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Written Answer to PQ on Overseas Work

NOTICE PAPER NO. 524 OF 2026 FOR SITTING ON 25 FEBRUARY 2026
QUESTION NO. 1517 FOR ORAL ANSWER

MP: Mr Yip Hon Weng

To ask the Minister for Manpower (a) how does the Ministry encourage Singaporeans to pursue longer overseas postings exceeding three years for career development; (b) whether Government offices abroad provide dedicated support to help individuals settle; and (c) how the Ministry balances local talent retention with the strategic necessity of developing a global Singaporean leadership pipeline.

Answer:

The Government supports companies in posting their Singaporean employees overseas to gain relevant experience through programmes such as the Overseas Markets Immersion Programme (OMIP) and the International Postings Programme for financial services. These programmes stipulate a minimum duration abroad to provide time for the individual to integrate into their role and gain meaningful professional experience. For OMIP, the overseas posting must be at least six months. Beyond this period, the precise duration for each individual depends on company needs and the individual’s preferences. These programmes also impose a maximum duration of support to encourage employers to take ownership of their employees’ career development.

2. The Government also provides transitional support to help individuals settle-in overseas. Singaporeans abroad can tap on EDB’s Singapore Global Network, which organises networking events with in-market business leaders, and provides both physical and digital community platforms to connect with other Singaporeans working abroad. Participants in the Singapore Leaders Network can make use of the Overseas Transition Support programme, which provides participants with pre-departure training in areas such as navigating cultural differences in communication.

3. Given the significant investment in deploying employees overseas and the invaluable experience they gain, companies generally send employees they have assessed to have high potential. Government support programmes encourage the retention of these employees. For example, WSG’s OMIP requires participating companies to outline a career development plan for their employees’ development over the next 24 months, including potential career pathways after their overseas posting.