Opening Address at Tripartite Connect 2025

Minister of State for Manpower Mr Dinesh Vasu Dash , Singapore Marriott Tang Plaza Hotel

Board Members of the Tripartite Alliance Limited,

Committee Members of the Tripartite Alliance for Fair and Progressive Employment Practices,

Chairman and Members of the Workplace Safety and Health Council,

Tripartite and Industry Partners,

Ladies and gentlemen.

Redefining SME Success in Today’s Economy

1. I am honoured to join you today at the inaugural Tripartite Connect.

    

2. As we know, successful companies are not measured solely by their profitability and operational efficiency, but also their ability to attract and retain talent. Increasingly, employees and jobseekers are looking beyond competitive pay – they want to be part of thriving workplaces that foster well-being and purpose, and mission of the organisation.

    

3. As employee expectations continue to evolve, adopting safe, healthy and progressive workplace practices can be the “secret sauce” to help businesses stand out in a competitive market and an increasingly complex world.

    

   1. A safer and healthier workplace translates to higher workforce productivity. It also builds trust and assurance among employees, buyers and customers, which can then unlock business opportunities.

       

   2. But that is just one part of the equation. Fair and progressive workplace practices to support diverse employee needs and foster a culture of trust and inclusion are equally important. These could include flexible work arrangements, age-friendly workplace policies supported by job redesign, as well as putting in place channels for open communication.

    

   1. This struck me quite deeply as I used to be from the Agency for Integrated Care (AIC) and we had to put in place flexible work arrangements for our staff. One issue we struggled with was infant attrition where they leave after the first year of employment and we had to put into place measures to ensure our people stayed.

    

    

4. Together, these practices create workplaces where employees feel safe, valued and empowered – laying the foundation for stronger employee engagement, culture of trust, higher productivity, and ultimately, business growth.

    

   Safe and Healthy Workplaces are Good for Business

    

5. Let me first elaborate on workplace safety and health (WSH). We have strengthened our commitment to WSH and raised standards across all sectors. For instance, in the construction sector the Government introduced the Safety Disqualification Framework in 2022, which bars companies with poor WSH performance from participating in public sector tenders. The message is clear – safety must not be compromised.

    

6. I am happy to report that positive examples too, have surfaced over the years. Take for example, City Developments Limited (CDL), who has integrated safety and health as part of its corporate values and procurement processes. All contractors performing work on CDL sites are required to possess at least bizSAFE Level 3 certification. Further, past WSH performance is taken into account when awarding contracts, with preference to sub-contractors with strong safety records. In other words, CDL has proven that with strong WSH practices, service delivery is smoother, disruptions minimised and therefore costly delays can be avoided.

    

7. I encourage more businesses to actively advocate for WSH just as CDL had done. This would not only uplift your supply chains but also create a positive ripple effect on the wider industry.

    

8. For SMEs, strong WSH performance builds trust, improves productivity, and strengthens their reputation with clients. One such SME is Galmon Pte Ltd, a homegrown company providing mobile elevating work platform solutions, and one of our dialogue session panellists today.

    

9. Galmon has achieved bizSAFE Level Star, the highest tier under the WSH Council’s bizSAFE framework, and maintained a zero-fatality record over its 40-year history. This is a remarkable feat and congratulations to them! This strong safety performance has helped the company earn the trust of clients in high-risk sectors such as construction and marine.

    

10. By progressively building WSH capabilities, including cross-training staff and implementing a low-cost internal system for reporting of near-misses and unsafe acts, Galmon strengthens both workforce and operational reliability without incurring high costs. Its experience shows how SMEs can build up safety capabilities in a cost-effective way, which would then open up more business opportunities.

     

11. Beyond the prevention of work injuries, it is important for employers to invest in workforce health. A workplace that promotes healthy living improves employee engagement and well-being. More importantly, a healthy workforce, where employees are fit and focused, creates a more productive workforce.

     

12. Close to 150,000 employees enjoyed access to WSH Council’s Total WSH Programme in the past year, where health screenings, coaching and preventive care are available at the workplace. Post-programme survey showed encouraging outcomes – about 90% of respondents gained useful knowledge. Some also reported meaningful improvements in their lives. For instance, one in three workers who attended the ergonomics workshop experienced less pain interference in their daily activities.

     

13. To encourage further participation, I am pleased to announce that the WSH Council has tied up with insurer Singlife to offer discounted group insurance packages to companies on the Total WSH Programme. SMEs that opt for health screening and coaching under the Total WSH Programme will enjoy a 10% discount on insurance premiums in the first year.

     

14. This is best illustrated with an example. Take, for instance, an SME with 50 employees. A basic package covering inpatient and outpatient benefits costs around $650 per employee annually. The 10% discount will amount to $3,250 in savings for the first year. For SMEs, such savings can be meaningfully redirected to support business or employee needs.

     

15. Besides your company benefiting from discounted group insurance package premiums, your employees also benefit from the health offerings under the free Total WSH Programme. So, this provides win-win outcomes; win for your companies with insurance savings, and win for your employees with better health and well-being.

     

    Fair and Progressive Employment Practices Build Trust and Productivity

     

16. Let me move on to my second point on adopting fair and progressive employment practices to create an environment where all employees feel empowered. It also ensures that your employees’ diverse working needs are taken care of.

     

17. Singapore continues to face demographic and economic challenges, including an ageing population as well as economic headwinds. To stay competitive and ensure good opportunities for Singaporeans, our economy must remain open and inclusive, providing fair chances for all to succeed.

     

18. While many companies already adopted fair and merit-based practices, we must continue to strengthen workplace fairness. The Workplace Fairness Act, passed in January this year, will come into force in 2026 or 2027 to strengthen protections against workplace discrimination.

     

19. As part of the new requirements under the Act, employers must implement grievance handling processes, to facilitate better communication and resolve issues amicably within the firm. This provides for a progressive workplace culture anchored in fairness, respect, and inclusivity.

     

20. Beyond the legal baseline, employers should also explore ways that create thriving workplaces where your employees feel invested in the success of the business and are empowered to put their best foot forward. Flexible work arrangements and age-friendly practices are examples where employers can support an increasingly multi-generational workforce, and effectively tap into the extensive experience of our senior employees.

     

21. Allowing employees to adjust work hours to manage caregiving responsibilities can help employees balance personal needs and career aspirations. Meanwhile, job redesign for older workers such as reducing manual tasks or providing ergonomic equipment can enable them to continue contributing to their companies over a longer period of time and tap on the experiences they have. These practices not only support employees through different life stages but also help employers improve retention, reduce absenteeism, and boost team morale.

     

22. The Tripartite Guidelines on Flexible Work Arrangement Requests and the Tripartite Standard on Age-Friendly Workplace Practices provide useful guidance for employers on this journey. These are important tools to help companies implement such practices in a structured and effective way.

     

23. To support employers on this journey, TAFEP offers a wide range of resources – designed with SMEs in mind – to help you get started or improve your employment practices. These include e-learning modules and guided workshops on fair hiring, flexible work arrangements, and proper grievance handling. Today, TAFEP has also brought together business and HR leaders to share how building fair and progressive workplaces has allowed their businesses to thrive.

     

24. Take for example, some SMEs like On Cheong Company Pte Ltd have taken active steps to foster fair and progressive workplaces. On Cheong is an SME in the jewellery retail trade that is celebrating its 90^th anniversary next year. Shaped by its strong heritage, On Cheong has cultivated a workplace culture anchored in care, trust, and mutual respect.

     

25. They have adopted several Tripartite Standards, including those on Age-friendly Workplace practices, Flexible Work Arrangements and Grievance Handling. These standards signal the company’s commitment to supporting older workers and enabling employees to better manage their work-life needs. This demonstrate the company’s assurance to employees that mechanisms are in place to ensure that their concerns will be heard and addressed constructively. By placing people at the heart of their business, employees feel supported, valued and motivated to contribute.

     

26. Initially lacking experience and expertise in designing and implementing fair and progressive employment practices, On Cheong has come a long way in becoming a progressive employer. Congratulations On Cheong for the wonderful work!

     

27. Examples like On Cheong remind us that fair and progressive employment practices are within reach for every SME. I strongly encourage SME leaders to take advantage of TAFEP’s resources and take good employment practices that can benefit your businesses.

     

    Putting People at the Heart of Business Growth

     

28. Sustained business success is no longer only about maximising profits alone. It is all about the people who drive those profits in the long term.

     

29. Safe and healthy workplaces keep your teams productive and engaged, while fair and progressive workplaces help you attract and retain talent.

     

30. I am confident that more of our SMEs will embrace safe, healthy, fair and progressive practices.

     

31. The Tripartite Alliance, its agencies WSH Council and TAFEP, and other government agencies will be behind you every step of the way.

Thank you, and I wish you a fulfilling session ahead.