Support for SMEs to Manage Manpower Gaps Arising from Expanded Childcare Leave
Ministry of ManpowerSpeakers
Summary
This question concerns how the Ministry of Manpower will assist SMEs in managing manpower gaps from expanded childcare leave, prevent disproportionate workloads on non-parent employees, and safeguard caregivers against workplace discrimination, as raised by Ms Valerie Lee to the Acting Minister for Manpower. In response, Ms Jasmin Lau stated that the Government will fully reimburse employers for the complete duration of all child-related leave schemes to help defray the cost of engaging additional manpower. Employers can also utilize the Skills and Workforce Development Agency's Enterprise Workforce Transformation Package (EWTP) to redesign jobs, cross-train workers, and implement flexible staffing arrangements. Additionally, the Ministry of Manpower and tripartite partners will issue guidance to help employers distribute workloads fairly among staff. To prevent hiring and workplace bias against caregivers, existing protections under the Tripartite Guidelines on Fair Employment Practices will be reinforced when the Workplace Fairness Act comes into force in end-2027.
Transcript
41 Ms Valerie Lee asked the Acting Minister for Manpower (a) how the Ministry will help SMEs manage manpower gaps arising from expanded childcare leave; (b) how it will ensure workloads are not disproportionately shifted to non-parent employees; and (c) what safeguards will be put in place to prevent employers from inadvertently discriminating against parents or becoming less willing to hire workers with caregiving responsibilities due to their leave entitlements.
Ms Jasmin Lau: As part of the child-related leave enhancements recently announced at the National Day Rally, the Government will reimburse employers for the full duration of all child-related leave schemes. This will defray the financial costs for employers, including small and medium enterprises (SMEs), enabling them to bring in additional manpower to cover employees on leave rather than relying only on redistributing work to colleagues.
Employers can also tap on the Skills and Workforce Development Agency's Enterprise Workforce Transformation Package (EWTP) to reskill their employees and redesign jobs and processes to better manage manpower gaps. Under EWTP, employers can cross-train employees to provide cover across roles, adopt flexible staffing arrangements and explore technology tools that support workforce planning and scheduling. The Ministry of Manpower (MOM) and tripartite partners will also provide guidance to help employers, especially SMEs, manage leave periods fairly without placing disproportionate burdens on non-parent employees.
Under the Tripartite Guidelines on Fair Employment Practices, employers are already required to adopt fair and merit-based employment practices, including in hiring and promotion decisions. The Workplace Fairness Act will further strengthen these protections by prohibiting adverse employment decisions based on pregnancy and caregiving responsibilities when it comes into force in end-2027. Individuals who experience such discrimination may seek assistance from the Tripartite Alliance for Fair and Progressive Employment Practices.
MOM will work with our tripartite partners to help employers implement the leave enhancements and foster a culture of mutual support in the workplace. Ultimately, we want to build workplaces where supporting employees with caregiving responsibilities is seen as part of what it means to be a good employer and a cohesive team.