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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“Currently, the majority of the gas supply comes from piped natural gas and the balance from liquefied natural gas. As the Member would have known, we have our Singapore LNG (SLNG) terminal and this terminal allows us to import liquefied natural gas from all over the world. And the mix – I do not have it off-the-cuff today – I think that it is probably about 60:40, or 40% LNG. So, that drop from the new gas contract that was signed and entered into – I think that it was announced today – between Gas Supply Pte Ltd (GSPL) and MedcoEnergi (Medco), there is some drop. But the drop will be made up for by imports through LNG. And the shortened period today, the new gas contract of five years, is also a function of the volatility in terms of the pricing that countries all over the world are going through and experiencing. If the price is pegged at too high a level, then obviously, the ability for us to import LNG from other parts of the world would become more attractive. So, it is actually a fine balance. This is a commercial arrangement between GSPL and the Indonesian entity, just like for the imports of natural gas from other entities, those are also private commercial agreements. I do not think the Government should comment on these things. To the point about how these gas prices will translate into higher cost, natural gas, over the medium term, is still one of the most environmentally-friendly transition fuel as we move towards our zero-carbon emission target by 2050.”
“It is fundamental and foundational to our ability to grow our economy, to create good jobs for our people and to maintain our quality of life. EMA will continue to do its best to ensure that Singaporeans can continue to enjoy a stable, secure and reliable source of electricity for years to come.”
“Retailers cannot unilaterally terminate contracts unless under stipulated conditions, such as if they are exiting the sector, or consumers are insolvent or had a breach of contract. EMA will be launching a consultation in the coming weeks on specific proposals to enhance the regulatory requirements for retailers. For consumers, EMA will look into tightening the eligibility criteria for Wholesale Electricity Price (WEP) plans, so that only larger consumers who are better equipped to deal with the risks of price volatilities would be allowed to enter into such plans. All consumers will continue to have the option of entering into retail contracts with electricity retailers, or, in the case of households and small business consumers, returning to the regulated tariff. EMA is also in discussion with market participants on operational measures to strengthen the wholesale electricity market. Members of the House, our experience over the past year has demonstrated that a robust wholesale electricity market can have a stabilising influence on the broader retail market, and is an important pillar of our efforts to strengthen the electricity retail market. EMA will consult the industry as well as the public on the details of these enhancements. We plan to implement them progressively from 2023 onwards. We welcome feedback and suggestions from Members of this House, the industry and members of the public on our enhancements. Mr Speaker, all of these measures will incur higher costs. I would like to reassure Mr Louis Chua that in implementing these measures, MTI and EMA will do so in a calibrated way to balance the cost burden, while ensuring that electricity continues to remain affordable. But the value of a more stable, secure and resilient energy system cannot be overstated.”
“First, to ensure that we continue to have sufficient generation capacity in time to come, EMA will introduce a centralised approach to facilitate investments in new generation through a competitive tender. The tender will be conducted in advance of when the new capacity is needed, taking into account the lead time which is required for construction and development. Should there be inadequate private sector interest to plant new capacity, EMA will step in to build the required new capacity. Second, to safeguard energy security and enhance the resilience of our natural gas supply, we will institutionalise some of the measures that we had introduced late last year to safeguard energy security as permanent features of our market. These are the regulations requiring gencos to maintain sufficient fuel for power generation and the standby fuel facility to guard against risks of gas supply disruptions. EMA will also be working with the industry to explore ways to aggregate gas procurement and obtain longer-term, more secure contracts. Mr Zhulkarnain Abdul Rahim and Ms He Ting Ru have asked about our measures to strengthen the electricity retail market. We will enhance the regulatory requirements imposed on electricity retailers, to ensure that they are sufficiently prepared and that they are better able to withstand market volatilities. The regulatory enhancements include raising the qualifying criteria so that only credible industry participants with sufficient financial strength and sustainable business propositions will be allowed to retail electricity to consumers. As for whether EMA will prohibit retailers from prematurely terminating contracts with their consumers, this is already the case under the Code of Conduct for Retail Electricity Licensees.”
“Gencos were reluctant to contract for gas, for fear that they would be left holding on to expensive gas inventories should prices moderate subsequently. This, in turn, increased the risks of gas shortfalls and it caused prices in the wholesale electricity market to surge. Third, volatility arising from failures in intermediaries. We observed this in the fourth quarter of last year, where six electricity retailers exited the market as they were not sufficiently prepared to deal with the extreme market volatilities. While affected consumers did not experience any disruptions to their power supply, some of them experienced inconveniences as well as price surges while sourcing for alternative electricity retail contracts and they faced higher prices. These sources of volatility have tested our energy market over the past year, with the ongoing energy crisis. Since the fourth quarter of last year, the Energy Market Authority (EMA) has put in place emergency measures which have helped to stabilise the market. However, Members of the House, this is unlikely to be the last energy crunch that we will face, and we would need to be even more prepared for a more volatile global energy market going forward. We will, therefore, need to introduce safeguards to manage the risks of volatilities in our energy market. Last month, the Ministry of Trade and Industry (MTI) announced that it would be introducing guardrails to strengthen our energy market in three key areas – power generation, gas supply and electricity retail markets. These guardrails are intended to ensure that our energy market continues to function well even under volatile conditions. Mr Speaker, allow me to broadly recap these measures for this House.”
“We are at a critical juncture in the development of our energy market. Since the 1990s, we have operated an open energy market and this has served us well. A competitive market has incentivised generation companies (gencos) to bring in new and more efficient technologies and they also offered more choices for consumers. Many consumers have also enjoyed lower electricity prices as a result. However, the energy landscape has changed drastically, and new sources of supply risks and volatilities have emerged. First, heightened volatility arising from tight power generation capacity. This has emerged in liberalised markets all around the world, where capacity planting decisions are made by private gencos based on short-term price signals in the wholesale electricity market. For these gencos, high electricity prices typically signal that capacity is tight and that new generation plantings are, therefore, needed. However, very often, these price signals can come a bit too late and it takes about four to five years typically to build a new generator. The time lag between the price signals and the construction of new generators, therefore, leads to shortages of generation capacity and can lead to sharp spikes and protracted elevation of electricity prices and even blackouts during periods of system stress, as we saw in some cities last year. Second, supply risks and volatility arising from disruptions in global gas supply. As we rely on imported natural gas for almost all of our electricity production, global supply and demand shocks will spill over into our domestic electricity market. As fuel prices surged last year, our electricity market was severely tested.”
“MOM worked closely with designated Work Injury Compensation (WIC) insurers when they transitioned to processing all insured claims from 1 January 2021. This included briefing the insurers on their responsibilities and providing an insurers’ manual on claims processing. The manual contains detailed guidelines to assist insurers in processing WIC claims and is intended for insurers’ reference. Information that employers and claimants require with respect to WIC claims is available on the MOM website. In addition, employers and claimants who object to insurers’ assessment of the claim can file a dispute and MOM will oversee a dispute resolution process to settle the claim. Designated WIC insurers must comply with MOM’s licensing conditions, including the processing timelines and performance standards set out in the insurers’ manual. MOM audits the claims processed by insurers and monitors insurers’ performance. Insurers that fail to meet the requirements set out in MOM’s licensing conditions may face administrative financial penalties of up to $30,000 for each such failure or, in more serious cases, have their licences suspended or revoked. MOM is monitoring the performance of WIC insurers and will take the needed action when it is merited.”
“As the average balance may be skewed by a relatively small group of members with higher balances, it may be more instructive to look at the median instead. Table 1 shows the average and median MediSave and Retirement Account balances of Singaporeans aged 65 years or older and 85 years or older who passed away in the last 10 years. MediSave Account and Retirement Account balances upon members’ demise may differ depending on factors, such as members’ lifespan and individual utilisation of CPF balances. For those who have passed away, their CPF savings will be distributed to their beneficiaries in cash according to their CPF nomination or through the Public Trustee's Office, if no CPF nominations were made.”
“The Advisory Committee on Platform Workers has been engaging extensively in the past few months with platform companies and workers on strengthening protections for platform workers. The committee remains on course to finalise its recommendations by the end of this year, which is approaching soon. The committee will be in a better position to share more details then. It is premature to specify legislative actions before the work of the committee is concluded. The Government will consider the committee’s recommendations after they have been submitted and will engage stakeholders further on the implementation details.”
“In the three years up to June 2021, about 5,300 residents aged 55 to 61 retired before reaching the prevailing statutory retirement age. Another 12,000 residents aged 62 to 66 retired before they reached the prevailing re-employment age. They made up around 2% and 6% of residents in the respective age categories who are or have been in the labour force. Some common reasons for older workers to leave the labour force include poor health, caregiving duties or simply wanting to take a break. For older workers who wish to continue working, well over 90% of them were offered re-employment. To support older workers, the tripartite partners have been actively encouraging employers to adopt more age-friendly workplace practices, including job redesign, flexible work arrangements and offering part-time re-employment opportunities.”
“Under the Employment Act, if a public holiday falls on a day that employees are not required to work, employees are entitled to either one extra day of pay, or one day off in lieu of that public holiday. Employees are thus able to enjoy the benefits of a public holiday, regardless of the specific day of the week that the public holiday falls on.”
“Creating fair workplaces is a long-term effort that involves educating companies to adopt fair and objective hiring processes, building a positive culture that supports fair employment practices and reducing personal bias across all levels of the organisation. This effort needs to be sustained at all levels, including business owners, human resource practitioners, supervisors and hiring managers, and results will not be apparent overnight. To help employers in such efforts, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) runs public awareness campaigns and promotes the adoption of Tripartite Standards, an initiative to encourage employers to adopt verifiable and actionable employment practices in areas, such as recruitment, flexible work arrangements and grievance handling. MOM monitors the overall adoption of fair workplace practices through several indicators. For example, MOM regularly conducts the Fair Employment Practices Survey – recent results have shown that the incidence of workplace discrimination based on resident employees’ experiences fell from 24% in 2018 to 8% in 2021. We also closely watch the trend of discrimination-related complaints and proactively identify higher-risk employers through data analytics. Enforcement actions will be taken against egregious employers but, for other employers, our focus is on engaging them to improve their workplace practices. For example, employers on the Fair Consideration Framework (FCF) Watchlist have not flouted any rules but may have greater reliance on foreign manpower, compared to industry peers, or a high concentration of a single foreign nationality. Since 2016, TAFEP/MOM has completed more than 1,700 employer engagements under the FCF.”
“The Tripartite Alliance for Dispute Management (TADM) started mediating wrongful dismissal claims from 1 April 2019 when the adjudication of wrongful dismissal claims under the Employment Act and Child Development Co-Savings Act were transferred from MOM to the Employment Claims Tribunals. Between April 2019 and September 2022, all settlement agreements for wrongful dismissal cases have been complied with. In the event of non-compliance with the settlement agreement, claimants may initiate writ of seizure and sale (WSS) against their employers – TADM and NTUC will guide the claimants through the WSS process.”
“MOM, MTI and economic agencies have regular engagements with Trade Associations and Chambers to seek feedback on the manpower needs of the business community and the work pass framework. Their feedback is consistently taken into account for all reviews of our work pass framework, including the Overseas Networks & Expertise Pass.”
“The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) has been undertaking educational efforts, including public awareness campaigns, to strengthen understanding and support for the adoption of fair and inclusive employment practices. Persons with certain medical conditions can still perform certain jobs well. Employers should assess the candidates based on merit and their ability to do the job and not based on their medical conditions. If workers feel that they have been unfairly treated due to conditions, such as epilepsy, they can approach TAFEP for advice and assistance.”
“CPF Investment Scheme, or CPFIS, is for CPF members who have the knowledge and time to invest and are prepared to take the risks. The CPFIS Self-Awareness Questionnaire introduced in 2018 was designed to help prospective CPFIS participants gauge their readiness to invest their CPF monies. Members’ investments under CPFIS are not directly exposed to risks associated with foreign products, such as UK gilts or UK pension-linked funds. This is because only products listed under the Singapore Exchange or registered with MAS are included in CPFIS. Based on our estimates, only $3.1 million out of the $22.6 billion invested in CPFIS has indirect exposure to UK gilts. Ultimately, as with all investments, members participating in CPFIS may be better or worse off, depending on their timing and selection of investments. Alternatively, members can leave their savings in their CPF accounts and earn interest of up to 6% per annum.”
“] [(proc text) Question put, and agreed to. (proc text)] [(proc text) Resolved, "That Parliament do now adjourn." (proc text)] Adjourned accordingly at 7.23 pm.”
“We are expanding our collaboration with countries, including New Zealand, Indonesia and France, to facilitate more Singaporeans in going abroad to study and work. However, developing a global mindset is not something that the Singapore Government can do alone. It requires our workforce, our individuals, to be willing to learn, to be ambitious to have the hunger to succeed and to be tenacious to overcome challenges. It also requires companies to devote resources to nurturing young local talents. We will do more with unions, workers and companies. Under the Empower pillar of the Forward Singapore exercise that I am leading, alongside NTUC Secretary-General Ng Chee Meng and Senior Minister of State Dr Koh Poh Koon, we have been and we will continue to be consulting workers and companies on how to reduce barriers, how to remove obstacles that are deterring locals from taking up global and regional opportunities. We encourage everyone to participate in our Forward Singapore engagement sessions and to contribute ideas. To conclude, Singapore is a global city. By being open to the world, we have benefited from global best practices. We have created new opportunities and we have uplifted livelihoods. Looking forward, Singapore must continue to remain open to the world, to prepare for the next phase of growth. We must remain open to global talent who can bring even more opportunities to our shores. And as Singaporeans, for us, we must prepare our current workforce to continue to take advantage and leverage these opportunities. The Government will continue to work hand in hand with unions, workers and our companies to build a vibrant, thriving global city that will be brimming with opportunities for all of our fellow Singaporeans. [Applause.”
“We provide the necessary tools, at every step of the way, for locals to strengthen their own capabilities – we invest in education, from preschool to tertiary education; we have programmes that locals can tap on to upskill, reskill and make career transitions; and we provide financial support for those who may have been hurt or hit by curve balls in life. We cannot guarantee the same outcomes for everyone. But rest assured we will do our level best to provide the same fair opportunities at every single step of the way. This includes taking action against employers who have not hired fairly and may include suspending their work pass privileges. In the near future, we will expand the range of actions that we can take through the workplace fairness legislation. Second, developing a global mindset amongst our future workers. As the Member has shared, gaining overseas exposure is key to taking up leadership positions later, especially in global companies. We have programmes to start such capability building early. MOE works with Institutes of Higher Learning on initiatives for students, such as overseas internships and educational exchanges. We will further nuance it by working with MOE colleagues to see how we can start cultivating the global mindset even earlier. Just as important are also programmes for locals already in the workforce. So, we have the International Posting Programme (iPOST), the SkillsFuture Leadership Development Initiative and the Global Ready Talent Programme. And at Budget earlier this year, we also announced the Singapore Global Executive Programme, which we will be sharing more details next month.”
“Started in July 2021, these engagements are part of the broader efforts under the National Integration Council (NIC) to promote workplace integration. During these in-depth, small group engagements, we share Singapore's approach to key workforce and workplace issues, including maintaining fair and harmonious labour relations and ensuring good local-foreign integration in companies. MOM also plans to pilot a Settling-In Programme for new S Pass holders next year to familiarise them with working in Singapore and to encourage positive interaction with locals within and beyond the workplace. Currently, these programmes are not compulsory. We want to seek to strike a balance between promoting integration and not being overly prescriptive in how we achieve this aim. Employers also have an important part to play in supporting foreign employees who are new to Singapore. For instance, DBS Bank launched their own Singapore Immersion Programme. It assigns all new employees a Singaporean buddy and it organises activities, such as sharing sessions on Singapore's nation-building journey and walking trails exploring our multi-cultural heritage. Companies interested in implementing similar ground-up integration initiatives can tap on the Community Integration Fund (CIF), which is administered by MCCY. As the Member also pointed out, we expect all employers, regardless whether they are local or foreign, to fairly consider local candidates for available jobs. Our intent is to create a level playing field for locals.”
“The future of Singapore is dependent on successfully bringing in talents as well as developing local talents. It is crucial for these talents to be able to come together, to integrate well and to work together. To this end, the Member has raised two key suggestions. Let me respond to each in turn. First, on integrating work pass holders. As the Member has shared, we maintain a clear distinction between our work pass and immigration framework. Applications for Permanent Residency (PR) or Citizenship are assessed independently, and they are based on considerations, including the applicant's family ties to Singapore, their ability to integrate into our society, their economic contributions and commitment to sinking roots in Singapore. Work pass holders can put in applications and a select group is able to obtain PR, based on a holistic assessment of the factors that I have just elaborated earlier on. While we do not provide any guarantee or fast tracks to PR for our EP and ONE Pass holders, we hope that, as they spend time in Singapore, top talent will choose to make Singapore their home. Granting PR or Citizenship to deserving global talent means that we can anchor them here to continue creating opportunities for Singapore and Singaporeans in the long run. There are clear benefits if work pass holders are well-integrated into Singapore's society. A healthy respect for our laws, our culture and their local colleagues will make for less friction in the workplace and, at the same time, produce stronger teams. As the Member suggested, we can also help them ease into their stay here through orientation programmes. Currently, senior EP holders are engaged by tripartite partners when they first come to Singapore.”
“Mr Deputy Speaker, Sir, I thank the Member for his support of our recently announced moves to strengthen Singapore’s position as a global hub for talent. As the Member shared, globally, our efforts have not gone unrecognised. Singapore ranked top in Asia and second in the world for attracting and developing talent in the recently published 2022 INSEAD Global Talent Competitiveness Index (GTCI). I agree with the Member that it is important to get more support for these policies because they are a key gateway or bridge to ensure our beloved Singapore’s continued competitiveness and prosperity. Let me demonstrate how Singapore companies and Singaporeans will benefit from these efforts through an example. Mr Rob Khoo is currently Head of Marketing, Communications and Sustainability at EDPR Sunseap, which is a solar energy company. His entrepreneurship journey shows how Singapore’s openness has brought about more opportunities. Opportunities not just to MNCs, but also to local startups. Not just to companies, but also to individuals. Mr Khoo started out in media. Colleagues from countries such as the US, Canada, Australia, Hong Kong and China taught him critical technical and people management skills. When he subsequently decided to pivot to renewable energy and started his own solar panel company, his overseas colleagues and partners from Australia and Europe taught him everything he needed to know about the technology. Mr Khoo’s story is one of many. With the Overseas Networks and Expertise (ONE) Pass bringing in more top talent, more MNCs, more SMEs and Singaporeans will benefit. This is especially as ONE Pass holders will be able to take on multiple roles which gives them the opportunity to nurture local startups, even as they are employed elsewhere.”
“About 15% of all claims registered with the Tripartite Alliance for Dispute Management (TADM) remain unresolved after mediation. TADM would advise these claimants on their right to lodge their claims at the Employment Claims Tribunals (ECT), issue them Claim Referral Certificates (CRCs) and assist them on the lodgement process where needed. For avoidance of doubt, TADM will not refuse to issue CRC to a claimant. Three in four claimants issued with CRCs would proceed to lodge their claims at the ECT. Overall, about 45% of the claimants issued with CRCs would receive money orders in their favour at ECT.”
“From January to August 2022, the median duration to process and conclude salary claims and wrongful dismissal claims at the Employment Claims Tribunals was five weeks and seven weeks, respectively.”
“The average monthly rental price of dormitory beds has increased from $272 pre-COVID-19 to $316 for new contracts signed in September 2022. This is caused by a number of factors. First, dormitory operators face higher operating costs, which have risen in line with broader inflationary pressures. Second, there has also been strong demand for bed spaces at migrant worker dormitories. As the economy recovers from COVID-19, employers have been hiring more migrant workers to catch up on projects that were delayed by the pandemic. The number of Work Permit holders in the Construction, Marine and Process (CMP) sectors has increased by 23% since January 2022 and is almost 10% higher than pre-COVID-19 levels. Employers can consider options, such as applying to build more construction temporary quarters and factory converted dormitories. However, as the numbers of workers in Singapore are already significantly higher than pre-COVID-19, they cannot keep rising. Employers should secure housing for their workers before their arrival in Singapore and take into account their ability to house new workers before they take on more projects.”
“There were about 227,000 resident postgraduates in our workforce in 2021. The median gross monthly incomes of resident postgraduates vary across specialties and industries. Among the top five most common fields of study that resident postgraduates specialise in, the median gross monthly incomes for full-time employed resident postgraduates range from around $8,500 for those with humanities and social sciences postgraduate degrees to around $11,300 for those with business and administration postgraduate degrees. Among the top five most common industries that resident postgraduates work in, the median gross monthly incomes for full-time employed resident postgraduates range from around $9,400 for those in the health and social services sector to around $15,300 for those in the financial and insurance services sector.”
“In each year from 2019 to 2021, we granted about 600, 700 and 900 Work Permits, on average, per month to Malaysian confinement nannies, respectively. The average duration of employment was about 40 days.”
“As of 1 October 2022, there has been one case of alleged labour trafficking in 2022, which turned out not to be trafficking-related upon investigation. MOM adopts a proactive approach to detect and investigate cases that could potentially involve labour trafficking. In addition, we will prosecute trafficking cases under the Prevention of Human Trafficking Act (PHTA). We also engage migrant workers to check on their well-being during our routine inspections and educate new migrant workers at their Settling in Programme on how to seek help. MOM encourages members of the public to continue to report any suspected cases of labour trafficking to us.”
“MOM has not issued any Dependant Passes to same-sex spouses or partners of work pass holders.”
“The purpose of building and owning two new migrant worker (MW) Purpose-Built Dormitories (PBDs) is to provide MOM with the opportunity to drive innovation and transform practices in migrant worker housing in areas of public health resilience and liveability. Operating the two dormitories will not crowd out private operators as these are just two PBDs out of more than 50 PBDs and around 4% of the number of PBD beds operated by the private sector. The Government will continue to launch private tenders for the development of new migrant worker dormitories based on the overall housing needs of our migrant workforce. Further details are in the remarks delivered at the launch event on 1 October 2022, which is available on MOM’s website.”
“The Code of Practice (COP) sets out guidance on measures that company directors should take to uphold their workplace safety and health (WSH) duties under the WSH Act. These duties include the safe transport of workers. COP allows the company to determine how best this can be done and to put in place management systems to review its policies and processes.”
“We expect Overseas Networks and Expertise (ONE) Pass holders to bring in the networks, skills and expertise to help companies grow and thereby create more good jobs for Singaporeans, including in leadership positions. To this end, the indicators the Member has raised are relevant. We will monitor these indicators closely. However, we should be mindful of the limitations of assessing the contributions of ONE Pass holders at the micro level of an individual company’s performance. A company’s profitability and hiring outcomes are affected by a wide range of factors, including individual company decisions, business cycles, sectoral trends and various regulations. To conduct a rigorous study controlling all these factors to isolate the impact of ONE Pass holders on a firm’s performance would be impractical. Furthermore, Singapore benefits from ONE Pass holders beyond their contributions to individual companies. By anchoring them here, we seek to build a rich network of markets, people and ideas. It is, therefore, important not to just focus on these micro factors nor to let them constrain us in securing exciting opportunities for Singapore and Singaporeans at the macro level with the ONE Pass. If we grow our economy successfully, more Singaporeans will benefit from these opportunities, including at the leadership levels. Together, MOM, MTI and the economic agencies will monitor how Singapore performs at the macro level. This includes the competitiveness of our Singapore economy and the good employment outcomes for our locals.”
“In 2021, there were approximately 20,000 full-time resident cleaners, 17,000 full-time resident security officers and 1,900 full-time resident landscape maintenance employees in the cleaning, security and landscape sectors respectively. Table 1 breaks down the number of full-time resident cleaners, security officers and landscape maintenance employees in the cleaning, security and landscape sectors by age group.”
“MOM investigates offences under the Employment of Foreign Manpower Act (EFMA) such as employment kickbacks and takes appropriate enforcement action against errant parties. Enhancements to the EFMA in 2012 (for instance the establishment of employment kickbacks as a standalone contravention) allow MOM to more effectively enforce against such offences. There are existing processes for MOM to work with other agencies or to obtain necessary information if required during investigation into employment kickbacks offences. Should offences under the purview of other agencies be uncovered during MOM’s investigations, MOM will alert the relevant law enforcement agency, including CPIB, so that it can be looked into.”
“The Ministry of Manpower (MOM) and economic agencies received feedback from a number of trade associations and chambers including the Singapore International Chamber of Commerce, and the American, British, European and French Chambers of Commerce. The feedback stated that having the Letter of Consent provided assurance to foreign professionals that their spouses would be able to work in Singapore and this was critical to their relocation decision. The feedback was given following the announcement in March 2021 during MOM’s Committee of Supply debate on the regularisation of work arrangements of Dependant’s Pass holders.”
“The annual average unemployment rate for residents whose highest qualification attained is a postgraduate degree was 2.6% in 2021. This is lower than the average unemployment rates for degree holders and all residents, which were 3.2% and 3.5% respectively in 2021. This question was previously addressed in the combined Parliamentary Question reply on 3 October 2022.”
“We are aware that some members invest their Special Account (SA) savings shortly before age 55 and liquidate it after age 55, to retain more Central Provident Fund (CPF) savings in their Special Account (SA). In 2021, about 2% of CPF members turning 55 invested their SA monies under the CPF Investment Scheme-Special Account (CPFIS-SA) within six months before they turned age 55 and liquidated their investments within six months after they turned age 55. Some of them may have done so to prevent their SA monies from flowing into the Retirement Account at age 55. We would like to reiterate to CPF members that the investment of SA monies comes with costs and investment risks – there are transaction fees involved and members may lose a portion of the amount invested. Financial advisers and insurance brokers who promote this practice without highlighting the costs and investment risks may be guilty of mis-selling and should be reported to the Monetary Authority of Singapore (MAS). We will continue to monitor this trend closely and take action if necessary.”
“Between 2017 and 2021, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) received an average of about 180 complaints each year involving discrimination based on nationality, including complaints against job advertisements. Complaints by Singaporeans on being replaced by foreign workers would form a smaller subset of these complaints but TAFEP does not track case count on such a basis. Overall, complaints over nationality discrimination make up fewer than 5% of employment-related complaints, including complaints over salary arrears, filed by local employees. The Ministry of Manpower (MOM) takes every discrimination complaint seriously and will take appropriate enforcement actions against errant employers.”
“The Silver Support Scheme (SSS) provides quarterly cash supplements to seniors who had lower incomes during their working years and now have little or no family support in their retirement. Silver Support is designed such that seniors automatically qualify if they pass the annual eligibility assessment. This ensures that eligible seniors receive Silver Support without the need to apply, even if they were initially unaware of the scheme. It also allows us to provide support to eligible seniors more quickly. There is a small group of seniors who became eligible for Silver Support due to changes in their circumstances, but the changes came after the annual assessment was conducted. Seniors who inform the Central Provident Fund (CPF) Board of their updated circumstances will have their eligibility reassessed. Silver Generation Ambassadors also help to facilitate appeals from potentially eligible seniors whom they meet during house visits. In any case, their updated circumstances will be captured at the next annual assessment. Between 2019 and 2021, there was an average of 4,000 successful appeals for such cases each year, less than 2% of all Silver Support recipients. Changes in circumstances include moving to new residences, seniors' children moving out or household members experiencing a change in employment.”
“We are still reviewing the occupations that will be eligible for the five-year Employment Pass (EP). There will be a salary requirement, as well as specific occupation-based checks, to ensure that candidates are suitably experienced and qualified for their respective roles. All candidates must earn a monthly salary of at least $10,5001 to proxy for professionals with mid-level experience. Similar to EP applications that rely on the Shortage Occupation List bonus to pass the Complementarity Assessment Framework (COMPASS), the Ministry of Manpower (MOM) will also conduct verification checks to ensure that the applicants have the specialised skills required to perform the stated role, which includes requesting for relevant qualifications.”
“Companies under the Household Services Scheme (HSS) deploy their workers to provide domestic services, such as home cleaning and laundry, to different households on a part-time basis. Since HSS became a permanent scheme in September 2021, interest from companies and households has grown sharply. The number of companies on the HSS increased by more than 75%, from 76 last year to 134 currently. Based on a market sensing poll, we estimate that HSS companies today serve more than 20,000 households, of which about 27% had formerly engaged migrant domestic workers (MDWs). While households with heavier domestic and caregiving needs may still need MDWs, households with lighter needs may enjoy cost savings by engaging HSS services on a part-time basis instead. As announced at the Committee of Supply (COS) 2022, the Ministry of Manpower (MOM) will be broadening the scope of HSS to include basic child-minding and elder-minding services. This will encourage more households to consider engaging HSS services, instead of hiring MDWs. We will share more details in the coming months.”
“The Member would be aware that the criteria for the Overseas Networks and Expertise (ONE) Pass is set at a high bar. Compared to the Personalised Employment Pass (PEP), which the Member has cited, the ONE Pass criteria are harder to meet. Furthermore, there are some additional checks that the Ministry of Manpower (MOM) will need to carry out for the ONE Pass, in line with the criteria. For example, for overseas candidates, we will assess their company's market capitalisation and revenue based on verifiable sources. I had mentioned this in my Ministerial Statement in September. The Immigration and Checkpoints Authority (ICA) assesses applications for permanent residency (PR) and citizenship independently from work passes. The ONE Pass does not give its holders a fast-track to PR or citizenship.”
“The Advisory Committee on Platform Workers has been engaging extensively over the past months with platform workers and companies on strengthening protection, including mandatory Central Provident Fund (CPF) contributions for platform workers. While more than half of platform workers who responded to our public consultation on CPF contributions felt that mandatory contributions are important for their retirement and housing needs, we note that some of them are concerned about the impact on take-home earnings. Although platform companies recognise the importance for platform workers to build up their CPF for retirement and housing needs, the companies have raised concerns that such a move will result in increase in business cost. Given the complexity of this issue, it is important for the Committee to discuss any proposal thoroughly with both workers and companies. The Committee remains on course to complete its work by the end of this year.”
“The Workfare Income Supplement (WIS) scheme encourages lower-income Singaporeans to work and build up their Central Provident Fund (CPF) savings, by supplementing their income through cash payments and CPF contributions if they have a job and are working. Workers do not need to apply for the scheme. For employees, eligibility is assessed automatically based on the quantum of CPF contributions made by the employers for their employees. For self-employed persons, eligibility is assessed based on their net trade income declared to Inland Revenue Authority of Singapore (IRAS). The Ministry of Manpower (MOM) makes use of data analytics to identify and detect unusual patterns in hiring practices. Suspicious companies are flagged out for on-site inspection to ascertain whether the suspected phantom workers are employed by the company. Similarly, IRAS performs audits on the income declared by self-employed persons to detect irregularities in the income information reported. Where there is suggestion of fraudulent intent, MOM and CPF Board will surface these cases to the Singapore Police Force for further investigation. Over the last three years, the Singapore Police Force had found two cases related to WIS to be fraudulent and CPF Board has since recovered all the disbursed Workfare monies. MOM and CPF Board will continue to review our processes and step up our fraud detection capabilities to better identify risks and deter fraudulent cases related to Workfare.”
“The legislation will broaden the range of measures and penalties available to address workplace discrimination, including age discrimination.”
“Senior workers are, and will, continue to be an important part of our workforce, especially as our workforce ages. Employers recognise this. The employment rate of residents aged 55 to 64 has increased from 67.1% in 2017 to 69% in 2021. For those aged 65 to 69, it has increased from 41.7% to 49%. This is comparable to the average of the top three Organisation for Economic Co-operation and Development (OECD) countries. Our re-employment rate also remained high, with most employees continuing to work in the same job without any cuts to basic wage and benefits. The incidence of age discrimination has also fallen. Based on the Ministry of Manpower (MOM)'s Fair Employment Practices survey, the proportion of resident job applicants who experienced age discrimination during job search fell from 30.4% in 2018 to 18.9% in 2021. The proportion of resident employees who experienced discrimination during employment due to age is also relatively low, at 4.6% in 2021. Nonetheless, we are mindful that we must continue to work with our tripartite partners to tackle the issue of age-related discrimination. The Tripartite Alliance for Fair and Progressive Practices (TAFEP) undertakes various efforts to educate employers and promote fair employment practices, so as to cultivate the right workplace norms and values. In addition, the Tripartite Guidelines on Fair Employment Practices (TGFEP), requires employers to treat all employees and jobseekers, fairly and objectively. We take enforcement action against employers with discriminatory practices. Looking ahead, we will be enacting workplace fairness legislation. This will send a signal that there is no place for discrimination at the workplace.”
“Employers are required to abide by the principles of fair employment practices set out in the Tripartite Guidelines on Fair Employment Practices (TGFEP). These include recruiting employees on the basis of merit – such as skills, experience or ability to perform the job – and rewarding employees fairly based on their ability, performance, contribution and experience. Recruitment, in-employment promotion and rewards, and dismissals based on factors that are not relevant to the job requirements are breaches of the TGFEP. The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) looks into all reports of workplace discrimination. Employers found to have hired a foreigner without considering similarly qualified local candidates, or shortlisted candidates for reasons that are not related to job requirements such as age or race, are clearly in breach of TGFEP. In such cases, TAFEP would refer these employers to the Ministry of Manpower (MOM) for further investigation and enforcement action to be taken, including suspension of work pass privileges. When workplace fairness legislation is enacted, the offences on discrimination will be made clear, for which a wider range of enforcement actions can be taken against offending employers. Work and discussion on this are ongoing.”
“As part of the measures for the Heightened Safety Period, the Ministry of Manpower (MOM) required all companies in the construction, manufacturing, marine, process and transport and storage industries as well as companies in other industries that use heavy or industrial vehicles to conduct a mandatory Safety Time Out (STO). Companies are required to temporarily suspend their operations to review their safety procedures and complete the STO activities in the STO checklist. Industry associations are supportive of the STO and have helped to reinforce the importance of the STO to their members. MOM had earlier extended the deadline for the mandatory STO to 30 September 2022 to provide the industries with more time to carry out a thorough review of their safety procedures. We have started compliance checks since 1 October 2022 and are tracking the number of companies that have failed to comply with the mandatory STO. While MOM had adopted a targeted approach for the mandatory STO, taking into consideration recent workplace safety trends, the STO checklist is relevant to all industries. In addition to the STO, MOM has launched the Code of Practice on Chief Executives' and Board of Directors' Workplace Safety and Health (WSH) duties, which applies to companies in all industries. MOM has also expanded the StartSAFE programme to strengthen support for all small and medium enterprises who need help to improve their WSH practices and processes. We strongly encourage all company directors to set a safety-first culture in their workplaces, which will shape WSH practices on the ground.”
“The Ministry of Manpower (MOM) informs employers of the work pass conditions in writing, before the work permit holders enter Singapore. This includes the employers' responsibility for the cost of repatriation, regardless of the circumstances of contract termination. This information is also publicly available on MOM's website and covered as part of the Employers' Orientation Programme, which all first-time employers of migrant domestic workers (MDWs) are required to attend. MOM has put in place measures to help employers achieve a better match with their MDWs and alleviate the financial burden on MDW employers in the event of premature contract termination. For example, MOM has implemented the service fee refund policy on 1 June 2022, where employment agencies (EAs) are required to provide employers an option for a refund of at least 50% of the service fees paid by the employers if the MDW's employment is terminated within the first six months. Employers can also transfer the MDW to a new employer through an EA if the MDW wishes to continue working in Singapore. EAs who agree to facilitate the transfer will take over the responsibility to upkeep and maintain the MDW until she is deployed to a new employer and will bear the costs of repatriating the MDW if the transfer is unsuccessful. Employers can refer to a list of 478 participating EAs on MOM's website.”
“There are no English language qualification requirements for Employment Pass applicants. It is more appropriate for the employer rather than the Government to specify the level of English proficiency required, based on their business needs and other job-specific hiring requirements. Therefore, the Ministry of Manpower (MOM) does not make this a requirement.”