Wan Rizal
Singapore
“Better wages, better welfare and better work prospects. Third, make growth sectors accessible. So, every Singaporean, our youth and our rank-and-file workers, can see, can enter and progress in these opportunities. Mr Speaker, our ambition is not just to remain a global transport hub.”
“Also, the type of support that we provide depends on the prevailing circumstances. Should haj be cancelled or disrupted this year, we will work closely with AMTAS to allow the affected pilgrims to defer to the subsequent haj seasons.”
“Thank you, Chairman. Three clarifications for Senior Minister of State Koh. Senior Minister of State had shared earlier about the NMHO that was established to coordinate multi-agency initiatives.”
“Thus, I seek the Minister's views on: how does the Government plan to strengthen coordination between Ministries, institutes of higher learning and community partners so that this support for youth transition can be implemented more systematically, with measurable outcomes, and help more of our youth enter good jobs in growth sectors?”
“So, my question to the Minister is this: how will MOM measure whether enterprises are redesigning jobs alongside technology adoption? Second, will MOM publish outcome indicators, such as the number of jobs redesigned and wage progression outcomes?”
“Sir, I thank the Senior Minister of State for sharing on the efforts done by MOE and working together with the unions and e2i to support both the teachers and of course, the parents in this process too. I have also raised the concern whereby the teachers are now given extra load to do interim supervisory duties.”
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“We welcome efforts to harmonise salary guidelines across subsectors, including aligning definitions such as basic wage and gross wage, with clear targets, before moving towards progressive employer accreditation that recognises fair employment practices, training, productivity and worker protection. In summary, to ensure better services for our people, we must first ensure that this sector offers good jobs to those entrusted to care for our community. (In English): Mr Speaker, I hope we remember the spirit behind it. Strengthening NCSS as a sector developer is ultimately about strengthening the whole ecosystem, the services, the organisations and the people who do the hard work behind the scenes. If we get this right, we will not only improve service delivery. We will also help workers stay in the workforce because their livelihoods and families are continually supported, strengthen community care for loved ones as our population ages, protect national mental and physical well-being through upstream support, and strengthen our social safety net so that people have a real chance to bounce back and thrive. And crucially, we will create a sector where social and care workers, central in my speech, can build meaningful careers with fair pay, progression and well-being because that is what a truly sustainable sector looks like. Sir, with these observations and requests, I support the Bill.”
“Relatedly, the Bill also allows NCSS to consider whether an organisation's aims, objects and activities are contrary to the public interest, public order or national harmony when deciding whether to appoint or revoke a sector member. This is a serious evaluative ground. I would ask the Minister to elaborate on the safeguards and due processes in place to ensure decisions remain fair, transparent and consistent, particularly given that sector members status will likely be important for participation and sector coordination. Sir, please allow me to continue in Malay. (In Malay): Sir, I support this NCSS (Amendment) Bill in principle, but its implementation must truly reflect NCSS's role as a "sector developer". It is not about merely ensuring service delivery, but developing the social and care workforce that forms the backbone of the ecosystem with the support of our community. The social sector does not just "help" the economy; it is a part of Singapore's economic and social infrastructure. When families receive timely support, workers can continue working, maintain their productivity and recover from any hardship. In an ageing society, community care support for loved ones also becomes key to ensuring workers do not have to choose between work and family responsibilities. As a sector developer, NCSS needs to focus more decisively on job quality: skills development and career pathways, wage clarity and competitiveness, as well as workplace well-being and psychosocial safety.”
“First, wage benchmarks, referencing MOH salary guidelines; second, workforce development and skills enhancement aligned to Agency for Integrated Care skills standards/skills framework; third, manpower productivity, including job redesign and use of grants; and fourth, progressive employment practices – tripartite standards and fair employment practices should be in place. I welcome this direction, because it sends a clear signal. Being a good care provider must also mean being a good employer. If NCSS is to be a sector developer, then I would ask, can the Minister share whether NCSS will support an accreditation approach that includes wage benchmarks and workforce development as central pillars and whether this can be extended beyond community care to social service agencies, in line with the earlier discussions? We should also encourage employers in the social services sector to access support for job redesign, training and transformation. Where appropriate, I welcome employers to work with NTUC to explore schemes, such as the Company Training Committee grant, so that productivity improvements translate into better job quality rather than simply a higher workload. Sir, I would also like to address implementation. The Bill introduces sector members and requires compliance with prescribed standards, including those for cooperation with NCSS. This is understandable if NCSS is coordinating the sector more actively. Could the Minister clarify how NCSS will ensure that standards and reporting requirements are proportionate, particularly for the smaller agencies and charities that may not have the same administrative capacity? We must avoid where smaller organisations spend more time "servicing the system" than serving the clients.”
“In particular, I hope NCSS will welcome a discussion with NTUC on workforce standards and job quality, because workers' issues are often raised through unions, long before their problems become visible in the system-level indicators. At a recent dialogue, the union side proposed to harmonise community care and social services wage guidelines and recommendations, precisely because inconsistent approaches, such as "basic versus gross", as I mentioned earlier, can distort benchmarking. I understand that the goal discussed was to have harmonisation in place by first quarter 2026 before moving into accreditation, not just for the Community Care Organisations but also for SSAs. Could the Minister confirm whether the first quarter in 2026 remains the intended timeline for wage-guideline harmonisation and whether NCSS will play a facilitative role, given its new function to establish and maintain standards and guidelines for sector members? On being "direct" about wages, Sir, I think we can do both. We can keep the principle high-level, that is, strengthen the wage competitiveness and clarity and also set a clear milestone through the harmonisation of first quarter in 2026. We owe social and care sector workers that level of seriousness, while giving agencies and employers room to manage implementation responsibly. Sir, the Healthcare Services Employees Union shared a proposed accreditation framework for the community care sector, the Community Care Progressive Employer Mark, with tiering of bronze, silver and gold, to recognise employers who commit to wage benchmarks, workforce development, productivity improvements and progressive employment practices. The proposed framework is structured around four pillars.”
“I would urge the Ministry and NCSS to interpret the "sector developer" role as explicitly workforce-centred, with real accountability. What I hope to see are three "worker outcomes" to be developed alongside service outcomes. First, clear skills and progression pathways. Our social and care workers need structured development, entry pathways, bridging routes, advanced practice tracks, leadership development and supervision standards that protect both client and outcomes and worker well-being. Second, a fair and comprehensible wage standards. It is difficult for any sector to recruit and retain talent when wage signals are unclear or comparability across sub-sectors is poor. Today, we see differences in how wage guidelines are expressed, for example, one using basic wages while another uses gross wages. This creates confusion for workers and makes it harder for employers to benchmark responsibly. Third, well-being and workplace protection. The social service sector is emotionally demanding and draining. Worker well-being is not a "nice-to-have". It is a pre-requisite for quality service. We should treat supervision quality, psychosocial safety, manageable caseloads and respect in the workplace as part of sector development, because staff burnout and turnover ultimately harm the very clients we aim to support. Sir, please allow me to make a few constructive requests. Since NCSS now has a stronger sector-developer mandate and standard-setting role, can the Minister clarify how NCSS will institutionalise regular engagement with the National Trades Union Congress (NTUC) and the relevant unions so that worker outcomes are not incidental but are designed into the sector roadmap?”
“Mr Speaker, I wish to share a few observations and expectations from the perspective of workers and families who rely on a strong and sustainable social service sector. If NCSS is to take on a stronger role as a sector developer, we must be clear that sustainability cannot be measured solely by service outcomes but also by the well-being, skills development, workplace support and retention of the social and care workforce. I will focus my remarks on what a "sector development" must mean for workers on the ground. Sir, as we support this Bill in principle, we must be clear. A sector cannot be sustainable if its workforce is not. When we talk about social services, we often focus on clients and programmes, and rightly so. But the people delivering this work are our social and care workers, broadly defined, those on the ground doing casework, community support, caregiving, befriending, counselling, outreach and operational coordination. They are often under high emotional load, high caseload pressures and in a space where outcomes are not immediate and solutioning can be quite complex. So, if NCSS is to be a successful and well-trusted sector developer, it must go beyond ensuring service delivery and pay close attention to the workers' needs, wages, skills, welfare, employment prospects and, of course, their well-being. It must also recognise that implementing this may increase service delivery costs and it must fulfil its duty to acquire the appropriate skills to work with the relevant Ministry to right-size funding support for the sector, so that the sector's employers can do right by their workers. The Bill explicitly empowers NCSS to promote competencies and professional standards and to establish and maintain standards and guidelines for sector members.”
“(In Malay): [Please refer to Vernacular Speech.] This Bill must be able to establish public trust. Health data is intended to safeguard health, not to jeopardise livelihoods. Therefore, safeguards that prohibit the use of health data for employment purposes are extremely important, for workers, the self-employed, and platform workers. No worker should fear that seeking medical care could be held against them at work. These safeguards align with principles of fairness and dignity in the workplace, including for individuals with disabilities or mental health conditions. When trust is maintained, workers and senior citizens will feel more confident in seeking treatment and sharing health information honestly. A robust healthcare system begins with trust, and trust only exists when clear boundaries and robust safeguards are implemented. (In English): Mr Deputy Speaker, with the right safeguards in place, this Bill can strengthen healthcare delivery and public health outcomes. The safeguard disallowing the use of health data for employment purposes is a critical part of our trust framework. It reassures our workers that seeking care will not put their livelihoods at risk. It aligns with long-standing principles against discrimination and it supports, rather than undermines the objectives of this Bill. At the end of the day, a healthcare system can only be as strong as the confidence people. When workers, patients and seniors trust that their health data will not be misused, at work or elsewhere, they are more likely to engage, participate and benefit. For these reasons, I support this Bill and the safeguards it contains.”
“They are entrusted to access and handle sensitive health data, they are required to do so as part of patient care, and often times, under pressure and subject to, of course, significant penalties if things go wrong. From a labour perspective, safeguards must protect not only patients, but also the workers tasked with implementing the system. I hear you. Accountability is important and wilful misuse of data must be dealt with firmly. But accountability must be fair and also proportionate. We must distinguish clearly between intentional wrongdoing, and inadvertent errors arising from system design, workflow complexity, or even operational constraints. And this means we need to have clear role-based access, proper training and guidance, and supportive implementation, especially during transition periods. Protecting patient data and treating our healthcare workers fairly are not competing objectives. They must go hand in hand if the system is to function well. Sir, if I may briefly return to the concerns of my residents, especially those who are seniors and caregivers. Many seniors manage multiple conditions and interact frequently within the healthcare system. They worry about privacy, they worry about consent and they worry about whether their personal information is respected. While I have focused today on worker trust, I want to assure residents that their concerns are also heard. Trust is the common thread, whether one is a worker, a patient, or a caregiver or a senior managing long-term care. When Singaporeans trust that their health information is handled with care, strong safeguards and clear boundaries, they are more willing to seek care, share information honestly, and participate fully in our healthcare system. Sir, please allow me to continue in Malay.”
“The Labour Movement has long stood for the principle that workers should not be discriminated against, on the basis of protected characteristics, including disabilities and mental health conditions. The safeguards in this Bill include specific prohibitions on NEHR access for insurance and employment purposes. It reinforces, in the context of health data, the same values we have already affirmed as a society: that personal characteristics and health conditions should not become barriers to fair treatment at work. Seen in this light, this safeguard is not an additional demand. It is a logical extension of principles that Parliament has already endorsed. Workers are also concerned about indirect or "backdoor" use of health information. Not necessarily through access to records, but through fitness-for-work assessments, third-party requirements or other channels that could influence employment outcomes. I note that the Bill identifies specific Statutory Medical Examinations where NEHR access is permitted, such as pre-enlistment checkups or assessments for vocational driving licenses. These are strictly defined to prevent harm to the individual or to public interest. I seek the Minister's assurance that this list of exceptions will remain tightly scoped and will not be expanded to general pre-employment screenings without rigorous oversight. Furthermore, while healthcare providers can override an individual's "Access Restriction" during a medical emergency, the law must remain clear, that data can still never be used for employment purposes. Mr Deputy Speaker, I also want to speak briefly about healthcare workers, including members represented by the Healthcare Services Employees' Union. Healthcare workers occupy a unique position in this Bill.”
“This is why I want to state clearly and on record that I strongly support the safeguard in this Bill that disallows health data from being accessed or used for employment purposes. This safeguard is not peripheral. It is central to whether workers trust the system at all. So, why is this system so important? Some may ask why this needs emphasis, since the safeguard is already existing in the Bill. The reason is not legal, it is behavioural. Even the perception that health data could affect employment decisions can discourage workers from seeking timely care, disclosing relevant information to healthcare professionals or participating fully in national health initiatives like Healthier SG. This would undermine the very objectives of this Bill. Workers should never have to weigh their health against their livelihood. If this Bill is to succeed in improving continuity of care and public health outcomes, workers must feel safe engaging with the healthcare system, without fear of downstream consequences at work. This concern is especially relevant for protected characteristics and disabilities, including mental health conditions. I want to be clear: I am not suggesting that any one type of health condition is more important than another, but from a workplace fairness perspective, some types of information are more likely to be misunderstood, stigmatised or misinterpreted in employment contexts. Mental health conditions, for example, are often less visible, episodic and poorly understood in workplaces, despite progress over the years. The issue is not the data itself. It is the risk of unfair treatment if such information is misused or even informally taken into account. This is precisely why the employment-use safeguard is so important.”
“Mr Deputy Speaker, when Singaporeans hear about greater use and sharing of health data, their first reaction is rarely about system architecture or data flows. Their concern is much simpler, it is much more human, and they ask: can this information be used against me? Will it affect my job? Will it affect how I am treated? I hear this from workers, from our seniors and from caregivers alike. Many residents, especially older residents managing long-term conditions, worry about who can see their information, whether consent is meaningful and what happens if something goes wrong. These are legitimate concerns and I know that other Members will raise them in detail, particularly on system safeguards and patient protections. As a labour Member, I rise today to focus on a pillar of this Bill that is essential to public confidence: worker trust, and in particular, the safeguard that disallows health data from being accessed or used for employment purposes. Sir, for workers, health data does not exist in isolation. It intersects very directly with their livelihoods, with hiring decisions, job retention, access to work opportunities and sometimes, continued participation in the workforce. This applies not only to traditional employees, but also to self-employed persons and platform workers, whose access to work can be more fragile and more easily withdrawn. In these contexts, the imbalance of power is real. When income and job security are at stake, workers often feel they have little room to refuse disclosure, even when they are uncomfortable. And that is why legal safeguards matter, not just in theory, but in how workers experience the system.”
“When citizens feel safe enough to interact politely and respectfully, both in cyberspace and the real world, we will strengthen trust, compassion and the sense of solidarity in our nation. (In English): Mr Deputy Speaker, this Bill protects more than digital boundaries. It protects peace of mind. It complements our wider efforts in preventive health and mental well-being by reducing one of today’s quiet stressors: online hostility. When a teacher, a nurse or parent knows that the law stands behind them; when a student or a young person feels that their dignity will be defended; when the union can stand with its members in solidarity and assurance, then trust grows. Laws alone cannot guarantee kindness. But laws can make clear what we stand for: respect, responsibility and care. This is how we build a digital society that strengthens, not fractures, our people. Notwithstanding the clarifications I raised, I support the Bill.”
“Given that schools, hospitals and community agencies are often the first to encounter online-related distress, will the relevant Ministries consider developing practical guidance to help staff activate these protections and respond with empathy? Such inter-agency readiness, even if outside of this Bill’s scope, will make the OSC's work more effective and ensure that victims receive consistent, trauma-informed support. My last point is on union and professional-body activation. What will be the process for unions or professional associations to act swiftly on behalf of their members? Unions are often the first line of support when workers face online abuse. Clear guidelines and authorisations allow them to move quickly to offer legal protection, pastoral care and reassurance before harm escalates and I hope the Ministry can consider this. Mr Deputy Speaker, in Malay please. (In Malay): [Please refer to Vernacular Speech.] Sir, this Bill carries three main purposes. It provides timely relief to victims of online harassment through the establishment of the OSC; it sets clear responsibilities for individuals and platforms so that all parties act more responsibly; and third, it allows unions like NTUC and professional associations to represent members who become victims so they do not stand alone when attacked in cyberspace. Fundamentally, this Bill does not merely protect digital safety, it also safeguards our mental health and well-being, stability of the family and social cohesion. We want a society that has the courage not just to speak up, but to do so in a civilised manner, one that is active online but also mindful of the impact of words and actions. Online safety is part of social safety.”
“In my community work, I have also heard from residents and parents who say they feel exposed online, sometimes hesitant to speak up for fear that comments or images may be twisted or misused. That quiet fear undermines confidence. And this Bill offers a safety net, from institutional support to clear remedies and assurance that no one has to face such harm alone. Sir, despite my strong support for this Bill, I have five clarifications for the Ministry to respond to. Firstly, on service benchmarks and triage. Will the OSC set clear service benchmarks, for example, acknowledgement within hours and resolution within defined days, and include escalation lanes for frontline public officers and workers, such as healthcare workers or educators? A delayed response to these workers who serve us in the frontlines prolongs their distress and can affect their confidence in carrying out their duties. Second, on parallel duties for platforms. How will the Government ensure that platforms remain first responders even after the Commission is activated, so that they cannot delay or defer action? For workers who engage publicly, like the teachers, nurses and the social workers, harmful posts can spread faster than formal action, and platforms must act quickly to protect those who serve the public. My third point is on protection of privacy when identity disclosure is ordered. How will personal data be protected even as perpetrators are unmasked? Confidentiality is not about data, it is about psychological safety. Victims are more likely to seek help when they know their identity will be treated discreetly and with care. My fourth point is on sectoral readiness and guidance.”
“This Bill changes that, for platforms will now have a duty of care, not merely a policy preference. And when young people see that harmful actions carry consequences, lessons on digital citizenship gain meaning. It teaches them that civility is not weakness, it is strength. Thirdly, through collective protection through representation. Sir, the third pillar extends protection beyond individuals to institutions. Authorised bodies, including trade unions and professional associations, can now represent victims. This is significant because it extends workplace safety into the digital realm. Unions, such as the Healthcare Services Employees Union (HSEU) and the Singapore Teachers' Union (STU) can now act when members face online harassment in the course of duty. Over the years, we have seen so many examples and I am glad that this Bill comes in very timely. As a labour MP, I have met educators, healthcare workers and young professionals who face online criticism that turned pretty personal. They told me it is not just the comments, but the silence that followed, not knowing who to turn to and whether who would stand with them. That sense of isolation is something we must change. And I am glad this Bill enables the unions and institutions to act swiftly because the ability that can make the difference between despair and recovery is now here. When unions step in, they offer more than legal aid. They offer reassurance, solidarity and care – support that protects both moral and mental well-being. In May 2025, the Ministry of Health reported that nearly two-thirds of community-care workers had witnessed or experienced abuse or harassment. Those numbers remind us that online harm is not abstract. It touches people who serve us daily with empathy and commitment.”
“So, consider the Singapore Sports School deepfake case in 2024, where manipulated images of students were circulated. Counsellors reported anxiety and social withdrawal among those who were affected. A faster redress system could have reduced that distress and restored a sense of safety to our youths. This reflects a simple principle: we step in early, we support recovery and we prevent harm from deepening. In the many community dialogues that I have held, parents often share that when their child is targeted online and they do not know where to run or turn to. To them, Police reports feel daunting, platform responses are slow, or may I say, very slow. The OSC will fill that gap with a trusted, accessible pathway for relief. Second, on accountability. The Bill introduces statutory torts for online harms, such as harassment, stalking, doxxing and impersonation. It defines responsibilities for both perpetrators and for platforms. This is not about fuelling litigation. It is about setting boundaries. When expectations are clear, behaviour improves without constant enforcement. Ultimately, a safer online space grows from shared values from individuals, from families and institutions choosing responsibility over convenience. I stressed, just as in my last Bill, platforms must do their part. For too long, victims have waited days for responses while hurtful content spreads unchecked. That is not neutrality. To me, that is neglect. These platforms hold immense influence over public life, and with influence comes duty. This Bill reminds them that their responsibility to people cannot end at their servers' edge. The MDDI's mystery shopper tests found that more than half of valid reports of serious content were ignored or delayed.”
“Mr Deputy Speaker, I rise in support of the Bill. The Internet is central to how we learn, we work and we connect. Yet the same space that empowers can also wound. Online harassment, doxxing and impersonation cause not only reputational harm and damage but also emotional and psychological harm. In my years with working with students, I have seen how online words or even emojis can weigh heavily on a young mind. What begins as a passing comment or post can linger for weeks. It shapes how young people see themselves, how they trust others and how they engage in the world. But we know that online harm affects beyond youths. A 2025 survey by MDDI found that one in three Singaporeans had faced online harm and two in five victims reported serious emotional distress. Behind every statistic is a person whose confidence, rest or peace of mind has been shaken. When digital interaction becomes constant and instantaneous; the pursuit to respond, to perform and stay visible has grown. You can ask many of the MPs here. For many, that brings new forms of stress and exposure, the kind that erodes stress and confidence quietly but deeply. This Bill therefore is not merely about regulating conduct. It is about reinforcing dignity, trust and wellness and well-being in our digital lives. It recognises that feeling safe online is part of feeling secure in daily life. Sir, allow me to touch on three key areas of the Bill: timely relief, accountability and collective protection and how each strengthens the well-being of our people. First, through timely relief. The Bill establishes the OSC to give victims a faster and more direct path to help. Each day that harmful content remains online, it deepens harm.”
“NTUC will guide and walk with them throughout the journey of seeking fairness — so that no worker feels alone in facing workplace challenges. Sir, being marginalised or undervalued can lead to division and loss of trust. That is why the spirit of this law is important, not only to protect workers' rights, but to strengthen unity and harmony in our multiracial and multi-religious society. When we act fairly, we are actually preserving Singapore's core values: trust, cohesion and shared hope. Workplace fairness reflects fairness in our society. Every action based on empathy and compassion, however small, contributes to the peace and harmony of our nation. (In English): Mr Speaker, fairness at work strengthens the very fabric of our society. When every worker, regardless of race, religion, or background, feels respected and valued, we build not just stronger workplaces, but a stronger, more united Singapore. This is a landmark Bill: fair, forward-looking and rooted in trust. It shows how tripartism turns values into action, and how fairness, when practised with empathy, becomes a shared strength. Fairness that is not only written in law but lived out in every workplace and in every act of respect between us. Mr Speaker, I support the Bill.”
“When these systems are clear and trusted, workers feel safe to raise issues early and managers gain confidence in addressing them calmly. Employers and employees should also be encouraged to discuss adjustments or concerns constructively, especially when workers have unique needs or face new challenges. Such understanding does more than promote inclusion, it prevents misunderstanding and mistrust, because when workplaces are empathetic, transparent and fair, issues are resolved through conversation and not through confrontation. This is how we move from compliance to culture, from managing disputes to preventing them. Mr Speaker, tripartism remains the cornerstone of our workplace harmony. Our unions, working alongside MOM and employers, help to make fairness felt, not feared, guiding workers and companies through challenges with calm, respect and trust. This Bill reflects that partnership in action: workers assured of fair redress, employers confident of clear processes and a society strengthened by mutual respect. It is truly a Bill that is pro-worker, pro-employer and pro-Singapore. Mr Speaker, in Malay please. (In Malay): [Please refer to Vernacular Speech.] Mr Speaker, we often speak about fairness in the workplace. But fairness is not merely about laws, it is about dignity, humanity and mutual respect for one another. This law ensures that every worker, regardless of race, religion, age, gender, or those with disabilities or mental health condition, are treated fairly and with compassion. We know that when discrimination occurs, it is not only the individual who is affected, but the entire community feels the impact. For workers who lack the confidence to lodge complaints or do not know how to begin the process, I encourage them to become NTUC members.”
“Will the Ministry be providing guidelines so that workers and employers will know what to expect when faced with a claim? Second, while it is important for ECT proceedings to remain private, published judgments are useful to provide guidance to workers and employers alike on what to expect from claims. Will the Ministry consider publishing ECT judgments on an anonymised basis? Third, even with judges playing an active role in ECT proceedings, it can be very daunting and challenging for workers, especially those who are less educated, to understand what is going on. While NTUC and our unions will play our part for all our members, what more can be done to assist and guide claimants who need more help? Mr Speaker, fairness at work should not begin at the tribunal. It should begin in the way we treat each other every day. The best dispute resolution system is one that workers rarely need to use, because trust and understanding are built early. Our unions work hard to ensure employers have fair workplace practices and grievance handling processes in place, as this builds confidence amongst managers to administer employment, promotion and training decisions meritoriously; and transparency and mutual trust in how grievances are to be handled respectfully. When employers take steps to handle grievances promptly and respectfully, conflicts can be settled before they even escalate. This is especially important for smaller companies, where a timely conversation, a listening ear, or a fair explanation can prevent tension from mounting and turning into a claim. I am encouraged that MOM and TAFEP will continue to guide employers in setting a fair, simple and confidential grievance channels, especially for SMEs with limited HR capabilities.”
“Our union leaders and industrial relations officers have deep experience in handling workplace disputes and will also go further, training to be equipped to handle workplace fairness cases so that they can recognise distress, manage sensitive conversations and uphold confidentiality in every interaction. A fair system must not only be efficient but also humane. Sir, this Bill rightly provides private proceedings for workplace fairness claims, whether before the ECT or the High Court. This protects confidentiality, reduces reputational harm and ensures sensitive disputes can be resolved respectfully away from the public glare. The judge-led ECT model, without the need for lawyers, levels the playing field for workers, including those who are PMEs, and the expanded claim limit of up to $250,000 means more PMEs can seek accessible and affordable justice. For serious breaches, especially those that undermine our shared values of race and religion, I note that MOM can also pursue state enforcement action against employers where public intent requires it. This balanced approach protects individual dignity while maintaining public confidence in the system. Workers and the public alike must have confidence that serious misconduct will not be hidden behind closed doors. How will MOM calibrate when to exercise discretion to name and sanction employers, while still preserving fairness and confidentiality for individuals involved? Sir, even with a proper process in place, workers and employers need more guidance to navigate claims. I have three clarifications to ask from the Minister. First, a common query I have heard is how the claims amounts will be determined.”
“If she is a union member in a unionised company, her union can support her at every step of the journey, even to represent her at the ECT. Each step is designed to be fair, affordable and private – helping both sides find resolution without hostility or fear. Workers are protected from retaliation throughout. This protection is for all workers regardless of ability or disability, including those managing mental health conditions. For them, assurances on confidentiality and empathy are especially important. And for those who are union members, our unions stand ready to walk with them through mediation, to represent them if needed and to ensure their voices are heard with dignity. Consider a jobseeker who discovers that a potential employer withdrew an interview after learning her age or disability. Under this Bill, she too can bring her case to TADM and if unresolved, to the ECT for resolution. If she is a union member, NTUC will be on hand to support her during her negotiations with the company, the mediation process and even at the ECT. This ensures that fairness begins not only in the workplace, but from the very start of one's employment journey. These examples remind us that fairness is not just a concept, it is a process that protects dignity and trust, whether a person is seeking work or already working. Even with good laws, fairness is ultimately delivered by people. Frontline officers, mediators and tribunal staff must be trained to handle cases with care and empathy.”
“Mr Speaker, I rise in support of this Bill. It is an important step towards making our workplaces fair for every worker. The process of seeking redress must not only be fair, but also feel safe, especially for those going through difficult life circumstances or personal challenges. Every worker deserves to feel that if something goes wrong, the system will hear them not haunt them. And for union members, we will go further – we will assist them. As part of the NTUC family, I see daily how fairness at work changes lives, from jobseekers rebuilding confidence after rejection, to workers finding understanding employers who give them a second chance. For these workers, fairness is not an abstract principle. It is deeply personal. It restores dignity, trust and hope. Mr Speaker, while awareness of workplace fairness has grown, many workers still fear speaking up. MOM's Fair Employment Practices Report in 2023 found that only about 30% of employees who experienced discrimination sought help, a decrease from 35% of the year before. Most who stayed silent cited fear of being marginalised or harming their careers. And that is why this Bill is important. It assures both workers and jobseekers that redress can be sought safely and confidentially and of course, fairly. They must know that they will be heard without fear of retaliation and that their dignity will be protected. Take for example a worker who feels sidelined after returning from maternity leave, uncertain if raising her concerns will affect her standing at work. Under this Bill, she can first raise the matter through her company's grievance process. If unresolved, she can turn to mediation at the TADM and if necessary, to the ECT.”
“In short, justice is not just about meting out punishment – it is about preserving trust, safety and humanity. (In English): Mr Speaker, this Bill represents an important step in strengthening both justice and trust. By deterring scams, we protect our seniors, our workers and our families. By protecting our officers and public service workers, we safeguard those who uphold the values of duty, care and compassion. Good law leaves no easy exits for bad actors and gives confidence to those who protect us. With this Bill, we will send a clear signal that Singapore stands firm against harm and stands with those who protect and serve our people. Notwithstanding the clarifications I sought, I support this Bill.”
“I ask this because operational clarity prevents hesitation. Agencies and unions must know which legal route to take swiftly to safeguard their officers and restore public confidence. My third point is on coverage clarity. Will protection also extend to outsourced essential workers, such as cleaners, healthcare assistants, or transport enforcement officers, who perform public duties, but are not statutory officers. I ask this because similarly, these workers will face some public exposure – same risk as civil servants – yet they lack the institutional protection or recourse channels available to them. As a labour MP, I am heartened that this Bill recognises both public servants and public service workers. The latter includes nurses, our Town Council staff and contract personnel who keep Singapore running every day. Their service deserves the same protection and respect. Unions, such as the Healthcare Services Employees Union and the Singapore Teachers' Union, have long advocated these protections, standing beside our workers who face harassment or stigma during the course of duty. We must ensure that every person who serves the public, regardless of employer, can do so safely and with dignity. Mr Speaker, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] Sir, this Bill strengthens justice and safety in our society. It does not merely punish the perpetrators; it also protects those who are vulnerable and safeguards the dignity of public officers who have shown total dedication in performing their duty. Through these amendments, we enhance penalties for cyber scams, extend protection to public officers and frontline workers, and ensure that our laws remain relevant in this digital era.”
“Teachers, who dedicate their life nurturing our children, should never have to fear harassment simply for doing their jobs. Our Home Team officers, who enforce laws and respond to emergencies, have at times, been filmed, misrepresented and vilified online, such as the 2021 Yishun case, where a video falsely accused Police Officers of bullying an elderly woman. Investigations later showed that the Police were actually helping the woman, not harassing her, and a POFMA correction was issued. These incidents illustrate how misinformation can quickly erode trust and endanger the morale of those who serve the public. This Bill rightly introduces a new offence under the Miscellaneous Offences, Public Order and Nuisance Act for publishing an officer's identity, together with a falsehood, when done to deter or punish them for carrying out their duties. It also amends POHA to remove the need to prove that the officer suffered harassment or distress. This shifts the focus where it belongs on the offenders' intent, not the victim's reaction. However, three clarifications may help strengthen this protection further. Firstly, on falsehood threshold, will the Government confirm that material falsehoods suffice and that offenders cannot escape liability by claiming the lie was minor or disguised in humour, sarcasm or emojis? I ask this because such tongue-in-cheek posts can still mislead the public and incite, ridicule or harass our officers who are carrying out their duties. Second is on policy distinction. When will agencies invoke POFMA to correct misinformation and when will they use the new doxxing with falsehood offence to protect individual officers? A short policy note would be helpful to agencies, employers and even unions, who can help to apply the law consistently.”
“This will prevent sham compliance and give fair notice to those tempted by easy money. I ask this because clear guidance can deter borderline cases before they can actually occur, especially among the young or financially desperate individuals who may not grasp the full consequence of aiding a scam. Sir, beyond punishment, I do believe prevention remains critical. Our laws are strongest when our people are informed. Many seniors and low-income residents remain vulnerable to scams because of their limited digital literacy. So, I hope with this enforcement, we continue to be complemented by sustained public education through our digital ambassadors, our community volunteers, so that every resident can navigate the digital world with confidence. Strong deterrent must be matched by proactive education so that no Singaporean feels unprotected in this increasingly digital landscape. My second point, Sir, is on protecting frontline public service officers. Sir, the Bill also strengthens protection for those who serve the public – our officers, our educators, healthcare workers and enforcement personnel – by criminalising doxxing and false allegations against them. This is a timely and necessary step. In recent years, we have seen public officers unfairly targeted online, their names and photos circulated with false claims. At Tan Tock Seng Hospital, a patient uploaded a police report online and falsely named a doctor as being involved in an alleged mistreatment. The hospital later clarified that the named doctor was not involved, but by then, the harm to his reputation and peace of mind was already done. The Ministry of Education has also acknowledged that educators and even students, had been doxed and attacked online, following the Sengkang Green Primary School incident.”
“Mr Speaker, scams continue to be a scourge in our society. They prey on trust, create financial pain and leave victims, especially seniors, feeling ashamed or helpless. In Kolam Ayer and across Jalan Besar, I have met elderly residents who have fallen prey to scams. Some were tricked into disclosing their bank details, others believed they were helping a family member in distress. For many, it was their life's saving, painstakingly build over decades, that vanish in mere minutes. The emotional trauma often outlasts the financial loss. This Bill introduces caning as an additional penalty for scam syndicates and their enablers: those who knowingly Singpass credentials provide SIM cards or launder criminal proceeds. These acts are not trivial. They enable syndicates to prey on the unsuspecting and amplify harm across the community. This is appropriate because behind every scammer or mule stands a victim who loses not just money, but confidence and dignity. However, deterrence must be matched with precision and prevention. To that end, I seek two clarifications from the Ministry. Firstly, on role indicators, will sentencing guidance clearly define the markers of key roles, such as recruiters and organisers. For example, when they procure SIMs, multi-wallet control, profit shares and script coaching, so that the Courts can distinguish mastermind from the low-level participants. I ask this because clearer distinctions help to ensure that penalties fall proportionately on those who profit most, while preventing unfair outcomes for those who have limited involvement. Second is on reasonable steps. Will there be positive checklists defining what counts as reasonable steps for first-time offenders or mules?”
“Mr Speaker, I rise in support of the Bill. Our laws must keep pace with the way harm is spread today through closed chats, fast moving platforms and AI tools that can humiliate in seconds. This Bill makes targeted amendments across several key acts, including the Penal Code, Criminal Procedure Code, Computer Misuse Act, Corruption, Drug Trafficking and Other Serious Crimes Act, and the Miscellaneous Offences Act. This Bill makes updates in six key areas. It strengthens deterrence against scams and tech-enabled crimes, increasing penalties for abuse of vulnerable victims and update laws on sexual offences, including AI-generated intimate images. It introduces a new offence for spreading false statements or doxxing public officers, align scanning and sentencing provisions for greater consistency and refines procedures for youth offenders to balance rehabilitation and accountability. Together, these changes modernise our criminal laws, ensuring firm deterrence, comprehensive protection and a justice system that remains fair and trusted. Given the breadth of this Bill, I will focus my remarks on two key areas. First, the measures to deter scams and technology-enabled crimes, particularly, how they protect vulnerable residents, including seniors in older estates, such as mine in Kolam Ayer, and across the Jalan Besar group representation constituency (GRC). Second, the protection of our frontline public service officers, our teachers, our healthcare workers, our Home Team officers, among others who serve with dedication, but are increasingly vulnerable to online harassments and false allegations. As a labour MP, I will also touch on how these changes strengthen workplace protection and mental well-being for those who serve the public every day.”
“The Minister mentioned earlier, they teach a certain amount of hours, but it is the bulk of whatever happens after that, that is the one that really needs some protection. And I hope that the Minister could find some model to help them in that regard. I think the STU has certain considerations too, so I think it is wonderful if we can work further on this. And the Minister mentioned earlier how we have decentralised, such that different schools will have different approaches. I think that is necessary, given the demographics of the different schools. But would you consider in this regard certain schools with slightly different needs? For example, they have a higher number of need for counselling, they need more para educators to be on board. Would the Ministry consider giving some schools a lot more support in this regard? So, I thank the Minister again, for sharing the efforts in protecting teachers' well-being and I want to appreciate the teachers too. We are coming towards the end of the year and I want to appreciate the good work they have done over the whole year.”
“Thank you, Sir. So, I want to first appreciate the Minister for sharing the efforts taken by the Ministry to protect our teachers, for their well-being, and of course, how they have been treated in schools all this while. I have gotten a number of on-the-ground feedback, including those with dialogues through the Singapore Teachers' Union (STU), where I am an advisor for, and we have had very good conversations about how we want to improve teachers' well-being and how we can protect them further. And while many support and welcome the efforts done by the Ministry, one pain point that keeps cropping up is the workload. And we have heard from Minister on how we have continued to monitor. But they have shared progressively that, although things have changed, it is similar still, because you move the pieces around, but the plate is still as much. So, there are some concerns, and I would like to ask further. The Minister talked earlier about how he has done some research and we know OECD's survey is not ours, but we have continually done more, to check on our teachers. Has the Ministry conducted any recent workload audits, so that we can pinpoint exactly where this pressure of workload really comes from? They have mentioned that the bulk is the non-teaching part, so can we work on something to maybe reduce that further? The Minister also mentioned the use of AI, which I believe has helped teachers a lot, but it has also added a layer of complexity to how they do things. And I wonder whether this could also be considered in us trying to reduce the workload. Going forward, can we explore a white space, where we put a fixed guideline throughout the different schools to protect core teaching time.”
“Mr Speaker, I would like to get your permission to ask beyond two supplementary questions, because I have asked quite a number of questions.”
“Therefore, three priorities must be given urgency: flexible work as the norm so that caregivers can remain employed; a "one-stop" service for assessment, grants, such as the Home Caregiving Grant, and community services; and pathways to return to work through training credits, job placement and CPF support so that retirement needs are not affected. These measures improve access, lighten the burden and protect the mental well-being of caregivers. (In English): Sir, in conclusion, if we get the "3As" right, affordability with fair help and clear cost signals, adequacy that keeps pace with real pressures and is anchored by a respected care workforce, and accessibility that is simpler, faster and kinder, then seniors in our older estates like mine and caregivers across Singapore can face the future with dignity and confidence. This Bill moves us in the right direction. Let us pair it with the Annual LTC Cost and Workforce Report that I suggested, sustained workforce transformation that shares gains with both families and workers, and continued emphasis on prevention and mental well-being. Mr Speaker, I support the Bill.”
“Access should feel straightforward in moments that are anything but. A single severe-disability assessment ought to open the door to related schemes, such as the Home Caregiving Grant, without repeated forms and revisits. Where clinically appropriate, tele-assessments can spare less-mobile seniors and time-pressed caregivers additional trips. Two refinements would make the process fairer without changing the ADL threshold: first, assessment guidance should explicitly recognise supervision needs arising from cognitive impairment or serious mental health conditions, so assessors apply criteria consistently and compassionately; second, repeat assessments should be waived or further subsidised when a condition’s trajectory is pretty clear, and recent specialist documentation should be accepted where appropriate. Alongside this, aligning eligibility rules, including property AV thresholds, would prevent families from qualifying for one scheme but missing out on another due to technicalities. Mr Speaker, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] Sir, in my constituency of Kolam Ayer, comprising old estates like Bendemeer, Geylang Bahru, Sims Vista and St George's, many senior citizens live close to their children and grandchildren. In many Malay/Muslim families, caregiving duties are shouldered by working family members, including the women, in addition to raising children and supporting parents. Daily costs, such as transport, adult diapers and follow-up treatment, can rise quickly, and the mental stress of caregivers often goes unnoticed.”
“Keeping the claims threshold of three of six ADLs preserves affordability for the broadest base, while those who want earlier triggers can opt for supplement plans. That balance between solidarity and choice is appropriate for a national scheme. I note ground feedback that I have received from care workers and our unions that even with faster payout growth, the net dollar impact, after premium increases, may fall short for some families, and that some private supplements pay from one to two ADLs. While I support keeping CareShield Life affordable at three ADLs, I ask MOH to publish side-by-side publications, illustrations of premiums and payouts, base scheme versus supplements, so households can make informed choices. Adequacy must keep pace with reality on the ground. If care inflation or sector wage growth outstrips payout growth beyond 2030, we should be prepared to adjust the scheme parameters. The Annual LTC Cost and Workforce Report will give the Council and us in Parliament early warnings of cost and wage pressures, so refinements can be timely rather than overdue. Adequacy rests on people, not just on numbers. When care workers are short-staffed or burnt out, our families end up paying more, paying more for private help or coping alone. We should therefore scale workplace transformation through Company Training Committees, for example, workflow redesign, assistive technologies, tele-rehab and AI-enabled documentation, to lift productivity while protecting rest time. Crucially, productivity gains should translate into fair wages for care workers and tangible savings for families. A stable, respected workforce is how we keep services available at a standard and cost that families can live with. My third point, Sir, is on accessibility.”
“Means-testing should therefore reflect typical earnings over a reasonable period, rather than penalising a brief spike that nudges a family across a line. Affordability must also recognise gendered realities. Women often shoulder more caregiving and face career interruptions; we should continue monitoring women’s affordability and study targeted participation incentives for those who have prolonged caregiving spells, so premiums remain manageable without eroding retirement adequacy. Affordability also depends on families knowing what to plan for. To give households and policymakers shared, reliable signposts, I propose an Annual Long-term Care (LTC) Cost and Workforce Report. This should set out a simple, public “basic basket” of long-term care costs across home care, day care and nursing home settings, including transport and consumables, alongside wage and staffing trends in the care sector. With clearer signals, we can calibrate subsidies early, rather than react late, and keep CareShield Life affordable and sustainable. Finally, the most affordable dollar is the one we never have to spend. Sustained investment in promoting physical and mental well-being, chronic disease control, early rehab, and community health can delay or possibly avert disability and reduce time spent in severe disability. Upstream health is not a slogan; it is the first pillar of affordability for our families. So, I urge MOH to continue keep scaling Healthier SG community programmes that help workers maintain good health and mental health, so they can stay employed longer and recover better if illness ever strikes. Sir, my next point is on adequacy. CareShield Life provides basic, lifelong protection.”
“Mr Speaker, I rise in support of the Bill. This first major review since 2020 strengthens a safety net that more families will rely on in the years ahead. From 2026 to 2030, payouts under CareShield Life will grow at 4% a year, which means that a new claimant in 2030 can expect about $806 a month, a meaningful step-up to keep pace with rising long-term care costs. To cushion the impact on households, I welcome the Government’s commitment of $570 million in additional premium support over five years, which will help moderate the premium increases for workers and families who are already managing higher everyday expenses. I am also reassured that premiums remain fully payable by MediSave, because, at its heart, a national safety net must be accessible to all where no one should lose coverage simply because they cannot afford to pay at a point in time. The case for action is clear. By 2026, Singapore will be a super-aged society. Severe disability can strike in mid-life as well as old age; claimants have ranged from 30 to 93, with a median age of 52. As a labour Member of Parliament, I view this Bill through the lens of working families and caregivers on the ground. My remarks focus on the "3As": Affordability, Adequacy, and Accessibility, with prevention, cost transparency, and the care workforce woven through each. Sir, the expanded means-tested premium subsidies, up to 30%, together with higher income thresholds and the increase of the Home Caregiving Grant to $600 in April 2026, will make a practical difference to households who are watching every dollar. These measures are necessary, but they must also feel fair in real life, not just on paper. For many self-employed and commission-based workers, their incomes swing month to month.”
“This includes seniors, whom I mentioned earlier, and those who are not fluent in English. I welcome this measure and hope that its implementation will be inclusive and build public confidence towards this system. (In English): This Bill supports a more efficient, secure and accessible conveyancing system, and expands legal access for those planning for their future care. As implementation begins, I urge the Government to continue working closely with stakeholders across the law, finance, tech and the community sector to ensure that this digital transition is smooth, inclusive and robust. Technology must not just make systems smarter. It must make them more humane and more accessible for all. Mr Speaker, I support the Bill.”
“This Bill rightly mentions and introduces safeguards, such as the clear definitions for secure electronic records and signatures, requirements for attestation in digital witnessing and provisions for error correction and cybersecurity incidents under the amended SLA Act. I believe these are all really important. But public confidence depends not just on what the law allows, but how risks are managed in practice. So, may I ask to that end, what cybersecurity standards will the prescribed systems be subjected to? Will there be regular system testing or independent audits that can be regularly done and how will the authorities communicate these safeguards to the public to build greater confidence? When large sums and legally binding documents are involved, Singaporeans must know that the digital infrastructure is not just about convenience, but of course, trustworthy. Sir, we have seen during COVID-19 how physical processes can become fragile in the face of disruption. Remote work, lockdowns and safe distancing rules revealed the limits of a manual, paper-dependent system. This Bill ensures that critical legal and housing processes can continue securely, even when in-person meetings are not possible. It is a future-proofing measure which I welcome because it is not just a tech upgrade. Sir, may I continue in Malay, please. (In Malay): [Please refer to Vernacular Speech.] Sir, I support this Bill because it modernises the property conveyancing process and improves access to important legal documents, such as the LPA. This move will enhance efficiency, security and convenience for all parties, including senior citizens and families who require additional support. It is important that we ensure that in our journey towards digitalisation, no group is left behind.”
“But the current LPA process still requires an in-person processing and witnessing which can be difficult for seniors with mobility issues or caregivers with limited time. This Bill allows eligible individuals under 75 with appropriate donees, to complete their LPAs via live audio-visual witnessing, under strict safeguards. This builds on the earlier digitalisation of the LPA process through OPGO. It is a meaningful reform that expands access, while preserving integrity. Sir, as we move to a fully digital system, we must also pay close attention to readiness and trust. These are important issues to stand out. There are still segments of our population, particularly our seniors and our low-income families, who may lack digital access or confidence in the system. Therefore, we must ensure that no one is disadvantaged because they are unfamiliar with the new system. Similarly, not all conveyancing firms have equal digital capabilities. Some smaller practices may face resource constraints in adopting new workflows. Mr Speaker, to that end, I would like to seek clarifications on the following. Will there be training or transition support provided for smaller law firms and service providers? What measures will be taken to ensure that the new systems are inclusive, especially for residents who may struggle with digital tools or with the language? And will there be community-based digital navigators or help channels for those who need assistance? Sir, as we digitise legal documents and financial transactions, cybersecurity will continue and always become a critical issue.”
“Mr Speaker, I rise in support of the Bill. This Bill modernises how Singapore manages property transactions and legal authorisations. It enables the use of secure electronic systems for conveyancing, allows remote witnessing of legal instruments and introduces important reforms to facilitate digital signing of LPA. These are practical, necessary changes, especially in a society that is increasingly digital in how we live, how we work and plan for the future. Sir, today's conveyancing processes involves up to 17 stakeholders: lawyers, banks, CPF, IRAS, HDB, SLA and many, many more. Despite years of digital progress, much of this process remains manual, paper-based and prone to coordination issues. The amendments in this Bill provide a legal foundation for property transactions to be conducted fully through PETS. These include systems, like DCP, which is developed by SLA. This shift enables electronic contracts and deeds, secure digital signatures and the remote witnessing of execution. I believe that these capabilities are not just about efficiency. They also reduce error, increase transparency and improve the overall experience for buyers, sellers and professionals involved. Stakeholders have long highlighted inefficiencies, from repeated data entries to the delay in cheque processing. Law firms and banks have spoken about how one mortgage transaction can take up to 50 minutes just to check and reconcile documents. This Bill addresses these bottlenecks meaningfully. Sir, another welcomed provision of this Bill is the facilitation of remote witnessing of LPAs. This is an important step. As our population continues to age, more individuals are planning ahead to safeguard their care and decision-making.”
“Sir, I thank the Senior Minister of State for sharing on this issue with regard to suicide and the workflow. To be honest, I want to express my thanks to the counsellors, the school educators and of course, everyone involved in this mental health space because working with youths is really not easy. It is certainly complex and requires some dedication in that regard. But having said that, I do believe that we need a national crisis pathway and in so, we need a key performance indicator (KPI) that will be distinctive enough for us to ensure that the timely intervention is set. Because right now, we do not have a particular KPI. May I suggest that the Ministry consider this and put this as part of our crisis pathway? And having said that, will this pathway flowchart be issued and publicised so that it can be used across the different organisations, whether it is in schools, whether it be in the hospitals, whoever is doing the crisis intervention? We need to have the data to be properly accessed when an imminent risk occurs.”
“Third, inclusive return-to-work practices. Returning to work after a period of illness, injury, or a mental health challenge is never easy. Many workers tell us they feel anxious, worried that their colleagues may see them as less capable, or that their employers may judge them for needing more time to recover. That is why the return-to-work journey must not add to their stress. Instead, it should be a bridge of support, where adjustments are made to help them regain confidence at their own pace. Employers can and should tap into the resources from the Tripartite Alliance for Fair and Progressive Employment Practices and the Workplace Safety and Health Council to implement Return-to-Work policies, policies that ensure workplace safety while also fostering understanding and compassion. When a worker is supported in this way, they are more likely to bounce back stronger, to contribute meaningfully and to inspire others. And when we care for our workers in their most vulnerable moments, we strengthen not just productivity, but the bonds of trust in our workplaces. Mr Speaker, our nation's strength never come from size or the resources that we have. It comes from trust. Trust between people and the Government, between employers and workers, with the unions at the centre of everything and among, of course, citizens themselves. As we turn the page after SG60, let us reaffirm the trust by standing with our workers, uplifting every community and safeguarding the mental health and well-being of every Singaporean. Let us show that in Singapore, progress is not for the few, but for all. And this is how we will build not only a stronger economy, but also a stronger society. One where every worker has dignity, every family has assurance and every community has hope.”
“For our seniors, dignity is not only about medical care, but also about connection, purpose and being seen. As seniors age, they may face loneliness and other mental health concerns, but it can also be a stage of renewed contribution if the right support is given. We must continue to expand community facilities, so that help is never too far away. Finally, I turn to our workers who cut across the different ages and I have a few calls to make. First, stronger rest protections. The "always-on" culture must be challenged. Workers need adequate rest between shifts and more explicit guidance on after-hours communication. Otherwise, exhaustion will erode both well-being and long-term safety. Second, preventive approaches. Employers should go beyond ad-hoc wellness talks and make mental wellness training a mandatory part of management development. Leaders must be equipped, not only to deliver results, but also to recognise early signs of stress, to intervene with empathy and to create psychologically safe workplaces. At the same time, companies can and should tap into the Company Training Committee grant, not only to invest in new technology and upskill their workforce, but also to redesign jobs and workflows with workers' productivity, well-being and dignity at this centre. So often the perception is that innovation is seen as a way to squeeze more output from the same worker. But that cannot be our approach. Instead, we must harness innovation to ease the pressures of long hours to streamline repetitive tasks and to allow workers to focus on higher value and more meaningful work. When we do this, productivity gains will be matched by healthier, more motivated teams and by workplaces, where people feel proud to contribute and confident about their future.”
“In this new term, we intend to move forward further, ensuring that mental health remains a sustained national priority. Sir, international studies shows that young people are especially vulnerable during school-to-work transitions. Locally, nearly half of workers already report exhaustion at the start of their careers. In my Malay speech earlier, I had spoken about employability initiatives for our youths and young professionals under the FA4 initiative. Employability must go hand in hand with resilience. Skills will get our youths a job. Resilience will help them to keep it, grow in it and strive in the long run. Sir, our youths today also live in a digital first world and we must strengthen their healthy digital habits and depend our understanding of the impact of social media on mental well-being. We must build emotional resilience in all schools and IHLs alongside academics skills. Our youths should not only survive the pressures of school and work, but thrive with confidence and work. I continue to call for mental health and well-being literacy to be embedded within the curriculum, so that everyone is equipped with the skill. And as we progress as a nation, everyone can play their part better. Sir, many young parents juggle work, childcare and caring for ageing parents. NTUC hears their concerns about long hours and blurred work-life boundaries. To protect their well-being, we must strengthen safeguards for rest, expand flexible work arrangements as a norm and enhance community support for caregivers. But beyond that, we must call for stronger workplace mental well-being initiatives, so that employers build cultures where mental wellness is part of daily practice, not an afterthought.”
“This event will be a great opportunity for youth to explore career pathways, receive expert advice and build the skills needed to succeed in an increasingly challenging job market. Additionally, e2i together with the Happiness Initiative, will launch a special workshop for youth and young professionals aged 18 to 35 years. The focus of this workshop is to build mental resilience, by equipping participants with skills to manage stress, and building confidence when seeking employment or starting a new career. When every community can progress together, Singapore as a whole will become stronger and more resilient. (In English): Mr Speaker, I now turn to an issue that I have been championing throughout my stint in Parliament. An issue that cuts across workers, families and communities. The President reminded us that our responsibility is to give Singaporeans assurance at every stage of life. Mental health is that assurance. The statistics tell us sobering story. Nearly 47% of workers in Singapore report feeling exhausted after work. The prevalence of poor mental health remains at 15% in 2023, higher than the pre-pandemic levels. The economic cost of mental health conditions is estimated at $15.7 billion annually or 2.9% of the GDP. Behind each statistic is a worker, a family and community. Their struggles with stress and burnout remind us that productivity cannot come at the expense of health. As the co-chairman of the PAP mental health group, I have continually engaged stakeholders from the healthcare professionals, community partners, to employers and workers. And together, with my colleagues, we tabled a Motion of mental health in the last term to place this firmly on the national agenda. But that Motion was not the end. It was the beginning.”
“Before PWM, lift maintenance was low-paying, but today, she earns a stable income that supports her family and future. Mr Speaker, her story shows why PWM matters, not just for wages, but for dignity, skills and opportunity. Sir, when the lowest-wage worker progresses, Singapore progresses. That is how we build an inclusive growth. Mr Speaker, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] Sir, with AI transforming industries and jobs, we cannot allow Malay/Muslim workers to be left behind and must support them to succeed. Through Focus Area 4 (FA4) under M3, we pay special attention towards enhancing the marketability of Malay/Muslim workers. With close collaboration between NTUC and MENDAKI, we will build a robust support ecosystem to help workers adapt to the increasingly changing job market. We will continue to strengthen support, especially for mature PMEs, as well as our youth who will inherit the challenges and opportunities of the future economy. For mature PMEs, support will focus on empowering them with new skills, including digital and leadership skills, so that they can remain relevant and trusted by industry. We also need to further expand the network of career advisors to help them adapt to market changes and pave the way towards a meaningful second career. For our youth, we need to provide more diverse pathways. This includes apprenticeship programmes, work-study schemes as well as development opportunities in new fields, such as green technology, artificial intelligence and the care economy. Next month, we will organise the Youth Skills and Career Fair @ SCAPE on 6 and 7 October.”
“I urge the Government to extend these enhancements until Singapore reaches the Organisation for Economic Co-operation and Development (OECD) benchmark of the 20th percentile being two-thirds of median income. I also call for the wage ceiling to be raised beyond $3,000, so that as wages rise, PWM workers in sectors like security, waste management and lift and escalator maintenance remain covered. Second, let us address how wage increases can lead to a loss of social assistance. Sir, on the ground, we have heard from workers who hesitate to accept wage increases. They fear they will lose eligibility for Workfare or ComCare. And I find this very troubling. Workers should never be penalised for progress. I call for a comprehensive review of our wage support and social assistance schemes, so that no one is forced to choose between a higher salary and essential aid. Third, future-proof upskilling of our lower-wage workers, including training in Artificial Intelligence. I call for AI training to be extended to PWM workers, such as, administrators who can leverage AI to optimise workflows. NTUC LearningHub already offers an AI learning ecosystem, covering skills across different proficiency levels. So, let us make this accessible to all workers, including our lower-wage workers, so that they, too, can benefit from the AI economy. Mr Speaker, let me share the story of Ms Nur Shafiqah Irwandy, a 24-year-old lift supervisor at Fujitec. Starting from ITE, she pursued a Work-Study Diploma while working, overcoming challenges in a male-dominated industry. Today, she leads a team maintaining 600 lifts across Sengkang and Punggol. The Progressive Wage Model has transformed her career.”
“Mr Speaker, I rise in support of the Motion. The President called on us to build a "we first" society, where growth uplifts everyone, and trust remains the foundation of our nation. This message resonates deeply in the Labour Movement. For me, as a representative of workers and their families, this means ensuring that every worker matters, no family is left unsupported and no individual is left to struggle alone. Today, I will speak on three areas: supporting our lower-wage workers, strengthening employability in the Malay/Muslim community and finally, addressing an issue very close to my heart – mental health. Mr Speaker, I begin with our lower-wage workers, the backbone of our society. They are the quiet hands and steady feet that keep Singapore moving each day. Over the past decade, we have made substantial progress. The wage gap between lower-wage workers and the median worker has narrowed. Real incomes of workers at the 20th percentile rose cumulatively by 30% from 2013 to 2023, faster than the median worker's 22%. Today, more than 155,000 lower-wage workers across nine sectors and occupations are covered by the PWM. This is progress we can take pride in. It shows that when we walk together, Government, employers and unions, we can shift the escalator of social mobility upwards. But we must not stop here. Allow me to make three calls. First, enhance funding for PWM and the Progressive Wage Credit Scheme (PWCS). The PWCS has been instrumental in helping employers support wage increases. Over $2.7 billion in PWCS was disbursed in 2022 and 2023, benefiting more than 520,000 employees.”
“Mr Speaker, I thank the Minister for sharing our approach towards bullying. As a parent, when I first heard the news about bullying and how persistent it has been over the past few months, it was extremely worrying. As an educator and someone who believes strongly in mental health, I thought we were on the right track, scaffolding our efforts to make sure that we give the right support to the children. But being a parent too, and many parents have actually approached me about the concern of whether we are being a bit too soft in our approach, and whether a harder stance would be necessary. As an educator, I also feel that, sometimes as educators, we do not have that empowerment to take extra steps further. Of course, we worry about the effects of us being too hard on our students sometimes, but I think it is a balance. Having said that, I have two supplementary questions for the Minister. Firstly, parents are often the first to notice the changes in the child when someone goes through a certain phase. And I think we need to have more support. The toolkit provided is actually wonderful. In fact, I have questioned before, how accessible it is for our parents. So, my question is, how do we make use of this toolkit further to prevent and empower parents to help them in their journey in helping their children when they are bullied or, in this case, both sides, whether it is the perpetrator or the victim, I think we need to give the right support for them. As an educator, I have mentioned before about our worries about being sidelined for taking a harder stance on some students, for example. Is there some assurance from the Ministry, so that our educators can take a harder stance sometimes and balance it, as we approach our students moving forward?”