Yeo Wan Ling
Singapore
“Thank you, Speaker. I have a clarification for Minister of State Jasmin Lau. In my speech on job redesign, I had asked for AI grants to be tied to mandatory job redesign requirements and productivity gains linked to worker outcomes.”
“Thank you, Speaker. Could the Minister of State elaborate on the specific fire safety protocols in place for HDB car parks with EV charging points, including detection, suppression and evacuation measures?”
“I thank the Senior Parliamentary Secretary. Could the Ministry give further clarifications on how it assesses PWM compliance in procurement processes, including whether firms have met, for example, training requirements for their workers under the PWM requirements?”
“Mr Deputy Speaker, 10 years ago, we built the foundations. Today, we are building the integration. And 10 years from now, I hope we will look back on this Bill as the moment Singapore chose to ensure that our next bound of growth is one that every worker can be part of.”
“As the Bus Contracting Model (BCM) enters its next phase, could a similar transformation support be considered for our bus captains? A refreshed BCM should be a win-win for commuters, operators and the workers who keep Singapore moving. Strengthening Transport Accessibility”
“And our local workforce must move up the skills ladder alongside industry transformations. In this new phase of labour transformation, I would like to put forward three Budget priorities. First, we must continue attracting top global talent in a way that strengthens, not substitutes our Singaporean core.”
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“Platform workers continue to face challenges, such as unpredictable and unclear earnings, as well as variable incentives that can require them to work excessive hours to unlock targets. Mr Speaker Sir, our platform workers deserve to earn fair pay so they can, by working hard, earn a decent living for themselves and their families. As a society, we must make progress in recognising and respecting the contributions of our platform workers where it matters most, in how they are paid and treated for work that they have done. This is where I am heartened by the progress that our PWAs are making with our platform partners. Our PWAs and nine platform operators, including major platforms, like Grab, Foodpanda and Deliveroo, have agreed on a set of principles to ensure fair earnings and safe incentive schemes for our platform workers. Arising from these principles, the platforms have committed to consult drivers and the PWAs on ways to ensure fair and transparent earnings, to proactively engage PWAs prior to major changes to incentive schemes, and to monitor their platform workers' online hours and adjust incentive programmes, where necessary, to ensure that they do not encourage overwork. As an update to our platform drivers and riders, do know that our PWAs are in close discussions the platform operators to operationalise these principles in the context of individual platform policies. Beyond these immediate concerns, we must also work to ensure a just future for our private hire vehicle (PHV), taxi and bus drivers, especially amidst the planned roll-out of autonomous vehicles (AVs), the upcoming Rapid Transit System (RTS) Link and discussions with Malaysia to expand cross-border transport opportunities.”
“Today, thanks to the efforts and cooperation of our tripartite partners, our platform workers now have rights to full CPF contributions, mandatory work injury compensation and representation by our PWAs. Since the Act was implemented in January 2025, our Platform Work Associations have gone on to secure critical recognition from Grab, ComfortDelGro Zig, Lalamove, GoGoX, TADA and Trans-Cab's Smile Ride. This means that recognition strengthens our PWAs' ability to negotiate with individual platforms to secure better wages, welfare and work prospects for our platform workers. Indeed, bilateral negotiations between PWAs and platform operators are an important means for us to secure better outcomes for our platform workers. Indeed, our negotiations have already started to yield success for us with Grab and we successfully negotiated for incentive changes after feedback from our drivers, as well as secured priority shift bookings for our food delivery platform workers in high-demand areas. Most recently, NTUC and our PWAs initiated a senior-level trilateral workgroup to tackle illegal practices that unfairly undercut our platform workers' jobs and earnings. I am glad that the trilateral workgroup has yielded concrete outcomes that make a difference to our platform workers. Over 70 foreign registered vehicles have been caught offering illegal ride services with most being impounded. Four foreigners were arrested for working illegally as delivery riders without valid work passes. Mr Speaker, the PWAs will continue to work with the relevant Government agencies to strengthen enforcement levers to better deter and detect illegal practices. While these measures have made a difference, our work is not still far from being done.”
“They make for natural leaders, but did you know, that for many of our union leaders, because of the construct of their collective agreements, they choose to forego promotions, to remain in rank-and-file executive positions so that they can continue to represent fellow workers without worries of conflict of interest. Indeed, it is a calling to be a union leader, and our big brothers and sisters, 大哥大姐们, serve their working lives out in dedicated service to their fellow workers, never seeing their choices as sacrifices, but as choices of care and service. Mr Speaker, the quiet secret work that our workers put in have undoubtedly driven me to continue to fight for our workers interest and I note with appreciation, what President Tharman said in his speech: "Progress means recognising the value in every job – in the trades, crafts, and services, no less than in offices and boardrooms – and ensuring that everyone who contributes to society earns respect, and can build a good life". I cannot agree more. Building on this vision and our labour values, I call on the Government to continue their good work with tripartite partners to ensure that every worker is recognised and valued for their contributions at work and at home. In particular, securing fair pay and a just future for our platform workers; ensuring good jobs for our public transport workers; and supporting our women and caregivers to thrive at home and at work. I shall speak more on platform workers today. For the past decade or so, NTUC and our Platform Work Associations (PWAs) have pushed for the Platform Workers Act to secure better protections for our platform workers.”
“Sometimes, all we need is to take a short pause from our own busyness, take a look around, have a short chat and to unveil these secrets. For most Singaporeans, taking a bus is part of their daily commute and I think it is wonderful that many commuters have made friends with our bus captains, and our bus captains told me that commuters have shared snacks and drinks with them to show their appreciation. However, did you know that for the vast majority of our bus captains, their lunch breaks are only 25 minutes and in between runs, their breaks can be as short as six minutes. In fact, an often-shared hack amongst bus captains, is not to drink water during service times, as many do not even have the chance at a toilet break. Many start their day at 4.30 am when the first bus leaves the depot and the day ends for many at 2.00 am when the last bus reaches the depot. Our captains can drive up to 16 runs in a day, with the longest uninterrupted run being two hours 45 minutes. I remain appreciative to the dedication and hard work our bus captains put in to ensure a safe and comfortable commute for all of us, and I hope that everyone can encourage our bus captains and public transport workers with an appreciative nod and a nice smile when you next see them. Mr Speaker, our union leaders are a critical part of our workforce as they are the voice of the ordinary worker and play a unique role between workers and management, negotiating for better protection, privileges and progress while ensuring that there is reasonable sustainability for businesses. Articulate, charismatic, nerves of steel, quick on their feet and excellent mediators they are.”
“Kathryn was with me when we allayed the fears of residents who saw cleaners in full PET kits cleaning up the Punggol Plaza "COVID Cluster". Cristine was with me when we identified and set up rest areas in Punggol coffeeshops to allow our delivery riders to rest and eat between their delivery rounds. Winston and Charles were with me when we set up our first counters to distribute – believe it or not hand-made face masks with care vouchers. To the Chloes, Patricks, Kathryns, Cristines, Winstons and Charles, and all our brave community leaders, this is a Motion of Thanks, and it is most appropriate that we remember what all of you did. Thank you, our grassroots, our volunteers for being the kind bedrock of our community and doing what you did for Singapore. [Applause.] Mr Speaker, in these five years, the kindness I have seen extends too into the realm of workers, many whom I have had the honour of representing through my work at the National Trades Union Congress (NTUC). At this point Mr Speaker, I declare that am the Executive Secretary for the National Transport Workers' Union, Advisor to the National Taxi Association, National Private Hire Vehicles Association, National Delivery Champions Association and the Director for the NTUC's Women and Family Unit. Mr Speaker, as I was saying, our workers keep Singapore running and they do this in unseen, quiet ways. Indeed, this is the "Secret Lives of Workers", and I believe that should more Singaporeans have a glimpse into this world, they would appreciate the kindness and sacrifices of our workers, and in turn, appreciate why we at the Labour Movement continue to fight for better protection and progress for our Singaporean workers.”
“I know that these values ring true in many fellow Singaporean's hearts because in the days that followed from that maiden speech, I had Punggol residents and volunteers who came up to me and ask if I was Dr Yeo's daughter, as he used to be their family doctor, and they recall that neighbourhood I grew up in and all its residents there with much fondness. One of them recalled me and my sister hanging out in my dad's clinic in our school pinafores, and honestly, that made me feel very warm. But I am particularly heart-warmed that one of our Punggol residents who remembered my father well, eventually also had her daughter, Chloe, who is now studying to be a doctor, volunteer with us, and she is now a loved young community leader. Indeed, kindness begets kindness and that is the true virtuous circle of life. Mr Speaker, I believe that when you call out to the Universe, the Universe will answer you, and over the past five years, I have seen much kindness in our communities. It might seem to be a very distant memory, but COVID-19, DORSCON Orange, Circuit-Breaker, contact-tracing, vaccinations, isolation, PETs, swabbings only ended and went into the endemic phase just some 30 months ago. I remember I spent the first three years of my time as an MP in a mask, dealing with COVID-19 community matters, assuaging fears, comforting distress, dispelling disinformation and getting residents who were new to me to place their trust in me, even in a mask, and to place trust in our Government policies. It was only with the kindness and fortitude of our trusty community volunteers and leaders that we were able to do what we did. My community leader, Patrick, was with me when we delivered our Care Packs in the middle of the night to residents who had COVID.”
“Mr Speaker, Sir, time really flies. It seems only yesterday when I delivered my maiden speech in Parliament. But five years has since passed and it has certainly been a very eventful and heartwarming five years for me. I recall my maiden speech, like many in the House, was about kindness and I shared about the childhood days I spent in the 1980s, in the Holland Drive neighbourhood where my father had his clinic. It was about the friendships we had with our neighbours, many who I still remember vividly. Uncle Mohammad and the magazine and stationery store he used to run – it was called PMS – and I remembered 8 Days picked it up as a most noteworthy name. Aunty Siew Ying, a Malaysian turned Singaporean who ran a snatzy Jantzen hairdressing salon – that wa where I got my first professional haircut after years of grandma's home bowl haircut. I still remember vividly, ooh, the excitement my sister and I had tasting our first very adult, very grown-up "XO Fishhead Bee Hoon" from Uncle Chang who opened that innovative new stall in the coffeeshop right next to my dad's clinic. The fondness I had for the neighbourhood was all about the kindness that the community had for one another. We knew each other by name. My parents trusted our neighbours enough that my sister and I could always run around the neighbourhood unaccompanied. We shared news about our lives and families, and most importantly, we counted on each other to seek and give help openly.”
“I declare I am the Executive Secretary of the National Transport Workers' Union. The announcement of the roll-out of the AV shuttle trials in Punggol has been met with both excitement and curiosity. I thank the Ministry for putting in a phased approach for the roll-out with safety mapping and terrain customisation of Punggol streets, before passengers services start. This will no doubt allow our Punggol residents to be familiarised with the technology and services, and to be more confident of the use of AVs in their daily commute. What are the safety key performance indicators to be achieved during the non-passenger phase of the Punggol AV trials before graduating into passenger services? And will there be a town-wide consultation with Punggol residents during the various roll-out phases? In addition, I note that there has been some identification of new jobs that would be created with AV trials, such as safety drivers and remote operators which the Senior Minister of State has talked about. How will the Ministry direct the appointed AV service providers to work with the transport unions and associations on prioritising these jobs for existing transport workers and to make more accessible the application for such jobs to a wider group of transport workers?”
“Thank you, Speaker. Protecting our young through the prevention and identification of online harms and cyberbullying needs to be a whole-of-community effort. In my community engagements with parents, given that the bullying happens to be in the "unseen" online world, I note that many parents were not aware of the extent of their child's cyberbullying cases. With online bullying ground movements coming from school backyards, for instance, "XXX", being the school's name, and confessions on social media pages, chat groups, game rooms, how will the school and Ministry reach out to the community to be vigilant to such pages and such movements? Beyond the current reporting channels, will the Ministry also consider a nationwide campaign to stamp out cyberbullying in schools, because really, it is not okay to be not okay.”
“Mr Speaker, while we wait for the assessment from LTA and the Rail Reliability Taskforce, I note that the SPLRT reliability is being closely monitored, and our transport and maintenance workers are working hard to maintain high reliability for our commuters. With an ageing infrastructure and higher commuter demands with the new Punggol infrastructure, like the Punggol Digital District and the Singapore Institute of Technology coming online, how can the Ministry support and resource our operators better on top of creating redundancy systems, as Minister has updated, to implement safety and condition monitoring systems? How can we also ensure that our workers are equipped with the latest skills and knowledge especially with the manpower development package that looks into upskilling our workers come to a funding end?”
“Even if the inmates may not be comfortable raising it within the prison, the family members are able to reach out to the various community organisations and the support given. For me, I have been very fortunate to be able to work with the community organisations who have been very proactive. Sometimes, we know of some issues, we try our best to reach out to them, even when the inmates have given the permission to reach out through the Yellow Ribbon project. In order to reach to the families, it may not be easy, but the stakeholders continue to engage day by day, sometimes, we make many calls – all with the purpose of caring for fellow Singaporeans. So, I want to assure the Member that we will continue to strengthen this ecosystem and at the same time, whenever there is any one suspecting that their loved ones outside, who may be affected, like being a victim to a crime, they can approach any of the community partners, they can also go to the local Police set-up and we will work together whenever we get any information, so that we protect each of us here in Singapore.”
“Thank you, Mr Speaker. I have had residents who were due to be incarcerated who came to me, or if they were already incarcerated through their family members, concerned about their family or loved ones. Sometimes, it was about an unsettled child or a senior to whom they are caregivers to, or sometimes it is about who they can approach should they wish to find out more about how their loved ones or families are doing on the outside. At times, my residents tell me that they have no other persons that they can trust on the outside to help check in on their dependants' well-being. In such cases, how can prison services provide a peace of mind to our prison mates if they have no larger support structure? If they suspect that their loved ones may have fallen victim to a crime, is the process of reporting their suspicions with a view to an investigation, a clearly communicated one to them, and understood within the prison systems? Assoc Prof Dr Muhammad Faishal Ibrahim: Sir, I thank the Member for the supplementary question. We share her concerns and we understand there is always anxiety and a feeling of how their loved ones will be able to take it in terms of the incarceration, and those who are outside, particularly children, seniors and so forth. Over the years, we have strengthened the ecosystem of care. For example, the FRCs, we have been able to strengthen it and we work with MSF regularly in a very deep manner. We make referrals and we work with the stakeholders to see how we can support those who are inside, and as well as their loved ones. And I must share that today, there are many more avenues.”
“Preschool education in Singapore is recognised as a crucial stage in a child's development, preparing them for formal schooling and lifelong learning. The Government has been actively working to enhance the preschool sector through ECDA, which oversees the quality and accessibility of preschool services. Initiatives like the Anchor Operator Scheme and Partner Operator Scheme have been introduced to increase the number of quality preschool places and make them more affordable. Despite these efforts, the challenge remains to balance affordability with maintaining high standards of care and education across all preschools to support child development and assist working parents. How will the Ministry of Social and Family Development (MSF) further improve the affordability and quality of preschool for all families in Singapore? Partnerships – Singapore Made for Families In Singapore, the Government recognises the fundamental role of families and aims to create a supportive environment for them. This involves implementing policies and initiatives that encourage strong family bonds, such as work-life harmony, flexible work arrangements requests and inclusivity within the community. MSF has come a long way in enhancing family services, promoting family-friendly workplaces and ensuring that all members of society, including the less privileged and those with special needs, feel included and supported. These efforts are part of a broader strategy to maintain a cohesive and resilient society. How will the MSF further build and foster a family-friendly and inclusive Singapore? Will the MSF be further engaging with whole-of-society stakeholders, such as employers and the trade unions to provide more marriage and parenting resources for families? Compensating Family Caregivers”
“Chairman, I have two sets of clarifications. The first set is to Minister Tan See Leng. Given that there could be other sources of labour which are in higher demand by businesses, could the Minister for Manpower explain how MOM decided on the list of countries for the Non-Traditional Sources occupation list? The second set of clarifications is for Minister of State Gan Siow Huang. What is the current gender pay gap in Singapore and how does the Government plan to reduce it further? Science, technology, engineering and mathematics (STEM) careers are high-value career choices and can move the needle in further closing the gender pay gap. What more can the Ministry do to encourage young women to consider careers in STEM as well as equipping female mid-careerists to convert into STEM careers? Additionally, given the recent development to support caregivers to stay in the workplace, what steps will the Government take to ensure that the gender pay gap does not widen further for female caregivers who opt for alternative work arrangements, including FWAs, due to caregiving responsibilities?”
“We believe that the CUB and other FWA-centric programmes can be extended to help pregnant and/or single mothers to stay in the workforce and hope to expand the programme to cover such underserved segments of women and to include more professional, manager, executive and technician (PMET) roles. I ask the Ministry for an update on the TG-FWAR and whether it can consider measuring its impact on women returning to work, given that employers and employees are not required to report outcomes. In addition, what can the Ministry do to support more flexible work opportunities to open employment options for more underserved segments of women, such as pregnant mothers, in a bid to promote more inclusive workspaces.”
“Caregivers have shared that flexible work arrangements (FWAs) are their most preferred form of support in balancing work and caregiving. The launch of the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) in April 2024 is a significant milestone in this effort. These guidelines are designed to address the fact that every caregiver’s needs are unique, and that these needs may evolve depending on job requirements and business realities. With more than 70% of Singapore companies already offering some form of FWAs, the focus going forward must be to normalise FWAs and the requests for them. FWAs implemented must be sustainable and create win-win outcomes for both employers and employees alike. Progressive practices, which include setting up clear outcome-based KPIs for employees, implementing more frequent and regular check-ins with staff, and upskilling or equipping human resources personnel with current FWA practices must also be encouraged. More resources must also be availed to lesser resourced small and medium enterprises (SMEs) on implementing programmes and policies for the long-term sustainability of FWAs. Some progressive employers have started to work with the National Trades Union Congress (NTUC) on the creation of employee attraction and retention programmes using FWAs, such as the NTUC C U Back at Work Programme (CUB). The CUB programme helps caregivers, especially women, return to work with flexible work options and flexible training schedules and, of course, an attractive pay package and, to date, we have placed close to 1,000 cubbies in the programme.”
“Singapore will be super-ageing society as defined by the United Nations (UN) in 2026. As an ageing society, workplaces must be more inclusive and accommodative to the physical needs of a more senior staff base, from providing more ergonomic support to more aware of long-term work-related disorders. In addition, more attention and conversations can be situated around lifecycle changes such as menopause, which Duke-NUS has dubbed the Menopause Wave to come in a super-ageing Singapore. Some progressive companies have put together menopause policies, which cover the physical and mental well-being of peri-menopause and menopause employees, but efforts are at best spotty. Mental wellness is also an increasingly important workplace safety and health performance indicator, with around one in seven people in Singapore experiencing a mental disorder in their lifetime. Studies have also suggested that work stressors were among factors associated with poor mental health. Some workplaces have mental wellness champions, but more can be done to enhance the training and expertise of such champions. Given that it is important that safety, wellness and health performance in our workplaces continue to evolve to support our workforce changes, how will the Ministry continue to support employers, especially the less resourced SMEs, in the collective efforts to build a strong safety and wellness culture in corporate Singapore? Support for Mature Jobseekers”
“The PWMs for retail and food services sectors were introduced in September 2022 and March 2023 respectively and has positively impacted 75,000 lower-wage workers, with wage increases of between 8.5% and 19% and clear career pathways. The two tripartite workgroups will convene again this year to determine wage ladders for the next phase. Employers support uplifting the livelihoods of our lower-wage workers, but many are grappling with business pressures. In 2024, over 3,000 F&B businesses closed in Singapore, the highest number since 2005. Challenges such as a looming trade war, global economic uncertainty, rising cost of raw materials, e-commerce competition and the development of the Johor-Singapore Special Economic Zone are making our retail and F&B businesses rethink their strategies. Given the concerns raised by businesses, what can the Ministry do to further strengthen the PWCS to support firms in raising wages beyond 2026. Could the Ministry look into recognising enterprises who have attained the PW Mark with additional wage support? Business owners have also shared the need to further streamline the PWM reporting process to the MOM and CPF. One company reported that Government compliance costs have gone up by 30% while another shared that they quadrupled their HR staff strength after PWM implementation. Since the PWM has been in place since 2012, how can the Ministry refine reporting processes to reduce administrative burdens on businesses while maintaining accountability? Workfare Skills Support Expansion”
“Thank you, Speaker. I declare that I am the advisor to the National Private Hire Vehicles Association, an affiliate association to the National Trades Union Congress (NTUC). The illegal practice of carpooling arrangement set up via online chatgroups continues to be an issue, creating safety concerns for passengers and affecting the professional reputation of licensed P2P drivers. A quick search on Telegram last week using SGHitch already yields five different active chatgroups, the largest, having a member base of 49,115, and the smallest with a base of 3,000. Almost every minute, in these chats, there is an offer to or from a driver to carpool and offer from a passenger to hitch a ride. In Singapore, it is only legal to carpool for a fee via licensed business platforms. Given that serious safety issues can come with the use of such unlicensed services – from the outrage of modesty to the most recent case of death where the driver did not even have a Class 3 licence – what more can the Ministry do to educate the public on the use of such services? And would the Ministry consider also disallowing paid carpooling amongst strangers, even in matching platforms for the safety of all commuters?”
“In an increasingly competitive global landscape, it is critical that Singapore continues to build on its relevancy as an international hub for business and trade. At the heart of the matter, we need to ensure that our workforce is given the opportunity to upskill and that there are clearly articulated career progression pathways for our workers. Can the Ministry provide us with an update on the Tuas Port Developments and how can Singapore prepare our employees for a progressive maritime career, while smoothening the process for professionals making mid-career switches? Regional Competition in Maritime Sector”
“The primary reason given is that they find the current user interface of booking apps complicated and they are not digitally savvy enough to navigate these apps effectively. Will the Ministry consider the implementation of a simplified community app for seniors who struggle with technology so that they can gently ease themselves into the more convenient world of ride-hailing? P2P Sector”
“The business landscape has evolved for our P2P drivers. The introduction of ride hail services and the use of apps for booking of transport have changed Singaporean commuter behaviours, and we see, indeed, that there is a gradual confluence of taxi and PHV business models. Our drivers have told us it is increasingly difficult for driving to be sustainable, given the escalating costs of business which includes petrol prices, rental fees and maintenance costs. Many of our drivers have taken to driving upwards of 14 hours in a day to make ends meet. As we look to rationalising and revitalising our P2P business models – between ride-hail/street-hail, taxi platforms – it is important to note that our drivers have also indicated their growing insecurities with their earnings, welfare and benefits with their platform partners. The lack of transparency when it comes to the distribution of work, price fluctuations and campaigns impact the earnings of our drivers. Some of our drivers say that they find themselves struggling due to hidden costs and unclear earning structures, especially with the introduction of mandatory CPF from platforms. Can the Ministry provide an update on the progress of the review of the P2P transport industry structure and regulatory framework? In the review, can the Ministry consider putting in more safeguards to protect the earnings of our drivers, especially since our drivers, unlike the truly self-employed, are subject to the management controls and rules of engagement of their platform partners? Mr Chairman, in addition, there continues to be demand amongst our seniors, both drivers and commuters, for street-hail services, and there are currently still drivers who are not on any booking apps.”
“With over 3.7 million rides a day, Singaporeans are avid bus users and rely on bus services to connect them with the last miles of their daily journeys. As new estates are built and travel patterns evolve, enhanced connectivity and bus service frequency continues to drive the productivity measures of our bus operators. The launch of the $900 million Bus Connectivity Enhancement Programme (BCEP) promises improvements with the introduction of new bus services, the purchase of new buses and the recruitment of more staff. Besides new transport infrastructure, investing in our bus captains must be seen as the heart of the matter. It is no mean feat being a bus captain. It requires resilience, patience, multitasking and steely-eyed focus, at all times. The tripartite partnership has convened several taskforces looking into the safety and welfare of our bus captains and ensuring that our bus captain role continues to be attractive to new and younger entrants. During the task force meetings, our bus captains gave feedback that protected uninterrupted meal breaks, reasonable runtime lengths, improved technology to enhance safety, refresher programmes and stronger legislative measures against rude, violent acts need to be looked into. Given a growing bus network and higher service expectations demanded of our captains, what more can be done to further improve the working conditions of our bus captains and transport workers? Update on Public Bus Safety”
“Are there plans by the Ministry to continue to reinvest into technology alongside our rail operators to ensure that our rail workers have more accurate monitoring gauges to pre-empt maintenance requirements. Developing Robust Rail System”
“Taking the MRT is part of many Singaporeans' everyday life and it is hard to imagine what Singapore was like before the advent of MRT travel. Singapore's first MRT service started in 1987 and was then just a six-kilometre stretch of the North-South Line (NSL) between Yio Chu Kang and Toa Payoh. Fast forward 38 years, our MRT network now spans 250 kilometres, comprising of 143 stations and six lines. Every day, 9,500 engineers, technicians, statisticians, schedulers and station, workers work diligently to keep our Singapore train services running, making our train services one of the most comfortable and reliable in the world. As the Executive Secretary (ES) of the National Transport Workers Union (NTWU), I have met personally, the good men and women from our Rail Industry. Unbeknownst to many, no two rail systems are exactly the same and our rail engineers and technicians are passionate solvers who think out of the box dealing with tens of thousands of spare parts and multiple vendors to maintain and repair train systems uniquely Singaporean in terms of age, build, obsolescence and technical parts used. As public transport workers, our Rail workers bear their work with purpose and national pride. During the recent MRT service disruptions, our rail teams worked ceaselessly through many late nights and early mornings, in rain and shine, to minimise train disruptions, all the time carrying the heavy weight of duty to our commuters on their shoulders. Given that our rail assets are ageing, that there will be new replacements of carriages coming in and the pressures rail workers put themselves through to adhere to top of class deliverables, how will the Ministry work with tripartite partners to level up our workforce to strengthen rail reliability?”
“Couples often cite concerns about managing their work and family commitments. While flexible work arrangements and the introduction of Shared Parental Leave have helped alleviate some stresses related to managing work and family commitments, in a recent survey by the National Trades Union Congress (NTUC) of more than 1,000 married individuals, less than half of parents surveyed found the financial requirements of raising children manageable. This points both to the need to provide more affordable access to caregiving resources, such as childcare and migrant domestic workers (MDWs), as well as equipping couples in dual income families to perform well at work to maximise livelihoods. In this respect, how can the Government do more to support working parents with their caregiving needs? 3.45 pm”
“Thank you, Speaker. A number of constituents who believe that a criminal offence has been committed against them have approached me at various times, with some confusion on when they need to apply for a Magistrate's Complaint, or when a Police report will suffice for Police investigations to commence against the alleged perpetrator. These offences include being slapped in public, damages to property, being cheated of money and breaches to Protection Orders. Some constituents shared that the Singapore Police Force had advised them to lodge a Magistrate's Complaint, especially if they would like to commence private prosecution. While some have shared that the $20 fee for lodging a Magistrate's Complaint and the need to turn up in Court have dissuaded them on pushing for further redress. How can the Ministry assist to provide more clarity to the members of public on the use of the Magistrate's Complaint and the process of getting one? And are there resources available to public who are unable to pay for the fee or have difficulty representing themselves perhaps due to language or disabilities during this session with the Magistrate?”
“Thank you, Speaker. Punggol Town is home to one of three full public golf ranges in Singapore. On evenings that I am there on community visits, they run at almost full capacity with both men and women, as well as children and family playing the sports, pointing to its growing popularity in young towns. Given that Singapore has seen some very good budding sports success with our golfing athletes qualifying for the Olympics and the US Open and Masters, how can the Ministry continue to keep the costs affordable for our budding sports talents, including those who have not turned pro golf, and to ensure that affordable access to golf practice facilities, even with the closure of the golf range?”
“From policy advocacy and flexible work arrangements, to mentorship and returner programmes, the NTUC remains dedicated to ensuring that all women – regardless of their circumstances and where they are in the lives – receive the support they need to reach for the stars, both at home and in the workplace. Together, we can create a more inclusive society where women are empowered, supported and given the opportunity to reach their fullest potential. Every woman worker matters. Mr Speaker, I support the Budget.”
“She shared very pragmatic concerns, such as how to set boundaries on the use of handphones and the use of social media within the home. Unlike the more extreme hateful relationships we see frequently played up in social media, I was very heartened to see that many Singaporean employers genuinely care for their migrant domestic workers, though they are often unaware of the resources available to better support them. Our clinics have since evolved into a programme, Getting To-Gather: Power of Women (POW). Under this programme, we brought in resources and partnerships to build healthy employer-migrant domestic workers relations, such as the Centre for Domestic Employees, Rice Company and the Association of Employment Agencies, amongst others. Our POW events are well-attended with attendees in the 100s, and feature care carnivals and awards that celebrate the positive relationships between migrant domestic workers and their employers. This shows the important role that our migrant domestic workers play in the ecosystem of care for Singaporean families, and we call on the Government to provide more support and assistance to our families in regard to greater access and affordability of migrant domestic workers. In addition, our families have asked for further assistance on being able to get temporary monthly work permits for replacement migrant domestic workers when their permanent helper goes on home leave. In conclusion, while much has been made to support women and caregivers, and making the workplace an inclusive one, we have miles to go before we sleep.”
“Indeed, workers with disabilities will also want to reskill and upgrade, so that their skillsets remain relevant. Depending on circumstances, PwDs may need more support for training, and the Government has an Open Door Programme Training Grant which funds employers up to 95% of course fees by SG Enable's Enabling Academy. However, employers and workers may require more industry-specific training that is offered outside Enabling Academy. Could the SkillsFuture Enterprise Credit be expanded to support the training of differently-abled employees, who may require some forms of training to be tailored to their needs as well as industry requirements? Mr Speaker, as family nucleus become smaller in Singapore, many families rely on trusted childcare and domestic helpers to provide vital support at home. Recognising the importance of fostering strong, harmonious relationships between employers and migrant domestic workers, the NTUC Women and Family unit, in collaboration with the Centre for Domestic Employees, launched monthly advisory clinics in 2021. These clinics serve as a platform for employers to understand their responsibilities and build positive, respectful relationships with their migrant domestic workers. Through these clinics, we observed that the majority of employers wanted advice and tips on creating strong, healthy relationships with their helpers. Many pointed to shifts in the workforce: migrant domestic workers are increasingly younger, often from the millennial generation. One employer shared that she was unsure of how to navigate her relationship with her young helper who was in her 20s, as her previous helpers were all in their 40s.”
“Through CUB, we hope to demonstrate to all employers that they can support our workers to better balance their work and life demands at every stage of their lives, while accessing a larger, and productive pool of Singaporean talent. Mr Speaker, for FWAs to be sustainable it is critical that FWAs are normalised within corporate cultures. With SMEs employing up to 70% of the Singaporean workforce, SME employers with less resourcing often struggle to find temporary replacements when staff go on FWAs or parental leave. SME owners may also face financial strain when reimbursing employees for parental leave. In light of Singapore's Budget 2025 announcements, which encourages Singaporean to have larger families, and given that women are child bearers and traditionally take on a larger share of caregiving, we call on the Government to consider additional support to SMEs that employ a higher number of women. Such targeted assistance for SMEs would align with the Government's push for larger families and increased workforce participation for our females. In addition, in the spirit of promoting inclusive workspaces, FWAs go a long way to providing a means of livelihood for PwDs. Ensuring that there is availability of suitable jobs with FWA is critical to securing our Singaporean workplaces as places for our PwDs to be empowered with independence and dignity. We call on the Government to build up a base of job coaches, so that jobs can be effectively redesigned to win-win outcomes for our employers and their PwD employees. I also thank the Government for extending the Enabling Employment Credit to end-2028, which provides wage offsets for companies to hire employees with disabilities.”
“While we thank the Government for heeding our calls for Enhanced Paternity and Shared Parental Leave, and indeed, it has started to move the needle in reframing gender stereotypes in parenting, with two-thirds of our survey respondents agreeing that their partners shares parenting responsibilities equally, parental/caregiving leave forms just a part of a broader caregiving ecosystem. Other initiatives, such as FWAs, and caregiving support such as childcare services, trusted helpers at home, completes this ecosystem of comprehensive support for women and their families; and allows women to return to the workplace with peace of mind. Our young families have shared that they face financial pressures while raising a family. I had spoken previously at the PAP Parliamentary Motion on Supporting Singaporeans in Starting and Raising Families that this would need to be taken with the view of providing more employment opportunities for return to work mothers, allowing for more sustainable long term financial independence. I shared that we would expand our popular C U Back (CUB) at Work Programme which helps caregivers, especially women, return to work with flexible work options to more segments of underserved women workers. FWAs are a sustainable way for caregivers to stay in the workforce, and more needs to be done to make FWAs more inclusive and accessible across different job types. The CUB Programme will now expand to PME jobs such as accounting and office administration. In addition, the NTUC Woman and Family Unit will re-engineer our CUB Programme to cover new to the workforce pregnant mothers, ensuring that they enjoy their full maternity benefits while being secured of permanent employment after their delivery.”
“Mentorships are critical in equipping and empowering women to reach their potential at work and in life. Mdm Nurhani, a 52-year-old mother of five, retrenched during the COVID-19 pandemic, was somebody who was part of the mentorship programme. For two and a half years, she struggled to find a job and through Yayasan MENDAKI’s Women @ Work programme and the NTUC Women Supporting Women Mentorship Programme (WSW), she met Ms Noorfarahin Bte Ahmad, a Union Leader and an NTUC WSW Mentor. Through shared life experiences, Mdm Nurhani regained her confidence to secure a job with INSEAD Business School as a Development Coordinator. We have many other examples of how mentorships and female support can positively impact lives, and we call on the Government and progressive companies to provide more resources to mentorship programmes, both at community and national levels to empower and embolden women to reach for the stars both at home and in the workplace. Mr Speaker, while taking care of the mental well-being and confidence of women in the workplace is important, another critical pillar to support women staying and re-entering the workforce are progressive workplace policies and cultures. A recently concluded Marriage and Parenthood Survey, conducted by the NTUC Women and Family Unit and PAP Women’s Wing with over 1,000 respondents, revealed key Government priorities for our parents. They are prioritising flexible work arrangements, improving access to affordable childcare and healthcare services, and increasing financial assistance and subsidies for families. The Labour Movement has advocated for flexible work arrangements (FWAs) since the 1990s and caregivers have shared that FWAs are their most preferred form of support in balancing work and caregiving.”
“And it is precisely conversations like this that helps to push the boundaries on what is possible and fair in the workplace. Today, Project Liquid Gold has evolved into the Better Workplace Campaign, expanding its focus to support women and promote work-life harmony. The campaign recognises and highlights progressive employers who implement flexible work arrangements and work-life harmony practices, as well as adopt policies to address workplace harassment. Employers are rewarded with either a wellness corner or a lactation space in their offices. The campaign not only inspires others to adopt similar practices but also helps close the gender perceptions by creating more inclusive, equitable and supportive work environments for women employees. Beyond advocacy, the NTUC Women and Family unit together with our partners, have launched several initiatives aimed at empowering women and caregivers. One such initiative is the Women Supporting Women Mentorship Programme, which was first introduced in 2020. Since its launch, the programme has steadily expanded, now reaching 10 constituencies across the island, with 300 mentors and 300 mentees. Recognising that not all women are prepared for intense one-on-one mentoring, we introduced with one of our partners, SG Her Empowerment, the SHE Supports Friendship Circles, a many-to-many mentorship model. Today, our Friendship Circles have garnered the support of 22 professional female groups from women in construction to women in cybersecurity, from working caregivers to women wanting to return to the workplace. Our circles form a network of 30,000 females, and we support each other through issues such as Balancing Work and Caregiving, and breaking into new exciting careers such as NGOs and Digital Entrepreneurship spaces.”
“Through quarterly surveys, we reflect the voices of thousands of women, and we research on issues such as flexible work arrangements, challenges related to heavy menstrual bleeding, financial burdens and resources available to caregivers, and concerns about retirement and re-employment. The extensive feedback we have gathered through ground sensing empowered us to influence policies and implement concrete action plans. Examples of these efforts include the introduction of the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) and the Workplace Fairness Legislation. Indeed, the NTUC has always taken action to create inclusive workplaces, to better the lives and livelihoods of our caregivers in the workplace. Back in 2013, the NTUC Women and Family unit launched Project Liquid Gold to advocate for better support for working mothers who wish to continue breastfeeding after returning to work. The initiative aimed to raise awareness of the importance of breastfeeding and encourage employers to provide dedicated nursing spaces in the workplace. While this initiative sparked many good conversations, even today, mothers continue to struggle to find suitable spaces for breastfeeding. Some are forced to express milk in washrooms or meeting rooms, sometimes blocked just by sheets of mahjong table paper. One breastfeeding mother I spoke with, was so frustrated with her boss who told her to breastfeed in the shared common toilet, that on the occasion of him celebrating the birth of his grandson, she took the opportunity to ask him, nicely but firmly, if he would think twice about having his grandson being fed with milk prepared in the public toilet. Good on you, sister!”
“Mr Speaker, as I reflect on the significant progress Singapore has made in advancing the development of women, I wish to recognise the pivotal role that the Labour Movement has played in driving this transformation. Over the years, we have witnessed a profound shift in the landscape of women’s rights, opportunities and empowerment. Central to this journey, the Labour Movement has been unwavering in its commitment to advocating for policies and programmes that not only uplift women but ensure they thrive through the many undulating seasons of their lives. The NTUC Women and Family unit has prioritised engaging with women and gathering feedback through various channels to stay attuned to the ground. Regular surveys, kopi chitchats, small group discussion hosted by our union leaders and extensive outreach efforts ensure that the voices of our working women are heard and reflected in policy decisions. In 2020, NTUC partnered with the Singapore Council of Women’s Organisations and the People's Association Women Integration Network to lead the Conversations on Singapore Women’s Development. These dialogues engaged nearly 6,000 participants, across more than 160 conversation sessions. The insights gathered culminated in the White Paper on Singapore Women’s Development, aligning national priorities with the real experiences of women. The NTUC Women and Family unit works closely and regularly with the PAP Women’s Wing’s research group, where I declare I am the Women's Wing Research Group Team Head, to explore critical issues affecting women in the workplace.”
“Mr Speaker, our social workers are at the frontline when they deal with the protection and welfare of our vulnerables, from assessing and providing financial support to families in need to being the protector and gatekeeper to women and children who are facing physical and mental abuse at home. In the course of their work, I have seen, personally, our social workers being threatened on emails, stalked at their workplaces and complained against on social media. In a recent case, I have even seen a social worker being named and blamed openly, and her cell phone number being inadvertently released to an alleged abusive spouse and father she was protecting her wards from. While the Police was called in and eventually, the case was transferred to another social agency, the alleged abuser continues to stalk and threaten the case social workers, both past and present. I have absolute empathy and respect for the work that our frontline social workers do as they have shown time and time again how they put the safety and dignity of their wards as a priority, sometimes even at the detriment of their own personal safety and reputation. More must be done. Will the Ministry consider a public education campaign to let the public know about the work that our social workers do and the enforcement measures that the Ministry and Police will put in to defend our social workers? What can we do to ensure the mental well-being of our social workers and can more support come from the MSF if their social workers and SSA workers are put through a long stretch of abuse from uncooperative stakeholders on cases that they are working on? What intervention can the Ministry take to extract our social workers from such abusive situations?”
“Thank you, Mr Speaker. I declare that I am the Executive Secretary of the National Transport Workers' Union. I recently met with many of our rail workers serving the affected lines and they are proud public transport workers who bear their work with great purpose and a heavy responsibility to commuters and the community. What will the Ministry do to further empower and uplift our rail workers to do their work more efficiently and effectively, given the complexity and age of the infrastructure?”
“Now, she oversees housekeeping matters for, not one but two banks and she remains positive about learning and believes that more women could benefit from FWAs and an empathetic employer. The combination of FWAs, paired with fair wages and good career pathways is a winning combo to help women get back into the workforce in a smooth, dignified fashion. Recently, I have in my MPS met with several expectant mothers who have fallen on tough times. Ms R, not her real name, has two children and is now expecting her third child. She has a troubled marriage and after being thrown out of her home by her soon-to-be ex-husband, she needs to find work to support her family. She is finding the job hunt process hard, as many employers, fair or otherwise, are concerned about her pregnancy status and ability to continue with work once she delivers. I would like to ask if there is more that we can do to support expectant mothers like Ms R, and perhaps we can look to more support from the Government to expand our "C U Back at Work" Programme to cover expectant mothers like Ms R. The Labour Movement remains steadfast in our commitment to support working families in Singapore. We will continue to advocate for family-friendly workplaces, greater flexibility for caregivers and stronger support for all parents as they balance their work and family responsibilities. With the support of the tripartite partnership, I am confident that we can build a future where Singapore families continue to thrive. Mr Deputy Speaker, I support the Motion and a "Singapore Made for Families".”
“This programme comes as an extension of our 2013 Project Gold initiative that helped to raise awareness of the needs of breastfeeding mothers in the workplace. I would like to call for the Government to support SMEs in creating more conducive workspaces for lactating mothers and to co-create with the Labour Movement wellness programmes for lactating mothers in the workplace. Our survey respondents also spoke about the financial pressures they face while raising a family and have indicated that they hope for more financial assistance and subsidies for families. I believe that this would need to be taken with the view of providing more employment opportunities for return-to-work mothers, or mothers entering the workforce for the first time. This would allow for sustainable long-term financial independence instead of dependency on Government subsidies alone. In view of this, the NTUC Women and Family Unit introduced the "C U Back at Work" Programme in 2023, which helps caregivers, especially women, return to work with FWAs and flexible training schedules and, of course, an attractive pay package. We have close to 1,000 cubbies, as we call them, in the programme since and in 2025, we plan to expand this programme to reach more employers and roles, including PMET ones, making these opportunities available to more return-to-work moms. Joanne joined the "C U Back at Work" Programme in February 2024 after being a stay-at-home mother for over a decade. With caregiving responsibilities for her three kids, she found it difficult to re-enter the workforce, especially due to her lack of technical skills. After being referred to the programme through MSF, she appreciated the supportive, pressure-free learning environment and the flexibility to choose her working location.”
“SME owners may also face financial strain when reimbursing employees for parental leave. With SMEs employing up to 70% of the Singaporean workforce, I urge the Government to explore solutions that will support SMEs in this area so that employees can take parental leave with the peace of mind that their jobs remain secure. Mr Deputy Speaker, the Labour Movement supports the recent initiative by the ECDA to introduce eight official days for childcare centre closures that do not coincide with public holidays and we recognise that this is a positive step to improve the welfare of our childcare teachers and administrators, many who are parents themselves. While we understand that both parents can take turns to share childcare responsibilities for these eight days of closure, we also recognise that young children tend to fall sick often or just have their off-days. We call on the Government to monitor feedback on whether the current provision of six days of Government-paid childcare leave remains sufficient, vis-à-vis the accessibility and utilisation of FWAs to meet our growing childcare needs. In modern-day Singapore, Mr Deputy Speaker, the lack of workplace support or facilities should never be a factor for a mother who chooses to breastfeed. While majority of employers we speak with have provisioned for adequate lactation spaces, we still hear from the ground, women who have to use toilet cubicles to express their breastmilk or to store their expressed milk in communal fridges, next to someone's salad or packed lunch. It is with this, that the NTUC Women and Family Unit implemented the Better Workplace Programme to support progressive family-friendly employers with lactation and wellness spaces for employees.”
“Many mothers also rely on their domestic helpers to provide trusted support at home to care for their children while they are out at work. The NTUC Women Committee noted that first time employers of migrant domestic workers (MDWs) often need help in navigating the complexities of employer-helper relations. To support our mothers, we launched a new initiative in 2024 and it is called "To-Gather: Power of Women". This initiative brings together resources and partners, such as the Association of Employment Agencies and the NTUC's Centre for Domestic Employees, to strengthen relationships between caregivers and their MDWs via fun care-carnivals and awards recognising good relations between MDWs and their employers. Feedback from our mothers, and fathers of course, is that this initiative has proven to be effective in fostering trust and understanding, and we call on the Government to provide more resources to employers of MDWs in this respect. In 2012, the Labour Movement called on the Government to introduce two weeks of paid paternity leave and today, we see that evolve into four weeks. This new Shared Parental Leave scheme offers parents the flexibility to decide how to share their parental leave, something the Labour Movement has long championed. This flexibility ensures that parents can make the best decisions for their families and we thank the Government for heeding our workers' call for shared parental leave. While we have made significant strides, there is still much more to be done. SME employers with less resourcing often struggle to find temporary replacements when their staff go on parental leave. This burden frequently falls on other colleagues and this can be overwhelming, especially in smaller teams.”
“Such practices would include setting up clear outcomes-based key performance indicators for our employees, implementing more frequent and regular check-ins with staff, and upskilling/equipping HR personnel with current FWA practices. We too call on the Government to provide more resources to progressive employers, especially lesser resourced SMEs, on implementing programmes and policies. Mr Deputy Speaker, it is not surprising that our marriage and parenthood survey respondents spoke about the importance of affordable childcare and healthcare services. FWAs and Workplace Fairness Practices forms just a part of a broader caregiving ecosystem. Other initiatives, such as parental leave and caregiving support, such as childcare services, trusted helpers at home, completes this ecosystem of comprehensive support for women and their families. A union sister summed up the sentiments of the working mom best: "It is not that women do not want to return to work after having a child. Many women can, in fact, strike a good balance between family and work. However, what women need most is peace of mind when they are back in the workplace and the very thing that will cause a woman to give up her career is the absence of a trusted network of care for her children". The NTUC is no stranger to this sentiment, and a needle-moving move that the NTUC made in the 1970s was to create an island-wide network of childcare centres to provide that exact peace of mind to mothers when they return to work. This network of childcare centres would be later known as MyFirstSkool and today, MyFirstSkool continues to provide affordable childcare, supporting mothers returning to the workforce.”
“While we will release the full survey results nearer our International Women's Day celebrations, these early findings highlight the collective voices of our workers and the continued need to carry on our advocacy to ease financial burdens, improve work-life balance and, of course, provide accessible support systems to foster family growth. The Labour Movement has been advocating for FWAs since the 1990s and caregivers have shared that FWAs are their most preferred form of support in balancing work and caregiving. The launch of the Tripartite Guidelines on Flexible Work Arrangements in April 2024 is a significant milestone in this effort. These guidelines are designed to address the fact that every caregiver's needs are unique and that these needs may evolve depending on job requirements and business realities. As the Co-Chair to the Tripartite Guidelines on Flexible Work Arrangements Tripartite Workgroup, the NTUC not only played an instrumental role in drafting the Tripartite Guidelines on Flexible Work Arrangements but also collaborated with industry partners and employers to publish briefing papers on FWAs, offering actionable insights to help employers implement these arrangements effectively and more importantly, sustainably. To this end, with more than 70% of Singapore companies already offering one form of FWAs, the focus going forward must be to normalise FWAs and the requests for FWAs. FWAs must be sustainable and create win-win outcomes for both employers and employees alike. We call on our employers to continue their implementation of progressive and fair FWA practices in line with the Tripartite Guidelines on Fair Employment Practices.”
“Mr Deputy Speaker, creating a family-friendly Singapore goes beyond policy, just as navigating family relations successfully and harmoniously requires practical, everyday solutions. Family-friendly policies, need to be pragmatic, empathetic and offers solutions that benefit and support everyone in the family ecosystem. These include working parents, single parents, grandparents, caregivers and employers. The Labour Movement and NTUC's Women's Committee have long championed a Singapore that supports families, advocating for workplace policies that balance career and caregiving responsibilities. Navigating the workplace successfully, charting out happy plans for family and reaching for our own personal North Stars are age-old perennial Singaporean aspirations, and is something that that the NTUC and this House has worked hard to enable and equip Singaporeans to achieve. While we have made significant strides, including stronger workplace fairness laws, improved FWAs, enhanced caregiver support, there is still much work to be done. A recently concluded marriage and parenthood survey conducted by the NTUC Women and Family Unit and PAP Women's Wing, from 17 December 2024 to 9 January 2025 with 1,000 respondents, revealed key actions we can take to encourage childbearing. The top priorities identified were: one, prioritising FWAs for parents, 77% of respondents said they wanted that; two, improving access to affordable childcare and healthcare services, 74.0%; and three, increasing financial assistance and subsidies for families, 72.2%.”
“Thank you, Speaker. I would like to declare that I am the advisor to the National Delivery Champions Association. Mr Speaker, over the past few years, our association has received ground grievances on harassment, sometimes verbal, sometimes physical, but always hurtful and traumatic. While the association and the National Trades Union Congress have provided counselling and at times, financial support to help our riders through this, what are some other redress avenues available to our platform workers, should they be harmed when they are carrying out their work duties? Given that we recognise platform riders and drivers as employee-like now, would these redress avenues also include claiming vehicle insurance or having their platform partners provide redress avenues for them, or perhaps even for the Ministry to mandate the creation of crisis support centres at the platform companies?”
“Thank you, Mr Speaker. In Punggol, I have received feedback of two kinds with regard to high-rise littering. The first being the repetition of the same littering cases, even with the residents reporting this to authorities and enforcement actions being taken. And the second being the perception of higher incidences of high-rise littering even if, statistically, there was a decrease in the reports. It could be an issue, very much like what Dr Tan Wu Meng had mentioned, of extreme disamenities being thrown out, such as full packets of cooked food and fully-loaded adult diapers. I would like to ask the Senior Minister of State if there has been new technologies developed over the years beyond cameras that NEA will deploy soon to be more effective in catching such acts? And if NEA will be relooking at the punitive measures taken against such recalcitrant high-rise litterers? And if there are plans for the NEA to work closer with the grassroots organisations on a national plan to eradicate high-rise littering behaviours and what these plans are going to be like?”
“Workplace fairness must become a societal norm because every worker matters. Mr Speaker, my concerns notwithstanding, I strongly support this Bill.”
“To this end, the NTUC has been proactive in addressing this gap for our SME workers. We have 2,000 SMEs in our Labour Movement network now and they have committed to providing fair, progressive and safe workplaces for their workers. To promote better fairer workplaces, the NTUC together with our tripartite partners, have provided advice, templates, playbooks and training for our SME workers and business owners. Four years ago, we introduced the NTUC Better Workplace Programme, where we provide breastfeeding and wellness spaces to our partner companies. By the way, breastfeeding in the workplace is a protected characteristic of "pregnancy" under the proposed Bill. I would like to ask the Ministry if there are plans to further avail resources to companies in the implementation of anti-discrimination practices and to better equip HR professionals in SMEs to handle workplace discrimination disputes effectively. In addition, I ask for consideration for the legislation to be extended to all companies in Singapore regardless of size in time to come. An interim measure could also be to recognise SMEs who have implemented WFL practices in their workplaces voluntarily. This will allow all companies to be on a level playing field and to uplift the image of SMEs to be equally progressive employers alongside all Singaporean companies. Mr Speaker, while the NTUC and our Unions will continue playing our part to address workplace grievances to eradicate discrimination and unfair work practices, I urge the Government and our tripartite partners to view the WFL not as a destination, but as a stepping stone towards creating a truly inclusive workplace. Like fleas confined in a jar, the WFL cannot be the jar that conditions and limits us to how high we can jump.”