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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“Today, the Ministry of Manpower (MOM) conducts regular surveys on fair employment practices to monitor the prevalence of workplace discrimination. MOM's annual Employment Standards Report (ESR) also publishes the incidence of wrongful dismissal claims which includes discrimination-based dismissals, and how they have been resolved. We intend to continue with such monitoring of workplace discrimination and are studying ways to augment the efforts, such as by additionally tracking pre- and in-employment discrimination claims in the ESR when the Workplace Fairness Act (WFA) is in effect. The Ministry recognises that raising awareness and educating employers on their responsibilities under the WFA is essential for compliance. To achieve this, we are stepping up our employer education efforts. The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) has started monthly WFA briefings for employers since September 2025. TAFEP is also partnering with the Singapore National Employers Federation, the Institute for Human Resource Professionals, the Singapore Human Resources Institute and Trade Associations and Chambers to conduct outreach and educate employers on the new legislation. TAFEP is also developing comprehensive materials including step-by-step guides, templates and HR e-learning modules that companies can integrate into their corporate training programmes. This would include resources that would support small- and medium-sized enterprises and companies without dedicated HR personnel.”
“The Silver Support Scheme is targeted at seniors who had lower incomes during their working years and now have little or no family support and resources in their retirement. The total CPF contributions (TCC) criterion refers to the total sum in the Ordinary and Special Accounts at age 55, including amounts withdrawn for housing, education and investment, and is indicative of the incomes that seniors earned during their working years. We periodically review the Silver Support Scheme. The TCC threshold was doubled from $70,000 to $140,000 in 2021. We also raised the qualifying monthly per capita household income threshold from $1,800 to $2,300 in 2025, enabling more seniors to qualify. At the same time, quarterly payments were raised by 20% to keep pace with inflation. Seniors facing unique situations can write in to the CPF Board to review their eligibility for Silver Support. We will review their circumstances holistically on a case-by-case basis. Seniors in need can also consider seeking financial assistance from their nearest Social Service Office.”
“Workforce Singapore also works closely with sector agencies through initiatives, such as course previews and facilitating learning visits, to provide first-hand insights into these job roles, and engaging Volunteer Career Advisors to guide applicants in navigating their career transitions.”
“The Government supports career transitions into the care economy through Workforce Singapore's Career Conversion Programmes (CCPs) and SkillsFuture Singapore's SkillsFuture Career Transition Programmes (SCTPs). From 2022 to 2024, around 1,600 individuals have transitioned into the care economy through CCPs in roles such as preschool educators, infant and early years educators, social workers, allied health professionals, speech therapist and nurses. Of the CCP participants who completed training, over 80% have remained employed within the same sector 24 months after being hired. From 2022 to 2024, there were close to 40 SCTPs offered to support transitions into the care economy, including SCTPs for early childhood teachers and healthcare assistants. More than 1,700 individuals have completed these SCTPs, with over three in four trainees placed into the sectors that they have been trained for. There remain challenges in making such careers attractive to mid-careerists and helping them adapt to their new role. To raise the attractiveness of such careers, sector agencies have established clear and structured career development pathways, as set out in the Skills Frameworks for Social Service, Healthcare and Early Childhood sectors. Sector agencies regularly review salary structures, enhance staff welfare and work on initiatives to improve productivity. To support the transition into the care economy, there are opportunities for exposure to the care sector through outreach and mentorship programmes.”
“GRaduate Industry Traineeships (GRIT) is a temporary programme to support fresh graduates' entry into the workforce. Hence, there are currently no plans to explore formal accreditation or integration with academic training for GRIT.”
“The Ministry of Manpower does not plan to prohibit employers from requesting last-drawn salary information during recruitment. Such information may be relevant for employers to gauge a candidate's seniority or to make an appropriate offer. However, employers who rely heavily on prior pay may risk overlooking strong candidates by anchoring offers to pay levels that do not reflect current skills. Jobseekers are not obliged to disclose their past salaries and may negotiate compensation based on their skills, experience and the demands of the role.”
“From January to September 2025, platform workers made 1,029 work injury claims under the Work Injury Compensation Act. Of these claims, 752 received compensation, 19 were rejected and 173 are being processed. The remaining 85 claims were withdrawn by the claimants.”
“The proportion of employers offering scheduled tele-working1 fell from 56.5% in 2021 to 38.4% in 2024, suggesting some scaling back as more employees returned on-site to work post-pandemic, though this remains significantly higher than 6.9% in 2019 before the pandemic. Apart from tele-working, employees may require different types of flexible work arrangements (FWAs) based on their needs, such as flexi-hours or flexi-load arrangements. In 2024, 72.7% of employers offered at least one type of FWA2, which increased from 52.7% in 2019. More employers are also providing a greater variety of FWAs to their employees, with 54.4% of employers offering at least two FWAs in 2024 compared to 20.2% in 2019. In addition, the Tripartite Standard (TS) on Work-Life Harmony was launched in April 2021 and more than 2,100 employers have since adopted TS.”
“From the Ministry of Manpower's survey in 2024, out of private companies with at least 25 employees each, 29.3%, or around 5,000 companies, offered paid parent-care leave to their employees. We will continue to study how to best support caregivers, including the feasibility of enhancing leave provisions. In doing so, we will need to consider which measures are most effective in meeting diverse caregiving needs and can allow caregivers to balance their caregiving and work responsibilities on a sustained basis, while striking a balance with employers' operational needs.”
“Employees under a contract of service, including those on fixed-term contracts, have set working conditions as agreed with their employers in their employment contract. They are also protected under employment legislation, such as the Employment Act, Central Provident Fund Act and Work Injury Compensation Act. The Ministry of Manpower (MOM) regularly reviews these protections, such as the ongoing tripartite review of the Employment Act. Conversely, freelancers under a contract for service have greater autonomy in determining their working conditions but are not accorded the same legislative protections. In reviewing our employment protections, MOM works with tripartite partners to study the needs of different groups of workers including those on fixed-term contracts. MOM will continue to monitor the needs of our workforce to ensure that workers receive the support that they need.”
“Employers must accept and grant statutory sick leave for all valid medical certificates, whether issued for physical or mental health conditions. In line with the Ethical Codes and Guidelines, doctor-issued medical certificates should respect patient confidentiality and should not indicate the nature of the patient's medical condition, unless the patient has consented to it. The Workplace Fairness Act, when it comes into effect, will prohibit employers from making adverse employment decisions based on mental health conditions, among other protected characteristics.”
“Over the last three years, besides the Agoda case, MOM has not received any complaints regarding clauses discouraging workers from approaching the authorities or unions. Should workers encounter unfair or illegal clauses in their severance agreements, they may approach MOM or TAFEP. MOM takes a serious view of such clauses and will not hesitate to take action against errant employers where necessary.”
“To recap, it was reported in September 2025 that Agoda had carried out a retrenchment exercise in early August 2025. The media reported that Agoda included clauses in the severance agreement which discouraged affected workers from making reports to unions and the authorities. With regard to Agoda's severance agreement clauses, tripartite partners were made aware of them through the media. The Ministry of Manpower (MOM) does not proactively monitor severance agreements as such contracts between firms and workers are private and confidential. However, if we receive complaints on the severance agreements, we will investigate the matter. MOM, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) and the National Trades Union Congress swiftly engaged Agoda following the media reports. Agoda has since publicly apologised and reached out to affected employees to clarify the intent of the clauses. MOM understands and empathises with our workers' concerns over such inappropriate clauses. However, the Government is mindful not to over-regulate and be intrusive into private contractual agreements that are often entered into voluntarily between employers and workers. Instead, MOM works with tripartite partners to encourage employers to conduct their retrenchment exercises fairly and responsibly. This includes providing sufficient time for affected workers to consider the severance agreement offered, so that they can seek their own independent legal advice if necessary. There are also clear and accessible channels for employees to seek redress where required. Provisions that discourage or inhibit employees from approaching the authorities should not be included under any circumstances.”
“The main purpose of the GRaduate Industry Traineeship (GRIT) programme is to help fresh graduates gain high-quality work experience to support their employability. Hence, we prioritise companies' ability to deliver good training for graduates when selecting host organisations for GRIT. Workforce Singapore has worked with sector agencies to curate host organisations for the programme, based on their track record of hiring and training locals. These could include small and medium enterprises if they can meet the programme requirements.”
“To date, 19 Jobs Transformation Maps (JTMs) have been launched, covering about 1.7 million employed residents. To support mid-career employees in adapting to industry shifts, Workforce Singapore (WSG) uses the insights from JTMs to shape sectoral workforce interventions, such as the Job Redesign and Reskilling (JRR) Career Conversion Programmes (CCPs). JRR CCPs reskill workers in growth job roles identified in JTMs. For example, the JTM findings have guided the development of CCP for Sustainability Professionals and the training for these roles. In 2024, JRR CCPs enabled more than 400 companies to reskill workers into growth job roles, benefitting around 2,300 individuals. For sectors undergoing restructuring, JTMs help WSG and sector agencies anticipate future workforce needs and develop appropriate workforce interventions. For example, the Monetary Authority of Singapore, Institute of Banking and Finance and WSG are working with several financial institutions to translate the insights from a JTM on Generative AI in the Financial Services Sector to upskilling and reskilling interventions for impacted jobs. WSG and the Singapore Tourism Board have also rolled out an industry playbook and workshops based on insights from the Hotel Industry's JTM to share lessons across the sector. WSG continuously refines JTM methodologies based on sector agency feedback and industry insights so that JTM recommendations can be translated into actionable plans for industry.”
“Firms without any local employees or Central Provident Fund (CPF)-registered staff have been issued 1,280 Temporary Permit Exhibition Scheme (TPES) permits over the past two years. This constitutes 10% of the total number of TPES permits issued within the same period.”
“The National Union Congress has proposed for the Government to consider advance notification of retrenchment in specific scenarios. This means submitting the mandatory retrenchment notification before affected employees are informed of their retrenchment instead of within five days of informing the employee. The Ministry of Manpower is currently reviewing the proposal with tripartite partners and will release more details when appropriate.”
“As of June 2025, more than 90% of the employers have submitted the information to the Ministry's Occupational Employment Dataset that is needed to assess compliance with Progressive Wage Model and Local Qualifying Salary requirements.”
“About eight in 10 eligible employees received salaries which met the Progressive Wage Model (PWM) and Occupational Progressive Wages' requirements. Among workers not covered by PWM, nine in 10 are paid at least the Local Qualifying Salary.”
“Upon receipt of a member's application for withdrawal under the Reduced Life Expectancy scheme and the completed Medical Assessment Report from a medical institution, the Central Provident Fund (CPF) Board will review the medical report and generally inform the member of the outcome or provide a status update1 within 14 working days. For more complex cases, for example, where there is a need to clarify the member's medical condition with the relevant medical institution, the processing time may be longer. Upon approval of the application, the CPF savings will be disbursed to the member's bank account within three working days. The CPF Board is committed to process these applications expediently to ensure members receive timely financial support and is constantly reviewing our processes to better support members. For example, applications from members certified to have terminal illness or with advanced-stage medical conditions are currently expedited.”
“The Ministry of Manpower (MOM) closely monitors the issue of illegal freelancing in the creative sector. We will follow up on tip-offs and investigate complaints of such illegal services. If the complaints involve suspected foreign freelancers advertising their services on social media, we will request that these advertisements be removed. MOM also works with other stakeholders in the ecosystem to prevent illegal freelance creative work. For example, we work with the Visual, Audio, Creative Content Professionals Association (Singapore) to educate companies and individuals on work pass requirements and the advantages of engaging local professionals. We also work closely with the Immigration and Checkpoints Authority to share information on foreigners suspected of illegal freelancing work and to deny them entry into Singapore.”
“The Government commissions several studies that collect data on caregivers, including the Quality of Life Study and the National Population Health Survey. These studies cover caregivers in general, and do not specifically look at working sandwiched caregivers who care for both elderly parents and young children. Given the diversity of caregiving needs, it is impractical to introduce various leave types to cater to every need. However, the Government has been progressively enhancing parental leave provisions over the years to support parents in caring for young children. Some employers have also voluntarily provided additional caregiving leave. We have also implemented the Tripartite Guidelines on Flexible Work Arrangement Requests to help employers and employees to navigate discussions about flexible work arrangements and arrive at mutually beneficial arrangements. This can help working caregivers to manage work and caregiving responsibilities.”
“The Ministry of Manpower (MOM) derives some insights into the state of workplace mental health and well-being through anonymised and aggregated data from iWorkHealth, an online assessment tool for employers. As adoption of iWorkHealth is voluntary, MOM and the Workplace Safety and Health Council are working with tripartite partners to encourage more employers to participate. In addition to voluntary data from iWorkHealth, MOM is working with the Ministry of Health to explore ways to improve the collection and analysis of data on workers' mental health and well-being at the sectoral and occupational levels.”
“The Ministry of Manpower tracks employers' adoption of the National Wages Council Guidelines via the Survey on Annual Wage Changes. The adoption rate of the Guidelines for lower-wage workers is published in the Ministry's annual report on "Wage Practices for Lower-wage Employees and Forward Expectations of Establishments". The adoption rate of the 2024/2025 Guidelines for lower-wage workers will be published in the upcoming edition of the report.”
“The incident involved a worker being hit by a crane boom that broke during the dismantling of a mobile crane. As investigations are ongoing, the Ministry of Manpower (MOM) is currently unable to provide further details on the root cause of the incident. Under the existing Workplace Safety and Health (Operation of Cranes) Regulations, the dismantling of a mobile crane must be carried out by an approved crane contractor in accordance with the manufacturer's instructions or under the immediate supervision of an authorised examiner. Employers may also refer to the Approved Codes of Practice on the Safe Use of Mobile Cranes and Safe Lifting Operations in the Workplaces for practical guidance on recommended safety measures to implement. MOM will review the existing safety requirements, based on the findings from the investigations.”
“In the first six months of 2025, the Ministry of Manpower (MOM) received fewer than 20 substantiated complaints regarding employers failing to pay workers the minimum salaries stipulated by the Progressive Wage Model (PWM), comparable to the complaints in the same period in 2024. MOM will continue its efforts to raise awareness of the PWM among employees and encourage them to use the Progressive Wage Portal to verify their wages against PWM requirements. Employees who detect discrepancies can seek clarification from their employers or approach MOM for assistance.”
“We are committed to safeguarding the interests of Career Conversion Programme (CCP) trainees. Companies that are successfully onboarded to CCPs typically have progressive workplace practices and demonstrate a genuine commitment to supporting individuals in their career transitions. Companies that are found to be engaging in egregious practices will be suspended from participating in CCPs. While companies may have legitimate reasons to terminate a contract and seek liquidated damages (LD) in certain cases such as those involving misconduct, they should not seek refunds from trainees for costs in excess of what the companies have incurred. Government subsidies should be explicitly excluded from the calculation of LD to ensure that the total amount recovered by the employer will not exceed their actual expenditure, net of Government subsidies. Trainees who believe that they have been subject to unreasonable employment clauses may seek assistance from their unions, the Tripartite Alliance for Fair and Progressive Employment Practices, or the Ministry of Manpower.”
“The Workplace Safety and Health (WSH) Advocate Programme brings together major service buyers to champion WSH excellence among their extensive supply chains. This involves taking into consideration the safety records of firms during contract awards and helping to uplift their contractors' safety capability. As at September 2025, there were 37 WSH Advocates, whose initiatives have benefited close to 2,900 small and medium enterprises (SMEs) in their collective supply chains. The Government adopts a multi-pronged approach to help SMEs achieve WSH accreditation, such as bizSAFE, which involves fulfilling requirements, such as completing risk management training courses, establishing systematic risk management processes and undergoing independent verification by an auditor. First, StartSAFE is a fully subsidised programme by the WSH Council to help SMEs identify and address WSH risks, with a view to obtaining bizSAFE accreditation. Second, there are government grants to support SMEs in capability building. These include the Productivity Solutions Grant for adopting WSH technology solutions, and the Enhanced Training Support for SMEs that provides higher subsidies for WSH training. Third, the WSH Council partners with SME Centres to guide SMEs in enhancing their WSH capabilities. The Ministry of Manpower and our partners will continue to encourage SMEs to take advantage of these support measures and monitor their effectiveness.”
“Professionalising skilled trades refers to transforming these occupations to adopt the recognised attributes of a profession, including structured career pathways, formal training and certifications. This would improve recognition for these trades and support individuals pursuing these careers. The Ministry of Manpower is working closely with relevant stakeholders, such as skilled trades associations, to develop new initiatives that address the needs of each skilled trade. These include developing structured career and learning pathways and apprenticeship programmes to help tradespeople deepen their skills and progress along clear progression pathways and encouraging a fair reward to tradespeople who have deepened their skills to provide high quality services. More information on these new initiatives will be announced later. We will also work with these stakeholders on the outcomes and targets for these initiatives. We are not setting wage growth targets for the professionalisation of trades for now. We will monitor wages closely to ensure they rise in line with the quality of services delivered, and will calibrate our initiatives, if necessary, in view of potential impact to business and consumer costs. At present, there are regulations in place that require the engagement of licensed tradespersons for specific tasks, such as for electrical works and complex plumbing works. The relevant sector agencies will enforce these regulations accordingly.”
“Between 2022 and 2024, 99% of inpatient and day surgery bills incurred in public healthcare institutions by Migrant Domestic Workers (MDWs) fall within $60,000, which is the minimum annual insurance claim limit required after the Ministry of Manpower (MOM) increased it by four times, up from $15,000, just two years ago in 2023. Given that only about 20 bills each year exceed $60,000, there are currently no plans to raise the minimum annual claim limit further. Nevertheless, MOM continues to make improvements to the MDW insurance system, so as to better protect employers' interests. From 1 July 2025, the list of exclusion clauses has been standardised to give employers clarity on their coverage. Employers who wish to have even better coverage may purchase more comprehensive insurance plans for better peace of mind.”
“The Ministry of Manpower does not collect data on the number of positions within companies that have been outsourced or relocated overseas, nor on the number of positions within companies that are converted to contract arrangements. Over the last three years, resident employment has grown in (a) IT and Other Information Services, (b) Financial Services and (c) Legal, Accounting and Management Services. The Government is committed to supporting Singaporeans amid business restructurings. Initiatives like the SkillsFuture Level-Up Programme, Career Conversion Programmes and the Mid-Career Pathways Programme help Singaporeans stay industry-relevant and pursue new job roles and opportunities, including in finance, accountancy and IT. We also support overseas career development through programmes like the Overseas Markets Immersion Programme for employers. Local professionals and employers should tap on these programmes to invest in upskilling. As economic change accelerates, we will continue to review our measures to ensure locals are able to upskill and reskill for better prospects. We are studying such measures under the Economic Strategy Review set up earlier this year.”
“The Government regularly reviews various international approaches to workforce development, including statutory training leave entitlements, to draw lessons from their experiences. In Singapore, instead of mandating training leave, we have built a flexible and comprehensive system to support lifelong learning to cater to the diverse needs of our workforce while addressing business needs. Employers and workers receive support through SkillsFuture Singapore and Workforce Singapore's initiatives, including Absentee Payroll funding and Training Allowance. We also encourage flexible work arrangements to help workers balance longer-form training with work. We will continue monitoring international best practices and reviewing our approach to ensure Singapore's workforce remains competitive and ensure that training is accessible.”
“To recap, it was reported in September 2025 that Agoda had carried out a retrenchment exercise in early August 2025. Agoda complied with the requirement for all employers with 10 or more employees to submit a Mandatory Retrenchment Notification (MRN) to the Ministry of Manpower within five working days after informing affected employees of their retrenchment. Employers are not required to submit an MRN before retrenching workers. This strikes a balance between allowing employers sufficient time to finalise their decisions and collate the required information for submission, while still allowing for the prompt provision of career facilitation services and programmes to assist the affected workers. Nonetheless, the National Trades Union Congress has proposed for the Government to consider advance notification of retrenchment.”
“The real work starts now, with all of you supporting, as we turn our attention now to the task of implementation. As I shared earlier, efforts are already underway. These will continue once the Bill is passed so that when the WFA comes into force at the end of 2027, employers will fully understand their duties and workers will clearly know their rights. I invite everyone to continue working with us towards this goal. I would like to end with a Chinese proverb from Laozi and a Malay pantun. "合抱之木，生于毫末；九层之台，起于累土；千里之行，始于足下." It means, a tree that can be embraced grows from a tiny sprout. The nine-storey tower rises from a mound of earth. A journey of a thousand miles begins with a single step. "Bunga cempaka harum mewangi, Disiram embun di waktu pagi. Adil saksama asas harmoni, Tempat kerja makmur dan berseri." Just as the cempaka flower flourishes with the morning dew, a workplace thrives when fairness and equality are upheld. Justice ensures trust and respect, nurturing harmony and productivity amongst all employees. Mr Speaker, I beg to move. [Applause.] 8.10 pm”
“I have said it before, a couple of times, we want to take a sure-footed and prudent approach to implement the WFA. Hence, the WFA focuses on protecting workers in employer-employee relationships. Nonetheless, as I had shared in the debate on the Workplace Fairness Bill in January, the TGFEP will be updated to clarify that platform operators and corporate service buyers should not discriminate based on non-job-related characteristics. Mr Speaker, Sir, to conclude, today is a pivotal moment as we pass the second and final Bill of the WFA. It has been a long journey since the legislation was first announced, I believe, it was during the National Day Rally in 2021. I want to take this opportunity to express our deep appreciation and our gratitude to our tripartite partners, NTUC and SNEF, for journeying hand in hand with us to safeguard fair and harmonious workplaces in Singapore. I also want to thank the various stakeholders who took the time and the effort to contribute to our engagements, including the employers, our HR professionals, our non-governmental organisations, the legal practitioners and members of the public. I want to thank Members, both from the past, in January, the past term of Government to the current term of Government, for the suggestions raised, and many of which are also ongoing in discussions still with tripartite partners. But I want to also be clear and like I said, sure-footed, and I also want to humbly put this across to everyone in the House that while this legislation is a new landmark in our journey towards a fair workplace, it is not the end of the journey. In fact, it is not even the beginning of the end, but the end of a beginning. I said before that we have only just begun.”
“This includes uplifting the capabilities of our mediators and developing the pool of suitably qualified mediators for higher value claims. On Mr Loh, Mr Saktiandi and Mr Chia's comments again on resourcing the agencies implementing the WFA, I want to assure and reassure Members that we will provide them with the necessary resources to do so. Ensuring their readiness to effectively implement the WFA is our top-most priority. We also hear Ms Pereira's call to monitor the implementation of the WFA. Today, MOM conducts regular surveys and reports on fair employment practices, including on discrimination-based dismissals and how they have been resolved. We will extend this work to the implementation of the WFA, and we are studying ways to see how we can augment these monitoring efforts. Ms Gho Sze Kee and Mr Sharael Taha asked if we plan to include small firms with fewer than 25 employees in the scope of the WFA. As mentioned, when moving the Workplace Fairness Bill in January, small firms may not have the resources or expertise to comprehensively implement the new rules. Hence, we decided to exempt small firms with fewer than 25 employees for a start, and we will work with tripartite partners and TAFEP to ramp up the capabilities of these firms. This exemption will be reviewed five years after the law is implemented. However, to reassure Members, such firms will continue to be subject to the Tripartite Guidelines on Fair Employment Practices (TGFEP), and workers can also approach TAFEP should they encounter workplace discrimination. Mr Cai Yinzhou and Mr Muhaimin Malik also asked for outsourced workers and platform workers to be included in the WFA in the future.”
“There is an existing process for wrongful dismissal and salary claims above $30,000 to be pursued in the civil Courts. We are prepared to consider Mr Tan's proposal, and we would have to discuss this further with our tripartite partners, but I seek Mr Desmond Tan's understanding that this is a discussion for another day. Members of the House, let us focus on this Bill, which is to strengthen protections for jobseekers and employees against workplace discrimination. We are working towards the timeline of end-2027 because we recognise the significant scale of the work that lies ahead. As I have shared earlier, extensive groundwork is needed to prepare both employers and workers for the WFA. In response to Mr Edward Chia, Ms Mariam Jaafar, Mr Dennis Tan and Ms Joan Pereira's questions on educating workers on their claims, MOM, NTUC and TAFEP will do their part to inform workers on the WFA, including what constitutes a legitimate claim and the matters that should be raised in such a claim. The handbook that I spoke about earlier would complement these efforts by educating workers on their rights and obligations under the WFA. Equally important is the work to put the infrastructure in place before the WFA comes into force. As Mr Loh and Ms Gho pointed out, the devil is in the implementation. And I think, in addition, Mr Loh talked about the road to hell is paved with good intentions. We have to make sure that we will not go on that road to hell. We will need to make sure we get it right the first time. So, we are developing the necessary systems and processes and ensuring sufficient well-trained personnel to support the mediation and adjudication of workplace discrimination claims.”
“The Judge may consider factors such as the conduct of the parties during the proceedings and the efforts made by the parties at amicable resolution. Mr Saktiandi, Mr Cai Yinzhou, Ms Gho Sze Kee, Mr Louis Chua and Dr Wan Rizal called for WFA judgments to be published for transparency. I thank them all for the suggestion and would like to assure them that the requirement for hearings to be private does not mean judgments will be kept private. The point they make is an important one, we agree. Making WFA judgments publicly accessible will help employers and workers better understand how the law is applied. We are working with the courts on making ECT judgments publicly accessible and this will include WFA judgments. So, it is a work in progress, we have to work with the Courts. Mr Shawn Loh also highlighted the risk of an individual publicising a claim in social media even while it is being heard by the Courts. Such an act may contravene the sub judice rule, if it risks prejudicing or interfering with the proceedings. Such individuals may be subject to a fine, imprisonment or both. Dr Wan Rizal and Mr Cai Yinzhou spoke about naming errant employers. I would like to assure them that if the state pursues enforcement action against discriminatory employers in Court, the proceedings would be conducted in open Court and accessible to the public. So, the first Bill that we passed was on state-led enforcement. This is a private claim. Mr Desmond Tan asked whether the ECT's jurisdiction should similarly be expanded for other types of employment disputes. Mr Louis Chua also suggested reviewing the limit for these claims. I do not think we should conflate the dispute resolution process for wrongful dismissal and salary disputes, with workplace discrimination disputes.”
“Overall, while fees should be kept affordable so that the dispute resolution process is accessible to genuine claimants, they should also reflect the complexity and the efforts needed to resolve higher value claims and deter frivolous claimants and unnecessary inflation of claims. Mr Saktiandi asked why there were claim limits for discriminatory hiring decisions but not for other types of decisions. To clarify, clause 14 of the Bill actually provides MOM with the discretion to set claim limits for all types of workplace discrimination claims in the ECT, including for in- and end-employment claims. To Mr Dennis Tan's question on whether this Bill introduces new heads of claim for damages, such as injury to feelings, emotions, this is not prescribed in the Bill. But I thank Mr Saktiandi and Mr Dennis Tan for their suggestions on quantifying damages arising from discriminatory decisions. We had considered this, and we are still considering it. We will work on it during the implementation. We agree with Mr Saktiandi's observation that reinstatement is often not a practical remedy given that the employment relationship would likely have broken down. From our experience with wrongful dismissal claims, compensation is generally preferred to reinstatement, precisely for that reason. Nonetheless, we have provided for reinstatement as a possible remedy, since we do not preclude the possibility that there could be situations where a claimant may desire reinstatement, and the relationship can still be mended. To Mr Loh's question on how the courts would award costs against the parties, this is a matter for the Judge hearing the claim to decide based on the facts of the case.”
“Additionally, we note that vulnerable workers may need additional support, such as persons with disabilities, fresh graduates who may not be familiar with the law and employment norms, and low-wage workers with fewer resources, as Ms Elysa Chen, Mr Muhaimin, Ms Denise Phua and Ms He Ting Ru have pointed out. Mr Saktiandi and Ms Phua suggested having a friend or an independent advocate accompany the worker in the dispute resolution process. I would like to mention that the Judiciary already has a Community Courts and Tribunals Friend Scheme where parties can apply for someone to provide administrative or emotional support during proceedings. Beyond this scheme, we will consider how we can help these vulnerable workers to better navigate the dispute resolution framework. We note Mr Louis Chua's comment on the inherent difficulties for workers to prove workplace discrimination. We have to strike a balance between helping workers seek redress and, at the same time, safeguarding employers from frivolous accusations. So, for this reason, a worker alleging workplace discrimination must support his claim with evidence such as documents or oral accounts. Further, under the ECT's judge-led process, the Court will proactively manage the fact-finding process and can direct the employer to disclose relevant documents or information. Mr Loh has asked about the costs of commencing a workplace discrimination claim. We are still working out the relevant fees for the various stages of the dispute resolution process, but I can share our general approach.”
“Allowing unions to represent workers when they have not been recognised by their employer would undermine this fundamental tenet of tripartism and seed an adversarial relationship between unions and employers, to the detriment of industrial peace and workplace harmony in Singapore. Notwithstanding this, as mentioned by Mr Ng, NTUC members in non-unionised companies can turn to NTUC's team of industrial relations experts and Tripartite Mediation Advisors for their support and advice on their claims. Last but not least, workers who are not union members. Mr Cai Yinzhou, Mr Shawn Loh, Mr Muhaimin Malik and Ms Yeo Wan Ling asked about the support for this group of workers. As I had mentioned when moving the Bill, TAFEP should be their first port of call when they face workplace discrimination. Such workers can approach TAFEP for advice and assistance. Ms Mariam Jaafar suggested that TAFEP help workers understand their rights and options. I would like to reassure Members that TAFEP will provide advice on the provisions of the WFA, including an initial assessment of their claims and guidance on the WFA claims criteria. TAFEP will also help them with filing the mediation request as the next step of the claim process. And I am glad that Mr Saktiandi Supaat realises how much resourcing we would have to fundamentally provide TAFEP with. I thank him for that support, and I certainly hope that when I put up for next year's Budget, Committee of Supply, we would get the support of the House. I believe that in the first Bill, Leader of the Opposition also asked me the same point and I registered that. Thank you very much for that appreciation of TAFEP.”
“We will monitor the implementation of the time bars and we will make adjustments, where necessary. I should also add that regardless of which time bar is applicable, the worker is still required to provide prima facie evidence of being discriminate against. Mr Saktiandi asked about the duration claimants would have to file their claims to the courts when the dispute cannot be resolved by mediation. This duration will be prescribed in subsidiary legislation, referencing the current duration of four weeks from the issuance of the claim referral certificate for other ECT claims. Members have also sought clarification on the support for workers in the dispute resolution process, including those who are not union members. Let me start with the support for union members. As mentioned by NTUC Secretary-General Mr Ng in his speech earlier, union members can turn to NTUC and their unions for support, every step of the way. From the moment a dispute arises, members can turn to unions for assistance, and unions can represent members at mediation and at the ECT hearing. To Mr Muhaimin Malik's question, I wish to clarify that PMEs who are unionised can be represented by their unions in mediation and at the ECT. As we have expanded the ECT's threshold to $250,000 for workplace discrimination claims, this means that even more PMEs can file claims. Next, I move to union members working in companies that are non-unionised. Ms Gho Sze Kee asked why unions cannot represent their members in non-unionised companies in mediation sessions and ECT hearings. To explain, union representation is premised on mutual recognition and trust between the employer and the union. This is why our laws provide for a process of recognition of a union by the employer.”
“Our mediators are trained to provide a safe space for parties to share their views honestly and support the parties to come to an amicable agreement amongst themselves. That said, under circumstances in new sections 36H(2) and 36K(2) of the Act, certain claims may proceed to adjudication without mediation sessions being conducted. I will move on to address Members' comments on the time bars for mediation requests and claims. Mr Saktiandi sought clarification on how the time bars will work in certain scenarios, and labour MP and NTUC Secretary-General Mr Ng Chee Meng, Mr Louis Chua and Mr Muhaimin Malik called for flexibility in enforcing the time bars when there are exceptional circumstances. Let me recap the intent of the time bars. These time bars represent what tripartite partners agree are reasonable for both employers and employees in different scenarios, including where employers do not give notice of their decisions, but employees have evidence that they were discriminated against. The time bars are designed to encourage timely filing of valid claims before evidence degrades over time, while also providing reassurance to employers that old claims will not be dredged up many years later. At the same time, the time bars also account for extenuating circumstances. For example, the new section 36E(4) of the WFA is intended to give employees who are dismissed when certified pregnant more time to come forward. MOM also has the discretion to accept late mediation requests and where there are reasonable grounds to do so, such as when the worker is incapacitated or seriously ill. This discretion is broad to accommodate various circumstances, and we do not intend to be prescriptive.”
“Mr Saktiandi, Mr Edward Chia, Ms Denise Phua, Mr Shawn Loh, Dr Wan Rizal, Mr Muhaimin Malik and Mr Sharael Taha asked about supporting employers, including SMEs, to put in place grievance handling processes and imposing minimum standards on such processes. The WFA will set baseline requirements such as requiring employers to have a written grievance handling process in place. Given the diversity of firms, differing HR capabilities and their unique operational considerations, we refrained from being overly prescriptive so that each firm will be able to develop a process which is suited to its needs. TAFEP will support firms with practical resources, such as the Grievance Handling Handbook which will provide sample procedures for employers, including SMEs, to reference. Mr Chia, Ms Mariam Jaafar and Ms Joan Pereira also spoke about empowering workers to raise grievances without fear of retaliation. Mr Dennis Tan asked how work pass holders would be protected from having their work pass cancelled for filing a claim for workplace discrimination. The first Bill prohibits employers from retaliating against those who have raised a workplace grievance, including by cancelling their work passes. Employers who retaliate could be subject to penalties imposed by MOM. To Mr Louis Chua and Ms He Ting Ru's suggestions to allow workers to bypass the mediation and go straight to adjudication in certain circumstances, let me recap the intent of mandatory mediation. Mediation allows parties to have open conversations to arrive at a mutually agreeable outcome, tailored to their respective needs. Litigation leads to a zero-sum outcome where parties either win or lose, and it should always be a last resort.”
“Mr Speaker, let me begin first by thanking Members for their support for the Workplace Fairness (Dispute Resolution) Bill and the questions raised. Perhaps, just one clarification, I am not sure whether Mr Louis Chua supported the Bill because he did not specifically state. Just a point of clarification – so, you support the Bill? [Inaudible.] Okay. Thank you. So, we have heard a wide spectrum of views from Members. There have been calls to make the claims process more supportive and favourable to workers. On the other hand, there are also Members who have expressed the need to strengthen safeguards so that employers are not dragged through claims without merit, to the detriment of workplace harmony and economic progress. What we can all agree, what we all agreed on is the need to ensure that workplace discrimination disputes are resolved in an amicable and in an expeditious manner. This Bill seeks to do that through a careful balance of the interests of the various stakeholders to achieve this objective. I will now address Members' specific clarifications. Mr Saktiandi Supaat asked whether this Bill signals the Government's intent for workplace discrimination to be addressed through private claims rather than state enforcement. This is not the case – the WFA provides for both and each serves different purposes. This Bill covers the right of individuals who faced workplace discrimination to lodge private claims to obtain redress and closure. The state enforcement framework was part of the first Bill passed in January this year and it empowers the state to adopt a range of penalties against errant employers, such as issuing directions and imposing financial penalties.”
“Notwithstanding, this is a significant step in our ongoing journey towards fairer and more harmonious workplaces. There is no room for discrimination in our workplaces. When such cases unfortunately arise, we want the parties involved to be equipped with the necessary tools and resources which will then allow them to resolve the issue amicably and expeditiously. The model that we have carefully designed enables workplace discrimination issues to be discussed and to be resolved quickly while ensuring just outcomes. In doing so, we aim to preserve, reinforce and improve all of our existing norms on fair and harmonious workplaces for all. Mr Deputy Speaker, Sir, I beg to move. [(proc text) Question proposed. (proc text)]”
“We encourage all parties to resolve their disputes internally, then seek third-party mediation if necessary, with adjudication as the last resort. We have also designated the ECT to be the main forum for workplace discrimination disputes and increased the claim limits to allow more workers, including PMEs, to benefit from the ECT. At the same time, we will put in place multiple safeguards to prevent frivolous claims and to ensure the process is fair to law-abiding employers. MOM, together with TAFEP, SNEF and NTUC, will help to prepare the employers and workers for the WFA's implementation at the end of 2027. (In English): Mr Deputy Speaker, Sir, this is a landmark Bill. Please also allow me to say a few words in Malay. Please forgive my pronunciation if I get it wrong, but it is very, very important. (In Malay): [Please refer to Vernacular Speech.] This Second Bill sets out the process for workers who faced discrimination to seek redress from employers. The process encourages employers and workers to resolve disputes among themselves, which helps keep our workplaces harmonious. An employee should first go through the firm's own grievance handling process, and failing which, both parties should attempt mediation. Adjudication at the ECT or the High Court should be a last resort. We want to provide more workers with access to a forum that is affordable and that can expeditiously resolves their claims. This is why we are increasing the limit at the ECT for workplace discrimination claims. We also put in place safeguards to deter and deal with frivolous claims. (In English): Mr Deputy Speaker, the Workplace Fairness Act, as I have shared in the past Bill is not a panacea to resolving workplace discrimination.”
“TAFEP is working closely with partners, such as SNEF, the Institute for Human Resource Professionals (IHRP), the Singapore Human Resources Institute, and trade associations and chambers, such as the Association of Small and Medium Enterprises, to educate employers on the new legislation. TAFEP will also proactively reach out to small and medium enterprises (SMEs) to ensure that they are aware of their responsibilities. In addition, TAFEP is also designing step-by-step guides and templates that SMEs can easily access, understand and customise for their needs. There are also resources, such as briefings, clinics, a webpage housing information on fair employment practices and HR e-learning modules that companies can incorporate into their own in-house corporate training, just to name a few. It is just as important that individuals are also aware of their rights and where to seek help. So, we will provide guidance to jobseekers and employees on what matters can be raised as a workplace discrimination claim. This includes ensuring individuals know where to turn to for help, for instance, within their firm, their unions or to TAFEP. To make the Act simple to understand and apply, we will also develop a handbook to capture the legal provisions and key principles behind the law, for instance, through illustrations and case studies. Mr Deputy Speaker, Sir, please allow me to say a few words in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] This Second Bill is an important step in implementing the Workplace Fairness Act (WFA). It outlines how disputes between employers and workers should be resolved fairly. Our goal is to create a fairer and more harmonious workplace, maintaining trust between employers and workers while also safeguarding the interests of both.”
“In addition, individuals filing such claims can be investigated by the Police for abusing the Court's processes. If they persist in raising unmeritorious claims, they can be restricted from commencing further legal proceedings. We also heard feedback that with the increase in the ECT's jurisdiction, there is a risk of claim amounts not being pegged appropriately. Workers may not know how to go about justifying their claim amounts and employers may be concerned about unnecessary inflation of claim values. MOM will work with tripartite partners to explore ways to address this in the implementation. Claimants will still need to prove their losses to justify the damages claimed; and judges will also make a fair and balanced assessment of the reasonableness of the claim amount. Let me move to the final issue – which is the implementation of the WFA. When we moved the Workplace Fairness Bill in January this year, I had at the time said that the Act was expected to come into force in 2026 or 2027. We have considered and we have heard feedback from various stakeholders. MOM recognises that ample preparation is critical for successful implementation. Employers need to review their HR processes and workers need to know their protections and what constitutes a legitimate discrimination claim. We will also need time to ensure our mediators are well trained to effectively facilitate workplace discrimination cases. As such, we currently target to implement the Act in end-2027, but we will continue to monitor readiness of all parties and adjust this timeline as necessary. In the meantime, we will step up our education and outreach efforts.”
“Private forums create a safe environment where parties can share their honest views and focus on the ongoing case, without third parties present who may publicly misrepresent and sensationalise issues, resulting in inflamed social tensions. This protects the reputations of both the workers as well as the employers. Finally, the new section 36E also sets out specific time bars or specified time bars within which individuals must submit the mediation request to initiate their claim. These time limits typically vary from one to 12 months depending on the claimant's circumstances. Time bars encourage individuals to come forward earlier before the evidence degrades over time and it also provides our employers with some certainty that incidents from the past will not be dredged up years later. We believe this is a balanced approach as it is practised for other employment disputes and in other jurisdictions as well. Let me move on to the third part of my speech, which covers the safeguards to ensure a fair and just adjudication process. In our public engagements, we heard a concern, particularly from employers and HR professionals, about the risk of frivolous and vexatious claims and of unreasonable inflation of claim values. Let me take some time to address these concerns. To be clear, individuals with genuine cases of workplace discrimination should be able to seek redress. However, frivolous and vexatious claims weaken our workplace harmony and employers should not be burdened by such claims. Employers will be able to apply to the judge for frivolous claims to be struck out. Judges will also be empowered to strike out claims on their own motion and can award costs against an individual who pursues a claim that is without merit.”