Oral Answer by Minister of State for Manpower Ms Gan Siow Huang to PQ on Women Employment and Support for Caregivers

NOTICE PAPER NO. 890 OF 2022 FOR THE SITTING ON 11 JANUARY 2022
QUESTION NO. 2260 FOR ORAL ANSWER

MP: Ms Yeo Wan Ling

To ask the Minister for Manpower (a) whether there have been studies done by the Ministry to understand the issues faced by women who are not in formal employment which prevent them from joining the workforce; and (b) what are the recent measures that the Ministry has put in place to encourage (i) employers to employ these individuals and (ii) these individuals to return to work after time away from the workforce.

NOTICE PAPER NO. 890 OF 2022 FOR THE SITTING ON 10 JANUARY 2022
QUESTION NO. 2261 FOR ORAL ANSWER

MP: Ms Yeo Wan Ling

To ask the Minister for Manpower (a) in the past year, what are the common issues brought up to the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) in relation to meditation cases on flexible work arrangements (FWAs); and (b) whether there have been any studies conducted on the impact of FWAs on work-life harmony and performance appraisals.

NOTICE PAPER NO. 890 OF 2022 FOR THE SITTING ON OR AFTER 11 JANUARY 2022
QUESTION NO. 2290 FOR ORAL ANSWER

MP: Ms Joan Pereira

To ask the Minister for Manpower (a) whether the Ministry is studying the impact of caregiving on a caregiver's career, finances and retirement adequacy; (b) in the last three years, how many caregivers have to (i) give up their jobs and (ii) switch to part-time jobs in order to provide care for an elderly family member, respectively; and (c) whether the Ministry will consider some financial support for such caregivers.

NOTICE PAPER NO. 890 OF 2022 FOR THE SITTING ON OR AFTER 11 JANUARY 2022
QUESTION NO. 2291 FOR ORAL ANSWER

MP: Ms Joan Pereira

To ask the Minister for Manpower (a) whether the Ministry has conducted any survey to assess if caregivers find the support schemes for returning to the workforce sufficient; and (b) what other support measures are needed to help caregivers acquire relevant industry skills and prepare them for their return to the workforce, whilst looking after their loved ones.

Combined Answer

1. The Government provides support for caregivers in several ways. These include supporting their caregiving needs directly, enabling working caregivers to better manage both work and their caregiving responsibilities through flexible work arrangements, aiding their re-entry into the workforce through employment facilitation and training support, and strengthening their retirement adequacy.
2. The Government provides support for families with caregiving needs through subsidised care services and grants. For instance, all families with Singaporean children enrolled in ECDA-licensed childcare centres receive a universal Basic Subsidy, with eligible families receiving additional means-tested subsidies. Eligible Singaporeans receive subsidies of up to 80% for non-residential eldercare services, such as day care and day rehabilitation services. We also provide financial assistance, such as through the Home Caregiving Grant and Pioneer Generation Disability Assistance Scheme, to those with moderate to severe disability, to defray the cost of caregiving. Eligible caregivers of young children, elderly persons and persons with disabilities can also apply for the Migrant Domestic Worker Levy Concession if they need more help to look after their loved ones. Together, this allows caregivers to go back to work with peace of mind.
3. To further help working caregivers, the Government and tripartite partners are strengthening efforts to encourage the widespread adoption of flexible work arrangements (FWAs). We have developed resources such as implementation guides and FWA policy templates, and conducted workshops to guide employers in implementing FWAs. Other than the Tripartite Standard and Advisory on FWAs, MOM and tripartite partners had formed the Alliance for Action on Work-Life Harmony last year to facilitate the exchange of best practices, including in sectors that face greater challenges implementing FWAs. We are further sustaining this momentum by growing and equipping a community of Work-Life Ambassadors to support these efforts at their workplaces. Employers and employees who require advice or assistance on FWAs may also approach the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for advice and assistance. In 2021, TAFEP did not receive any cases relating to disputes on FWAs.
4. One positive trend is that Singapore’s full-time female employment rate^[1] has been rising steadily over the past 10 years. However, there is still a small proportion of women who have not been able to participate or participate fully in the workforce due to caregiving responsibilities. In 2020, 15%^[2] of women cited family-related responsibilities as their main reason for being outside the labour force, while 6%^[3] were working part-time due to family or personal commitments. When they are ready to return to work or to participate more fully, they can tap on Workforce Singapore’s (WSG’s) employment facilitation programmes and services, as well as SkillsFuture Singapore’s training programmes. For example, the Career Trial programme provides a trial period of up to three months, for the employer and jobseeker to assess their mutual job fit, with an allowance provided by the Government during the trial. Career Conversion Programmes provide training and salary support to employers who hire and reskill mid-career jobseekers for new occupations. Eligible working caregivers receive Workfare Income Supplement, which provides up to $4,000 in cash and CPF top-ups annually for those earning lower incomes.
5. Let me share an example of how WSG’s efforts have helped full-time caregivers get back to work. Ms Audrey Ong, currently in her 40s, quit her corporate job as a regional marketing manager in 2017 to spend more time with her son who was taking his Primary School Leaving Examination (PSLE) then. When she was ready to return to the workforce in 2019 after her son became older as a teenager, she wanted a second career that was both meaningful and manageable. Audrey came across testimonials on WSG’s webpage of mid-career professionals who completed the two-year Career Conversion Programme for Registered Nurses (Degree) and signed up for it. Her family was very supportive of her new endeavour. Audrey has since completed her two-year training stint and started her new job as a Staff Nurse with SingHealth Community Hospitals last year.
6. Securing and staying in employment is key to financial resilience and retirement adequacy. With increasing participation in the workforce and higher wages, successive cohorts of Singaporeans have been able to accumulate more CPF savings for retirement today compared to a decade ago.
7. Aside from helping caregivers accumulate more CPF savings through better employment outcomes, we have also introduced and enhanced measures in recent years to help all Singaporeans, including caregivers, build sufficient savings for retirement. For caregivers who had lower incomes during their working years and now have less to retire on, the Silver Support Scheme, enhanced in 2021, provides quarterly payouts of up to $900. About two-thirds of the Silver Support recipients are women, including many caregivers. Incentives are also provided for caregivers and their loved ones to top up their CPF in cash. For example, the Government enhanced the tax incentives for Retirement Sum Topping-Up scheme from 1 Jan 2022. Eligible members can also benefit from matching contributions from the Government for CPF cash top-ups under the Matched Retirement Savings Scheme launched in 2021. Finally, older caregivers can tap on housing monetisation schemes, such as the Lease Buyback Scheme and Silver Housing Bonus, to unlock their housing equity to supplement their retirement needs.
8. The Government will continue to review our multi-pronged efforts to ensure that caregivers are well-supported. Feedback from the Conversations on Singapore Women’s Development on greater support for caregivers will also be considered for the upcoming White Paper on Singapore Women’s Development.