme Partner for OMIP, to receive tailored support and guidance in accessing OMIP. SBF conducts regular briefing sessions on OMIP's programme details and application procedures. We encourage all companies to leverage OMIP to develop their local workforce while supporting their internationalisation plans.”
“The Ministry of Manpower, together with tripartite partners, remains committed to support the narrowing of the wage gap between lower-wage workers and the median worker as recommended by the 2021 Tripartite Workgroup on Lower-Wage Workers. From 2021 to 2024, real gross monthly income of full-time employed residents at the 20th percentile rose cumulatively by 6.3%, higher than the median worker at 3.2%, in line with the commitment set out by the tripartite partners in 2021. The tripartite partners had not set out wage targets for workers at specific percentiles. The rates of compliance with the National Wages Council's lower-wage recommendations by sector and business prospects are published as part of the Ministry's annual report on "Wage Practices for Lower-Wage Employees and Forward Expectations of Establishments".”
“The Ministry of Manpower publishes data on the breakdown of resident and foreign workers by industry on its website. Information by full-time and part-time status is available for resident workers only, as such data is not collected for foreign workers.”
“Employers are required to submit to the Ministry of Manpower a Mandatory Retrenchment Notification (MRN) within five working days after giving the retrenchment notice to their employees. There are penalties for failing to submit MRN, delay in submitting MRN and providing incomplete or inaccurate information under the Employment (Administrative Penalties) Regulations 2016; specifically, $1,000 for the first contravention and $2,000 for subsequent contravention. Generally, when deciding whether to position a breach of the law as a civil contravention or an offence, several factors are taken into consideration, including whether the breach is one of strict liability or a technical breach of a rule. An employer who continues to not submit MRNs may be subject to a criminal offence if he does not comply with a direction issued by an authorised officer under section 126D of the Employment Act. Such directions can be issued to the employer (in lieu of or in addition to the contravention notice) to bring the contravention to an end and to require the employer to take such action to remedy, mitigate or eliminate any effects of the contravention and to prevent its recurrence. It is an offence if the employer fails to comply with that direction, with a fine of up to $5,000 or imprisonment of up to six months or both. Nonetheless, the majority of employers are compliant with the MRN requirements, with 70% having submitted on time between January 2021 to June 2025.”
“Singapore's proportion of full-time employed residents earning less than two-thirds of median wage was about 30% in 2024. This is higher than the average of 13% across Organization for Economic Cooperation and Development (OECD) countries based on the latest available 2023 data. While these countries may have a lower share of workers earning less than two-thirds of median wage in comparison to Singapore, many of them also have higher unemployment and lower labour force participation rates. Furthermore, lower-wage workers in Singapore can benefit from Government transfers, such as income top-ups through Workfare and other forms of support, which are not accounted for in the OECD's definition. Singapore has made headway in improving wage outcomes for lower-wage workers. From 2021 to 2024, real gross monthly income at the 20th percentile rose by 6.3% cumulatively compared to real median wages which rose by 3.2%. Tripartite partners will press on with efforts to uplift lower-wage workers in the coming years, including through meaningful and sustainable wage increases through the Progressive Wage Model. The National Wages Council also recommends higher wage growth for lower-wage workers annually to narrow the wage gap between lower-wage and median-wage workers. Through these efforts, we will continue to support strong wage growth for lower-wage workers in line with the tripartite ambition to uplift lower-wage workers and support their well-being.”
“The nominal basic monthly income from employment (excluding employer Central Provident Fund contributions) of full-time resident employees aged 15 and over in 2024 are provided in Table 1 below. The Ministry of Manpower publishes data on gross wages regularly. Gross wages provide a comprehensive view of total compensation from employment and are the best reflection of wage outcomes, as they include overtime pay, commissions, allowances and bonuses.”
“Flexible work arrangements (FWAs) can support all employees, including frontline workers, in their caregiving responsibilities. To support employees in accessing the FWAs they need, the Government and tripartite partners implemented the Tripartite Guidelines on FWA Requests in December 2024. This sets out the process for employees to formally request for FWAs, and for employers to consider such requests on business grounds. Employees may use this process to request one-off or more sustained arrangements that could meet their specific needs. Employees may also tap on statutory annual leave, or other voluntary provisions by employers, such as time-off and additional leave for caregivers, to meet their needs.”
“The Platform Workers Trilateral Group agreed that platform work associations and platform operators are best placed to discuss and address issues related to payment and incentive schemes on a bilateral basis. As each platform operator has a unique business model with its own payment and incentive schemes, bilateral discussions allow both parties to raise platform-specific issues that are most relevant to the platform workers concerned. This approach builds on the formalisation of platform work associations' representation of platform workers under the Platform Workers Act. To guide platform work associations and platform operators in their bilateral discussions, the National Trades Union Congress (NTUC), platform work associations and major platform operators have agreed on a set of industry-wide principles related to payment and incentive schemes. The three principles, which cover fair earnings, visibility on structural changes to incentive schemes and reasonable incentive structures were announced by NTUC on 11 September 2025.”
“Today, there are around 250,000 commercial dormitory beds. The Government projects a net increase of around 27,000 beds in commercial dormitories over the next few years. This includes the two Government-owned purpose-built dormitories (PBDs) in Jalan Tukang and Sengkang West, which are expected to be completed in the first quarter of 2026 and mid-2028 respectively. The Government works closely with the dormitory industry to increase the supply of dormitory beds. Besides adding new PBDs to the market, we have also extended the leases of expiring dormitories where feasible and allowed existing PBDs to add more beds whilst meeting prevailing dormitory housing standards. Within industrial estates, we have facilitated applications for new Factory-Converted Dormitories and increased the allowable gross floor area of industrial developments for dormitory use from 40% to 49%. As a further measure to increase the supply of beds, the Government encourages and facilitates employers, especially those in the Construction sector, to set up Construction Temporary Quarters (CTQs) or Temporary Occupation Licence Quarters (TOLQs) to meet their workers' accommodation needs. Public sector agencies have taken the lead in this to work with their contractors to house their workers in CTQs and TOLQs.”
“The Ministry of Manpower (MOM) commissions surveys on Migrant Domestic Workers (MDWs) and their employers periodically. The last survey was done in 2021. The survey findings, including reasons why employers hire MDWs, can be found on MOM's website. Generally speaking, there has been an increasing demand for MDWs to care for seniors given our ageing population. The Government will continue to monitor our population trends and review our policies and plans accordingly, to cater to the evolving needs of Singapore households.”
“The overall proportion of full-time employees on shift work arrangements was 9.4% in 2022 and 6.5% in 2024. Data for 2023 is not available as it is collected biennially. Data by residency and on rest hours during and between shifts are not available. The top five sectors with the highest proportion of full-time employees on shift work, based on 2024 data, were (a) accommodation, (b) petroleum, chemical and pharmaceutical products, (c) electronic, computer and optical products, (d) air transport and supporting services, and (e) security and investigation.”
“Mr Speaker, the Ministry of Manpower (MOM) constantly reviews our foreign workforce policies to ensure that our foreign workforce is complementary, and that Singaporeans will continue to have access to good job opportunities. The updates are done annually and with key changes announced at MOM’s Committee of Supply. For instance, we regularly update our Employment Pass (EP) and S Pass qualifying salaries to keep pace with local wage growths, and it avoids undercutting local salaries. New EP applicants aged 23 years old must earn at least S$5,600 to qualify, and this is significantly above the median wage of our fresh graduates. We also refresh the Complementarity Assessment Framework for EP applications annually, keeping in line with market conditions. For example, we will add or remove occupations on the Shortage Occupation List based on industry shortages and industries’ efforts to develop the local pipeline. We strike a very careful balance when reviewing these policies. We need to provide businesses sufficient access to talent so that we can continue to maintain Singapore’s global competitiveness. In particular, foreign professionals help to attract foreign investments and multinational corporations that create a large number of good jobs for Singaporeans. While foreign-owned companies account for 20% of all companies in Singapore, they employ one-third of the resident workforce, and these include our fresh graduates as well. Foreign firms also create business for local firms, who in turn create jobs for Singaporeans. MOM will continue to review our policies holistically. We will continue to invest heavily in our local workforce to support Singaporeans across all economic climates.”
“I thank Ms Tan for her supplementary question. For this year, for Budget 2025, all Singaporeans will also benefit from the SG60 package, which includes $600 to $800 in vouchers. Of course, there is also the personal income tax rebate. But for retirees, really, that may not apply that much to them. The SG60 vouchers would also be given out to middle-income households and retirees. So, for retirees, those who are aged 60 and above, they are eligible for $800 in vouchers, and for those who are between 21 and 59, in the event that they are also retired after 55, they would be eligible for $600 in SG60 vouchers. All Singaporean households are eligible for $800 in CDC vouchers, so these vouchers for this year itself will benefit around three million Singaporean adults, of which, around 1.1 million, about a third, are aged 60 and above. The CDC vouchers will benefit around 1.3 million Singaporean households. It will go some way in alleviating some of these concerns. Looking forward, we are watching and monitoring the pricing of our imported natural gas very closely. With regard to the U-Save vouchers, while we put it out to help HDB households, we would also strongly ask for support from all of our Singaporeans to conserve energy because the more we provide in terms of grants or support, and if energy consumption continues to increase, for us over the long haul, it would be very difficult to sustain. I hope that gives the Member the reassurance.”
“Thus, they do not have Ordinary Account contributions which could be used to pay for those premiums. And for those whose DPS coverage lapsed as of 31 December 2022, around 40% of them have reinstated or they have started new cover as of 31 December 2024. So, this has to be taken against the broader numbers. Today, there are over two million Singaporeans and Permanent Residents who are covered under DPS. And amongst the active CPF members between the ages of 21 and 65, 86% are covered under DPS. So, that number, that 75%, is of that 16% that we are really talking about. [Please refer to "Clarification by Minister for Manpower", Official Report, 15 October 2025, Vol 96, Issue 8, Correction By Written Statement section.] There are obviously different types of assistance schemes that are available. Many of these members can also reach out to some of the social agencies to see what kind of help can be rolled out to them. What we are trying to do is to ensure that we can cover as broad-based a scheme as possible for all members if possible, but it would not be possible to cover every single one of them.”
“I thank the Member for her supplementary questions. I think there are a total of six supplementary questions; three for each one of the Parliamentary Questions. I will try to address all of them. For above 65 coverage, alongside what actuarial studies have been done to align with the Re-employment Age and the suggestion of targeted approach, we are indeed considering this. As I have said, we constantly review these. At the next bound, some of the measures that we are looking at to see how we can align the coverage with the potential raising of that retirement age to 65 before 2030 and the Re-employment Age to 70 before 2030 – certainly, these are things that we will look at across, as a package. I think the actuarial studies done thus far have shown that the premiums do go up quite disproportionately if we try to extend the cover beyond 65. But with the very fact that we are also rapidly ageing and the age of the workforce is also getting there, if we have a sizeable pool, looking at how that pooling of that premium can be spread across, I think extending coverage is certainly something that we are open to considering. We have not stopped reviewing this framework because we want to try to provide for the coverage for as long as possible. But we always have to balance between sustainability, affordability and also, ensuring that there is a sufficient sum left behind for the members to tap on when they are finally eligible for that payout, at age of 65 or 70, depending on how they choose. With regard to the Member's point on non-payment, for those members whose DPS coverage has lapsed, about 75% of them are aged above 55 years old. Many of them are no longer working, or they were self-employed persons before.”
“As of 2024, 94,500, or 33% of Central Provident Fund (CPF) members aged 65 to 67, are in employment. We regularly review the DPS to ensure that it remains relevant to members. In 2021, we raised the maximum age coverage of the DPS from 60 to 65. In taking this decision, we sought to strike a balance between providing insurance protection for members’ dependants for a longer period, while at the same time, ensuring the adequacy of members' retirement savings. Raising the maximum coverage age beyond 65 would result in higher premiums due to higher mortality rates after age 65 and consequentially, would reduce members' savings for retirement. The DPS lapse rates have held quite steady and low, at less than 0.2% in the past three years. All members will receive notifications via both SMS and mail if their CPF balances are insufficient and they can opt to pay their DPS premiums in cash. Members who have lapsed on their premium payments are given at least 60 days of payment grace period and a final notice before the DPS coverage is terminated. Those who wish to re-join the scheme can subsequently still apply to Great Eastern Life, which is the current administrator of DPS to do so.”
“Mr Speaker, Sir, may I have your permission to take Question Nos 8 and 9 together, please, as they are both about the Dependants' Protection Scheme (DPS)?”
“The Ministry of Manpower (MOM), together with the Building and Construction Authority (BCA), is investigating the fatal incident. As investigations are ongoing, MOM is currently unable to provide further details on the cause of the incident. Based on an inspection by BCA and the project's Qualified Person, there are no structural safety concerns for the surrounding buildings. BCA has also instructed the Qualified Person to implement measures to stabilise the affected retaining wall before any further work can commence. Current safety requirements already mandate that contractors check the integrity of surrounding structures and provide adequate shoring to prevent collapse during construction work. After the investigations have concluded, MOM and the Workplace Safety and Health (WSH) Council will share the key learning points and recommendations for companies to adopt to prevent similar incidents. MOM will also review whether any additional safety measures are required beyond those set out in the existing WSH (Construction) Regulations and Approved Codes of Practice.”
“To enhance early detection, diagnosis and treatment of Occupational Diseases (ODs), the Ministry of Manpower (MOM) has: (a) increased the number of workplaces placed under our proactive health surveillance programme from 1,200 in 2020 to 3,500 in 2025 to better support OD prevention among workers who are at risk; (b) updated the Workplace Safety and Health Guidelines for Diagnosis and Management of ODs to provide doctors with further guidance on the detection, diagnosis and appropriate treatment for ODs; (c) included all occupational infectious diseases in healthcare, research facilities and laboratory settings and all work-related musculoskeletal disorders as reportable and compensable ODs with effect from 1 December 2025; and (d) simplified the reporting process for doctors at the primary care level to facilitate earlier detection and interventions. MOM will continue to work closely with the Ministry of Health, the National Trades Union Congress, medical practitioners and industry partners in the Tripartite Committee on Workplace Health to enhance the detection and management of ODs.”
“Based on a 2024 survey conducted by the Ministry of Manpower, 72.5% of private companies1 offered at least one type of scheduled flexible work arrangement2 (FWA) for their employees. This is an increase from 68.0% in 2023. To support caregivers in accessing FWAs, the Government and tripartite partners launched the Tripartite Guidelines on FWA Requests in 2024, which set out the process for employees to formally request for FWAs and employers to consider them. To support employees in their caregiving needs, employers are required by law to provide paid maternity, paternity, childcare leave and unpaid infant care leave. Some employers also voluntarily offer additional leave to employees with caregiving needs. In 2024, 6,100 (36.1%) private companies voluntarily provided additional paid family care leave3, while 5,800 (34.0%) provided additional paid child sick leave4. We recognise the importance of enabling caregivers to access caregiving-related leave and FWAs. We encourage employers and employees to discuss and mutually agree on suitable arrangements, rather than rely on a system to verify the caregiver status of employees. We will continue to review the support available for caregivers in the workplace.”
“All first-time Migrant Domestic Workers (MDWs) are required to attend the Settling-In Programme (SIP) before commencing work in Singapore. At the SIP, MDWs are taught how to perform common household tasks safely, especially when cleaning windows and hanging laundry at high-rise buildings. The training is conducted in their native languages and materials are reviewed regularly to ensure relevance. The SIP training material was recently reviewed in May 2025 and we will monitor the impact of the latest round of changes before embarking on further reviews. In addition, all new MDW employers are required to attend the Employers' Orientation Programme which emphasises their roles and responsibilities in providing a safe work environment. Employers are also required to sign a safety agreement with their MDWs to ensure that they would comply with the Ministry of Manpower's restrictions on cleaning the exterior of window panes. Prior to working in Singapore, employment agencies would also arrange for MDWs to undergo training, covering safety practices for common household tasks.”
“Stay-at-home mothers can tap on a suite of employment facilitation and reskilling initiatives to return to the workforce, including Workforce Singapore's (WSG's) HerCareer initiative for women jobseekers. For example, stay-at-home mothers seeking to return to work can obtain career advisory and employment facilitation support from WSG and NTUC's Employment and Employability Institute. They can also tap on the Career Conversion Programmes which support mid-career conversions, including to job roles with flexi-load arrangements that better meet the needs of individuals with caregiving responsibilities. Stay-at-home mothers with lower retirement savings can also benefit from a range of measures that supplement their Central Provident Fund savings and retirement income in their senior years. These measures include the Matched Retirement Savings Scheme and Silver Support Scheme which were recently enhanced in January 2025. The Government will continue to review our measures for caregivers, including stay-at-home mothers, to ensure they are supported throughout different stages of life.”
“Work-related vehicular incidents comprise traffic accidents on public roads where the victim was at work and accidents within workplaces where the victim was struck by a vehicle. The Workplace Safety and Health (WSH) Act obliges employers to ensure safe use of vehicles. Vehicle owners must maintain their vehicles properly and operators must possess relevant qualifications. In addition, the WSH Council has published various guidelines that give practical guidance on proper traffic management plans, safe operation of forklifts and trucks and fatigue management. The Ministry of Manpower also encourages vehicles owners to adopt technology to prevent vehicular incidents, with funding via the Productivity Solutions Grant for local SMEs. For instance, companies can deploy cameras or sensors on their vehicles to warn drivers of collision risks, as well as detect signs of driver fatigue or distraction. In addition to the work-related vehicular incidents captured in WSH statistics, workers may also be exposed to safety risks while commuting or being transported to work. The Ministry of Transport leads efforts to improve the transportation safety of workers through a multi-pronged approach. This includes reducing the need to transport workers, encouraging alternatives to lorries for worker transport, and making it safer for those who still need to be ferried using lorries.”
“In 2024, the 75th percentile gross monthly income from employment of full-time employed residents is about $8,100 excluding employer Central Provident Fund (CPF) contributions and about $9,300 including employer CPF contributions. Employer CPF contributions are excluded when determining the income threshold for the SkillsFuture Jobseeker Support (JS) scheme. The JS scheme targets lower- to middle-income workers who are more likely to face financial constraints that may lead them to settle quickly for ill-fitting jobs after becoming involuntarily unemployed. The scheme therefore covers involuntarily unemployed jobseekers who previously earned an average gross monthly income of up to $5,000, excluding employer CPF, in the past 12 months. This threshold slightly exceeds the median income of full-time employed residents in 2024, which is about $4,900, excluding employer CPF. Since the JS scheme is still in its early days, the Ministry of Manpower will review the effectiveness of the scheme in helping workers re-enter employment and find good jobs. We will also assess the case for extending the scheme to higher-earning individuals.”
“Under the Work Injury Compensation Act (WICA), the next of kin (NOK) of a worker who dies from a work-related incident can receive lump-sum compensation of up to $225,000, without having to file a civil suit under common law. The Ministry of Manpower (MOM) regularly reviews the compensation limits under WICA to ensure that they keep pace with inflation, wage increases and healthcare costs. The compensation limit for death will increase to $269,000 from 1 November 2025. Employers who fail to provide WICA compensation can be fined up to $15,000 or face an imprisonment term of up to 12 months, or both. If there are legitimate reasons why an employer is unable to provide compensation, the Ministry of Manpower will assist the NOK using the Workers' Fund. If deceased workers' NOK require assistance beyond the compensation under WICA, they can access different support services across the Government depending on their circumstances, needs and eligibility. Those needing support for basic living expenses may approach our Social Service Offices. For legal advice and/or representation, NOK can approach the Legal Aid Bureau or the Community Law Centres by Pro Bono SG, as well as various legal clinics across Singapore. Those requiring psychological support can tap on the national mindline 1771 and counselling services operated by trained professionals from the Institute of Mental Health, as well as community mental health teams located islandwide.”
“Between 2020 and 2024, there were an average of 35 safety incidents involving migrant domestic workers (MDWs) each year. In addition to falls from height, this includes other breaches such as unsafe use of ladders and windows cleaning. Enforcement actions were taken against all employers involved. Over the same period, a total of three employment agencies (EAs) were taken to task for failing to ensure the signing of safety agreements between employers and their MDWs. All first-time employers and first-time MDWs must attend mandatory orientation programmes that cover essential safety practices. For instance, at the Employers' Orientation Programme (EOP) attended by first-time employers, safety guidelines pertaining to hanging laundry and cleaning windows are emphasised. First-time MDWs receive hands-on training at their Settling-In-Programme (SIP) on safe window cleaning and laundry hanging processes, as well as fall prevention strategies for high-rise homes. Employment agencies (EAs) must also explain the Ministry of Manpower's (MOM's) safety requirements to employers and MDWs and ensure that they sign a safety agreement prior to the MDWs' deployment. MOM does not track MDW insurance claim statistics and payouts.”
“The Uplifting Employment Credit (UEC) provides employers of ex-offenders with wage offsets of up to 20% of their monthly income, for a period of nine months. Based on the latest available data, about 1,200 employers have received wage offsets for hiring over 3,200 ex-offenders since the scheme's launch in April 2023 to December 2024. These hires were employed in various industries, with the highest concentrations in administrative and support services, as well as accommodation and food services. They have typically been employed in roles such as car and light goods vehicle drivers, cleaning supervisors, and cleaners and helpers in hotels, offices and other establishments. Of the more than 1,500 ex-offenders hired under the UEC between April and December 2023, over half remained employed after the nine months of wage support ended. This is based on the available data on retention. We will continue to monitor the outcomes of the UEC to support ex-offenders in finding employment.”
“The Temporary Permit (Exhibition) Scheme (or TPES) is highly scoped to address the seasonal manpower needs of the Meetings, Incentives, Exhibitions and Conventions industry. First, workers hired through TPES can only carry out installation and teardown of stalls and booths. Second, this can only be done at six whitelisted exhibition venues. Third, these workers can only be hired for a maximum of three weeks. Fourth, these workers must be Malaysians. This does not create an uneven playing field as all firms, regardless of whether they are established Singapore firms or newly registered companies, can tap on this scheme for their seasonal manpower needs. We will continue to monitor and review the implementation of the TPES to ensure its relevance and effectiveness.”
“The Ministry of Manpower (MOM) will continue to engage employers and industry associations to raise awareness of the Workplace Safety and Health (WSH) Guidelines on Fatigue Management, which include practical guidance in areas like providing rest breaks and managing shift work. In addition, we will continue to promote the adoption of vehicular safety technologies, such as cameras and sensors, that companies can deploy on their vehicles. These technologies can improve the situational awareness of drivers and warn them of collision risks as well as help detect signs of driver fatigue or distraction. To the Member's second query, MOM has stepped up our inspections targeted at smaller-scale construction works throughout 2025. These include recent operations focused on solar panel installation works, renovation projects in major shopping malls and small residential projects, especially during festive seasons when work may be rushed to meet deadlines. We also require companies with major injuries to engage appointed auditors to carry out audits and address gaps to prevent recurrence. Beyond enforcement, MOM will continue to work with our partners to help small and medium enterprises build up their internal WSH capabilities, such as through the StartSAFE programme and greater adoption of technology solutions.”
“The Member may refer to the written reply to Parliamentary Question No 59 for the Sitting on 22 September 2025. [Please refer to "Acceptance and Rejection Rates for Flexible Work Arrangement Requests, and Top Three Reasons for Rejecting", Official Report, 22 September 2025, Vol 96, Issue 2, Written Answers to Questions section.] Employers who face challenges implementing the Tripartite Guidelines on Flexible Work Arrangement Requests, or employees who feel that their flexible work arrangement requests are not properly considered, may approach the Tripartite Alliance for Fair and Progressive Employment Practices for assistance.”
“The Central Provident Fund (CPF) system is designed to primarily provide for and safeguard an individual's retirement adequacy. Nonetheless, CPF members have the flexibility to make voluntary CPF transfers to immediate family members, such as their spouse, parents, grandparents, siblings, parents-in-law and grandparents-in-law. Limiting CPF transfers to immediate family members strikes a balance between encouraging members to support their closest dependents whilst ensuring that they do not compromise their own retirement adequacy. There are existing flexibilities within the CPF system for members to provide support to their extended family members, including uncles and aunts. Members can make cash top-ups to their extended family members' CPF accounts. Should their extended family members be eligible for the Matched Retirement Savings Scheme, their extended family members will benefit from the dollar-for-dollar matching grant in addition to the cash top-ups.”
“Around 700 ineligible recipients of the Self-Employed Person Income Relief Scheme (SIRS) remain subject to clawback. The processing of these refunds is still ongoing for a few reasons. First, some recipients have not yet responded to Ministry of Manpower's (MOM's) requests for repayment. Second, some recipients have appealed for assistance in making the repayment, which MOM is in the process of assessing. Third, some recipients have been given more time to refund, through instalments or extended deadlines. For those who experience difficulties in making repayments, MOM considers the circumstances of each individual case upon appeal.”
“The Government is studying and will continue to study the extent to which AI can affect jobs and its potential impact on the labour market and productivity. Isolating the potential productivity gains and wage growth that are solely attributable to artificial intelligence adoption is challenging, as the technology and its effects on job tasks rapidly evolve. Additionally, the full benefits of AI adoption will take time to materialise.”
“The Ministry of Manpower takes care to ensure that our labour market statistics obtained from employer surveys are robust. All reported vacancies undergo stringent validation, including cross-checks against other data sources, such as MyCareersFuture postings, to confirm that the vacancies are genuine and tied to actual hiring activity. We follow up directly with employers if, for example, vacancies in their companies rise sharply without corresponding hires, or if the same positions are repeatedly reported every quarter without being filled. These measures improve our data quality and ensure that the statistics we publish reliably reflect actual labour demand. This is reflected in broader hiring trends, where sectors with higher professional, manager, executive and technician (PMET) vacancies have also seen strong growth in resident PMET employment. We recognise that employers may publish multiple postings across different job portals to maximise chances of securing a suitable candidate. Such practices are part of normal recruitment efforts and do not necessarily indicate fictitious openings. We are continually enhancing job search features on the MyCareersFuture portal such as introducing filters to help jobseekers identify more responsive employers and will continue to engage with employers to encourage responsible posting practices.”
“The safety requirements for migrant domestic workers (MDWs) cleaning windows are prescribed under the Employment of Foreign Manpower (Work Passes) Regulations 2012, Fourth Schedule. Employers are not permitted to allow MDWs to clean the exterior surface of any window that is not fitted with a grille that is locked at all times during cleaning and without adult supervision. Employers who breach these requirements can be fined up to $10,000 and/or imprisoned for up to 12 months. They may also be barred from employing an MDW. All first-time employers and MDWs are required to attend mandatory orientation programmes prior to the start of employment, that cover essential safety practices, including window cleaning. Employers are required to sign a safety agreement with their MDWs to ensure that they would comply with the Ministry of Manpower's (MOM’s) restrictions on cleaning the exterior of windowpanes. MOM also disseminates reminders to employers on safe work environments for MDWs. Over the past 10 years, MOM took enforcement actions against six employers whose negligence led to their MDWs falling from height. Over the same period, MOM took enforcement actions against an average of 15 employers each year for failing to comply with safety standards for window cleaning by MDWs. We will continue to monitor such incidents and step up education and enforcement if necessary. MOM also has a suite of measures in place to support MDWs who need assistance including for mental health or advice on rest day entitlements. They can contact helplines operated by MOM and non-governmental organisations, such as Centre for Domestic Employees, for support in their native languages.”
“The Member may refer to the reply to Parliamentary Question No. 59 for the Sitting on 22 September 2025 for replies to part (a) and (b). [Please refer to "Acceptance and Rejection Rates for Flexible Work Arrangement Requests, and Top Three Reasons for Rejecting", Official Report, 22 September 2025, Vol 96, Issue 2, Written Answers to Questions section.] For part (c), since the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) took effect in December 2024, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) has received one complaint in July 2025, where the outcome of an FWA request was communicated verbally instead of in writing. TAFEP has worked with the company to revise its processes to be in line with the TG-FWAR. Employers who face challenges implementing the TG-FWAR, or employees who feel that their FWA requests are not properly considered, may approach TAFEP for assistance.”
“The Self-Employed Person Income Relief Scheme (SIRS) was introduced in 2020 to help Singaporean Self-Employed Persons (SEPs) with less means and family support, and whose livelihoods were impacted by the COVID-19 pandemic. To provide timely assistance, eligibility was assessed based on applicants' declarations, for example, trade income and properties owned. Applicants whose declarations met the eligibility criteria received payouts. Approximately 2,200 SIRS recipients, representing around 1% of all SIRS recipients, were subsequently found to be ineligible following comprehensive audits on SIRS applications. Time was taken to conduct thorough back-end checks to verify that individuals were ineligible. The Ministry of Manpower (MOM) has been progressively reaching out to ineligible SIRS recipients to refund their SIRS payout, as the various audit phases have been completed. To preserve the integrity of the scheme, MOM will seek recovery from all ineligible recipients but will consider the circumstances of each individual on appeal.”
“In 2023 and 2024, 230 employers, involving 520 Training Employment Pass (TEP) holders, were investigated for abuse of the TEP scheme.”