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Written Answer by Mr Tan Chuan-Jin, Acting Minister for Manpower, to Parliamentary Question on Job Scope Definition in Service Sector

Notice Paper No. 242 of 2013 For The Sitting On 21 Oct 2013
Question No. 1286 For Written Answer

MP: Mr R Dhinakaran

To ask the Acting Minister for Manpower whether there will be specific guidelines to ensure that service sector employers define job scopes adequately and ensure appropriate benefits are given since job flexibility has been allowed for work permit holders in this sector.


  1. To set the parameters for reasonable multi-tasking practices, the Ministry of Manpower, National Trades Union Congress and Singapore National Employers Federation have released Tripartite Guidelines on the Job Flexibility Scheme on 24th June 2013. The Guidelines describe how employers should exercise job flexibility responsibly.
  2. Specifically, employers should communicate to their employees the additional roles which they are being asked to take on and the corresponding remuneration arrangements. Employers should obtain their employees’ consent before requiring them to perform additional roles. We also remind employers to comply with existing employment laws, including the obligations on appropriate remuneration for overtime work and caps on work hours.
  3. In addition, the Tripartite Guidelines state that employers should fairly remunerate and share productivity gains with employees, by way of additional remuneration or other similar rewards, commensurate with the employees’ contributions.
  4. Employers should abide by the Tripartite Guidelines in implementing job flexibility. In cases where employees believe that their employers have not met the Tripartite Guidelines, they are encouraged to first seek recourse through channels within the employer’s business. If not resolved, unionised employees can consult their union for advice. Alternatively, foreign employees can contact the Migrant Workers’ Centre for assistance. MOM reserves the right to curb work pass privileges against companies in egregious cases of non-compliance with the guiding principles. Additionally, employees, or any other persons, are encouraged to report contravention of any existing employment laws to MOM.