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Oral Answer by Senior Minister of State for Manpower Dr Koh Poh Koon to PQ on Attendance Related Incentives

Employment practices

NOTICE PAPER NO. 1011 OF 2022 FOR THE SITTING ON OR AFTER 28 FEBRUARY 2022
QUESTION NO. 2572 FOR ORAL ANSWER

MP: MR LOUIS NG KOK KWANG

To ask the Minister for Manpower with regard to the proposed legislation on workplace discrimination which the Government is considering (a) whether the Government will consider including a prohibition against attendance bonus, which is a disincentive for employees taking medical leave when they are sick; and (b) if not, why not.

Answer

  1. I refer the Member to MOM’s earlier reply to Dr Shahira Abdullah and Mr Leon Perera on 14 February, where we explained that the Tripartite Guidelines on Fair Employment Practices (TGFEP) already require employers to appraise and remunerate employees in a fair and objective manner, taking into consideration the employees’ performance and contributions. Attendance-related incentive schemes that consider sick leave utilisation are contrary to this principle. Companies should therefore review and make adjustments where necessary.
  2. From next year onwards, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) will engage and advise employers who still continue with such schemes to stop. If they continue with the practice, TAFEP will recommend to the Ministry of Manpower to take enforcement action, which could include the suspension of work pass privileges.
  3. The Tripartite Committee on Workplace Fairness is deliberating on the scope and design of legislation to enshrine the TGFEP in law. The key objective of this new legislation is to provide a strong statement against workplace discrimination and broaden the range of actions that can be taken when workplace discrimination on the basis of characteristics such as age, nationality or race occurs.
  4. Together with tripartite partners, we adopt a range of approaches, such as guidelines and education, that are effective in addressing various workplace issues. It is not necessary to rely on legislation as a solution to every workplace issue.