A Great Workforce A Great Workplace
Improving worker protection through legislation and education
20 Nov 2014
© 2013 Government of Singapore 2
Protect, educate and assist FWs
Legislation to protect FW
wellbeing and employment
rights
Education on rights and
responsibilities
Avenues to raise concerns and seek
redress
© 2013 Government of Singapore 3
Employment Act
Employment of Foreign
Manpower Act
Employment Agencies Act
Workplace Safety and Health Act
Work Injury Compensation
Act
Salary Payment
Rest days/ work hours
Workplace safety and
Health
Work Injury Compensation
Upkeep and Maintenance
Housing
© 2013 Government of Singapore 4
Regulations Max fine Max imprisonment
Employment Act $30,000 2 years
Employment of Foreign Manpower Act
$60,000 2 years
Employment Agencies Act $160,000 4 years
Workplace Safety and Health Act
$1,000,000 2 years
Work injury Compensation Act
$10,000 1 year
© 2013 Government of Singapore 5
[Sep 2013] – Employment of Foreign Manpower Regulations Amendments Implemented
• Failure to obtain WPH’s written agreement or update MOM of any downward revision of (i) the basic monthly salary; or (ii) fixed monthly allowances amount conditions; or (iii) upward revision in housing/food deductions is a breach of the Work Permit conditions and subject to an administrative financial penalty of up to $10,000.
© 2013 Government of Singapore 6
[Jan 2014]
• Tripartite guidelines to employers on issuance of written itemised payslips to workers with breakdown of salary components e.g. allowances, deductions
• First step towards mandating itemised payslips eventually
© 2013 Government of Singapore 7
[Apr 2014] – Employment Act Amendments Implemented
• Expanded coverage – General provisions extended to PMEs with basic monthly salary ≤$4,500
– Working hrs related provisions extended to non-workmen with basic monthly salary ≤$2,500
• Capping of salary deductions – Employers cannot deduct more than 25% of a worker’s salary for
accommodation, amenities and services
• Higher penalties for employers who default salary payment
– Maximum fine tripled to $15,000 and $30,000 for first and subsequent offences respectively
• Management made liable for employment breaches
© 2013 Government of Singapore 8
PRE-DEPARTURE
IPA, Materials
ARRIVAL
Mandatory Training, FW Guide
STAY
Roadshows, Newsletters,
Recreation Centre & Dormitory visits
Rights & Responsibilities
Safety Singapore’s
social norms Assistance avenues
Safety Orientation
Course
Safety
pamphlets
© 2013 Government of Singapore 13 MWC
Geylang
• MOM-MWC Pre-Departure Video
• 24/7 telephone hotline
• Mobile outreach platforms
• MWC Satellite Help-Centre in every FW Recreation Centre by end-2015
Outreach to
more than 400,000 FWs since 2009
© 2013 Government of Singapore 14
• All FWs informed of assistance channels when they report to MOM for mandatory finger printing
• Telephone numbers of both NGOs and MOM are also distributed to all workers
• Workers who are forcefully repatriated by employers can approach officers at the airport for help
© 2013 Government of Singapore 15
First time
Interviews
Compulsory Employer
orientation programme
Compulsory personal
accident and medical
insurance
FDW newsletters
Compulsory Settling in
Programme for FDWs
FDW hotline
FDW Guidebook
Pre-paid mailers to
Ministry of Manpower
for FDWs in distress
© 2013 Government of Singapore 16
[Jun 2012] – Stricter rules on Window Cleaning by FDWs
• FDWs not to be allowed to clean window exteriors unless enhanced & safe working conditions are in place
[Jan 2013] – FDW Weekly Rest Day
• All foreign domestic workers (FDWs) whose work permits are issued or renewed from 1 January 2013 onwards will be entitled to a weekly rest day or compensation in-lieu.
© 2013 Government of Singapore 17
FDW Education Video
© 2013 Government of Singapore 18
• The penalty prescribed in the Penal Code for certain offences is 1.5 times higher if a domestic worker is the victim
Offence Normal penalty Enhanced penalty if domestic worker is
victim
Voluntarily causing hurt
Imprisonment of up to 2 years and/or a fine of up to $5,000
Imprisonment of up to 3 years and/or fine of up to $7,500
• Employers who are convicted of FDW abuse are also barred from employing FDWs by MOM
Penal Code
Thank you