Protecting Older Workers

Ms Tin Pei Ling asked the Deputy Prime Minister and Minister for Manpower (a) how will the Ministry monitor the employment status of older workers; and (b) what is the Ministry doing to protect older workers from losing their jobs or being discriminated against when they apply for jobs.

Mr Tharman Shanmugaratnam: MOM collects timely and reliable statistical information on the labour market through the annual Labour Force Survey, which captures data on the employment status of our labour force, including older workers. These statistics are used to monitor the labour market and to review and formulate manpower policies, including those pertaining to older workers. Our partners – the Singapore Workforce Development Agency (WDA) and the Employment and Employability Institute (e2i) – also monitor the placement and retention of specific groups of job seekers who approach them for employment or training assistance.

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But more can be done. With improvements in healthcare and the general standard of living, our population is living and working longer. It is important that we prepare employers and workers for an ageing workforce. Hence, the Tripartite Committee (Tricom) on Employability of Older Workers, which comprises representatives from unions, employers and the Government, was set up in 2005. One key indicator monitored by the Tricom is the employment rate of older workers aged 55-64. Through the concerted efforts of tripartite partners, the employment rate for this group of workers reached a new high of 59% last year. The Tricom has set a target of 65% employment rate for workers aged 55-64 by 2015.

To achieve this, we need to ensure that our workers have the opportunity to work longer. Today, the statutory minimum retirement age is set at 62. When the re-employment legislation takes effect from January next year, employers will be required to offer re-employment to employees once they reach age 62, until age 65, so long as they are medically fit to continue working and have satisfactory work performance. This is an additional layer of protection for older workers to help them continue working if they wish.

MOM takes a serious view of discrimination against any employee, including that of age discrimination. If an employee feels that he or she has been unfairly dismissed on grounds of age, he or she can appeal to MOM for reinstatement or compensation.

Persuading employers to adopt non-discriminatory recruitment practices requires a change in their mindset. The tripartite partners have issued the Tripartite Guidelines on Fair Employment Practices to promote the adoption of fair and responsible employment practices, including that of discrimination against older workers. The Tripartite Alliance for Fair Employment Practices (TAFEP), which was established in 2006 with key representatives from unions, employers and the Government, provides a range of services, tools and resources to help organisations implement fair employment practices. TAFEP also looks into feedback and complaints on workplace discrimination issues.

The Ministry will continue to work with our tripartite partners to keep a close tab on the labour market situation and to help our older workers secure employment.