Oral Answer to PQ on Career Transition Support for Mature PMETs
NOTICE PAPER NO. 516 OF 2026 FOR SITTING ON OR AFTER 24 FEBRUARY 2026
QUESTION NO. 1444 FOR ORAL ANSWER
MP: Mr Christopher de Souza
To ask the Minister for Manpower (a) what assessment the Government has made of structural unemployment risks facing Singaporean professionals, managers, executives, and technicians (PMETs) in their 40s and 50s; and (b) whether the Ministry will consider further strengthening current measures to support re-employment, mid-career transitions and wage sustainability for this group; and (c) if so, what measures.
Answer:
In 2025, the long-term unemployment rate for resident PMETs in their 40s and 50s remained within the range observed during non-recessionary periods, indicating that structural unemployment risks remain low and stable.
2. However, rapid technological change and shifts in the external economic environment mean that our workers should regularly upskill to stay up-to-date with industry needs and remain open to new opportunities. This could be more challenging for mature workers. The Government has hence been strengthening measures to support this group to strengthen their career resilience and to manage career transitions.
3. We have invested strongly in developing our local workforce, and several of our programmes offer a higher level of support for mature workers. For example, Workforce Singapore (WSG)’s Mid-Career Pathways Programme and SkillsFuture Singapore (SSG)’s SkillsFuture Career Transition Programme support mid-career jobseekers to acquire industry relevant experience and skills to facilitate career transitions, while WSG’s Career Conversion Programmes provide employers with more salary support to reskill mature workers into growth job roles with good longer-term prospects. Those who require a more substantive skills reboot can tap on SSG’s SkillsFuture Level-Up Programme. In total, we have invested over $10 billion over the last five years on local workforce initiatives, to help our workers upskill and remain competitive.
4. To order to improve access to new opportunities, we need to go upstream. Workers need to take charge of their career health and take proactive steps to improve their employability. To support them to navigate the labour market and make longer-term career plans, we have introduced digital tools and services such as the Careers & Skills Passport, CareersFinder and career guidance programmes.
5. The Tripartite Workgroup on Senior Employment is studying recommendations to provide better support across a senior’s career journey, including during mid-career transitions and later-career stages. Its recommendations will be released in the second half of this year.