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.”
The complete record
Every one of 2,238 lines we hold for Tan See Leng, in date order, each linked to its source. Free to read, in full, without an account. Page 30 of 45.
“There are significant opportunities for our country to continue to boost our competitiveness and to grasp these opportunities internationally, to continue to ensure that we not just maintain our hub status but to move ahead and pull ahead, and at the same time, significant opportunities for us to be able to tap into the R&D segment, for us to continue the pivot and transform ourselves. Hence, the M-SEP scheme was conceived to capture this very, very tight space of the three specific economic priorities that I have shared very early on. So, there is no "U-turn", we continue to nudge, we continue to persuade our companies to automate, we continue to persuade our companies to up the productivity and to increase the value-add. But in the process of getting there —”
“Mr Speaker, I thank Mr Leon for his five or six supplementary questions. Inherent in his three supplementary questions, the Member has a sub-numeral (a), (b) and (c); and then there is a roman numeral (i), (ii) and (iii). I would try to answer each one of them, but obviously because it is not a prepared written form, I will forget some parts. The Member can help me to "fill in" with those that I have not given an answer to. I remember the first and the last part: the cap at one-third in terms of our workforce and this thing about whether there is a "U-turn". What we have done in all of our workforce policies is to continue to make sure that the talent in the EP, as well as the S Pass segment continues to move up to the top, to be pegged to the top one-third of the wages of our Singaporean local talents. In terms of capping the one-third, I think it really is a function of the needs of the economy. I do not think that it is at this particular point in time, for me – I need to go back and refer to the 2010 notes that the Member was talking about. I do not have the context of it with me at this particular point in time. So, let me clarify – at least for the last one year in terms of whether it is the ONE Pass, COMPASS framework, raising the qualifying salary for EPs, and separating the EPs into the financial and non-financial part in terms of the qualifying salary, as well as the S Pass, it is meant to achieve that outcome over the next few years. With regard to M-SEP, it is not a "U-turn". I have said before, under Condition 1, we live in a rapidly evolving, rapidly disrupting world today.”
“I thank the Member for his supplementary question. Indeed, in the initial step – which is quite a landmark step – the plan is to increase the number of training opportunities and the hiring opportunities for our locals. We believe that that would then directly transform into an increased trained pool of local talents for many of the SMEs to eventually be able to tap into. Then, the indirect way is, M-SEP also works alongside our existing Government efforts to develop the local talents pipeline, including those under the WSG and SSG programmes. So, the CCP under the WSG, as well as the SCTP under SSG, train the locals for employment, including in high growth sectors, such as information and communications technology (ICT). Some SMEs can already qualify for M-SEP, as long as they are participating in programmes under Condition 1. As I have shared earlier on, if they take part in programmes such as the Scale Up SG, which I had earlier described in my reply, or if they can successfully raise funds from recognised investment firms, these SMEs can also participate and benefit from the M-SEP scheme. Like what they always say, "The journey of a thousand miles begins with the first step". This is the first few small steps that we have taken upon ourselves to move this forward. What we have incorporated in these small steps are a list of 16 policies that SMEs can look and see how they can leverage on these 16 policies and tap on them to move forward and be able to benefit from the scheme. I hope that covers what the hon Member is asking.”
“I thank Mr Edward Chia for his question. The key success factor for the M-SEP scheme are the economic outcomes. We are focusing on, under Condition 1, the three deliverables. One, in terms of our innovation, as a R&D hub. Second, investments into ensuring that we continue to become and maintain our status as a hub – not just in the region but globally. And the third thing is, how do we help these companies internationalise. These are very clear strategic economic priorities where we can ascertain clearly what the outcomes will be. I do not think we need to go into the granularity in terms of specific key results areas (KRAs) or key performance indicators (KPIs) concerned, because these are very broad overarching objectives. With regard to helping and widening it for more SMEs, we are at a very early stage in terms of working with many of the firms. These 1,000 firms that we talked about, they are already very well known to the agencies that I mentioned earlier on – EDB, ESG, STB, IMDA, MPA, amongst others. The plan is to ensure that with the in-depth knowledge of each one of these firms, as we roll out the scheme to see that direct benefit. Once we have a very clear path along the way – as the economy changes, as it restructures, as it transforms – we are not averse to rolling out to more firms. So long as they fit into that broad overarching objectives of improving our competitiveness and, at the same time, making sure that our locals continue to get adequately trained, adequately employed, and they have good career and wage progression. I hope that answers the question.”
“I thank the Member for his questions. We acknowledge that over the last one year, we have significant refinements in terms of our entire Employment Pass (EP) framework. In the process of rolling out COMPASS, the ONE Pass and now the M-SEP scheme, which we committed to in the last Committee of Supply (COS), we have ensured that the COMPASS scheme has been appropriately resourced, the departments are there to conduct the relevant checks, including sieving out potential cases of false salary declarations, where such declarations are needed. In addition, MOM also proactively identifies employers and work pass holders who flout or breach our rules. Some of them also get surfaced to us through whistle-blowers and the rest are detected either through audits or inspection. That covers a very broad framework. On top of that, with the M-SEP scheme, with the ONE Pass, MOM also works with the different sector agencies. Just to name a few – through MTI, EDB, ESG, the Singapore Tourism Board (STB). We also work closely with with the Infocomm Media Development Authority (IMDA) and and Maritime and Port Authority of Singapore (MPA), and various other agencies including those under the Ministry of National Development (MND), to come up with the different areas where we sieve out, for the attractiveness of our economy, by getting top talents to come in. We work with these sector agencies to roll out some of these schemes ourselves. So, thank you for the compliment. We have tweaked it based on some of the Parliamentary Questions that have been brought up and the feedback that we have gotten from the ground. We hope that we can collectively work in making sure that Singapore remains always at the top of the league tables, in terms of our competitiveness to the world.”
“M-SEP will do so in two ways: directly, through the creation of hiring or training opportunities; and more significantly, indirectly, through the growth of needle-moving companies which support our strategic economic priorities. Designed with these principal objectives in mind, M-SEP will strengthen our competitiveness. The Government will continue to monitor the outcomes of the M-SEP scheme and will enable us to generate economic opportunities and provide better outcomes for Singaporeans.”
“To Mr Liang Eng Hwa's question, the number of additional S Passes and Work Permits to be issued will really depend on the take-up of M-SEP. While there are around 1,000 firms that are eligible under Condition 1, not all may require M-SEP support. On the other hand, the greater the take-up rate, the greater the eventual number of locals who would be hired or be trained. We will monitor the take-up rate closely and we will review the scheme accordingly. To Mr Yip Hon Weng's question on the renewal process for work passes, additional work passes granted under the M-SEP scheme can be renewed as long as the firm has sufficient quota. This can be achieved if the firm successfully renews its M-SEP support by meeting the renewal conditions. Alternatively, the firm can hire more locals to unlock a higher mainstream foreign worker quota. To Mr Desmond Choo's question, we take workplace fairness issues seriously. Firms that have breached the Fair Consideration Framework (FCF) or the Tripartite Guidelines on Fair Employment Practices (TGFEP) may be barred from work pass privileges and will not be able to benefit from M-SEP. Firms that are still undergoing investigations will be assessed on a case-by-case basis. As Members would be aware, we are taking a very significant step forward of enshrining the TGFEP in law and we will share more details in due course. We will take reference from the penalty framework of the new legislation when deciding on the treatment of such firms. To conclude, Members of the House, manpower should not be a constraint to growth. What is most important is to ensure that Singaporeans can benefit from our economic priorities.”
“They know that if they succeed, they will need more local workers with the right skills, and it is good business sense to invest in the local talent pipeline while they move to seize new opportunities. On hiring commitments, firms can choose to hire local workers through their own channels or through Government programmes, as long as these locals are paid above the Local Qualifying Salary (LQS) of $1,400. Such firms will need to achieve a net increase in local hires. In this tight labour market that we have today, we are conscious that it is not realistic to expect all firms to meet these hiring criteria. As such, there is also an option for a firm to commit to train local workers to fulfil Condition 2. Firms can do so by sending their local workers to a whitelist of training programmes. These are established training programmes which have demonstrated good outcomes for participants in terms of enhancing their job roles and raising their wages. For instance, WSG's Redeployment or Job Redesign Reskilling Career Conversion Programmes are whitelisted under Condition 2. These programmes allow firms to send workers for reskilling to take on redesigned and enhanced job roles. One specific example is the CCP for Infocomm Professionals (5G), which reskills Infocomm professionals to take on deep-tech, end-user and support roles relating to 5G networks and technologies. Regardless of whether firms choose to meet Condition 2 through hiring or training commitments, all M-SEP firms will also need to minimally maintain their local workforce share during the M-SEP support period. Finally, there is a third group of questions from various Members which neither falls under neither Conditions 1 nor 2.”
“Mr Patrick Tay, Mr Desmond Choo and Mr Yip Hon Weng asked how this scheme will benefit local professionals, managers and executives (PMEs) and workers, whether there is any impact on local wages and job opportunities, and what the Government will do to level the playing field. Mr Gerald Giam also asked if this scheme affects firms' incentives to develop a Singaporean Core. Even though Condition 1 is already highly selective to target growth opportunities for Singapore, we have devised and designed M-SEP to also have Condition 2. This condition requires firms to hire and train local workers to take on new jobs as these firms grow. M-SEP works alongside existing Government efforts to develop the local talent pipeline, including those under Workforce Singapore (WSG) and SkillsFuture Singapore (SSG). To Mr Liang Eng Hwa's question, M-SEP is part of a range of initiatives to benefit a larger group of Singaporeans. Mid-career professionals, managers, executives and technicians (PMETs) will continue to benefit from existing Government programmes, such as Career Conversion Programmes (CCP), under WSG and the SkillsFuture Career Transition Programme (SCTP) under SSG. Where such programmes lead to a net increase in local hires, this can count towards meeting firms' Condition 2 commitments. There are also other specific questions asked, about the design of Condition 2. Mr Shawn Huang, in a separate written Parliamentary Question and Mr Liang Eng Hwa asked how the Ministry will ensure that the training and hiring commitments under Condition 2 are adhered to, how they are conducted at the right level and whether they are efficacious and relevant. Ultimately, these are firms that support our strategic economic priorities and which we have worked closely with.”
“We recognise that needle-moving firms will rely on an ecosystem of outsourced service providers, including professional services firms. However, we will not extend M-SEP to these outsourced service providers solely because of who their clients are. Instead, these outsourced service providers themselves need to be taking part in Condition 1 schemes in order for them to qualify for M-SEP. Finally, the firms in the essential services. I would like to reassure Mr Edward Chia that there are other measures already in place to ensure that firms which provide essential services, like healthcare and the cleaning of public housing estates, have access to foreign manpower for essential functions. Mr Gerald Giam also asked about the signals, as well as the incentives M-SEP is sending on automation and reliance on foreign workers. I hope that, as a result of the explanation, he can see and appreciate how M-SEP is about helping firms to create more opportunities for Singapore. In fact, some of the Condition 1 programmes are related not just to growth, but also to help firms become more productive at the same time, through innovation and internationalisation. To reduce the reliance on large numbers of low- and mid-skilled foreign workers and continue in their automation journeys, firms will need to pivot and transform. And this is what Condition 1 is fundamentally about – to support our strategic economic priorities. To further assure the Member, M-SEP only provides time-limited support. So, even if a company uses additional foreign workers to transform initially, these flexibilities are time-limited and they will cease after the support period. Coming to Condition 2, which is commitment to hiring and training locals.”
“ESG has worked with Goldbell for the last five years and is very familiar with Goldbell's plans. About 70% of Goldbell's 1,000-strong workforce are Singaporeans and Permanent Residents (PRs). For Goldbell, productivity improvement through upskilling and automation remains as the main solution to labour shortages, especially for blue-collar workers. As it pushes these transformation and growth plans, M-SEP will enable Goldbell to move fast to seize these opportunities with additional workers. I am excited to see Goldbell and other such needle-moving firms make clear and deliberate efforts to expand, because I know this growth will create good opportunities for Singapore and Singaporeans. This is the archetype of firms which the M-SEP scheme is targeted at. Because this scheme has been designed to be highly selective at the firm level, there is no need to stipulate further criteria on the specific deployment of each individual worker hired under the M-SEP scheme. Such micromanagement would not be helpful for the firms. Mr Edward Chia, Mr Liang Eng Hwa and Mr Don Wee asked if the whitelist of programmes under Condition 1 can be expanded to cover three other firm archetypes. Again, I must underscore that M-SEP will be selective and highly targeted, as I have just explained. First, for small- and medium-sized enterprises (SMEs) and smaller companies. I would like to reassure Mr Liang Eng Hwa and Mr Edward Chia that such firms can already qualify for M-SEP, as long as they are participating in the programmes under Condition 1. For example, they can qualify if they take part in programmes, such as Scale-Up SG, which I described earlier, or if they successfully raise funds from recognised investment firms. Next, outsourced service providers.”
“First, I will address questions on Condition 1; then on Condition 2; and lastly, questions which fall under neither category. First, Condition 1, which is about our key economic priorities. Mr Liang Eng Hwa and Mr Patrick Tay have asked how the Ministry will safeguard against abuse of these work passes and ascertain that foreign workers hired under the M-SEP scheme will be deployed in areas that advance Singapore's economic goals. This is inherent in the design of Condition 1. The 16 programmes or activities under Condition 1 are specially selected to be in line with our economic priorities. In this way, M-SEP is selective in targeting firms or investments that will grow our economy, and also grow our competitiveness. To take part in these programmes, these firms would have worked closely with our economic agencies, like the Economic Development Board (EDB) or Enterprise Singapore (ESG). Only about 1,000 firms will meet the qualifying criteria. This represents less than 1% of all registered business entities in Singapore. One example of a Condition 1 programme is Scale-Up SG. This is ESG's flagship programme to support local companies with high-growth potential to scale effectively and become leaders in their fields and future global champions. As these companies grow, they will contribute to Singapore's economy, create good jobs for Singaporeans and strengthen the Singapore brand. Let me share with Members an example of a firm under Scale-Up SG. Last month, I visited Goldbell Engineering, which is the market leader in industrial vehicle leasing. They have the largest fleet in Singapore at over 8,500 units. They shared with me their ambitious plans to expand to other businesses, such as electric car-sharing with their acquisition of BlueSG and financial services.”
“Thank you, Mr Speaker. Various Members have filed questions on the Manpower for Strategic Economic Priorities scheme, or the M-SEP scheme, which the Ministry of Trade and Industry (MTI) and the Ministry of Manpower (MOM) launched last month. Members of the House, it is important for us to understand the intent of M-SEP. This scheme is designed to work in tandem with the various Government programmes that support Singapore's economic priorities. Firms that participate in these programmes contribute towards Singapore's competitiveness and generate economic opportunities for Singaporeans. M-SEP provides these firms with time-bound manpower flexibilities, should these firms require it. At the same time, these firms should also be taking steps to develop the local talent pipeline. Specifically, the scheme gives qualifying firms the flexibility to temporarily hire S Pass and Work Permit holders above the prevailing Dependency Ratio Ceiling, or DRC, and S Pass sub-DRC. To qualify, firms must participate in programmes or activities in line with one of the following key economic priorities, namely: one, investments that support Singapore's hub strategy; two, innovation or research and development (R&D); or three, internationalisation. These are important priorities for us to grow our economy and to create more economic opportunities for Singaporeans. We call this "Condition 1". Since the flexibilities afforded are only temporary, firms will need to develop their local workforce to meet their longer-term needs. We want to ensure that these firms start expanding their local talent pipeline early. As such, firms must also commit to employ or train locals, while benefiting from the flexibilities. We call this "Condition 2". Let me turn to the specific questions in the three groups.”
“MOM will set up NEST Singapore Limited (NEST) as a Company Limited by Guarantee, with its own board of directors and management. The board and management will be responsible for the proper governance and stewardship of NEST. The set-up of NEST will help drive innovation and transform practices in migrant worker housing and grow capabilities in dormitory management. The two NEST purpose-built dormitories will be subject to the same licensing and regulatory requirements under the Foreign Employees Dormitories Act (FEDA) as any other dormitory operator in the market.”
“This question was previously addressed in the combined oral reply to Questions 3 to 6 on the Order Paper for 28 November 2022. [Please refer to "Impact of Layoffs by Big Tech Companies and Support Available for Affected Employees", Official Report, 28 November 2022, Vol 95, Issue 76, Oral Answers to Questions section.]”
“This question was previously addressed in the combined oral reply to Questions 3 to 6 on the Order Paper for 28 November 2022. [Please refer to "Impact of Layoffs by Big Tech Companies and Support Available for Affected Employees", Official Report, 28 November 2022, Vol 95, Issue 76, Oral Answers to Questions section.]”
“All catered food, including pre-packed meals, from catering establishments licensed under the Environmental Public Health Act are required to be time-stamped to indicate the date and time by which the food should be consumed. All operators of migrant worker dormitories, regardless of size, that provide catered food to migrant workers are required by MOM to only procure food from licensed catering establishments. With the expansion of the coverage of the Foreign Employee Dormitories Act with effect from 1 April 2023, operators of dormitories with seven or more beds will also be required to put in place measures to protect catered food from contamination until the food is collected by dormitory residents for consumption. MOM's Forward Assurance and Support Teams (FAST) regularly conduct inspections and engage migrant workers to identify and resolve issues of concern. If any dormitory resident faces any issue on the hygiene and quality of the catered food provided, he can approach his employer, FAST or report the case via the FWMOMCare mobile application. MOM will assist and follow up with the dormitory operator.”
“From 2010 to 2020, the average number of Employment Pass (EP) and S Pass holders who are Professionals, Managers and Executives1 (PMEs) is 137,600 and 56,300 respectively. The number of EP holders who are PMEs ranges from 93,300 to 153,600, while the number of S Pass holders who are PMEs ranges from 26,800 to 72,400. From 2010 to 2020, the average number of EP and S Pass holders who are Associate Professionals and Technicians2 (APTs) is 28,100 and 62,900 respectively. The number of EP holders who are APTs ranges from 21,200 to 30,400, while the number of S Pass holders who are APTs ranges from 38,900 to 70,800. From 2010 to 2020, the average number of EP and S Pass holders who are non-Professionals, Managers, Executives, and Technicians3 (non-PMETs) are 10,000 and 40,000 respectively. The number of EP holders who are non-PMETs ranges from 8,000 to 12,600, while the number of S Pass holders who are non-PMETs ranges from 24,800 to 54,500.”
“The table below provides the number of former Employment Pass (EP) holders who were subsequently granted an S Pass from 2010 to 2021. It is the employer's decision which pass type they wish to apply for. Employers can choose to convert their EP holder to an S Pass based on their business needs. However, they will be subject to the prevailing S Pass qualifying salaries, quota and levies.”
“Since 1 May 2021, Dependant's Pass holders have had to obtain a relevant work pass instead of a Letter of Consent (LOC) to work in Singapore. Therefore, the majority of the LOC holders are dependants of Singapore Citizens and Permanent Residents who are holding a Long-Term Visit Pass (LTVP) or LTVP-Plus and working on either an LOC or pre-approved LOC (PLOC). The table below provides the number of LOC holders as at June 2022, categorised by whether their salaries meet the prevailing Employment Pass (EP) and S Pass salary criteria. The prevailing EP and S Pass minimum qualifying salaries are at least $5,000 and $3,000 respectively, and increases with age. As there are no salary requirements for Work Permit holders, LOC holders with salaries below prevailing EP and S Pass criteria may include those who are taking up part-time employment.”
“On 23 November 2022, the Government accepted the Advisory Committee on Platform Workers’ recommendations to enhance protection for platform workers while balancing the interests of stakeholders.”
“As at June 2022, the number of S Pass holders whose highest qualifications was a PhD degree, Master’s degree and Bachelor’s degree from local University and foreign university is 400, 6,000, 2,100 and 72,200 respectively. The share of S Pass holders in each highest qualification category has remained broadly constant since 2010.”
“This question has been addressed in the combined oral reply to Question Nos 3 to 6 on the Order Paper for the 28 November 2022 Sitting.”
“Dormitory operators for migrant workers are not allowed to impose rules that prevent their residents from leaving the dormitories for leisure, unless expressly instructed by the Commissioner to do so in specific limited circumstances, such as to protect the safety or health of residents. MOM's Forward Assurance and Support Teams (FAST) regularly engage migrant workers to identify and resolve any issues of concern as well as to ensure dormitory operators comply with regulatory requirements. If any dormitory resident faces any issue with movement restrictions imposed by a dormitory operator, he can approach his employer, MOM, or report the case via the FWMOMCare mobile application. MOM will assist and follow up with the dormitory operator.”
“This question has been addressed in the combined oral reply to Question Nos 3 to 6 on the Order Paper for the 28 November 2022 Sitting.”
“This question has been addressed in the combined oral reply to Question Nos 3 to 6 on the Order Paper for the 28 November 2022 Sitting.”
“As with previous years, the nominal median income growth for full-time employed residents by industry is released annually in January. The latest available data is as of 2021, and the 2022 data will be released in end-January 2023 in the report on Labour Force in Singapore.”
“As announced last year, the improved dormitory standards are only imposed on new migrant worker dormitories that have applied for approval on or after 18 September 2021. There has not been a reduction in the total migrant worker dormitory capacity since September 2021. As the economy recovers from COVID-19, there has been strong demand for dormitory beds as employers have been hiring more migrant workers to catch up on projects. The number of Work Permit holders in the Marine, Construction and Process sectors has increased by 25% since January 2022 and is 11% higher than pre-COVID-19 levels. As the numbers of migrant workers in Singapore are already significantly higher than pre-COVID-19, they cannot keep rising. Employers should secure housing for their workers before arrival in Singapore and take into account their ability to house new workers before they take on more projects.”
“I thank Dr Lim for his supplementary question. I have earlier on shared that, thus far in the I&C sector, the median income has been on an upward trajectory. Just to repeat, the median gross monthly income, including employer CPF for full-time employed residents increased from $5,700 in 2017 to $6,100 in 2021. To go into the granularity for each type of non-tech role, I think would be very granular. If this is what you are suggesting for us to track, it is something that we could look into, but we need to understand why. Of course, we are not downplaying the issue and we have never taken our eyes off this at any time. But today, we do not see the switch into a lower-paying job for the people in non-tech roles as a fundamental issue that needs particular attention. But we are very careful, in terms of making sure that our Singapore Core and our residents who are working here, continue to possess the skills and to keep ahead. In fact, this is the focus of what MOM will be looking at in the months ahead. I hope that that gives you some reassurance, that this is one aspect that we are singularly focused on.”
“I thank Ms Mariam Jaafar for her supplementary question. The reason why we did not provide the level of granularity that she has asked for is that we typically do not break down resident data further into Singaporeans and Permanent Residents (PRs). We follow a practice that is aligned with the official statistics set out by the International Labour Organization (ILO), as statistical agencies worldwide typically cover the population residing in their country when presenting statistical releases, without a breakdown by nationality. However, if I may provide an indication, citizens make up a large majority of our resident labour force, at about 85%. The PR population has also remained stable over time. So, if you take it together, this means that the resident data mirrors citizen data. And if we were to break it down, it provides little additional information. To her separate point on the cost issue, we have taken a very curated and differentiated approach to upskill, to upgrade the skillsets of our entire workforce with a focus on the Singaporean Core as our principle. There will obviously be some parts in the entire value chain, for which companies will want to take advantage of offshoring some services to capture some arbitrage opportunities. But I do not think this is always possible or easy for companies. I would humbly request that she files a separate PQ if she wants some level of granularity on offshoring, so that we can provide better statistics.”
“I thank the Member for his supplementary questions. As I have shared earlier on, based on the data that we have available today and without sounding repetitive, the proportion of impacted workers in tech and non-tech roles from the four big tech firms mentioned earlier is about one-third to about two-thirds. The ones in tech roles are about one-third of the total proportion being retrenched. I also shared earlier on in my response to Miss Cheryl Chan's supplementary question that this group of people will find employment quite quickly. In terms of working to help those in non-tech roles, we are also stepping up efforts to help them. The next few months are going to be quite critical, given the continued geopolitical uncertainties and also depending on whether the global supply chain disruptions continue. But we see that many of the areas that we have pivoted into and significantly invested in through our Industry Transformation Maps (ITMs) as well as the Job Transformation Maps that run alongside them, such as the financial services sector, seem to be still moving ahead as growth sectors. So, we will do whatever we can to pivot those that would want to be pivoted, that would want to be transformed, into these sectors. At the same time, for the business-to-consumer (B2C) tech firms, we are watching developments very closely. Perhaps, I could request for Mr Saktiandi Supaat to file another PQ in the first quarter of 2023 to see how successful our follow-up action has been.”
“I hope that answers part of your question.”
“I thank the Member for her supplementary question. Thus far, from the statistics that we have, the median income of workers in the I&C sector, has been on an upward trajectory, with the median gross monthly income, which includes employer's CPF, for full-time employed residents increasing from $5,700 in 2017 to $6,100 in 2021. As for the median salary of non-tech employees who have been retrenched, we do not have that data because retrenching firms are not required to include the salary data of retrenched employees when submitting Mandatory Retrenchment Notifications (MRNs) to the Ministry. Hence, I am unable to comment on the breakdown of the non-tech roles of these employees who are being retrenched and whether they will experience knock-on effects on salary adjustment later on. In November 2022 alone, we monitored the four big tech firms which the media had reported on. About a third of the employees that were retrenched from those firms were in tech roles, and if you compare that with the second quarter of 2022, the number of tech vacancies that were available in the financial services sector outnumbered those being retrenched in the tech roles by 10 is to one. If I use that as a proxy, it is a bit early for us to comment on whether there will be knock-on effects for those in tech roles in the immediate term, given the huge number of vacancies vis-à-vis those looking for a job. For the non-tech roles, as I have shared earlier on, we are supporting them through the RTF and TAFEP, we are going through e2i and WSG to encourage this group to upgrade, reskill and also attend some career conversion programmes. For the companies that have the ability to use NTUC's Company Training Committees, that is an added avenue for them to train and reskill their workers as well.”
“I thank the Member for her question. Today, there is a Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) hotline that these employees can call, although it is not purely dedicated to retrenchments alone. We would not hesitate to consider other means should the retrenchment numbers continue to rise. But, today, the numbers are still manageable. As I have also mentioned in my reply earlier on, besides the hotline, there are significant efforts done by the RTF to reach out to employees who are being retrenched. On top of providing resources in the form of information kits on job fairs, career advisory and coaching services, the RTF also encourages retrenched non-tech workers to consider upgrading themselves through career conversion programmes (CCPs) and skills upgrading to improve their chances of returning to the workforce. As I have shared earlier on, that while the retrenchments are happening in tech firms, there is a proportionate difference in tech roles and non-tech roles within these tech companies as well. Generally, the employees who are being retrenched in the tech roles have been able to find jobs much faster post-retrenchment compared to those in the non-tech roles, which takes a bit longer. Hence, the RTF is also focusing on helping retrenched employees in these non-tech roles to upgrade, to convert the skills, to pivot and to allow them a much better chance of getting employment. Thus far, we have been reasonably successful.”
“To answer Ms Joan Pereira's question on whether tech firms have been prompt in submitting notices of retrenchment to MOM, the majority of retrenchment notifications from the I&C sector since July 2022 were submitted on time. Employers who do not submit on time are issued with caution letters. Looking ahead, Dr Lim Wee Kiak has asked if the Government expects more layoffs of tech employees in the next six months. MOM is mindful that hiring demand may moderate in some parts of the I&C sector given macro-economic uncertainties and risks. We will continue to monitor closely retrenchment trends and we will render assistance to affected workers in both tech and non-tech roles through the RTF. We will also continue to work on expanding opportunities in the digital domain and invest in our workers to equip them with the skills and also with the experience to seize opportunities.”
“Furthermore, half of the retrenching tech firms between July and mid-November 2022 have engaged outplacement partners or tapped on their industry networks to provide career transition services for their affected workers. In addition, the Taskforce for Responsible Retrenchment and Employment Facilitation (RTF), comprising representatives from Workforce Singapore (WSG) and NTUC’s Employment and Employability Institute (e2i), is reaching out to all affected local employees, including the youths which Dr Shahira Abdullah has asked about, to offer employment support. This includes information kits on job fairs, career advisory and coaching services. For retrenched non-tech workers, we will also encourage them to consider Career Conversion Programmes (CCPs) as well as skills upgrading to improve their chances of returning to the workforce. The RTF provides relevant information on CCPs during their engagements with retrenching firms. NTUC’s e2i also collaborated with Tech Talent Assembly, Accenture and Amazon Web Services to organise an Infocomm Jobs and Skills Fair in November 2022 providing some 400 jobs on offer. Hence, to Ms Joan Pereira’s question regarding tripartite partnership to support affected employees, it is already happening. Responding to Mr Saktiandi Supaat’s question on the effectiveness of these job placement initiatives, seven in 10 resident workers from the I&C sector who took up the RTF’s assistance in 2021 found a new job within six months. To ensure that affected workers receive timely and effective support, it is important that retrenching firms adhere to the requirement to submit notices of retrenchment to MOM within five working days of notifying affected employees.”
“In response to Miss Cheryl Chan, Ms Mariam Jaafar, Dr Lim Wee Kiak and Dr Shahira Abdullah’s questions on the number and profile of workers affected by recent layoffs, MOM has received notices of retrenchment for 1,270 resident workers from tech companies from July to mid-November 2022. Around eight in 10 of these affected workers were in non-tech roles – they worked for tech companies but they were in non-tech roles – such as sales, marketing and corporate functions, and around seven in 10 were aged 35 and below. This is consistent with the low median age of employed residents in the I&C sector. Next, on employment support measures for affected workers. Most workers from the I&C sector have been able to secure a job soon after retrenchment. In the second quarter of 2022, the rate of re-entry into employment within six months post-retrenchment for residents in the sector was higher than for the overall economy, for both tech and non-tech workers. This suggests that retrenched non-tech workers had also found employment opportunities across the I&C sector and the larger economy. To Dr Shahira Abdullah’s question on whether demand for tech talent has started to fall this year, job vacancies in the I&C sector have in fact continued to rise in the first half of this year, from 11,100 in December 2021 to 12,100 in June 2022. This latest figure is more than triple the 3,800 vacancies in June 2020. In addition, other sectors like financial services, including local banks, are also hiring for tech roles. Taken together, this reflects that there is strong absorptive capacity across the larger economy and opportunities for affected workers to fill in-demand roles.”
“Members have filed several Parliamentary Questions (PQs) regarding the recent spate of layoffs worldwide by tech firms. News sources have reported global retrenchment numbers at more than 21,000 employees across close to 50 tech companies worldwide in November 2022 alone, more than any other month this year. Members’ questions touch on two related issues. First, the impact of recent global tech layoffs on our local workforce. Second, the employment support measures for affected workers. I am taking these questions together to provide a more holistic response. I will begin with an overview of employment trends in the tech sector, as well as the impact of recent global tech layoffs on our local workforce. While there are no clearly defined boundaries, the tech sector generally refers to the Information and Communications (I&C) sector. As of June 2022, the I&C sector employs 136,100 residents. This number has increased steadily over the past five years, growing by an average of 8,100 resident workers per year from June 2017 to June 2022. In comparison, retrenchment numbers over the past five years have been relatively low, at an average of 790 resident workers per year. Mr Shawn Huang, Mr Melvin Yong and Ms He Ting Ru have also filed written questions asking about retrenchment in the sector in 2022. Based on the available labour market data, 260 residents were retrenched in the first half of this year, as compared to an increase of 7,000 residents employed in the sector. Nonetheless, recent retrenchment notices received by MOM indicate an uptick in retrenchment of residents in the sector.”
“Mr Speaker, Sir, may I have your permission to take Question Nos 3 to 6 together?”
“From 2017 to 2021, there were an average of about 98,000, 68,000 and 3,000 migrant domestic workers annually who were hired at a concessionary levy rate to care for young children, elderly persons and persons with disabilities, respectively.”
“From 2015 to 2021, MOM received about 390 reports each year against employers for illegally recovering employment costs from migrant workers. The number of reports has been declining since 2017. Administrative financial penalties were issued against about nine employers per year over this period. The median penalty was $12,000, and the penalties ranged from $7,500 to $95,000. Other enforcement actions taken included issuing cautions, directions to rectify breaches, and debarment from hiring migrant workers. The range of penalties permitted has enabled MOM to take the needed action. MOM investigates all complaints and has also stepped-up engagement efforts to educate migrant workers that their employers cannot make such demands from them. Migrant workers who are asked to do so should approach MOM for assistance. In addition to following up on reports, MOM has made use of data analytics to identify and detect firms with unusual patterns in hiring practices. This could signal illegal hiring practices or other contraventions and MOM will follow-up with inspections.”
“From 2016 to 2021, 60% of the retirement and re-employment disputes that were amicably resolved through the mediation process received monetary compensation. These included the Employment Assistance Payment or other forms of ex-gratia or goodwill payments. Ten percent were resolved without monetary compensation and typically involved employers providing the employee with a service testimonial. For the remainder 30% of the cases, the employees withdrew their appeals. There may be cases in which an employer separately offered the employee a job in their company or another company, but we do not track such arrangements.”
“The Ministry of Manpower (MOM) puts the law and order of Singapore first and foremost. This must prevail over the interest of the foreign work pass holder to remain in Singapore. While foreign work pass holders who have received warnings from law enforcement agencies or have been acquitted in criminal cases are not automatically barred from working in Singapore, MOM would have to consider the circumstances and seriousness of his actions that resulted in a warning, or acquittal for the foreign work pass holder, when making its decision.”
“Details of the mandated rest period for dual role drivers, together with other inter-agency measures to enhance the safe transport of workers in lorry decks, were recently announced by the Ministry of Transport (MOT)'s Senior Minister of State Amy Khor on 19 October. This included the Ministry of Manpower (MOM)'s plans to enhance its regulations by 1 January 2023. MOM will check for compliance on the provision of the rest period as part of our workplace safety and health inspections and accident investigations, such as through interviewing workers and drivers at the worksites. MOM will also work with the Land Transport Authority (LTA) and Traffic Police to conduct checks on lorries with workers in rear decks on the road. Employers who fail to comply will be subjected to a financial penalty not exceeding $20,000 under the Workplace Safety and Health Act for failure to provide a rest period for dual role drivers. Dual role drivers can approach MOM or the Migrant Workers Centre via their hotline numbers, if they are not being provided with the mandated rest period. MOM will investigate the matter while keeping their identities and information strictly confidential. The 30-minute rest period refers to a protected period during which the dual role driver must not be performing any work-related tasks. The rest period is meant for him or her to rest, both physically and mentally.”
“The Tripartite Committee on Workplace Fairness is currently still deliberating the scope, requirements, procedures and remedies of the new legislation. As part of its work, the Committee is consulting various groups to get views from workers, employers, the HR community and non-governmental organisations (NGOs). The Committee is expected to complete its deliberations in a few months, and we will then be able to share more information. There will be an opportunity for public comment. The Government will then study and respond to the recommendations.”
“This will be part of the public consult that we are going out with to see how we nuance it and reach a wider group of Singapore population, and at the same time, improve the communications to them.”
“But I want to also seek Members of the House, including Ms He, to underscore the fact that, at the end of the day, energy conservation must still remain the foundation of how we are going to move forward in our overall energy transition story.”
“We will certainly improve, we will certainly consider – we would not just consider, we will certainly add on in terms of strengthening consumer education. But for the Member's information and perhaps to add to her understanding: under the Electricity Act currently, EMA has issued and published on its website, the Code of Conduct for retail electricity licensees. This Code of Conduct sets out the minimum standards of performance which retail electricity licensees have to adhere to. And particularly, I think three points to protect consumers that would be of interest to everyone here, in addition to Ms He. These include: one, requiring retailers to comply with fair contracting practices, such as providing consumers with the consumer advisory and fact sheets to summarise the key terms of their retail plans and consumers must acknowledge such information before signing contracts with the retailers. The second point, the code of conduct also prohibits retailers from unilaterally terminating contracts with consumers, unless under stipulated conditions – such as if they are exiting the sector, or consumers are insolvent, or had breached the terms of their contract with the retailer. And the third point is that there are safeguards in retailer exits. Exiting retailers are required to refund all security deposits collected from household consumers, after offsetting outstanding charges. Exiting retailers must also approach other retailers to seek their interest and agreement to accept the novation of the contracts on the same terms and conditions before the consumer can be transferred to SP group under the default supply arrangement. So, there are safeguards today but we will continue to strengthen the education to all consumers.”
“I thank Ms Nadia for her question. Indeed, EMA will launch a consultation in the coming weeks on specific proposals to enhance some of these regulatory measures and requirements for retailers. As part of the consultation, we will be releasing more details in the coming weeks. We want to reassure the Member that in tightening regulatory requirements, EMA will also strengthen safeguards for consumers affected by exiting retailers, or even retailers who want to novate their agreements. So, the short answer is, we will be consulting more, and we will be tweaking and also improving on the existing suite. One of the key takeaway is that, the energy market, the Open Electricity Market (OEM) has worked well for us thus far; it has resulted in a lot more efficiencies in terms of the pricing mechanism. What has worked, has worked based on a certain band of volatility. In this particular period of time and in the foreseeable three to five years, as I have shared in my earlier speech, the volatility range has increased significantly. And the existing frameworks would now have to be tweaked, to take into consideration the heightened range, the increase range of volatilities and it is timely for us to also do this public consultation exercise to see how we can work collectively together. As I have also exhorted the House: Members, if you have ideas, please share them with us, we are happy to take them on board.”
“As we progressively move towards renewable energy imports from the region to the ASEAN regional grid, as we adopt and intensify our land use for solar power adoption, as we move towards funding, going into more research into the carbon capture storage solutions, as we go into hydrogen – there is a Parliamentary Question, if we get there, which I will speak more on later – we believe that the dependency in the long haul on natural gas will start to drop. However, I think the caution that I want to add to this House is that the transition towards renewable energy may not necessarily result in cheaper electricity, because there is a cost in terms of adopting green sources of renewable energy. I hope that clarifies.”