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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“I thank Ms Tan for her questions. Earlier on I did share quite a fair bit of insight on how we will build on the SGUT. So, very similar to the SGUT, we will track how many trainees would have found employment after the GRIT programme and whether it was with their host organisation as at the outset. The appointed programme partner, while the trainees are in flight, will review, will conduct regular check-ins with the trainees to ensure that they are settling in well, and that the experience is generally beneficial, and it is good. Host companies who are part of this programme will also be required to submit a traineeship development plan, with learning outcomes so that WSG can regularly review. Lastly, as I said, to strengthen the pathway to full-time employment, WSG will strongly encourage host organisations to offer full-time employment where possible. And to support host organisations to do so, to get them to convert these GRIT trainees earlier even before the traineeships end, we will continue to provide allowance subsidies for host organisations to convert the trainees who have completed at least three months. So, the entire period of traineeship is up to six months, but after three months if they convert, we will still continue to provide the subsidy. Before the end of the traineeship, WSG will proactively work with them to share employment services, including career matching services to support the trainees' transition into full-time employment. So, there is a whole slew of measures that we put in place to facilitate their onboarding to full-time employment.”
“I thank Ms Gho for that very incisive exhortation. Certainly, from the Government's perspective, the 300 places offered by the Government agencies, we hope that the moment they come on board, that industrial attachment, would indeed inspire and encourage many of these young trainees to sign up and join the Government. I would also like to remind the hon Member that there are a separate 2,400 jobs at Careers@Gov, and I certainly hope that more than 300 would apply to the 2,400 vacancies we have at Careers@Gov and we will do our best to facilitate their onboarding. I hope that gives you that reassurance.”
“I hope that gives Members that breadth and that spread of the type of entry level jobs that are available.”
“There are some companies who are limiting the hiring of entry level jobs, but there are also many companies that have ramped up the hiring of entry level jobs. The entire scope of our economy is quite wide. We are quite well differentiated. In many of the growth sectors that I had earlier on talked about, and that is how we approach them to help, these are the companies that are still actively hiring. For the purpose of GRIT, we have worked with close to 50 companies in the growth sector and they have committed to offering places under the GRIT programme. They span quite a diverse range of sectors, including financial services, manufacturing, the information and communications technology (ICT) and media sector, wholesale trade and professional services. I can share with Members a list of some of these companies, which includes prominent industry leaders – OCBC, DBS, Singapore Technologies, the semi-conductor companies, Micron, Sembcorp, Grab, Sea, Standard Chartered Bank – they have all stepped forward to offer meaningful traineeship opportunities. Many of these roles would include – I mean, the list is very long. What I have done is to also request my MOM colleagues to publish the list of job vacancies in all of the different sectors for our fresh graduates and our graduates to apply for, and this will be made available on a recurring basis. Some of these traineeship roles that I alluded to include data analysts, robotic process automation (RPA) specialist, research and development, policy and strategy, as well as functions in marketing in human resources and in business development. And of course, Members know we are all rapidly ageing, and from where I used to come from, healthcare, they are always hiring.”
“Mr Speaker, I will try to keep it short. WSG has implemented safeguards under the GRIT programme to protect trainees from potential abuses from host organisations, so, there is a traineeship agreement which has to be signed by both trainees and the host companies. This details what is the approved traineeship allowance, what are the working hours, the leave entitlements, including medical and annual leave, which is offered by the host organisations, and this is submitted to the programme partner for oversight. The appointed programme partner will then conduct check-ins with trainees to ensure that they are settling in well and that they have good traineeship experience. Trainees will also have access to a dedicated hotline and email to support and to report any issues, and the appointed programme partner will intervene where necessary to address concerns. We work very closely with the Singapore Business Federation on this. We also started the scheme with a lower number of places so that we avoid crowding out all these potential full-time positions. We want to maintain the quality of the traineeship. The purpose for GRIT trainees is not to do the same work, but it is to give them the opportunity to pick up the industry experiences, the practical skillsets, hopefully the soft skills as well as – I was sharing, earlier on, to Member Mr Xie Yao Quan's PQ – so that eventually they can quickly get full-time employment after the traineeship duration of up to six months is completed. And we urge all companies to consider these trainees, to offer them permanent employment after their traineeship.”
“So, I think these measures come collectively, and I think that today, just to keep the scope of where we are on GRIT, it is meant to be a very tightly curated scheme, focusing on that delta of fresh graduates looking for opportunities for industrial attachments.”
“I thank Mr Chia for his supplementary questions. I want to keep it short, because I understand that quite a number of Members who have filed PQs would also want to raise other supplementary questions. Suffice to say, when we create programmes like this, we try to be very precise, very differentiated towards a particular need, as the other programmes run contemporaneously. GRIT is intended to be a temporary scheme. This is meant to support fresh graduates amidst the current economic uncertainty and of course, we will monitor the take-up closely. We will work with our programme partners to map out and to see whether there is a need to scale up capacity and provide lateral links into all of these other programmes, including the Global Ready Talent Programme that the Member alluded to. Before the end of the 12-month period, we will also review the outcomes and we will then consider the need to extend the programme, depending on how the labour market situation evolves at that particular point in time. Perhaps on a slightly more uplifting note, we did end the first half of this year with a growth in gross domestic product (GDP). Our GDP grew year on year by 4.3%. So, this is really a very pre-emptive approach to try to resolve and help our fresh graduates to gain that confidence, to gain that exposure and to build their networks. The rest of the scheme would continue to run in tandem. There is also a whole slew of measures that I had announced at the MOM Committee of Supply (COS) Budget this year on the Enterprise Workforce Transformation Package. And the National Trades Union Congress (NTUC), working with the different agencies, has put up a $200 million package to develop Company Training Committees with all of the different companies.”
“Mr Speaker, I thank the Member for his supplementary question. I agree with the Member. Generative AI is indeed reshaping entry level jobs and increasingly advanced models automate quite a lot of the more routine and mundane tasks. But I think that contemporaneously, this shift is also creating new opportunities in AI-related fields, and it elevates the importance of soft skills, for instance, like critical thinking, creativity. What we hope to do is to ensure that our young graduates continue to be ready, flexible, nimble enough to be able to adapt to leverage on AI positively, particularly given the world that we are in today – rapid disruptions, rapid pace of transformation. So, to prepare our young graduates for career success in an AI era beyond the traineeships, the Government has put in place a mix of upskilling programmes, work-based learning, as well as career guidance initiatives, and under the National AI Strategy 2.0, for example, we are scaling up programmes like AI apprenticeship programmes, so that we can continue to boost our pipeline of young AI practitioners. Beyond the inclusion of AI-related modules within the curriculum at our IHLs to build up our students' digital fluencies, literacies, we have been evolving our education system. We work closely with Minister Lee's Ministry, so that we can continue to place an even greater focus on the soft skills that would continue to be important for career success in an AI era. In addition, we have also stepped up support for career planning while they are in flight through the universities, through the IHLs. And WSG's career guidance efforts is integrated with them, so that we can support them to journey better and help them to work towards achieving their career goals.”
“We are prepared to increase traineeship places and extend the programme if economic conditions worsen, or if there is demand for more traineeship places due to good outcomes for both graduates and employers. In the meantime, we encourage all our fresh graduates to tap on the extensive career guidance and job matching support that has been made available through the Institutes of Higher Learning (IHLs), WSG and NTUC's e2i. To Dr Charlene Chen's query, to complement the education and career guidance provided by the Ministry of Education and IHLs, WSG and its partners offers a variety of career services and resources to students seeking to enter the workforce. These advisory services include, not just career advisory, but also coaching services provided by both WSG and e2i, and they can be complemented with industry insights offered by WSG's Volunteer Career Advisors. Individuals can also look for job opportunities on WSG's MyCareersFuture portal, utilising its CareersFinder feature to explore potential careers and upskilling options.”
“This is similar to the quantum for SGUT and is calibrated to ensure that trainees continue to prioritise full-time roles. We also capped the duration of traineeships at six months to encourage employers to seriously consider the trainees for a higher paying full-time job at the end of the traineeship. This relates to Mr Chua's other question on why trainees will not be considered employees of the host organisation. GRIT is meant to offer traineeships that build skills and early work experience through on-the-job training. It is not meant to be an employment subsidy, typically used to support groups that face more serious and chronic barriers to employment, such as, persons with disabilities. If companies see the value of trainees and wish to engage them on a longer-term basis, they should offer full-time positions. Third, GRIT is designed to mitigate the risk of displacing existing employees, including mid-career workers. We have carefully selected host organisations that actively participate in workforce development efforts, including the Ministry of Manpower (MOM) or WSG programmes that support mid-career workers. To Mr Ng Shi Xuan's question, WSG will also conduct checks on host companies' recent retrenchment activities to ensure that the traineeship roles are not similar to that of impacted workers. This also speaks to Mr Kenneth Tiong's question on the risk of employers using traineeship grants to displace employees. Moreover, the traineeship allowance is calibrated to be lower than what host organisations can receive for mature individuals who are undergoing attachments under the Mid-Career Pathways Programme. The Government stands ready to roll out further support if necessary.”
“Ms Chong, Mr Patrick Tay and Ms Lee Hui Ying asked how we would support the conversion of trainees to full-time positions. To strengthen the pathway to full-time employment, WSG will strongly encourage host organisations to offer full-time employment where possible. To support host organisations to do so even before the traineeships end, we will continue to provide allowance subsidies for host organisations that convert trainees who have completed at least three months of the traineeship. In addition, as part of the check-in with the trainees before the end of the traineeship, WSG will also proactively share employment resources, including career matching services to support trainees' transition to full-time employment. Second, we have designed the scheme to provide support without crowding out full-time job positions that companies might otherwise offer to fresh graduates. To Mr Gerald Giam's and Ms Poh Li San's question on the initial number of places, we have started GRIT with an initial capacity of 800 places – 500 private sector and 300 public sector. Last week, when I released the Labour Market Report for the quarter ending June 2025, I have also shared that there are 30,000 entry level job positions available today for our fresh graduates to apply, so, I hope you can understand why we have very tightly ensured that this programme does not end up cannibalising full-time positions. This helps to safeguard both the quality of traineeships and at the same time, manage the risk of crowding out full-time positions. To Mr Louis Chua's question on how we determined the traineeship allowance, we capped the maximum at $2,400, which is approximately half of the median starting salary of fresh graduates from autonomous universities.”
“SGUT focused on increasing capacity to reduce graduate unemployment during an economic crisis, while our current GRIT programme focuses on the provision of a limited number of quality traineeship opportunities to provide reassurance to graduates. Hence, the outcomes of GRIT may not mirror that of SGUT. There have been several questions raised over how GRIT can support graduates to gain sustained full-time employment eventually. We have designed the scheme with a few key considerations to achieve this. First, we will ensure that the traineeships are of high quality, so that they improve the employability of graduates in the longer term. Mr Edward Chia, Ms Gho Sze Kee and Mr Liang Eng Hwa asked about the selection of companies currently on-board for GRIT. Workforce Singapore (WSG) has worked with sector agencies to identify leading companies as host organisations for the programme. These companies come from key growth sectors such as financial services, and information and communications, which offer a large number of good jobs. They have a good track record of hiring and training locals and are committed to offer a good mix of traineeship roles for graduates from all of our educational institutions. To Mr Chia's, Ms Gho's, Ms Jessica Tan's, Ms Nadia Ahmad Samdin's and Dr Hamid Razak's questions about how the Ministry will monitor the quality of the traineeship experience, host companies will need to submit a traineeship development plan with learning outcomes that WSG will regularly review. WSG will also conduct check-ins with trainees to monitor and ensure the quality of the traineeship experience. These structured traineeships with leading companies will position trainees in good stead for jobs and for roles within or beyond the host organisations.”
“Members may also access these materials through the MP@SGPARL App. If Members look at the chart that has been distributed, compared to the same time last year, there were about 2,400 more fresh graduates looking for a job instead of either taking a gap break or going for further studies. Hence, even though there were about 700 more fresh graduates who were employed, the additional 1,700 active jobseekers who had yet to find a job may have contributed to a stronger sense of job competition among fresh graduates. Moreover, external factors including economic headwinds from increased trade tensions, the imposition of tariffs and geopolitical conflict and growing concerns over artificial intelligence taking over entry-level jobs have added to the anxieties of our fresh graduates. Therefore, even though graduate employment rates remain stable, we need to support the additional influx of graduates looking for work. We have introduced GRIT to give graduates an opportunity to pick up industry experience and practical skills to boost their employability in the longer term. This model builds on positive results seen for the trainees who participated during the COVID-era SGUnited Traineeships (SGUT). To Ms Eileen Chong's question, close to 90% of SGUT trainees found regular employment within six months after completion. While the median starting salary for degree graduate trainees who participated in SGUT, at close to $3,400, was slightly lower than the median of $3,700 reported in the Joint Autonomous University Graduate Employment Survey 2020, these figures are not directly comparable, because the demographics of both groups differ. The economic context for the introduction of SGUT and GRIT also differ.”
“With your permission, Mr Speaker, Sir, may I display a chart to better illustrate my point and may I ask the Clerks to distribute a copy as well.”
“I would also like to invite all Members to seek clarifications after and consider withdrawing the questions filed for future Sittings, if they have been addressed. Mr Yip Hon Weng and Mr Xie Yao Quan asked about the key factors contributing to the decrease in permanent employment of fresh graduates. First, I would like to clarify that we have not seen a decrease in permanent employment of fresh graduates in the 2025 cohort so far. Mr Yip and Mr Xie may be referring to the decrease in the permanent employment rate of fresh graduates six months after graduation from 2023 to 2024, reported in the Joint Autonomous Universities Graduate Employment Survey. Based on our data so far, we have, in fact, seen some improvement in employment rates from 2024 to 2025. As of June this year, around 9,300 graduates from the 2025 cohort, or 52%, were employed. This employment rate was higher than that of the 2024 cohort at the same time last year, when 8,600 graduates, or 48% of the 2024 cohort, were employed. The proportion of graduates in permanent employment has also increased, at about 44% in 2025 compared to 37% in 2024. I believe these figures will improve further, as many graduates were only beginning their job searches in June. The employment rate of the 2024 cohort has risen from 48%, as mentioned earlier, to 88% this June. That said, Members of the House, we recognise the anxieties and challenges faced by fresh graduates in their job searches. Based on our data, we assess that this might be partly driven by a significantly higher number of fresh graduates from the 2025 cohort entering the job market immediately after graduation, compared to last year.”
“Mr Speaker, with your permission, I would like to address the following Parliamentary Questions (PQs) on graduate employment and the GRaduate Industry Traineeships (GRIT) programme together: questions filed by Mr Chua Kheng Wee Louis and Ms Eileen Chong Pei Shan from yesterday's Sitting; oral Question Nos 13 to 21 from today's Order Paper on graduate employment; and oral and written questions filed by Ms Lee Hui Ying1, Mr Kenneth Tiong Boon Kiat, Ms Eileen Chong Pei Shan, Mr Ng Shi Xuan2, 3, Ms Poh Li San4, Ms Nadia Ahmad Samdin and Dr Charlene Chen for the subsequent Sittings, also relating to graduate employment.”
“The concessionary levy of $60 per month for migrant domestic workers is given to households with caregiving needs. Hence, it is extended to households with a Singapore Citizen below 16 years old, as well as other care recipients. Households would be eligible for the levy concession when a Singaporean child is born. The Government will continue to monitor the need to extend concessionary levy or alternative support for expectant parents, and review our policies as necessary.”
“Launched by the WSH Council, the Well-being Champions Network also facilitates the exchange of best practices among participating companies and offers access to resources and training to strengthen workplace mental well-being. Based on a survey conducted in 2023, more than 90% of firms surveyed had implemented at least one mental well-being measure. MOM will continue to work with Tripartite Partners and relevant agencies to monitor the effectiveness of our efforts and explore potential enhancements.”
“The Ministry of Manpower (MOM) does not systematically collect data on workplace burnout. Notwithstanding this, to encourage employers to monitor the state of their workforce's well-being and address key work stressors, MOM and the Workplace Safety and Health (WSH) Council, in collaboration with the Institute of Mental Health, Changi General Hospital and the Health Promotion Board, have developed and made available iWorkHealth, a free online psycho-social assessment tool. Based on anonymised and aggregated data of more than 15,000 employees from employers that that took up iWorkHealth in 2024, about one in three employees experienced work-related stress or burnout. The proportion has remained relatively stable since iWorkHealth was introduced in 2021. Given that participation in iWorkHealth is voluntary, the sample may not be fully reflective of the overall workforce or at the industry level. MOM and the WSH Council are working with Tripartite Partners to encourage greater adoption of iWorkHealth so that more employers can better understand their employees' state of mental well-being at work and offer relevant support. While it is natural to feel overwhelmed at work from time to time, a conducive environment can help workers to reduce or overcome work stress. In addition to iWorkHealth, MOM has implemented a range of measures to promote mental well-being at the workplace. These include the Tripartite Advisory on Mental Health and Well-being at Workplaces, which offers practical guidance for employers in areas such as flexible work arrangements that enable employees to meet both their work and personal commitments, as well as after-hours communication policies to encourage proper rest outside of work hours.”
“Migrant Domestic Workers (MDWs) should only work for their employer at the residential address declared to the Ministry of Manpower (MOM). Employers are required to notify MOM if they need their MDWs to take care of them or their household members at another residential address, and abide by certain conditions, including ensuring that the MDW does not perform the full load of housework in both households. Based on the notifications submitted by MDW employers as of August 2025, about 4,300 MDWs are currently taking care of their employer or household members at another residential address. This is about 1.4% of the MDW population.”
“Ms Elysa Chen has filed a related question for the Sitting on 23 September 2025. We will respond to these questions together. [Please refer to "Data on Individuals Assisted by SkillsFuture Jobseeker Support Scheme Since Launch", Official Report, 23 September 2025, Vol 96, Issue 3, Written Answers to Questions for Oral Answer not Answered by End of Question Time section.]”
“The Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR), which took effect on 1 December 2024, aim to help employers and employees navigate discussions about flexible work arrangements (FWAs) and arrive at mutually beneficial arrangements. The TG-FWAR sets out the process for employees to make formal requests, and for employers to consider and respond to these requests on reasonable business grounds. It does not mandate the reporting of FWA requests to the Ministry of Manpower, as doing so would impose significant compliance costs on businesses. Instead, the Government and tripartite partners take an educational and enabling approach in implementing the Tripartite Guidelines, which includes providing employers with templates, guides and training. Employers who face challenges implementing the TG-FWAR, or employees who feel that their FWA requests are not properly considered, may approach the Tripartite Alliance for Fair and Progressive Employment Practices for assistance.”
“Employers of work permit holders, including Migrant Domestic Workers (MDWs), are responsible for the full cost of bringing in and maintaining their foreign workers in Singapore until repatriation. The cost of repatriation is borne by the employer to avoid a situation where the MDW is left stranded in Singapore without the means to return home due to disputes between parties in a joint responsibility arrangement. Employers are informed and are reminded of their obligations before their MDWs enter Singapore, and during the Employers’ Orientation Programme which all first-time MDW employers must attend.”
“Over the last three years, the Taskforce for Responsible Retrenchment and Employment Facilitation, which comprises representatives from the Ministry of Manpower (MOM), Workforce Singapore (WSG), National Trades Union Congress (NTUC), NTUC's Employment and Employability Institute (e2i), Enterprise Singapore (ESG) and the Economic Development Board (EDB), has continued to provide effective support for retrenched workers. On average, from 2022 to 2024, about seven in 10 retrenched workers who received career coaching from WSG and NTUC/e2i's career coaches were placed within six months. Their median time to placement averaged around three months. Among jobseekers who were placed within six months, close to half received similar or higher wage compared to their previous job.”
“Between 2020 and 2024, an average of 100,000 employers benefitted annually from the concessionary Migrant Domestic Workers (MDWs) levy for households with children under 16 years old. This concession is a reduction of the MDW levy from $300 to $60 per month for the first MDW and is given to all households with a Singapore Citizen below 16 years old. The Ministry of Manpower (MOM) does not track whether these employers are first-time parents. Households that hire MDWs in the months leading up to childbirth would be eligible for a concessionary levy when the Singaporean child is born. The application process and expected timelines to process work permit applications for MDWs are available online on the MOM website. These support households to plan for the arrival of their newborns.”
“The Training Employment Pass (TEP) is a short-term pass of up to three months for foreign trainees or students to undergo training in Singapore. The numbers of TEP applications approved in 2021 and 2022 were 900 and 4,500 respectively. These were due to border measures that were imposed during the COVID-19 pandemic. Following the reopening of our borders post-pandemic, the number of TEP applications that were approved increased to 15,600 and 16,500 in 2023 and 2024 respectively. Reports on TEP abuse have also increased from nine and 18 in 2021 and 2022 respectively, to about 200 and 150 in 2023 and 2024 respectively. The Ministry of Manpower has sent out advisories to educate employers on the proper use of the scheme and stepped up checks on TEP applications. We have also mounted several enforcement operations to tackle the abuse of the scheme. Arising from these operations, about 70 companies are being investigated for offences such as making false declarations in work pass applications.”
“Under the Employment Act, only employees who have received a medical certificate from a medical practitioner are entitled to take sick leave. Employees who attend rehabilitation sessions will not be issued medical certificates and are therefore not eligible for paid sick leave. Employees and employers should discuss and mutually agree on a leave arrangement, such as annual leave or no-pay leave, so that employees can attend these sessions.”
“Based on our data so far, we have seen some improvement in employment rates from 2024 to 2025. As of June this year, the proportion of graduates in permanent employment from the 2025 cohort was 44%, compared to 37% for the 2024 cohort. We do not have data for the 2025 cohort by course cluster or for salaries yet, as this will be collected in the Graduate Employment Survey in November 2025.”
“The Member may refer to the reply to be given on 23 September on graduate employment and the GRaduate Industry Traineeships programme. [Please refer to "Reasons for Lower Proportion of Fresh Graduates in Full-time Employment and Extent of Help from GRaduate Industry Traineeship Programme", Official Report, 23 September 2025, Vol 96, Issue 3, Oral Answers to Questions section.]”
“TAFEP will report to the Ministry for Manpower egregious companies which fail to provide a safe environment or refuse to follow-up with corrective action.”
“The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), through its Workplace Harassment Resource and Recourse Centre, provides employers and employees with resources and assistance respectively on workplace harassment. For greater reach, TAFEP partners various stakeholders such as community organisations and women's groups to establish referral channels and share about TAFEP's role in providing employees with advice and assistance on such matters. Between January 2021 and July 2025, TAFEP received an average of 57 workplace harassment complaints per year. In managing these complaints and assessing the appropriate follow-up actions and rectifications needed by employers, TAFEP takes into account past workplace harassment complaints that have been made against the company. TAFEP does not track cases handled via other channels. When TAFEP receives a complaint that requires follow-up with the employer, TAFEP will ask the company to carry out an independent investigation into the incident, in line with the Tripartite Advisory on Managing Workplace Harassment. During the investigation, if the affected party has concerns with well-being or safety, TAFEP will ask the company to consider appropriate interim safeguards. This could include no-contact orders, remote work options or re-deployment. TAFEP also requires the company to update on the outcome of the investigation, disciplinary actions taken against the harasser if the report was found to be true, and to address the concerns raised by the affected individual. TAFEP will also work with the employer to put in place proper harassment prevention policies aligned with the Tripartite Advisory.”
“Ms Elysa Chen has filed a related question for the Sitting on 23 September 2025. We will respond to these questions together. [Please refer to "Data on Individuals Assisted by SkillsFuture Jobseeker Support Scheme Since Launch", Official Report, 23 September 2025, Vol 96, Issue 3, Written Answers to Questions for Oral Answer not Answered by End of Question Time section.]”
“Families facing social or financial challenges may also seek help from Family Service Centres or Social Service Offices. The Member may refer to the reply to be given on 23 September on graduate employment and the GRaduate Industry Traineeships programme for the statistics on graduating students taking up contract roles. [Please refer to "Reasons for Lower Proportion of Fresh Graduates in Full-time Employment and Extent of Help from GRaduate Industry Traineeship Programme", Official Report, 23 September 2025, Vol 96, Issue 3, Oral Answers to Questions section.]”
“The rate of youths who are not in employment, education or training (NEET) in Singapore has remained low at 4.1%, representing 16,900 youths in 2024. The rate is also much lower compared to other developed countries, such as Sweden at 5.5% and the United Kingdom at 13%. This reflects the strong engagement of youths in both the labour market and education or training pathways in Singapore. Throughout their schooling years, students receive education and career guidance (ECG) by ECG counsellors to help them discover their strengths, interests and sense of purpose, and thus facilitate their transition into the workforce. NEET youths who wish to return to education can reach out to the respective educational institutions or to the ECG Centre @ MOE for ECG advice. All Institutes of Higher Learning extend their career services to graduates and recent alumni. In addition to ECG, youths can tap on a range of career matching and reskilling programmes and services offered by Workforce Singapore (WSG) and its partners. This includes career advisory and coaching services provided by WSG and NTUC's Employment and Employability Institute (e2i), which can be complemented with industry insights offered by WSG's Volunteer Career Advisors. Youths can look for job opportunities on WSG's MyCareersFuture portal, utilising its CareersFinders feature to explore potential careers and upskilling options. We recognise that some NEET youths face complex difficulties. The Ministry of Social and Family Development and the Ministry of Culture, Community and Youth have a network of support programmes to support youths with varying needs. This includes the Mentoring SG movement, which provides mentorship and can guide NEET youths to navigate life transitions and challenges.”
“The Member may refer to the oral reply that will be given on 23 September 2025 in response to related Parliamentary Questions on graduate employment and GRaduate Industry Traineeships Programme. [Please refer to "Reasons for Lower Proportion of Fresh Graduates in Full-time Employment and Extent of Help from GRaduate Industry Traineeship Programme", Official Report, 23 September 2025, Vol 96, Issue 3, Oral Answers to Questions section.]”
“We will support Singaporeans to face future challenges and chart out their future paths for success.”
“At the same time, we will refine our foreign workforce policies so that businesses can bring in talent that complements our Singaporean core and ultimately create more jobs and opportunities for our people. MOM will strive for growth that is fairer, safer and more inclusive. We are raising standards through the Workplace Fairness Act, to assure employees and jobseekers of fair treatment. We will also reinforce workplace safety and health, and ensure we remain on track towards our 2028 goal of reducing fatal injury rate below 1.0 per 100,000 workers. We will update the Employment Act to ensure adequate protections for different groups of workers, to keep up with new workplace and technological trends, while streamlining compliance for businesses. Platform workers are now covered under the Platform Workers Act and a trilateral platform has also been set up to address challenges faced by platform workers. With increasingly diverse forms of work and work arrangements, we will study how to better support platform workers, self-employed persons and freelancers in terms of workplace protections, reskilling and career pathways. MOM will keep opportunities open to all. For those who face setbacks, we will help them bounce back with confidence. We have introduced the SkillsFuture Jobseeker Support scheme to help those who have lost their jobs find their way back to employment. Lower-wage workers can look forward to continued wage increases under the Progressive Wage Model and more support to upskill and reskill via the Workfare Skills Support. We will also professionalise skilled trades, so that our economy provides multiple pathways to success. MOM will work with other government agencies and stakeholders to build an empowered workforce and thriving workplaces.”
“The Tripartite Workgroup on Senior Employment will reimagine ways to drive career longevity, engage Singaporeans on their aspirations, and partner forward-thinking employers to co-create innovative age-friendly jobs and multi-generational workplace solutions. As seniors remain active in the workforce for longer, they will also be able to save more for retirement. MOM will continue to strengthen the Central Provident Fund (CPF) system, so that those who contribute consistently to their CPF will be assured of meeting their basic needs in old age. We will raise the Basic Retirement Sum for future cohorts to help Singaporeans build up more savings for their retirement years. At the same time, we will continue to provide support for those who, despite their best efforts, may not be able to set aside enough – through schemes like the Workfare Income Supplement, the Matched Retirement Savings Scheme and the Silver Support Scheme. We will also continue to provide options for those who want to save more in their CPF. MOM will support businesses to build talent in three ways. First, adopting skills-first hiring to unlock new talent pools. Second, creating rich career development and progression opportunities within the firm to stretch and retain talent. Third, uplifting the human resources profession. We have launched the Tripartite Workgroup on Human Capital Capability Development to drive this work. In an age of AI-driven automation, we will also help enterprises transform with their workers, rather than to do without them, through initiatives like the Enterprise Workforce Transformation Package. We will support Singaporeans in gaining global exposure for professional development and future leadership, through programmes like the Overseas Markets Immersion Programme.”
“The Ministry of Manpower (MOM) champions human potential for a thriving Singapore. Our future economy is being reshaped by global trends and the transformative potential of artificial intelligence (AI). Workers will live longer, with more diverse career aspirations and evolving needs across life stages. Our future workplaces will need to support technology-enabled jobs and multi-stage careers. Amid these challenges and disruptions, we must collectively shape a future of work that enables growth, fulfillment and diverse pathways to success. MOM's priority is to empower Singaporeans to thrive in the new economy. We will help them unlock their potential by deepening skills and expertise, mapping career pathways and connecting them to opportunities that make the most of their abilities. Through the Economic Strategy Review and National Artificial Intelligence (AI) Strategy, MOM will support broad-based AI literacy and AI adoption across the workforce. As part of the SkillsFuture movement, MOM will drive the Career Health SG initiative to help Singaporeans navigate the fast-changing job market with confidence. We will grow a more vibrant ecosystem of career guidance, training and employment facilitation to support a diverse workforce. We have also launched an Alliance for Action on Advancing Career and Employment Services to co-develop innovative solutions with the private sector. As Singaporeans live longer, their careers will increasingly span multiple stages. MOM will help citizens adapt to this change by encouraging flexible work, promoting multi-generational workplaces, and enabling better balance between work and personal priorities.”
“The 56,000 jobseekers secured employment in 2024 after benefitting from Workforce Singapore's (WSG's) programmes and services. WSG and/or its partners as well as the jobseekers' own efforts contributed to the successful outcome of securing employment. Among jobseekers who received career matching services from WSG and its partners in 2023, about six in 10 secured employment within six months. This is a key performance indicator used by WSG to evaluate the effectiveness of its career matching services in helping jobseekers to secure jobs.”
“The Ministry of Manpower's (MOM's) surveys in 2022 and 2024 found that around 8% of full-time resident and non-resident employees performed shift work1. However, as Shift Work Sleep Disorder is not listed in the International Labour Organization's guidelines and not legislated in most jurisdictions, including Singapore, we do not track the numbers. There are several factors that affect sleep, with varying impact across individuals. These factors include prolonged work shifts without adequate breaks and rest, as well as non-work factors, such as lifestyle choices2. Hence, both employers and employees should do their part to prevent Shift Work Sleep Disorder. Employers should mitigate risk factors in their work processes, such as scheduling shifts, to allow for sufficient rest between shifts. Employees can also adopt general good sleep practices, such as planning their caffeine intake and using heavy curtains to block daytime light when sleeping. MOM supports employers in introducing measures to mitigate the safety and health risks of shift work. For example, MOM has worked with tripartite and industry partners to develop the Fitness for Work Tripartite Guide for Process and Terminal Operations Shift Personnel in the Oil, Petrochemical and Chemical Industries. Its recommendations, such as how to implement fatigue risk management systems, provide job accommodations and design work environments to enhance worker alertness, can be applied to other industries with shift work.”
“Leave provisions are meant to enable employees to meet their personal needs. Separately, employees who are required by their employers to attend training outside of their normal working hours should be paid an allowance based on their hourly rate of pay. Employees who encounter employers who do otherwise are advised to approach the Ministry of Manpower (MOM) for assistance. Employers can tap on the Workfare Skills Support (WSS) Scheme to defray their opportunity cost of sending workers for training. Under WSS, employers who send eligible lower-wage workers for selected courses, which include Progressive Wage Model training requirements within the lift and escalator sector, may receive absentee payroll of up to 95% of the trainee's basic hourly salary, capped at $13 per hour. In the past three years, MOM has not received any complaint of lift and escalator technical workers being compelled to use their annual leave days to attend training or courses, or to attend training or courses outside normal working hours without fair compensation. MOM will continue to work closely with employers and other stakeholders to support the training and career development of workers, including those in the lift and escalator industry.”
“The Ministry of Manpower has worked with the Ministry of Transport and the Ministry of Education to provide targeted support for public transport operators and school bus operators to ensure an adequate supply of bus drivers. Bus driving remains a viable career for Singaporeans. To ensure that bus operators and sector agencies are committed to hiring and retaining locals, the additional foreign worker quotas are provided on a time-limited basis. For example, the Land Transport Authority will continue to work with public bus operators to offer more competitive salary packages and improve the working conditions for bus captains.”
“The Ministry of Manpower (MOM) launched the Cultural Orientation Programme (COP) as a pilot in December 2023 to familiarise new S Pass holders with working and living in Singapore. The COP pilot is currently voluntary and MOM will be reviewing COP after the pilot ends in 2025. We urge businesses to encourage all their new S Pass holders to attend this programme as part of their onboarding. Businesses also play an important role in creating opportunities for their foreign employees to interact and bond, both at the workplace setting and beyond. Businesses can tap into the OneWorkplace.sg initiative, which provides resources and tips in building a more integrated workplace. As part of efforts to improve integration of foreign professionals, managers, executives and technicians, the Ministry of Culture, Community and Youth is working through the Alliance for Action on Integration of Foreign Professionals (AfA-IFP) to develop recommendations to: (a) provide stronger support to help foreign professionals integrate at the workplace and the community; and (b) establish stronger human resources practices to develop the competencies to foster integration. AfA will only complete its work in end-2025.”
“MOM works with the Health Promotion Board and tripartite partners to promote workplace programmes that support age-friendly practices like job redesign, enabling older workers to work safely even in manual roles. We also have programmes to raise migrant workers' health literacy and awareness on preventive health. This includes Project MOCCA, which stands for "Management of Oral and Chronic Conditions and Ailments", is a preventive health framework that encourages early detection and management of common chronic and oral health conditions among migrant workers. MOM also distributes health materials in their native languages to migrant workers at roadshows, the FWMOMCare app and via dormitory operators. MOM will continue to review our healthcare initiatives to ensure they remain appropriate for migrant workers, including older work permit holders.”
“The Ministry of Manpower (MOM) is committed to ensuring that work permit holders receive adequate healthcare and are supported for different health episodes, including older work permit holders' healthcare needs. First, to improve work permit holders' access to affordable primary care, employers are required to purchase the Primary Care Plan (PCP) for their work permit holders if they stay in dormitories or work in the Construction, Marine Shipyard and Process sectors. While PCP is optional for other work permit holders, MOM strongly encourages employers to buy PCP as it offers affordable healthcare access to workers and cost certainty to employers. Under PCP, work permit holders pay a low co-payment fee of $2 for each telehealth session and $5 for each in-person consultation session. PCP clinics are conveniently located near where work permit holders stay. PCP also includes an annual basic health screening and covers the primary care management of chronic illnesses, such as diabetes and high cholesterol, detected through the screening. Second, to ensure adequate coverage for more severe health episodes, employers are required to purchase medical insurance for each work permit holder they employ, with an annual claim limit of at least $60,000 covering inpatient care and day surgery. For workers who are injured while working, the Work Injury Compensation Act covers their medical leave wages, which is calculated based on average monthly earnings and medical expenses, capped at $45,000. The compensation limit for medical expenses will increase to $53,000 from 1 November 2025. Finally, we strive to keep our workforce, including migrant workers, healthy.”
“The Government has several programmes, including mentoring initiatives, to support workers through different career stages. For example, workers who need support in elevating their careers can tap into career guidance services, such as the Workforce Singapore's Volunteer Career Advisors initiative, which allows individuals to seek career advice from industry professionals. Youths who are exploring career options can tap into the Mentoring SG movement to connect with mentors. Aspiring Singaporean corporate leaders can benefit from the mentorship opportunities offered through the Singapore Leaders Network. The Ministry of Manpower will continue to work with the Ministry of Culture, Community and Youth to improve outreach and support to workers and employers to grow a national culture of mentoring under the Mentoring SG movement. Employers also play an important part to support employees in their career development through career guidance and mentoring. We encourage more employers and employees to step forward as part of the Mentoring SG movement.”
“The Ministry of Manpower (MOM) does not track the number of Work Permit Holders (WPHs) who have changed employers without a break in stay in Singapore after being retrenched. Employers who need to retrench their WPHs can encourage their workers to find new employment through existing job placement services provided by employment agencies and online job portals. This allows experienced WPHs to continue working in the sector and also saves the current employer repatriation costs. MOM will work with the current and prospective employers to facilitate the change in employment.”
“To ensure optimal use of public resources, the revenue collected by a Ministry is consolidated across the Government. The pooled funds are then allocated to projects based on merit and needs. The Government already directs part of its overall revenue towards initiatives that improve the safety and well-being of migrant workers. For example, resources have been put into the set up and management of recreation centres that aim to meet the social and recreational needs of migrant workers. The Ministry of Manpower (MOM) has also established a permanent division, the Assurance, Care and Engagement Group, to develop the ecosystem of measures that support migrant workers well-being. Additionally, MOM works closely with the Workplace Safety and Health Council and partners, such as non-governmental organisations (NGOs), to improve the safety, health and well-being of migrant workers. This includes, providing funding to NGOs to run programmes aimed at promoting their mental wellbeing and establishing channels for them to seek help, amongst others. The Government also provides grants to companies, especially for the higher-risk sectors where migrant workers are employed, for the adoption of technologies that improve workplace safety and health. Improving the safety and wellbeing of migrant workers requires a whole-of-society effort and we urge employers to also fulfil their responsibilities by providing safe and healthy workplaces for their migrant workers.”
“Feedback from employers also suggests that PCP has lowered the medical costs for similar treatments and medical services for migrant workers in general. The Ministry of Manpower will continue to engage the migrant workers and employers to encourage early care seeking, including preventive care and early management of chronic conditions.”