has risen to its highest level in more than a decade, with retrenchments more than doubling because of the COVID-19 pandemic.Mrs Teo said that MOM actively monitors retrenchment exercises, and that the vast majority have so far been conducted fairly and responsibly.
“For example, is an EP or S Pass applicant a replacement for a local who was only recently retrenched? If so, MOM will ask why and turn down the application unless there are very good reasons.” “Of all possible infringements, this is what offends Singaporeans most - that they have the qualifications but lost out to a foreign candidate who did not appear to be better,” she said.
“This company was clearly not serious in considering local applicants. As a penalty, it will not be able to hire or renew EP holders for 12 months,” she said. “To stay in business, they will have to recruit more locals, something they should have done all along.” “Until they improve, we will reject or hold back their work pass applications,” she said. “At the same time, TAFEP engages them to understand their problems and help them strengthen their hiring practices.”
While Singapore has not legislated a single minimum wage across the board, features of a “minimum wage plus” have been implemented through a Progressive Wage Model, said Mrs Teo, noting that the model currently benefits about 80,000 workers in the cleaning, security, and landscaping sectors. This Progressive Wage Model Mark would recognise companies that voluntarily pay progressive wages and provide job progression pathways to their lower-income workers, she said, noting that sectors such as food services and retail trade had the potential to come on board.