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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“This possibly suggests that women are less likely to report gender discrimination. In addition, the fear of retaliation and the lack of clear reporting procedures were main reasons that discouraged the reporting of workplace gender discrimination. Survey results also showed that only a third of respondents say that their companies have clearly communicated a policy against workplace gender discrimination. While companies we spoke with welcomed this legislation and shared that this provides a fair level playing field amongst companies with the same rules at play, many were worried about implementing this effectively. Some quoted the lack of understanding when it comes to the finer details of employment laws and for others, the lack of resources when coming out with progressive HR policies and practices. One recent case that my team at the NTUC USME, the department that works with SMEs and SME workers came across, was an aggrieved female worker who reported on an unfair clause in her employment contract. Essentially, the clause stated that the company reserves the rights to terminate a female employee should she conceive during her first six months of employment and she must tell the company during her job interview session if she is pregnant. This is a discriminating practice and when we spoke with the business owner about the clause, he shared that he was unaware that it was there in the first place and was sincerely aghast about the matter. He and his team are now part of the Labour Movement and are working with the NTUC on coming up with better worker outcomes. Mr Speaker, my belief is that our Singapore businesses fundamentally are progressive companies and with support and awareness, can be strong advocates of fair workplace practices.”
“Understandably, Kelly was no longer keen to join the company. As a union member, we put Kelly in touch with TADM@NTUC and they managed to negotiate with the company to cancel her employment agreement without penalties. And with the help of the Women and Family Unit, Kelly subsequently found work near Punggol where she stays and embarked on a fruitful career as an educarer. Mr Speaker, Kelly was able to seek redress and assistance as she is a union member. The example given would highlight the importance of union membership and representation. Cases similar to Kelly's are unfortunately not unique nor one off and if this Bill is passed into law, it will serve as another safety net should our workers find themselves out of the union network and looking for redress. I appreciate the protected traits for sex, marital status, caregiving responsibilities and pregnancy and the coverage of other areas, such as sexual orientation and gender identity or expression through the TGFEP. I seek clarification on the Ministry's investigation and enforcement measures should employers run afoul of the TGFEP. Indeed, for this legislation to truly succeed, we must ensure its effective implementation. A 2022 survey by Women and Family Unit and the PAP Women's Wing highlighted some concerns. Women perceive that they are disproportionately facing workplace discrimination and highlighted the prevalence of a lack of company know-how and policy against such workforce discrimination and harassment, particularly among companies that do not enjoy the abundance of resources and manpower. In this survey of 3,000 respondents, only 40% of women surveyed, as compared to 60% of men, were willing to report gender discrimination that they had witnessed or personally experienced.”
“As early as 2007, then NTUC Assistant Secretary-General Mdm Halimah Yacob called on the MOM to address discrimination against pregnant employees beyond dismissal, highlighting the need for proper HR practices and fair access to opportunities. In 2018, our President Thanaletchimi, then Nominated Member of Parliament, pushed for a more targeted approach to enhance the adoption of tripartite standards, recognising their crucial role in grievance handling and FWAs. I, more recently in 2022 and 2024, advocated for fair employment practices for caregivers on FWAs and had asked for more support for companies to implement progressive performance appraisals. We have made great strides in making the workplace fairer for females and caregivers. According to MOM's Fair Employment Practices 2023 report, the incidence of workplace discrimination based on sex and family status across all reported discrimination was just 2% for employees and below 5% for jobseekers. However, Mr Speaker, statistically low as they seem, behind these statistics are real people with real challenges and it is important that this Bill forms part of the larger ecosystem of protection. Redressing discrimination is not new to the Labour Movement. Let me share a recent case my team at NTUC worked on. Kelly, not her real name, is a resident of mine and an NTUC union member. Just before Kelly started on a new full-time job, she found out that she was pregnant and decided to inform her future employer. She was presented then with two options, either work part-time or work full-time but only for two months. To my team, this was an attempt by her future employer to avoid providing maternity benefits, though ironically, the employer seemed unaware that maternity benefits apply to part-time employees as well.”
“Mr Speaker, in modern day Singapore, while meritocracy marks our gold standards in fair rewards and recognition in the workplace, discrimination does rear its ugly head, sometimes in deliberately framed opinions, sometimes in thoughtless offhand remarks, but always resulting in insidious, unfair and even harmful consequences in the workplace. In the course of us going about our daily lives, we have heard and bore witness to acts or words of discrimination. Just this weekend, during my block visit in Punggol, one resident shared with me his challenges in finding a job when he was retrenched. He is 62, and during a job interview, the interviewer commented that he was the same age as her father. The interview, charming as it was, did not turn out well for my resident, as there was a low-humming preconception that he was too "senior" for the position, both in age and in experience. This is a form of discrimination and one that this Bill serves to address. Mr Speaker, at this juncture, I would like to declare that I run the Secretariat team for our Labour Movement's Women's Committee and am the Director of our Women and Family Unit. Our union leaders have told us that discrimination against women in the workplace circle around pregnancy, caregiving and gender role stereotypes. Hence, the Labour Movement welcomes the introduction of the Workplace Fairness Legislation. This marks a significant milestone for Singapore and the Labour Movement towards levelling the playing field for women and caregivers. This journey has been a long and deliberate one towards this Bill and one that has been championed by many generations of female union leaders.”
“Mr Speaker, the Motion being moved today is for this House to call upon the Government to review its policies relating to hawkers and the management of hawker centres to provide better support for hawkers to sustain and grow Singapore's hawker culture so that Singaporeans can continue to enjoy good and affordable hawker food.”
“In equipping workers and employers with the upcoming rollout, the Labour Movement and the Tripartite Workgroup for Flexible Work Arrangement Requests has provided resources, such as templated employee handbooks, training for workers, case studies for companies. I believe the upcoming Workplace Fairness Legislation will also, no doubt, set additional protective safety nets. But how can MSF further support our parents and caregivers by helping to normalise FWAs in the workplace? Can the popular Becky the Bunny "Families For Life" theme become an expanded campaign in workplaces to spark frank discussions and family-friendly programmes in the workplace? This could include encouraging companies to adopt progressive leave practices, such as allowing singles to take childcare leave to help look after their nieces and nephews. Mr Speaker, the enhancements to the GPPL and SPL schemes build a more robust support system for parents in Singapore and they promote a fairer caregiving/workplace norm and underscore the importance of shared parental responsibilities. With these enhancements, we are moving closer to a society where every parent, regardless of gender, is empowered and equipped to contribute meaningfully to their family, workplace and community. This is a very forward-looking policy change that demonstrates our commitment to strong family values and a supportive society. I support the Bill.”
“With the passing of our recent Platform Workers Bill, our platform workers are recognised for being employee-like and the Labour Movement thanks the Government for taking in our recommendation to include platform operators' Central Provident Fund (CPF) contributions in the calculation of Government-paid leave payments. This adjustment ensures parity with salaried employees and recognising CPF contributions in leave calculations reinforces the idea that all workers deserve fair treatment when it comes to their parental leave entitlements. Mr Speaker, our parents have shared that while they appreciate the paternity and SPL enhancements, raising a child is a lifelong process that goes beyond just the first year. While these enhancements address the critical first set of adjustments families must take after their child's birth, FWAs, enhanced caregiving leave, extended family support and a trusted ecosystem of care providers must be in place to support our families. The Tripartite Guidelines on Flexible Work Arrangement Requests will be implemented on 1 December this year and our parents and working caregivers welcome this move. In part, this is because, this is not about a one-size-fits-all FWA, but one that revolves around requests. Hence, revolving itself around the work hours and the work plans of our caregivers. In NTUC's engagement with 40,000 workers at our #EWMC Conversations, 85% of workers with caregiving responsibilities cited FWAs as their most preferred form of support. Paid caregiving leave was second, at 64% and this was a good 20% lower than FWAs. Some of our workers have shared their apprehension when it comes to asking for FWAs, citing that they may face backlash or future discrimination from their employers.”
“The same study found that, in reality, more women take on the daily responsibilities of cleaning and laundry, tasks that take up daily attention, while men contribute by taking on household repairs and management of technological devices. These are not daily tasks. Hence, Mr Speaker, would we not agree that many working mothers, especially those returning to their careers, would benefit immensely from the support of a partner who is actively involved in household responsibilities. With the enhancements to the paternity and shared parental leave schemes, we hope to see more fathers encouraged to lean in and support their partners beyond traditional expectations. However, in order for this to happen, workplace norms would need to evolve to not only support, but encourage more fathers to take up these leave schemes. As part of change management, companies must have open communications between management and employees, institute fair outcomes-based performance appraisals and create positive role models. Initiatives, such as townhalls, lunchtime parenting talks and even mentorship circles, are good ways to spark discussion within the workplace and I would like to ask our Ministry if support and resources can be availed to companies in their change culture process. Mr Speaker, I would now like to talk about a group of Singaporean workers who, while traditionally under-served and under-represented, are now making great strides in improving their workplace rights. That is, our platform workers.”
“Mr Speaker, the GPPL and SPL schemes are progressive measures to support families fostering progressive workplace practices and strengthening the foundations of our society. The move towards a default 50-50 split on shared parental leave between parents is a bold step in the right direction. This structure sends a strong message about the normalisation of shared caregiving between women and men, not just at home, but also in the workplace and in society at large. With this flexibility, fathers are empowered and equipped to step up, take on more active roles at home, building stronger relationships with their children, strengthening marital bonds and setting a positive example to our children. Beyond this, by being invested in the everyday runnings of the household, fathers also empower mothers to return to the workplace with peace of mind. According to the Ministry of Manpower's (MOM's) statistics, there are some 260,000 women of economic age who are not participating in the workforce. Caregiving responsibilities and, believe it or not, housework are common reasons given for this. Indeed, in the National Trades Union Congress' (NTUC's) #EveryWorkerMattersConversation Workers Compact Report in 2023, we found that in dual-income families, women were five times more likely than men to be managing housework and caregiving responsibilities, and women workers, unfortunately, were four times more likely to have left their jobs for caregiving than their men compatriots. A 2021 Ipsos and United Women Singapore survey also found that while close to nine in 10 Singaporeans agree that household chores can be equally shared by husband and wife, gender-defined roles still exist in Singapore.”
“I thank the Minister of State for the reply. Given that childminding services can be a popular work choice with return-to-work women due to the flexibility of the work, what plans does the Ministry have to reach out to more women groups and the Labour Movement on promoting this as a viable work option? And what would be some of the successful endpoints for this pilot? Is there a golden ratio of childminders to population size, for instance?”
“I thank the Minister of State for the reply. Several small and medium enterprises (SMEs) owners who operate on weekends, such as retail, food and beverage (F&B) and essential services business owners, have expressed concern on the lack of childcare support options on Saturdays. Despite the much earlier announcement in 2023, they tell me that they are unaware of the changes and have not factored this into their scheduling plans. Would the Ministry be doing another round of engagements with employers before the changes take place in January 2025? And would the Ministry also provide updates on alternatives on other affordable weekend childcare options?”
“I thank the Senior Minister of State for the reply. I note that telemedicine is an important component to primary care plans available to our migrant workers and I thank the Ministry on this move as it will, no doubt, bring more accessibility and convenience to our migrant workers. However, given that telemedicine will be an increasingly popular option and that not all our migrant workers are fully conversant in English, how would the Ministry ensure that quality healthcare continues to be provided through telemedicine channels when it is scaled up? Also, what are the standard operating procedures of reporting back to employers on chronic or serious illnesses detected through the PCPs, particularly if these illnesses have impact on work and medical insurance claims, while protecting the privacy of our migrant workers at the same time?”
“Mr Speaker, before I begin, I would like to declare that I am the Deputy Executive Secretary of the NTWU. I thank the Minister for the reply. In the investigations done, was there a root cause analysis done to ensure that there were no systemic issues with the breakdown? And given that there will be new dual-carriage trains coming into the Punggol LRT loop next year, what updates to the maintenance and checks standard operating procedures will be added? And what measures have been taken to ensure that our engineers and station operators are sufficiently trained to ensure that they are safe during repair works?”
“Some childcare operators have given feedback that while there was, indeed, a lead time on the implementation of their CCTV systems, this continues to be an unplanned expenditure outside of their usual budgets. The implementation can be costly for some operators in the tens of thousands of dollars for a single centre. This budget would have been used for other expenses, such as bonuses, training or facility upgrading. As such, smaller operators, in particular, seek for assistance and support, given this unplanned expenditure, even though they have already complied with the requirements. I would also like to ask the Ministry, while schools are allowed to have their own standard operating procedures for access to the CCTV for investigation, if guidelines and best practices have been communicated across to all preschools, are these guidelines adopted across the board for the protection of students, educators and the school and are parents also brought on as informed stakeholders accordingly?”
“Mr Speaker, I have been told and shown by parents and students in my constituency's social media pages on popular platforms and closed group chats where students doxx younger students and sometimes even their parents from the same school. There appears to be a movement, as there are repeat instances of such pages. Usually, it is "xxx", the school name, confidential. What is MOE doing to equip schools on dealing with such pages and what measures can students and parents take with the school, MDDI and the Singapore Police Force to take down these chats and pages? Can the community work with MOE on rehabilitation, like what the Minister had spoken about?”
“Given that anecdotally, from our drivers and riders' feedback that real earnings have gone down and drivers need to drive longer hours, can we also extend the PCTS scheme for all drivers even those who earn more than $2,500 today? The coverage can be capped up to $2,500 of their earnings. Mr Speaker, the time has come for our platform workers to forge their own collective agreement so that their voices are heard, their working conditions improve and their grievances addressed in a timely and fair manner. As employee-like workers, platform workers' retirement and housing adequacy worries must be addressed, by having platform operators pay for their fair share of CPF. As workers working in precarious work conditions, platform workers must be covered adequately by accident and loss of income insurance. NTUC cares deeply for our platform workers and we will continue, as we have done over the years, to champion their interests, because every platform worker matters. My clarifications not withstanding, I strongly support the Bill.”
“If this Bill is passed, it will be a world first, formally recognising that platform workers can enjoy benefits similar to those of employees. This way, platform workers can enjoy corresponding formal rights through platform associations. More importantly, it will ensure workers receive comprehensive work injury insurance and enhanced retirement and housing security. Once platform workers can enjoy treatment similar to employees, they will be able to benefit from these basic benefits and rights. We must take more measures to support this growing group in Singapore. NTUC has deep concern for platform workers, and we will continue to safeguard their interests as we have always done, because we cherish every platform worker. (In English): Mr Speaker, more must be done to support this growing group of Singaporean workers. As I rise in support of the Bill, which the NTUC and the Labour Movement have worked hard to push, I reiterate, as I have on several occasions, the concerns I have with the roll-out. Given that we agree that platform workers are treated as employee-like, how do we ensure that platforms contribute fairly to CPF and insurance without passing the costs onto workers and end consumers through reduced pay or higher fees? Would MOM be requiring platform companies to provide clear breakdown of fares to both workers and end consumers stating clearly their share of CPF contributions? Waiting in between bookings and jobs is a regular part of a platform worker’s daily job routine. As long as a platform worker has his or her app on, and has exhibited that they are ready to take on a booking, arguably, this waiting time should also be covered under the work injury insurance.”
“These are not their real names – sister Farrah, a mum of six; sister Maria a single mum with an adult son; sister Courtney, a single mom with a child with disabilities, have all called for better housing and retirement adequacy. Sister Farrah would like to purchase a flat of her own, sister Maria would like to contribute to her son’s future marital home and sister Courtney would like to provide better therapy services for her special needs child. Mr Speaker, it is clear that should we recognise our platform workers as employee-like, it is fair that our platform workers are covered by CPF. Our platform operators, as with all the rest of Singapore-based employers, will need to provide their share of CPF as part of their cost of business. This will be critical in ensuring that our platform workers are paid fairly for a sustainable livelihood and be finally on par with the rest of the workforce for the work that they have done. My taxi and private hire vehicle association leaders have a wise saying: "羊毛出在羊身上". The sheep's wool must come from its body. How would the Ministry ensure that our platform operators pay for their fair share of their platform workers’ CPF, keeping in mind that platform operators need to be sustainable also? Mr Speaker, in Mandarin please. (In Mandarin): [Please refer to Vernacular Speech.] For over a decade, the Labour Movement has been listening to and representing the voices of freelancers and self-employed individuals in Singapore. NTUC and its affiliated National Taxi Association, National Private Hire Vehicle Association and National Delivery Champions Association have been dedicated to promoting and planning this Bill for many years. Through our Tripartite efforts, we are finally able to stand in Parliament today to debate this landmark Bill.”
“They are both family men coping with the rise of business costs out of their control – rentals and petrol mainly – and the volatility of their platform earnings. The pressures are compounded by the demands of their families and long-term commitments. Our platform workers’ stresses are not unique and is commonly shared by all Singaporeans. The difference is that for most working Singaporeans, they have the certainly in planning and growing a nest egg through CPF contributions. Growing older means higher healthcare costs, growing a family means taking on housing loans. Gabriel shares that the rental cost of a Toyota Noah that used to cost $80 a day pre-COVID-19 now costs $110. This is a 37.5% increase, but definitely fares have not increased proportionately. Today, he has to drive another one to three extra hours just to maintain his pre-COVID-19 income, but with a good sense of financial literacy and prudency, Gabriel is able to maintain his lifestyle to manage his family’s daily expenses. However, others might not be as savvy as Gabriel and some are now falling into arrears. Indeed, anecdotally, just as I was receiving feedback from our member drivers on unsustainable low trip and order rates, I have also seen a corresponding higher number of platform workers in arrears for their HDB loans at my Meet-the-People Sessions in the past six months. These worries and aspirations are not only those belonging to our traditional breadwinners. Our sisters have also often voiced out their needs for long-term financial adequacy for their families and themselves.”
“While we argue that many platform companies do provide basic insurance cover for their drivers and riders, as pointed out, these insurance are often inadequate and are uneven in coverage, many a times, tied towards performance metrics and tiered privilege systems. I ask, should something as basic as insurance be gamified? Take the tragic example from June 2022, when a 54-year-old food delivery rider lost his life in an accident at the Punggol Waterway Point mall. I attended his wake and what struck me most was the vulnerability of his family. He was the main breadwinner in the family, leaving behind an elderly mother. The National Delivery Champions Association set up a counselling booth with the assistance of the mall to support the riders who witnessed the accident. It was a reminder of how real the dangers is at work for our platform workers. But what happens to the families left behind? Is there enough support for them? Unfortunately, the answer is often no. Hence, Mr Speaker, I put it to you that work injury insurance not a game, 工伤赔偿不可能当成游戏, and I support the mandating of a WICA-like coverage for our platform workers, akin to that enjoyed by the rest of the Singaporean employees. Work injury insurance should not be tied to whether a worker meets performance targets or has a specific mode of transport. Insurance must cover all workers, at all times, regardless of their activity level or their ranking within a system. In the same vein, the same must be said of our platform workers’ CPF and housing adequacy. Private hire vehicle brothers Joseph and Gabriel tell me that they find it difficult to maintain a steady stream of income due to the non-transparency of work order rhythms and the fluid nature of a platform's incentive system.”
“Calvin is fortunate that he was nimble enough to leave the industry, but there are scores of others in this industry, who have fully vested their livelihoods and trust in platform apps, finding themselves in a double bind. They are unclear why the rules of engagement on their partner platform have changed, while trying to make ends meet for their families in a job that had promised partnership and a viable means to a livelihood. Indeed, representation also covers circumstances which may appear trivial to the rest of us, but bear great impact to our drivers and riders. I call it the “cupcake effect”. In my interactions with our delivery riders, many have brought up to me about the hump at most of our public carpark gantries. While most of us cannot recall that hump, and I appreciate how the HDB has put these humps in to slow down cars before the gantry, the hump is a bane to many delivery riders as it causes the cream decoration on cupcakes to be overturned, and drinks to be spilled. Our riders have told us that they often do not know where to bring these grievances to, hence tripartism and formal representation would be critical twin pillars in allowing our platform workers’ voices to be heard. Mr Speaker, we all have read about tragic stories involving delivery riders losing limbs and lives in unfortunate accidents, and some of us, may have even personally met with their family members in the wake of these unfortunate circumstances. The fact of the matter is that workplace injuries are common in the delivery space and, more often than not, our platform workers leave behind grieving family members, finding themselves even in more precarious financial situations.”
“And we know that platform workers are stressed about the long-term sustainability of their livelihoods, especially with non-transparent incentives and order mechanisms, app glitches and fluctuating demand/supply. They are worried about unsafe working conditions and the financial burden placed on their families should accidents or even deaths occur. They are aggrieved over the lone voices they have when it comes to their challenges being heard by platform partners and other stakeholders in the course of their daily work. Unlike the truly self-employed, today’s platform workers are in employee-like work arrangements as they are subjected to their platform operators' management controls and have to adhere to the platforms' rules of engagement. Many a times, our platform workers are left in vulnerable situations especially when their platform partners change their incentive structures and order booking rhythms. Brother Calvin, not his real name, was once a delivery rider using a power-assisted bicycle (PAB). By targeting peak-hour shifts, he was able to earn a comfortable steady $2,500 a month, and this allowed him the ability to support himself and to take on some long-term financial commitments. But things changed. Despite booking those same peak-hour shifts, fewer orders started coming in. Once, he went for days without even being able to book for the same shifts he once used to be able to get. Seeing that bicycle deliveries had shift slots opened when there are none opened for PABs for the same shifts, he resorted to changing his delivery method from PAB to bicycle. The week-by-week change threw off his cadence in life, and I believe that livelihoods should not be as precarious and fleeting as an unconsulted, unconsented change in a partner platform’s priorities.”
“In 2010, the National Taxi Association advocated for taxi companies to match MediSave Contributions for our drivers under the "Drive and Save" scheme, and the National Private Hire Vehicles Association replicated this successfully for our private hire vehicle drivers in 2017 with Grab. We also innovated voluntary mediation for disputes with operators and we want to thank our progressive operators for their support. Throughout COVID-19, we protected livelihoods by working with taxi companies to reduce rentals and hold taxi pump prices when fuel prices spiked. Partnering closely with our food court operators, platform companies and the Government, NTUC negotiated on proper rest areas for drivers and riders providing essential services during the COVID-19 restrictions. Earlier this year, NTUC mooted for and co-led a multi-agency workgroup comprising the Government and private sector condominium Management Corporation Strata Titles and mall operators to look into work and safety conditions for our delivery riders. These working models and Tripartite relationships have been carefully cultivated by our associations to improve the welfare of our workers in the absence of legislation. If Members need proof of this working model, it is visible here at the Gallery with our platform operators seated next to our platform workers. However, Mr Speaker, there are miles to go before we sleep, and as more Singaporeans choose to be part of the gig economy and as more global players enter this fast-evolving platform industry in Singapore, it is important that our workers' interests and livelihoods stay protected. We listened.”
“Mr Speaker, it has been over a decade of the Labour Movement listening to and representing Singapore's freelancers and the self-employed. NTUC and our affiliate associations – the National Taxi Association, National Private Hire Vehicles Association and National Delivery Champions Association have worked for years on advocating and planning for this debate today. I would like to give a shoutout to my brothers and sisters in the Gallery, these are the good people, association leaders, unionists, platform owners and operators, who have worked very hard to make this debate happen today. This landmark Bill, if passed into law, recognises that self-employed gig platform workers are in employee-like work arrangements with platform operators and will allow platform workers, such as our taxi and private hire vehicle drivers and delivery riders, to be formally represented by union-like associations under Singapore's labour laws, and to be accorded, rightfully, fair and even workplace injury insurance, as well as retirement and housing adequacy, alongside all Singaporean employees. The Labour Movement is no stranger to the ground concerns of our freelance workers and thanks to Singapore's unique style of tripartism, has been representing our workers' rights to the Government and platform taxi companies. Successful negotiations through the tripartite partnership have helped our drivers and riders through challenging times and have created improved worker outcomes in terms of work prospects and working conditions.”
“Thank you, Mr Speaker. Our cleaners, very often, work under trying conditions and it is heartening to know that safety measures and SOPs have been put in place to ensure their safety and well-being. Arguably, the cleaning up of oil spills would mean even more challenging conditions such as blistering heat, humid weather and the constant fight against time to contain and to remove the spill. Does MSE have measures put in place to ensure that all our cleaning workers are provided with ample rest and whether certain groups of workers are excluded from the strenuous clean-up deployments, such as workers with pre-existing health conditions?”
“I have full support that this conviction will continue its work beyond the matter of enforcement in time to come. With that, Sir, I support the Bill.”
“I later found out that our Police Force are indeed trained to recognise, manage and diffuse such situations and I call for the Singapore Police Force (SPF) to ensure that such training be made mandatory for all enforcers, NSFs included, if it if not already done so and this should be conducted in a timely and frequent manner. While N's situation is perhaps an extreme one, we see semblances of this in our everyday lives. For example, when someone on the public transport has a meltdown, Singaporeans do not often react kindly. More often than not, the commuters would give them a dirty look, or exchange disapproving looks with their fellow commuters, if not simply resigning to "mind their own businesses". It goes without saying, that the social rejection does not help someone who is already over-sensitised. If our commuters could react to the meltdown with some understanding and compassion, very much like if during that period, N had been treated with some empathy and understanding, the commuter and N would have a much easier time coaching themselves to calm down. Better yet, if most of the commuters have a basic understanding on how to help someone in a meltdown situation, the Police may not even have to be involved in the first place. This particular amendment clearly is not here to vest more power for law enforcement to make arrests. Instead, it is quite the contrary. It sets clear limits to their power so that we can make the Police Force a force for the nation, to make Singapore the safest place in the world, if I may quote the SPF's vision. More importantly, the heart of this amendment is not to correct behaviours, but to make more Singaporeans aware of people with amplified needs, so that the whole kampung can come together and make a home for us in this city.”
“Mr Speaker, Sir, I met N – not his real name – a few years ago over at my Meet-the-People Sessions (MPS). He was frequently at our MPS and we learnt of his many challenges as he grew to trust us and confide in us. N was in his 60s and I believe him to be an undiagnosed special needs adult, a high-functioning one capable of independent living, albeit an awkward one when it comes to relationships and social norms. During one of our MPS, he came distraught and shared that he was arrested by the Police recently. He had ordered fast food delivery to be sent to his mother, who is living in an aged home. When his mother told him that she did not receive the delivery, he charged down to the local fast food restaurant, demanding to be compensated for the food his family had failed to receive. N is a tall man and when he is angry, he talks in a very loud voice and can be quite intimidating for the uninitiated. Needless to say, our local fast food counter staff was ill-equipped to deal with him and she called in the mall security and the local Police team for assistance. That day, according to N, he caused the rather elderly security guard to fall. He pushed a passerby who came in to help and he nearly fell on a policeman. He was subsequently taken in by the Police. When N recounted the event to me, he was distraught but thankful that he did not cause more harm to the people involved. He still wanted his fast food delivered, which was why he came to see us at the MPS, but acknowledged that he would be in deeper trouble, or perhaps have even injured himself seriously, should there not be intervention by the Police. It was, after all, a whole store of people against one N.”
“It takes a whole-of-community effort for spreading positivity, for doing good, for doing well. It was a welcome move in 2023 to celebrate social service partners and to remind everyone the important role corporate partners and agencies play in Singapore's new social compact. As we celebrate the Year of Social Service Volunteers in 2024, we remind ourselves that individuals, you and I, together with our families, friends and loved ones, have much to offer to the rest of society. Can the Ministry update plans they have put in place to inspire and mobilise more individuals to step up, to lead and volunteer? How will the Ministry continue to further galvanise different parts of our society to contribute to a caring and involved social compact? Enabling Masterplan for the Disabled”
“Preschool education is highly encouraged for all children as it can help them achieve important learning goals, such as building confidence, learning social skills and developing a good foundation in literacy and numeracy. A trusted preschool can also allow mothers to return to the workplace with a peace of mind. With the rising demand for preschool places over the years and the cost-of-living issues, what is MSF doing to further improve the affordability and quality of preschools for all families in Singapore? How will MSF, too, look into more financial support at preschools for families with special needs children?”
“A clarification for Senior Minister of State Amy Khor. In the review of the P2P sector, can the Ministry give clarity on the use of taxi stands for both PHCs and taxis, and what are the roll-out conditions and timeline for this? Will this also affect airport pick-up points?”
“Singapore has been continuously building on its connectivity as a hub for business and trade. With the upcoming Tuas Port and Changi Airport Terminal 5, we are no doubt building capacities for the future by investing in state-of-the-art infrastructure, adopting innovative technologies and enhancing operational efficiency. However, to fully realise the potential of our hubs, we must not forget that our workforce need upskilling and clear career progressions so that our hubs continue to be attractive and exciting to new entrants. Can the Ministry provide us with an update on the Tuas Port and Terminal 5 developments and how can Singapore prepare employees to enter the maritime and aviation sectors while smoothening the process for professionals making mid-career switches? Changi Terminal 5”
“Madam, I declare that I am an Advisor to the National Delivery Champions Association. In our pursuit of safer and more inclusive public paths, we must also recognise the challenges faced by those who rely on PMAs for their primary livelihoods. As we consider strengthening regulations on PMAs, it is essential to approach this issue with empathy and understanding for all stakeholders. The upcoming regulations aimed at enhancing safety and reducing misuse have raised concerns amongst our PWD food delivery and courier riders. Reducing speed limits for PMAs will affect delivery riders in terms of the number of orders accepted, in turn, affecting their livelihood for earnings. Has studies been done on the potential income losses for this affected group of riders? Will the Ministry consider some transitionary measures, including trade-in arrangements for non-compliant devices? Some of our riders who use PMAs have long-term disabilities or are frail due to age or chronic illnesses. However, not all have medical letters or medical certificates to qualify for having a PMA. Some have medical letters which have expired or lapsed. In such cases, how can these riders be better supported to obtain the clearance for the use of PMAs? Safety is a priority and gracious use of our walkways and roads are paramount. Implementation of strengthened regulations, however, must be fair and equitable for all stakeholders and our PWD riders’ interest must continue to be safeguarded. PMA and Personal Mobility Device (PMD)”
“The Friendly Streets pilot, launched just last year, is a welcomed move as it builds gracious neighbourhoods and inclusive communities. No doubt, in a bustling new town like Punggol, with its park connectors, walkable precincts and penchant for sustainable cycling commutes, Friendly Streets will make our neighbourhoods more convenient, comfortable and safe for our pedestrians and cyclists. Can the Ministry give an update to the learning points gleamed from the earlier Friendly Streets Pilot in Ang Mo Kio, Bukit Batok West, Tampines, Toa Payoh and West Coast? How will these streets be seamlessly integrated into our existing infrastructure, to ensure a cohesive and sustainable urban environment? Can Friendly Streets also be expanded to include better support for our delivery riders? And finally, in the roll-out plans for other new neighbourhoods, will proactive-mobility towns, like Punggol, be featured in next rollout of Friendly Streets? Covered Walkway”
“The roll-out of EVs in Singapore has the potential to significantly impact P2P drivers. Our drivers rely on efficient and accessible charging stations to maintain their livelihoods. We seek clarification from the Ministry on the measures in place to ensure that P2P drivers have adequate access to EV charging stations. Has the Ministry conducted studies on high flow P2P locations and rest locations which are convenient and not out of place for our drivers? Together with locations where there are no parking fees, will these locations be prioritised in the roll-out? Furthermore, the transition to EVs will require P2P drivers to bear additional costs, such as the upgrading of their current vehicles and purchasing or leasing EVs. Some PHC drivers may also experience penalties for the early terminations of their current rental contracts with rental companies. Will the Ministry consider providing financial support for our drivers during this transition?”
“In the review, can the Ministry consider putting in more safeguards to protect the earnings of our drivers, especially if we see a convergence of more drivers offering ride-hail services. Separate COE Category for Ride-hailing Cars”
“I seek an update from the Ministry regarding the review of the point-to-point (P2P) transport industry. The recent Public Transport Council survey revealed an overall improvement in satisfaction with P2P transport services. However, concerns persist, particularly regarding to the decline in taxi population and the increasing demand for P2P services, especially in a zero Vehicle Growth Rate environment. Indeed, the environment has evolved for our P2P drivers. The introduction of ride-hail services and the use of apps for booking transport have changed commuter behaviours and preferences. The escalating costs of business which includes petrol prices, rental fees and maintenance costs have put immense pressure on our P2P drivers, many who have taken to driving upwards of 14 hours in a day to make ends meet. Our drivers are also reeling from the two years of almost no income and are catching up on rebuilding their nest eggs after dipping into their retirement savings to get by during COVID-19. 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 distribution of work, price fluctuations and campaigns do impact the earnings of our drivers. Some of our drivers say that they find themselves struggling to make ends meet due to hidden costs and unclear earnings structures. Indeed, unlike the true self-employed, our platform drivers are subject to management controls.”
“My clarification is for Minister of State Gan. Can the Tripartite Guidelines for Flexible Work Arrangement Requests take into account jobs for which FWAs are deemed not appropriate due to business reasons and require employers to explore and provide alternatives to workers in these job roles, such as more time off or more caregiving leave? And also, how does MOM intend to enforce the Tripartite Guidelines given that some errant employers might not choose to comply with these guidelines, given that it is not legislation?”
“Uplifting our lower-wage workers is a whole-of-society effort. Besides employers, consumers and service buyers in third-party contract models, such as those seen in the security and cleaning sectors, everyone must unite in support of lower-wage workers, actively renegotiating contracts and endorsing companies with the PW Mark. I thank the Ministry for an earlier tripartite advisory on best sourcing practices, giving guidance on the adoption of fair and transparent procurement practices. However, service providers have continued to cite difficulties in renegotiating longer-tail contracts without fear of future consequences, such as unfair debarment. Some others share that contracts are renegotiated with the downgrading of worker skillsets to avoid paying the higher PWM wages. What more can the Ministry do to further educate the service buyers and their procurement managers on PWM best practices? Will there be better protections for service providers facing unfair and unsustainable contract negotiations due to PWM introductions? Uplifting Lower-wage Workers”
“The Women and Family Unit of the NTUC has been advocating for FWAs, long before COVID-19. In the earlier days, some industries have pushed back citing reasons that the nature of their job types make FWAs untenable. This includes jobs in healthcare, services and manufacturing. However, FWAs are not only about work-from-home. They too include part-time work, doing remote work from a regional office and flexible hours. I am glad to note that post-COVID-19, our Healthcare Services Employees Union have partaken in a pilot to introduce flexible loads and flexible timing for our healthcare frontliners in hospitals. In the wide-scale introduction of FWAs, how will the Ministry encourage more sectors to roll out FWAs creatively and fairly? In an introduction of the upcoming Tripartite Guidelines for FWA requests, what measures will the Ministry take to guard against employers rejecting without fair and proper consideration on employees, rejecting requests for FWAs citing business reasons? Removing Barriers for Seniors to Work”
“FWAs have become a key consideration for caregivers and senior workers deciding to stay or return to the workplace. It is arguably also a rising consideration for younger workers who choose to work flexibly so as to pursue side gigs and taking on higher degrees. As more employers embrace FWAs and as the dust settles on the implementation and proliferation of FWAs, it is important that fair workplace norms be created in the support of win-win employer-employee outcomes. Employers must see productivity gains in the introduction of FWAs and employees must be fairly assessed and treated when it comes to performance appraisals, work assignments and their requests for FWAs. Beyond acceding to more family care and caregiving leave, which may prove to be untenable in the longer run, employers see FWAs as a more sustainable way to support their workers. However, it is important that for true sustainability, FWAs be rolled out in planned, managed ways so that productivity is not impacted and trust continues to be built between employers and their workers. To this end, what will the Ministry be doing to further equip and support our companies in the redesign of their job roles and in the re-engineering of their work cultures? Some companies have also expressed their concerns as service providers in third-party outsourcing business sectors, such as cleaning and security. They have shared that while they hope to implement FWAs in their industries, which faces manpower crunches, service buyers may continue to stick with more traditional contracts that are not outcomes-based. How will the Ministry be promoting and closing this gap as we move towards FWAs as a nation and economy? Indeed, the need for job redesign is critical in the role of FWAs to fair worker outcomes.”
“Given that women traditionally take on the brunt of caregiving duties at home and that there are some 260,000 women of economic age not in the workforce, more must be done to support women workers to stay or return to the workplace. The implementation of FWAs is critical in this support and we see tailwinds with the adoption of the tripartite standards for FWAs and the upcoming Tripartite Guidelines for FWA requests. However, a multifaceted approach is needed. Would the Ministry consider the provision of more caregiving leave to support our workers in an ageing Singapore and can the coverage of existing leave policies be expanded to include a wider range of family members requiring care? Will there also be additional support for women returners in the form of more paid training support to ensure a smooth transition back to the workforce? Employment Support for Caregivers”
“As we look towards building a resilient and future-friendly workforce, it is crucial to recognise the invaluable contributions of skilled tradesmen in essential professions like plumbing, electrical work, air conditioning servicing and mechanical repairs. Our skilled tradesmen and women have forged fulfilling careers over the years, but as Singapore transforms itself economically over the years, these are taken for granted, but essential trades are at risk of a diminishing Singaporean worker base. We must continue to make these trades exciting to attract new talents, such as youths and mid-careerists. To achieve this, we must provide clarity on the career pathways for those entering the skilled trades. Given that master tradesmen are forged from a blend of strong foundations in theory and practical unique ground experiences, it makes sense to reintroduce the apprenticeship programmes. Apprenticeships can offer clear milestones and support to progress to the next levels. This includes opportunities to attain certifications, licences and eventually to become master-level tradesmen. From our discussions with our trade associations and guilds, master-level tradesmen can earn upwards of $8,000 a month, particularly if they become business owners. Clarity on career progressions is essential as many may not be aware of the potential for growth and advancements in this field. To this end, NTUC has started work on the career progression model to better the viability of such trades as livelihoods. 1.45 pm How would the Ministry further the career progression model through tripartism? Would the Ministry further their work with trade associations and guilds to not only highlight the career paths available but also in articulating clear wage and career progression levels?”
“As our population grows increasingly well-educated and skilled, our NSmen will also bring to the table a diverse range of talent and experience that could be useful to the SAF. The NS system should have the necessary structures and processes in place to ensure that we are making the best use of NSmen's expertise. This will become increasingly important as falling fertility rates affect the number of enlistees the SAF takes in each year. MINDEF previously announced that it had sought to maximise the contributions of NSmen through the Enhanced Expertise Deployment Scheme. By deploying NSmen to roles that are aligned to the expertise that they have acquired in school or in their workplaces, a win-win situation is thus created. This not only enhances the SAF's operational capabilities and addresses their manpower needs, but also provides NSmen with the opportunity to practise their specialised skills in a military setting. I would like to seek MINDEF's update on how many NSmen have undergone expertise-based re-deployment to date and whether there are plans to expand on such efforts moving forward. Training Safety”
“Together, we can build a Singapore that not only supports aspirations of our workforce but also nurtures strong and resilient families. Childcare Leave for Parents of Persons with Disabilites (PwDs)”
“Building a Singapore Made For Families requires a whole-of-society effort. Many parents desire greater support and FWAs to better enable them to juggle work and family commitments. In a recent survey by the National Trades Union Congress' (NTUC's) Women and Family Unit and the PAP Women's Wing, close to 90% of nearly 3,000 caregivers surveyed chose FWAs as their most preferred form of support. For effective FWAs to happen, we need the support of employers. The NTUC has been advocating for FWAs since 1995, when we introduced FWAs in our collective agreement negotiations. We are also heartened to note that there are over 12,000 companies – mostly SMEs – which are signatories to the 2017 Tripartite Standards for FWAs. During COVID-19, introductions of FWAs in companies spiked with Singaporean firms offering FWAs rising up to 70% from 53% pre-COVID-19. However, reports show that post-COVID-19, companies have started to cut down on their FWAs offerings – citing productivity and trust issues. For employers, FWAs must lead to productivity gains and a culture of trust must be created in the workplace. Beyond providing for wider and extended family and elder-caregiving leave, I believe employers see FWAs as a tenable, sustainable way to retain and attract talent. But our less resourced companies like our SMEs, may find it challenging to implement this on the ground in the same speed and scale as larger enterprises. It is therefore important to ask: how will the Government continue to support employers in building a more family-friendly environment for Singaporeans? The Government's continued support for employers in implementing FWAs is critical in creating a family-friendly environment that meets the needs of our working caregivers.”
“It has been observed that the process is much easier for individuals and companies to put up their advertisements on social media platforms, given that many of such platforms encourage boosting or ad buying proactively to their users. It is unclear what these social media platforms do to verify the content of these ads. In a recent case, a water purification company made certain arguably uninformed claims about the safety of Singapore tap water. The Public Utilities Board has since issued advisories for that. There has been other cases of companies who have also done similar things. Are there regular proactive dialogues the Ministry of Communications and Information holds with these popular social media platforms on their ad rules and what more can be done to advise companies and individuals on responsible advertising claims? Can we work on a local advisory notice embedded on social media platforms before and ad is triggered?”
“We must continue to make these trades viable and exciting, with visible and attainable career pathways to attract new talent. My work at the NTUC has allowed me to engage with our trade guilds and societies, and these engagements have yielded pragmatic insights into the matter. Given that master tradesmen are forged from a blend of strong foundations in theory and practical unique ground experiences, it makes sense that we strengthen and put into the foreground our apprenticeship programmes once again. Guilds and unions are good grounds for finding master tradesmen and coupled with training programmes and institutions, apprenticeship programmes will allow for clear career pathways to be articulated and good livelihoods to be built – a career progression model! Besides youth workers, this also has good potential to be a second spring for our mid-careerists looking for a change in profession. The Singapore Plumbing Society recognised this and, with NTUC's facilitation, completed a roadmapping exercise earlier to structure training and career pathways for new members into the trade. We have seen some good, early successes of attracting younger plumbers into the trade, many who have gone on to become their own bosses in the plumbing world. I call on the Government to support our skilled trades and crafts by partnering with our guilds and unions in making skilled trades an exciting career choice once again, for our youths and mid-careerists. More training funding support through the SkillsFuture mechanism can be availed to individuals embarking on such apprenticeship programmes. Mr Speaker, NTUC cares for our workers and we will continue to work with our tripartite partners to support our workers and the Budget with impactful and innovative programmes. Every worker matters.”
“It was $250 in vouchers and, even with several appeals and appeals from the Delivery Association and explanations of his poor medical condition, the platform refused to budge on their decision to not give him the vouchers. In the end, we assisted Mr K financially, locally from the community. As more Singaporeans choose to be in the shared economy and as more platform companies take root in Singapore and evolve their business models, our platform workers, their rights as workers and their grievances and aspirations must be represented in better, more impactful ways. The Advisory Committee on Platform Workers has recommended the need to set workplace injury and retirement safety nets for our workers, many who are vulnerable, like Mr K. I call for additional protections and representation for our workers in the areas of earnings, benefits and welfare. More transparency must be given by the platforms. For platform workers wishing to transit out of platform work, we must also prep for their long-term career resilience with upskilling. I call for more accessibility to upskilling courses for our platform workers and livelihood support, while they are undergoing training. Mr Speaker, I will now touch on a very resilient group of workers who have kept our nation going, despite, sometimes, being taken for granted by the public eye. I am referring to our skilled tradesmen in professions, like plumbing, electrical work, air-conditioning servicing and mechanical repairs. Our skilled tradesmen and women have forged fulfilling careers over the years, but as Singapore transformed itself economically over the years, these taken-for-granted but essential trades are at risk of a diminishing Singaporean worker base.”
“Some expressed their angst on what they call "glitches" on the platform apps, where they do not get as many jobs as they get nearer to their incentives goals or are assigned jobs that are far away when actually, there are delivery riders nearby. I also learnt that our riders are penalised if they are late to report to their shifts. Yes, by the way, most platforms organise their riders by shift timings and our riders have to vie for the shift timings that they want. And they tell me that they can be fined, even if they are late by mere seconds. One rider shared that he was fined for being two minutes late. Mr Speaker, in the hustle and bustle of our everyday lives, even I find myself, at times, sliding into meetings one or two minutes late. I cannot fathom how stressful this is for our riders, battling traffic and road conditions and areas with poor signals. I recall meeting Mr K, and this is not his real name, a food delivery rider several times over the past three years. Mr K has late-stage cancer, but together with his family, have decided that he would continue work for as long as he can as a delivery rider. Over the years, he has shown me how worried he is about his healthcare and retirement expenditures, and his family has reached out to me to find out more about CPF top-ups and the CPF Matched Retirement Savings Scheme. Lately, Mr K ran into an issue with his platform partner. He had missed a message from the platform, relaying that they had moved earlier the last date of collection for the vouchers that he had rightfully earned as part of his incentives.”