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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“This first layer of checks is part of a larger WOG system of checks to safeguard against money laundering risks. We will need to continue to coordinate with the rest of Government to uncover increasingly complex money laundering operations. Let me explain in greater detail how MOM conducts salary fraud checks and our role in the WOG efforts to manage money laundering risks. First, on the fraud checks. MOM uses data analytics to identify higher-risk work pass applications for greater scrutiny. Where there is any sign of possible salary fraud, companies are required to show documentary proof of business operations and their abilities to pay salaries. We may also carry out checks after the work passes have been issued. Companies may be subject to further audits or asked for further proof after the work pass holder arrives in Singapore or, subsequently, at the point of renewal. MOM also responds to whistle-blower reports to investigate whether companies have ongoing business operations. We continuously sharpen our checks to better identify such fraudulent applications. For instance, we regularly update our data analytics with concluded fraud cases and enforcement findings, so that they can more accurately pinpoint and flag out applications that are potentially fraudulent. We conduct audits to detect breaches and also to validate and strengthen our analytics. Our enforcement teams are also trained to detect various forms of salary fraud. Specific to the recent money laundering incident, the Employment Pass applications were approved to these individuals because they met the then-prevailing work pass requirements on salary and qualifications.”
“Mr Speaker, I thank the hon Member for raising questions on the role that MOM has in tackling anti-money laundering risks. MOM's work pass framework is intended to support Singapore in its economic growth. It enables companies to bring in foreigners who are complementary to our local workforce, spurring new investments, new growth in areas like the digital economy and the green economy. This will help us to transform our economy and also help us to seize new opportunities even amidst the uncertain global economic environment and geopolitical challenges in the medium term and we hope that this will ultimately create more good jobs for Singaporeans. MOM conducts checks to ensure that our work pass framework is not circumvented. In particular, we check whether there is false declaration of salaries and qualifications and whether companies have business operations to cover the declared salaries of these workers. As mentioned in the multiple Ministerial Statements made by my colleagues earlier, some individuals may abuse the work pass framework to enter Singapore to commit illicit activities, such as the present case of money laundering. Some may pretend to be employed by companies that are actually inactive or dormant. But others may operate companies with an active trading front to mask the movement of their ill-gotten gains. Yet others still may own a portfolio of legitimate and illicit businesses. Criminals will constantly find new ways to circumvent our laws and our regulations and update their methods over time, making the task of detection even more complex and more difficult. MOM's salary fraud checks should be, therefore, seen as a first layer of checks to detect companies that do not have business operations to cover the declared salaries of workers.”
“The Ministry of Manpower (MOM) and the Ministry of Finance (MOF) are finalising the details on the Majulah Package, including the eligibility criteria for Earn and Save Bonus and the Retirement Savings Bonus. More information will be announced in Budget 2024.”
“The table below shows the annual average proportion of Employment Pass (EP) applicants from 2010 to 2022 who had no prior past successful EP applications, one to three past successful EP applications, and four or more past successful EP applications. The vast majority of applications submitted are successful. This is because the Ministry of Manpower (MOM) publishes the EP criteria and provides employers with the Self-Assessment Tool to gauge the likelihood of an EP application being approved before deciding whether to proceed with the application.”
“Discrimination against platform workers by platform operators is a breach of the Tripartite Guidelines on Fair Employment Practices (TGFEP). The Tripartite Committee on Workplace Fairness in their final report has recommended to include additional guidelines in the TGFEP to make this existing position clearer. Platform workers who face such discrimination may approach the Tripartite Alliance for Fair Employment Practices for assistance. The proposed workplace fairness legislation covers employment relationships. We will consider if platform workers could be included in the scope of the workplace fairness legislation in the future.”
“The overall average Central Provident Fund (CPF) interest rate (including Extra Interest1) across the different types of CPF accounts and balances from 2018 to 2022 has been close to 4% per annum.”
“The Enabling Employment Credit (EEC) is a wage offset scheme introduced in 2021 to support the employment of persons with disabilities. In 2021 and 2022, about 3,000 persons with disabilities supported under the EEC each year were employed by enterprises with fewer than 25 employees. This accounted for about one in three individuals supported under the EEC. The majority of them had either intellectual or sensory impairments, while the rest included persons with physical disabilities and autism. We do not track the average length of employment of these employees.”
“The upcoming Workplace Fairness Legislation will legislate the requirement for employers to put in place proper grievance handling processes, which include protecting the confidentiality of the employee who makes a report on workplace discrimination. Employers will also be prohibited from retaliating against those who report such cases. Retaliatory behaviour includes wrongful dismissal, harassment, deprivation of contractual benefits and any other act done to victimise the individual who made the report. The Tripartite Alliance for Fair and Progressive Employment Practices will continue to work with the unions and industry partners to explain these requirements and channels available to employees seeking help on workplace discrimination.”
“The Ministry of Manpower (MOM) launched a two-year pilot programme in March 2023 to expand the scope of the Household Services Scheme to include basic child-minding and elder-minding services. Twenty-five companies have joined the pilot programme. Among the companies that have started providing the expanded scope of services, half provide both child-minding and elder-minding services and the other half provide either child-minding or elder-minding services. These companies are currently providing such services to over 300 families. The pilot is still in the early stages, and we expect the participating companies to further scale up and expand their offerings in the coming months. MOM will continue to monitor the pilot programme and market response through regular surveys with households and companies and assess the effectiveness of the scheme nearer the end of the pilot.”
“With our ageing population and more highly educated workforce, the reality is that it is not possible to build up a pipeline of Singaporeans for every occupation. The nine occupations on the Non-Traditional Source (NTS) Occupation List (OL) were selected carefully in consultation with sector agencies, taking into account the number of S Pass holders in these occupations who are affected by the increases in S Pass qualifying salary and the degree of manpower shortages. In addition, these occupations see low take-up by locals and are harder to automate. Nonetheless, low take-up does not mean that there are no Singaporeans in these occupations. I share the Member's concern that the employment prospects of these Singaporean workers should not be compromised by the introduction of NTS OL. We have, therefore, put in place a strict quota with a sub-Dependency Ratio Ceiling of 8% and a fixed monthly salary criterion of at least $2,000 to safeguard against over-reliance and cheap sourcing of NTS workers. The list of occupations will be reviewed every three years. We are prepared to amend the list where necessary, if employers are able to hire sufficient locals or manpower demands are less intense due to automation or job redesign. We are working closely with the tripartite partners and sector agencies to monitor the impact of NTS OL. Finally, the Tripartite Guidelines on Fair Employment Practices requires all employers to fairly consider all candidates for a job and adopt fair remuneration policies. Workers who have not been treated fairly can approach the Tripartite Alliance for Fair and Progressive Employment Practices for assistance.”
“In the financial and insurance services sector, the gender pay gap has narrowed from 27.1% in 2012 to 15.6% in 2022. Part of this gap is because more men are in higher-paying occupations, such as managing directors, chief executive officers and fund or portfolio managers in this sector. This gender pay gap also does not account for other factors, such as differences in hours worked, experience and education. If we account for these factors, the gender pay gap would be lower. One of the ways to further reduce the gender pay gap is to help employees better balance work and family responsibilities so that they are able to maximise their potential at work. This is particularly important for women as they tend to bear heavier caregiving responsibilities at home. The Tripartite Partners will continue to encourage family-friendly workplace practices such as flexible work arrangements. Parental leave schemes have also been enhanced to promote greater sharing of caregiving duties across genders. The upcoming Workplace Fairness Legislation will also strengthen protections against common forms of discrimination, including discrimination on the basis of sex, pregnancy status and caregiving responsibilities. To help more women realise their career ambitions, business organisations have also taken the lead to organise networking and mentorship programmes, such as the Advancing Women in Finance Mentoring Programme for mid-career women run by the Financial Women’s Association of Singapore. We will continue to work with the Tripartite Partners and relevant agencies to strengthen the support ecosystem to enable more women to enter, remain and progress in the workforce, including in the finance sector.”
“The roadmap also sets out strategies that prioritise industry capability building in sustainability, through driving standards and innovations that are primarily targeted at emissions reductions. We will continue to finetune our plans to manage carbon emissions for the Singapore Grand Prix and the MICE industry in the coming years ahead.”
“Both questions relate to the sustainability efforts for Formula 1 Singapore Grand Prix and the meetings, incentives, conferences and exhibitions (MICE) industry. The Formula 1 Singapore Grand Prix's carbon footprint was measured for the first time in 2022. Energy use made up the majority of emissions at 96.1%, while the remaining 3.9% were Scope 3 emissions from transport, waste and water. These findings were published in the Environmental, Social and Governance report by the race promoter, Singapore GP Pte Ltd or SGP on 8 September 2023. A similar audit will be conducted for the race this year. More than 60% of the energy used by SGP is supplied by on-site generators. The remainder is drawn from our electricity grid. SGP aims to halve the energy emissions from the race by 2028. This will be done through reducing energy consumption, increasing the use of renewable energy and powering the on-site generators with alternative fuels that have lower carbon emissions. The race promoter has also switched to energy-efficient LED track lightings which reduces electricity use by at least 30% compared to the previous metal-halide bulbs. Renewable Energy Certificates (RECs) are then used to offset the electricity that still needs to be drawn from the grid. For the MICE industry, the Singapore Tourism Board (STB) and Singapore Association of Convention and Exhibition Organisers and Suppliers (SACEOS) are working with event organisers to start tracking the industry’s waste and carbon emissions from this year onwards. This is one of the targets that we have set under the MICE Sustainability Roadmap that was launched last year.”
“There were Service and Conservancy Charges (S&CC) rebates, as well as personal income tax rebate. To Mr Leong's point further in terms of giving them something as an uplift upon reaching 55, I think there is a very delicate balance and series of trade-offs between that and to provide for a longer-term payout for them. We do not rest on our laurels. We constantly look and review the policy and looking at the broader context of the savings, the percentage of people attaining the BRS; we are not completely closed off. I hope that addresses his question.”
“I thank Mr Leong for that question. All of us in MOM, alongside with the CPF Board, constantly and consistently review the whole suite of measures that we have at hand to help Singaporeans. It is our commitment to all Singaporeans that we will walk every step of the way with you. I think, coming from an investment background, Mr Leong would understand that there are some savings that are for the long term and there are also short-term measures to help out. We have always believed that the CPF system offers, over the long haul, adequacy for peace of mind at retirement. We can support our Singaporeans to managing some of the increased cost of living through the many measures that we have introduced over the last many years. Mr Speaker, Sir, if you can bear with me, I can enumerate some of the schemes for illustration. For the immediate cost of living issues, the Government has announced one-off support measures under the Assurance Package at Budget this year. So, you have got the Cost-of-Living Special Payment of between $200 and $400 for each eligible adult Singaporean. Then, there is the Cost-of-Living Seniors' Bonus of between $200 and $300 for eligible Singaporeans aged 55 and above. There is also a doubling of U-Save Rebates provided to households over the next three tranches of disbursement in 2023. In total, eligible households can expect to receive up to $760 in U-Save Rebates this year. During COVID-19, the Government also introduced a comprehensive suite of measures at the Resilience and Solidarity Budgets. I would not go into details. Back in 2008 and 2009, during the Global Financial Crisis, the Government also introduced the Resilience Package which included a doubling of Goods and Service Tax (GST) credits and Senior Citizens' Bonus in 2009.”
“Mr Speaker, the intent of the Central Provident Fund (CPF) is to meet members' long-term retirement needs. Increasing the $5,000 unconditional withdrawal limit will only lower members' future monthly retirement payouts, especially for those who have not met their required retirement sum. To help Singaporeans cope with inflation and the rising cost of living, the Government has instead rolled out a comprehensive series of measures to provide immediate and targeted support which have helped the lower-income and the more vulnerable groups. Nonetheless, the CPF system has some built-in some flexibility. For those who turned 55 from 2013 onwards, they can withdraw up to 20% of their Retirement Account savings from age 65. Property owners also have the flexibility to set aside the Full Retirement Sum (FRS) with a mixture of property and cash and can thus withdraw their Retirement Account savings above the Basic Retirement Sum or BRS.”
“Seventy-three thousand resident employees will reach the statutory re-employment age of 68 in the next three years. However, not all of them will exit the workforce upon turning 68. The employment rate of residents nearing or past the re-employment age has increased in recent years. In 2022, the employment rate of residents aged 70 and above was 21.1%, up from 15.8% in 2017.”
“The real gross monthly income of workers at the 10th percentile has increased by 47.9% (annualised 4%) from 2012 to 2022. Occupation, age and education profiles of these workers are provided in Tables 1 to 3 below.”
“The Ministry of Manpower and Ministry of Finance are finalising the details on the Majulah Package, including the eligibility criteria for Earn and Save Bonus and the Retirement Savings Bonus. More information will be announced in Budget 2024.”
“One hundred and three thousand resident employees will reach the statutory retirement age of 63 in the next three years. Employers are required to offer them re-employment if they have worked with their current employers for at least two years before turning 63. Among these, based on our surveys of workers reaching retirement age, about 98% have indicated that they wish to continue working and also meet the other eligibility criteria of being medically fit and having satisfactory work performance.”
“Data related to past accidents, fatalities and injuries can be helpful when employers conduct a risk assessment (RA) on the safety and health risks posed to their workers, including when transporting them. However, such data alone is insufficient in ensuring a comprehensive RA. When developing their RA plans, employers should take guidance from the Risk Management Code of Practice, which covers areas, such as identifying safety and health hazards, evaluating the risk level of each hazard and taking reasonable steps to eliminate or minimise the risks. BizSAFE renewal entails an audit of companies’ risk management, such as whether the companies have considered any relevant data, including safe transport data, if relevant, as part of their RA.”
“SG Enable works with interested persons with disabilities and employers to apply for relevant grants and services under the Open Door Programme (ODP). With this customised approach, all ODP applications made from January 2022 to August 2023 were successful. The number of persons with disabilities placed into jobs with support from ODP each year has remained stable at around 500 over the last three years from 2020 to 2022. The Enabling Employment Credit (EEC), on the other hand, is automatically disbursed to eligible employers without the need for application. The number of persons with disabilities supported by EEC increased to about 10,300 in 2022, up from about 9,700 in 2021 when EEC was introduced. Both the ODP and EEC have been enhanced in recent years. ODP was enhanced in 2020 to strengthen training support through higher course fee subsidies and training allowances while EEC was enhanced in 2023 to strengthen wage support for employment of persons with disabilities, particularly those who have not been working for at least six months prior to being hired. The average resident employment rate for persons with disabilities aged 15 to 64 has increased from 29% in the period 2020-2021, to 31.4% in 2021-2022. As part of our joint efforts under the Enabling Masterplan 2030, we will continue to work closely with the Ministry of Social and Family Development and SG Enable to review the suite of employment support schemes for persons with disabilities to ensure that they remain effective.”
“For flexible work arrangements (FWAs) to be effective and sustainable, employers must be able to consider both their employees’ needs, the requirements of the job and the businesses’ needs before deciding on the appropriate work arrangements. Hence, we encourage but do not require employers to offer FWAs. Requiring employers to offer FWAs to a certain group of employees, such as persons with disabilities, could also affect their employability. Nevertheless, to support the employment of persons with disabilities, the tripartite partners will be developing a Tripartite Advisory to guide employers in providing reasonable accommodations at the workplace for their employees with disabilities. Persons with disabilities and their employers who are keen to set up telecommuting arrangements can approach SG Enable for assistance. Employers can tap on the Open Door Programme Job Redesign Grant to cover up to 90% of the related costs. Persons with disabilities can also enrol in subsidised programmes by SG Enable’s Enabling Academy to learn digital literacy skills for remote work.”
“From 2018 to 2022, sections 59(2) and 59(4) of the Central Provident Fund Act 1953 have not been invoked by prospective employers in the public and private sectors.”
“The Tripartite Guidelines on Fair Employment Practices require employers to put in place proper grievance handling processes to manage all types of employment grievances, including workplace discrimination. It is in the employers’ interest to have such processes as it helps them manage grievances amicably at the company level and maintain a harmonious workplace. The upcoming Workplace Fairness Legislation will go a step further to legislate this requirement for companies with more than 25 employees. The Tripartite Alliance for Fair and Progressive Employment Practices will continue to work closely with tripartite partners, as well as industry partners like the human resources community and trade associations and chambers, to help employers put in place proper grievance handling processes. This includes providing companies with implementation guides, conducting briefings, training and workshops to build understanding of the requirements and share best practices.”
“The Workplace Fairness Legislation (WFL) will work in concert with the Tripartite Guidelines on Fair Employment Practices (TGFEP) to provide strong protection against all forms of workplace discrimination. Although employees in small firms with fewer than 25 employees will not be covered by the WFL for a start, they will continue to be covered by TGFEP. Between 2018 and 2022, the Tripartite Alliance for Fair Employment Practices (TAFEP) and the Ministry of Manpower received an average of around 35% of workplace discrimination complaints each year from employees working in firms with fewer than 25 employees. Employees of such small firms can continue to file their complaints with TAFEP for advice and help. Where there are breaches of TGFEP, TAFEP will require the errant firms to address the complaints and correct their employment practices. In egregious cases, employers could also have their work pass privileges suspended. In addition to enforcement action, TAFEP will continue to educate and build the capability of these small firms to comply with TGFEP.”
“Employers of Work Permit Holders (WPHs) are required to ensure that their WPHs have acceptable accommodation in Singapore, which may include dormitories, hostels and public or private residential housing. The Ministry of Manpower (MOM) issues a Work Permit only after the employer registers a valid address with MOM. MOM has been working with relevant Ministries to expand the dormitory bed supply and 17,000 dormitory beds have been added since December 2022. Businesses know that to thrive in the long run, they need to transform, increase their productivity and reduce their reliance on WPHs. To this end, sector agencies have launched 23 Industry Transformation Maps (ITMs) to uplift productivity across the economy. Businesses can tap on various enterprise grants offered by sector agencies to adopt automation and technology and transform their businesses. It is not practical for MOM to require each firm to commit to productivity measures and ascertain if targets have been met before approving work pass applications. Instead, MOM, in consultation with sector agencies, calibrates our foreign workforce policies, including the Dependency Ratio Ceilings (DRCs) which limit the number of WPHs that employers can hire, to support the push towards higher productivity. For example, the upcoming reduction of DRCs for the Construction and Process sectors from 1 January 20241 goes hand in hand with sector agencies’ plans to incentivise businesses to adopt more productive technologies.”
“Dual-role drivers are typically covered under Part 4 of the Employment Act (EA) which provides basic employment terms and standards on rest days, hours of work and other conditions of service for workmen. Dual-role drivers are, therefore, subjected to this limit on 12 hours of work hours each day, which includes their time spent driving for work, and are not required to work more than six continuous hours without a break. Beyond the EA, our Workplace Safety and Health (WSH) Act also requires employers of dual-role drivers to provide them with at least 30 minutes of rest immediately before driving workers in the lorry's rear decks. The WSH Council’s Guidelines on Fatigue Management and Guidelines on Traffic Safety also include recommendations on how employers can prevent fatigue. For example, in addition to limiting shifts to no more than 12 hours, including overtime, employers are advised to allow their drivers scheduled rest breaks of 15 minutes for every two hours of driving. As with any work activity, employers are required under the WSH Act to carry out a risk assessment and should adjust work hours and rest time if required, considering the nature and intensity of work carried out by the driver prior to driving the lorry.”
“Under the Personal Data Protection Act (PDPA), organisations are required to comply with obligations if they undertake activities relating to the collection, use or disclosure of personal data. These obligations apply to the use of surveillance cameras as well as other monitoring devices at the workplace, where personal data is collected. Surveillance cameras and monitoring devices are useful tools in addressing safety and security concerns at the workplace, such as helping companies monitor high-risk work activities and deterring unsafe work behaviour. As organisations strive towards better workplace safety and health outcomes, they must also ensure that they comply with their PDPA obligations to protect their workers’ personal data. For example, organisations should set out clear rules on how and where these devices will be used; devices should be deployed only at locations with safety and security concerns and not at private areas, such as restrooms. Organisations must inform workers of the purpose of the device, such as through the employee handbook or easily accessible human resource policies. Organisations must also implement data protection safeguards and controls on the storage and use of recordings, including the duration to retain such personal data. These details are in the Advisory Guidelines on Key Concepts in PDPA.”
“Under the Foreign Employee Dormitories Act (FEDA), dormitory operators are required to maintain tidiness, cleanliness, sanitation and good housekeeping of the dormitories. In addition, dormitory operators must implement adequate measures to ensure that dormitories are free from all vectors, including bed bugs. The Ministry of Manpower (MOM) conducts regular inspections of migrant worker dormitories and has avenues for migrant workers (MWs) and other stakeholders to provide feedback about dormitory living conditions. If bed bugs are found at dormitories during our inspections, dormitory operators are required to immediately remove the infected mattress from the dormitory and engage the services of a vector control operator to detect and eradicate the problem. MOM will take the appropriate enforcement action against the dormitory operator or employer for serious infestation or recalcitrant cases.”
“Private hire car drivers may face different challenges that make it less easy for them to leave the sector. Some may not possess the right skills to switch to another job. These drivers can tap on Career Conversion Programmes which provide salary and training support to employers to reskill new workers, and the Jobs and Skills Centres, which provide career coaching and advice. In July this year, the Tripartite Workgroup on Representation for Platform Workers released its recommendations on a framework that would enable representative bodies to represent platform workers, including private hire car drivers, in negotiations with platform operators. The framework will help address possible power imbalance between platform operators and the private hire car drivers.”
“The suggestion to grant additional foreign worker quota for firms to hire non-peak night hour workers is effectively a loosening of the Dependency Ratio Ceilings (DRCs). The DRCs help to regulate the size of our foreign workforce and ensure that businesses do not become over-reliant on foreign workers, which could leave businesses vulnerable to various disruptions, as seen during COVID-19. At the same time, introducing concessions for this category of workers would entail ensuring that they do, indeed, return home on a daily basis instead of staying in Singapore so as to avoid straining Singapore’s infrastructure. Enforcing such a rule would be impractical and resource-intensive. Nonetheless, we understand that some businesses may require additional foreign manpower on a transitional basis for reasons, such as business expansion. For such employers, they can tap on existing schemes, such as the Manpower for Strategic Economic Priorities (M-SEP) scheme. The M-SEP scheme provides temporary flexibilities for businesses that contribute to Singapore’s strategic economic priorities. Businesses that participate in specified programmes or activities relating to investments, innovation or internationalisation, and commit to hiring or training locals, can hire S Pass and Work Permit holders above the prevailing DRC for two years.”
“From January 2019 to June 2023, close to 3,000 companies applied to be host companies under the Career Trial programme of which about 2,100 were selected. The main reasons for not being selected were (a) incomplete applications, (b) lack of response to clarifications, and (c) poor placement outcomes for previously hosted Career Trial participants. Host companies can decide how they advertise the Career Trial opportunities to jobseekers. Workforce Singapore does not track whether host companies invite jobseekers to apply for Career Trial. Over the same period, about 3,800 jobseekers commenced Career Trial attachments and 2,500 were employed after their attachment. Of those employed, eight in 10 remained in employment after three months.”
“The Ministry of Manpower (MOM) conducts regular inspections on licensed dormitories to ensure that dormitory operators meet with regulatory requirements, including putting in place food safety measures, such as setting up proper food storage and collection points. Dormitory operators must ensure that food is also protected from contamination until it is collected by residents. So far, we have not received specific complaints from workers about not being able to consume food within reasonable time of preparation. Workers with food-related issues should approach MOM’s Forward Assurance and Support Team (FAST) officers or report the issues via FWMOMCare mobile application. MOM will follow up with the relevant dormitory operator or employer to rectify the issues. In serious cases, MOM will take appropriate enforcement action. If there is an issue with food safety and hygiene, we will refer the matter to Singapore Food Agency.”
“We do not think foreign worker quota is a suitable lever to incentivise firms to employ seniors and persons with disabilities as there could be unintended consequences. Firstly, firms may hire these employees purely for gaining additional foreign worker quotas, without providing them with meaningful employment. Secondly, land-scarce Singapore cannot support an unconstrained expansion of the foreign workforce. Keeping our foreign workforce size sustainable will better ensure that all Singaporeans, including senior workers and persons with disabilities, continue to be able to access good jobs and opportunities. The Government will continue to support inclusive employment through recognising progressive employers with the Enabling Mark and through financial incentives, such as the Senior Employment Credit and the Enabling Employment Credit. However, ultimately, employers should see it in their interest, as employers of choice, to create inclusive workplaces for all workers.”
“As our population is ageing, the tripartite partners have committed to raising the statutory retirement and re-employment ages to 65 and 70 respectively by 2030. The first increase to 63 and 68 took place on 1 July 2022. The timing of future increases to the retirement and re-employment ages will be discussed and decided by the tripartite partners, taking into account factors, such as prevailing economic and labour market conditions, and the need to allow businesses sufficient lead time to prepare and make the necessary adjustments.”
“There is a variety of initiatives being implemented to encourage employers to provide mental well-being support in the workplace. The Ministry of Manpower has worked with Tripartite Partners and stakeholders to develop a range of resources on supporting employees’ mental well-being. For example, practical guidance to employers on how to implement mental well-being initiatives is provided through the Tripartite Advisory on Mental Well-being at Workplaces and the Playbook on Workplace Mental Well-being. These resources include plug-and-play templates and tips to help organisations kickstart mental well-being initiatives at workplaces. Secondly, the Workplace Safety and Health (WSH) Council and Health Promotion Board (HPB) offer programmes on implementing mental well-being initiatives in workplaces. Under the WSH Council’s Total WSH Programme, organisations are provided with free access to: (a) qualified consultants who advise them on how to manage safety and health in an integrated way; and (b) intervention programmes, such as mental well-being workshops, to enhance the organisations’ capabilities. HPB offers a Workplace Outreach Wellness package that supports organisations in rolling out workplace health programmes, including on mental health. Thirdly, the annual National WSH CARE (Culture of Acceptance, Respect and Empathy) Award recognises organisations that have adopted exemplary mental well-being practices and highlights them as employers of choice. The Ministry does not mandate mental health awareness and training programmes for employers and managers at the moment.”
“The Employment Act was amended with effect from 1 April 2019 and made important changes to benefit workers, including recognising medical certificates (MCs) issued by any medical practitioner registered under the Medical Registration Act or Dental Registration Act for the purpose of granting paid sick leave. The Ministry of Manpower (MOM) and the Tripartite Alliance for Fair and Progressive Employment Practices have been working closely with tripartite partners, the National Trades Union Congress and Singapore National Employers Federation, as well as the human resource community like the Institute for Human Resource Professionals and Singapore Human Resources Institute to raise public awareness of the change. This includes the dissemination of guidebooks, newsletters and infographics that detail the change in a simple and straightforward manner. The change is highlighted on MOM’s website as well. The Workright initiative also helps employees and employers understand their rights and obligations respectively under the Employment Act.”
“The Dependants’ Protection Scheme (DPS) does provide coverage for members with pre-existing health conditions, including genetic disorders, such as Down Syndrome, if their overall health conditions are assessed by medical professionals to be mild or moderate. As with any life insurance, DPS may not cover those with severe pre-existing illnesses. This ensures that the premiums are affordable for all insured members and that the scheme remains viable.”
“The Agency for Integrated Care and SG Enable work with partners from the disability sector to put in place training courses for caregivers of persons with disabilities, including individuals with special needs. Households that hire migrant domestic workers (MDWs) to care for their family members with special needs can enrol their MDWs for such training courses to equip them with the relevant skills to perform caregiving tasks. Households may tap on the Caregivers Training Grant to defray the cost of training. To facilitate a good match, employment agencies ask employers to indicate the tasks expected of the MDW, including whether she needs to tend to specific care needs in the household. These requirements are made known to prospective MDWs, who would have the opportunity to clarify the job requirements and training that will be provided before accepting the job. Employers have to decide the type and level of care required for the family members with special needs and assess whether the MDWs they employ meet their expectations. MDWs who are deployed to perform caregiving tasks that they are unsure of, or are uncomfortable with, should inform their employers and request for additional training or support. MDWs may also approach their employment agencies for assistance.”
“The Ministry of Manpower (MOM) has a suite of measures for employers to support the mental well-being of their migrant domestic workers (MDWs). First-time employers are required to attend the Employers’ Orientation Programme (EOP). The EOP educates employers on their responsibilities of care towards their MDWs. Employers are reminded to be patient and understanding when guiding MDWs on their household chores and to integrate them into the household. In addition, MOM has published a mental well-being guide for employers on our website. The guide highlights the signs and symptoms of stress; shares tips on how employers can help their MDWs adopt healthy habits; provides information on MDW courses and activities; and promotes helplines run by MOM, non-government organisations (NGOs) and mental health organisations for distressed MDWs. MOM also regularly disseminates electronic mailers to advise and reiterate the key content in the mental well-being guide to employers. MOM also works closely with the Centre for Domestic Employees (CDE), an NGO, to interview all first-time MDWs within the first six months of their employment. Through the interviews, CDE representatives will engage both the employers and MDWs to resolve any issues raised amicably, if required, and help both parties improve their communication and understanding with each other. Besides employers, MOM also educates MDWs through the Settling-in Programme and outreach materials on how to manage their own stress and communicate effectively with their employers. This further helps to foster a harmonious relationship between employers and their MDWs.”
“Companies’ adoption of Tripartite Standards (TS), including the TS on Work-Life Harmony, is voluntary. A company would self-declare its adoption of the TS, after which the information is publicly listed on the Tripartite Alliance for Fair and Progressive Employment Practices’ (TAFEP) website. If TAFEP receives a report on a company’s non-adherence to any TS, TAFEP will work with the company to realign the company’s policies and practices to the TS. If the company does not do so in a timely manner, TAFEP will remove public listing of the company as a TS adopter. To date, we have not received any reports of companies not adhering to the TS on Work-Life Harmony.”
“Approximately 97% of employers of Work Permit holders who live in dormitories make salary payments electronically. The Ministry of Manpower (MOM) does not collect data on the proportion of Work Permit holders (WPHs) – both living in and outside of dormitories – who are paid their salaries electronically. As electronic payment of salaries reduces the risk of salary disputes and delayed salary payments, MOM strongly encourages employers to adopt electronic payment of salaries. Should any WPH request for his or her salary to be paid directly to his or her bank account in Singapore, the employer is legally required to do so under the Employment of Foreign Manpower Act.”
“Construction site supervisors are protected from excessive working hours under Part 4 of the Employment Act. They are not allowed to work more than 12 hours a day and should not be contractually required to work more than 44 hours in a week. Should they be required to work overtime, they can only work up to 72 overtime hours in a month. They are also not required to work more than six continuous hours without a break. Furthermore, under the Workplace Safety and Health Act, employers are required to conduct proper risk assessment of work activities and plan and manage their employees’ workload and work shift so as to manage fatigue.”
“The Business Under Surveillance (BUS) programme focuses on helping poor-performing companies improve their Workplace Safety and Health (WSH) performance through the development and implementation of a robust safety and health management system. Companies with fatal workplace incidents, serious incidents or poor enforcement records and are unable to demonstrate that they can manage WSH properly will be required to enter the BUS programme. Construction companies in the BUS programme can be temporarily disqualified from taking part in public sector construction tenders. A company’s bizSAFE status will also be suspended if it enters the BUS programme and it will not be able to qualify for private sector contracts that may require bizSAFE. Since 1 January 2023, a total of 10 new companies across industries, such as construction and manufacturing, have entered the programme and are still in the programme. On average, companies will take about 18 months to exit the BUS programme. During this period, the Ministry will engage the company’s senior management and WSH professionals to develop outcome-based action plans to improve their WSH management systems. We will only allow the company to exit the programme after they have fulfilled the action plans and demonstrated improvement in its WSH performance and management systems.”
“In the coming weeks and months, MOM will also intensify inspections to ensure that employers maintain a strong focus on safety. Beyond the Government efforts, we need everyone to play their part. For employers, this means putting in place a robust WSH management system and, for workers, adhering to safe work procedures and avoiding risk-taking behaviours. All of us also have a role to play in reporting unsafe situations at the workplace. This is why the theme of this year’s National WSH Campaign is “Reporting Saves Lives”. Collectively, we can continue to uphold strong WSH standards and keep workers and workplaces safe.”
“Workplace safety must remain a priority for employers. The Ministry of Manpower's (MOM) clear stance on safety has not changed after the exit from the Heightened Safety Period (HSP) in May 2023 and we will press on towards our Workplace Safety and Health (WSH) 2028 goal of keeping our fatality rate at below 1.0 per 100,000 workers. The trend of major injuries has shown early signs of improvement in the second quarter this year even though fatalities were higher in July. As there can be fluctuations from month to month, we have to monitor the situation closely over a longer period. The Multi-Agency Workplace Safety Taskforce (MAST) had announced that most of the HSP measures would be established as permanent safeguards. Additionally, MAST will implement a suite of Safety Accountability, Focus and Empowerment (SAFE) measures to strengthen WSH ownership by (a) implementing sectoral measures, (b) placing greater accountability on company directors and management, (c) expanding safety training, and (d) raising penalties. Notably, among the permanent HSP measures is the requirement for Chief Executives (CEs) to personally account for serious WSH lapses following serious or fatal workplace incidents. The upcoming SAFE measures include training for CEs and Board Directors of all companies to reinforce their responsibility for safety. This will start in September 2023. In October 2023, the Demerit Point System will be expanded to the manufacturing sector to deter WSH breaches and uplift standards. The implementation of further measures is also planned for in the coming year, such as mandating video surveillance systems for construction sites with project value of $5 million and above.”
“MOM reminds employers to ensure housing has been secured for their workers before they enter Singapore.”
“Commercial dormitory bed rental contracts are typically signed for one or two years. The median monthly rental rate of new contracts signed in the first quarter of 2023 was $420 per bed, compared to $280 in the first quarter of 2019, which was when the Ministry of Manpower (MOM) started tracking the bed prices of commercial dormitories. Currently, strong demand for dormitory beds is contributing to the increase in bed rental prices. Other factors include the higher cost of manpower, utilities and bank financing. The number of migrant workers in the Construction, Marine and Process sectors in May 2023 was 18% higher than pre-COVID-19 levels to help companies catch up on projects delayed by COVID-19. However, this number cannot keep rising as housing is already tight. The Government had taken a number of steps to facilitate more bed supply by adding nearly 17,000 beds since December 2022, which include: (a) relaxing the application criteria for building Factory Converted Dormitories (FCDs) to increase the number of workers in new and existing FCDs; (b) increasing the allowable Gross Floor Area in industrial buildings for dormitory use from 40% to 49%; (c) enabling existing dormitories with excess space to increase their occupancy load whilst keeping to the standards of the Foreign Employee Dormitories Act licensing conditions; and (d) conversion of facilities previously used for quarantine or isolation purposes during COVID-19 into commercial beds for rent. Employers, too, must do their part to adopt productivity measures to reduce their reliance on foreign workers and build their own construction temporary quarters and factory converted dormitories to house their workers.”
“Twenty-five purpose-built dormitories (PBDs) having a total of about 145,800 beds were completed in the past 10 years. Relevant Government agencies will continue to work together to make more sites available for PBDs and expect at least seven PBDs with a total of 47,000 beds to be completed over the next five years.”