预算辩论 · 2025-02-27 · 第 14 届国会
2025年度预算中的AI发展策略
Debate on Annual Budget Statement
议会辩论围绕2025年度预算展开，重点关注如何应对全球政治经济变局及科技变革，特别是人工智能等前沿技术对经济和社会的影响。政府强调在支持家庭和企业的同时，积极布局未来经济增长，推动科技创新和人才培养。核心争议点在于如何平衡短期支持与长期转型，以及AI技术带来的就业和治理挑战。
关键要点
- • 支持家庭和企业
- • 应对全球变局
- • 推动科技创新
积极应对变革，推动AI发展
加快AI与未来经济布局
"Game-changing technologies like artificial intelligence (AI), quantum computing, 5G/6G... will change how we work and live."
参与人员（30）
- Alex Yam
- Jamus Jerome Lim
- Chua Kheng Wee Louis
- Deputy Prime Minister
- Deputy Speaker
- Derrick Goh
- Desmond Choo
- Don Wee
- Edward Chia Bing Hui
- Gerald Giam Yean Song
- Heng Swee Keat
- Keith Chua
- Leong Mun Wai
- Lim Wee Kiak
- Mark Lee
- Melvin Yong Yik Chye
- Cheryl Chan Wei Ling
- Rachel Ong
- Mohd Fahmi Aliman
- Muhamad Faisal Bin Abdul Manap
- Nadia Ahmad Samdin
- Patrick Tay Teck Guan
- Prime Minister's Office
- See Jinli Jean
- Senior Minister of State
- Senior Minister of State for Defence
- Sharael Taha
- Sylvia Lim
- Xie Yao Quan
- Yeo Wan Ling
完整译文（中文）
Hansard 英文原文译文 · 翻译日期：2026-05-02
[(程序文本) 恢复辩论议题的秩序宣读 [2025年2月18日] [第二指定日] (程序文本)]
[(程序文本) “议会批准政府2025年4月1日至2026年3月31日财政年度的财政政策。” – [总理兼财政部长]。(程序文本)]
[(程序文本) 议题再次提出。(程序文本)]
议长先生：副总理王瑞杰。
上午11时35分
副总理（王瑞杰） ：议长先生，我支持本预算案。2025年预算是为全体新加坡人而设。它在成本压力下为家庭和企业提供即时支持，同时推动我们未来的增长前沿。政府一直专注于应对眼前挑战，同时为新加坡的长远发展定位，这一策略已为新加坡带来良好成效。
今年，我们庆祝新加坡建国60周年。我们有许多值得庆祝的成就。从一个资源有限的初创国家，我们建设了一个繁荣的经济、团结的社会和宜居的城市。我们的人民享有更长寿、更健康的生活，在负担得起且充满活力的社区中生活。我们的工人在现代经济中拥有良好的工作和不断增长的工资。我们的学生学习并取得优异成绩，成年人终身学习。
在享受预算中的SG60礼包时，让我们感谢早期新加坡人一代的辛勤工作和牺牲，以及他们对政治领导人的支持，开辟前进道路，提升全民福祉。
虽然过去60年我们取得了优异成绩，但未来几年变化将加速。总理在一个正迈向多极经济秩序的世界中发表预算陈述。许多国家的国内政治更加极化和分裂，使理性政策制定更加困难。全球政治安全动态以及贸易和投资流动正在迅速变化。
气候和人口变化是经纬线，编织着对人类未来不可抗拒的影响。科学技术的进步正在改变我们的经济和社会。想象一下，我们口袋里的智能手机计算能力超过了载人登月的阿波罗11号模块！
人工智能（AI）、量子计算、5G/6G、卫星通信、机器人技术、生物技术、电动汽车（EV）、自动驾驶汽车和核聚变等颠覆性技术正在迅速发展。这些都将改变我们的工作和生活方式。
作为主席，我与国家研究基金会和未来经济咨询小组的团队密切合作，紧跟这些重大变革的脉搏。我们如何利用这些变化为新加坡人创造更美好的未来？我们必须保持创造力，在逆境和重大变革时期寻找机遇，变得更强，就像我们在亚洲金融危机、全球金融危机以及最近的新冠疫情中所做的那样。
我们还必须投资于未来的创造。因此，我建议关注三个领域。
首先，我们必须继续推进经济转型。在上一次预算辩论中，我阐述了我们最新阶段的经济转型，始于2017年成立未来经济理事会。去年，我们发布了一份报告，对我们的努力进行了盘点。议会图书馆有该报告的副本。
2016年至2023年间，新加坡劳动生产率年均增长3.1%。[请参阅“副总理澄清”，官方报告，2025年2月27日，第95卷，第154期，书面声明更正部分。]这使我们跻身人口规模和国内生产总值（GDP）相似的小型先进经济体前三名。我们的工人和企业均受益。我感谢商业界、工会、行业协会和商会以及学术界的所有领导者，他们提供了支持和专业知识。
但变革本质上是困难的，尤其是在面临短期逆风时。由于地缘政治不确定性和成本上升，越来越少的公司启动转型项目。但我们必须坚持创造新的附加值，保持竞争力。
因此，即使企业充分利用本预算中的企业所得税回扣和渐进式工资补贴以应对即时成本压力，我也敦促他们充分利用企业计算倡议和重新设计的SkillsFuture企业信贷等措施进行转型。
让我们基于已建立的合作伙伴关系和结构相互支持，无论是通过全国职工总会（NTUC）的公司培训委员会（CTCs）等三方平台，还是由贸易与工业部（MTI）和新加坡企业联合会（SBF）领导的商业竞争力行动联盟（AfA）等公私合作平台，我们将通过合作在转型之路上走得更远。
我已谈及坚持转型。第二个领域是继续加大对研究、创新和企业（RIE）的投资。科学、技术和创新正以加速的步伐发展。这些进步将重塑和颠覆产业，改变竞争格局，转变我们的生活和社会。近期围绕人工智能、新一代芯片和5G/6G通信的热议仅仅是开始。
鉴于技术和创新的关键价值，国家和企业的战略及经济实力将取决于谁能取得突破并保持领先。竞争从未如此激烈，这也是大国竞争加剧的原因。但全球范围内，仍有足够多的参与者相信合作，共同应对人类面临的共同挑战。因此，我们必须继续将新加坡定位为值得信赖且中立的全球-亚洲技术、创新和企业枢纽，汇聚志同道合的合作伙伴。
我们的RIE投资不仅支持经济转型，也直接和间接惠及人民。例如，人工智能和机器人技术将自动化常规任务——补充我们日益减少的劳动力，提升工作质量；学习科学研究如何学习，结合人工智能学习工具，可实现个性化学习；国家精准医疗计划旨在基于基因组个性化治疗；老年医学科学，如皇后镇健康区的研究，旨在延长老龄人口的健康活跃期；低碳燃料和智慧城市帮助我们充分利用有限土地，同时减少碳排放。
多年来，我们每年投资约占GDP的1%支持RIE活动，当前RIE2025计划承诺投资280亿新元。与私营企业的研发不同，这些公共研究支出的收益惠及整个经济和社会。不幸的是，我们看到一些政府在这些领域削减开支，因未充分理解其价值，长期来看可能对自身造成巨大损害。
包括陈洁仪女士和白沙文议员在内的议员们询问进展如何？让我举几个例子。我们的RIE支出支持了研究人才，提升了新加坡的研究质量。新加坡的领域加权引用影响力（Field-Weighted Citation Impact），衡量研究影响力的指标，从2010年的1.29增长到2022年的1.52，超过全球平均水平52%。
我们的大学、研究机构和学术医疗中心在全球享有盛誉。新加坡国立大学（NUS）和南洋理工大学（NTU）均跻身亚洲前五名大学。考虑到我们人口规模小，亚洲高校众多，这一成就是非凡的。
跨国公司（MNCs）、中小企业（SMEs）和初创企业均与我们的研究生态系统合作，通过公司研发中心、20多个企业实验室和创新中心开发新产品和服务。
正如议员们所提，创新至关重要！我们的机构组织著名的创新平台，如新加坡创新科技周和新加坡金融科技节，后者为全球最大。开展研发活动的企业比例从2012年占GDP的14.8%增长至2022年的23.6%。[请参阅“副总理澄清”，官方报告，2025年2月27日，第95卷，第154期，书面声明更正部分。]
我们的RIE投资支持大学的创业和孵化项目，培育初创企业管道。事实上，2024年全球初创生态指数报告将新加坡评为亚洲第一、全球第七。
议长先生，我认为多年来我们的RIE投资支持了经济增长，创造了优质就业，改善了新加坡人的生活。尼尔·帕雷克先生也询问我们还将做些什么。
我们将在今年晚些时候敲定2026年至2030年的投资计划。但让我分享两个我们正在为RIE2030筹备的重大新举措。
第一个举措是应用人工智能。我认为郭振辉议员昨天关于人工智能的发言非常好。我们的首个应用人工智能计划涵盖在医疗、教育、金融、先进制造、连接性、物流和交通等重点行业应用人工智能。我们已开始行动。去年10月，我们启动了1.2亿新元的“科学人工智能”计划，支持研究人员利用人工智能加速先进材料和生物医学等领域的发现。
应用人工智能位于人工智能与领域知识的交汇处。基于我们在医疗、教育、金融、工程等领域的实践者和研究人员的强大领域专长，我们将加大投入培养“通双语”的科学人才——能够桥接人工智能技术与领域专业知识的研究人员。
第二个新举措是开发新的大规模跨领域研发项目，称为旗舰计划和重大挑战，以实现更大影响。"RIE旗舰计划"将推动关键经济部门的价值创造，"RIE重大挑战"将聚焦国家战略优先事项。
这些旗舰计划和重大挑战将整合我们大学、科学技术研究局（A*STAR）及其他研究机构、公共机构和私营部门的相关研究与转化能力，形成一套有目的协调和协同的项目。研究、转化和商业化之间的联系将更加紧密，以推动关键经济领域，产出新产品和公司，解决现实需求和问题。
我很高兴相关工作已开始规划和设计这些举措。首个重大挑战拟解决健康长寿的机遇与挑战，首个旗舰计划将聚焦推进半导体和微电子研发。我们稍后将公布更多细节。
即使我们做出这些努力，也必须记住，虽然新加坡的研究投资可观，但仅占全球研发支出的极小部分。我们必须与来自区域及全球的志同道合伙伴合作，实现协同效应。举例来说，虽然我们五年投资280亿新元，美国一年研发支出达9230亿美元，中国为8120亿美元。即使按GDP比例计算，它们也远高于我们。我认为我们必须认识到，尽管我们强调投资回报，但我们的支出只是极小一部分。甚至私营企业如Alphabet 2023年研发支出达450亿美元，Meta为385亿美元，苹果为300亿美元，均为美元计。
因此，我们必须与区域及全球志同道合的伙伴合作，实现协同效应。除了为新加坡创造影响，我们还必须为解决全球挑战做出贡献，因为这些挑战是所有人共同面对的。
因此，作为全球-亚洲枢纽定位的一部分，我们将在未来几年加强国际合作伙伴关系，在启动新举措的同时，继续投资基础研究，培养大学人才，升级研究基础设施。除总理在预算中宣布的内容外，我们还将投资新的数据和计算能力。
我已谈及经济转型和研究投资。为了实现研究价值，第三个领域是加强我们的创新和企业生态系统。我们已取得良好开端，新加坡在三个不同报告中排名第一：国际管理发展学院（IMD）世界竞争力排名、IMD世界数字竞争力排名和世界知识产权组织全球创新指数。
为了保持竞争力，我们必须继续保持对外开放。企业投资新加坡不仅为本地市场，更视其为通往区域的门户。过去60年，新加坡很好地发挥了这一角色。如今，亚洲人口占全球一半以上，约占全球GDP的40%。中期增长率预计为4%至5%，是七国集团发达国家的两倍。未来经济将由技术和创新驱动，为保持相关性，新加坡必须定位为21世纪的生活实验室（Living Laboratory），企业和创新者在此测试新方案，然后推广至区域和全球。我们可作为企业迈向新未来、拓展更广阔市场的跳板。
在这方面，我们的监管机构发挥重要作用。它们需履行安全有效监管职责，同时紧跟变化，促进新理念和创新。例如，新加坡金融管理局（MAS）承担监管和发展金融业的双重使命，推动数字和可持续金融等新领域。新加坡食品局（SFA）是全球首个批准培养肉商业销售的机构。陆路交通管理局（LTA）推动自动驾驶车辆试验，用于货物运输和保持公共道路清洁。议长先生，我相信我们的监管机构将继续提升能力和心态，在管理风险的同时促进创新。
人才是我们创新战略的另一关键支柱。政府致力于帮助每位新加坡人发挥潜力。我担任教育部长时，推出了应用学习计划，激发青少年对科学技术的兴趣。早期，我支持时任A*STAR主席的杨荣文先生，派遣有潜力的新加坡青年赴世界顶尖大学攻读博士，获得A*STAR奖学金。迄今，近1400人完成学业归国，在研究机构从事前沿工作，提升企业研发能力。
未来几年，我鼓励更多新加坡人培养“通双语”能力，精通商业语言和科学技术。充分利用本预算的提升措施，构建新技能。
同时，我们也欢迎全球优秀人才来新加坡。正如钢铁磨炼钢铁，强者相互激励。经济发展局（EDB）计划推出全球创始人计划，吸引更多经验丰富的全球创始人在新加坡发展有影响力的新企业。
在多元文化社会中成长的新加坡人，具备连接全球思想和人才的桥梁优势。我们可以共同向最优秀者学习，与最优秀者合作，为后代建设更美好的家园。
议长先生，请允许我用中文说几句话。
（中文） ：[请参阅本地语演讲。] 今年是新加坡独立60周年。这是我们国家的重要里程碑。60多年来，人民和政府携手克服诸多挑战，创造了卓越的经济奇迹和和谐的多元文化社会。然而，在全球不确定性加剧、地缘政治紧张升级和贸易保护主义抬头的背景下，我们如何保持新加坡经济动力，为人民创造更美好的未来？
科学、技术和创新正以加速的步伐发展，深刻影响国家的战略实力和经济发展。各国争相实现突破并保持领先，竞争态势日益激烈。与此同时，全球许多研究人员仍愿意与他国同行合作，共同应对人类面临的共同挑战。
因此，我们将继续发展新加坡的研究、创新和企业生态系统，加强国际联系与合作，巩固新加坡作为中立、值得信赖的全球-亚洲枢纽地位。这使新加坡能够与国际伙伴紧密合作，解决诸如人口老龄化和疫情应对等共同科学挑战。
（英文原文）：在结束之前，请允许我对新加坡60周年（SG60）做简短的反思。十年前，我担任新加坡50周年（SG50）指导委员会主席，我们与新加坡人交流，表达他们对新加坡的热爱和希望。我被我们开国先驱的坚韧精神和青年人的活力所激励和感动。那时我正在制定我的第一个预算，认真思考如何支持新加坡人应对即将到来的变革浪潮。
即使在十年前的SG50，我们也知道重大变革将会到来。我们投入资源、希望和精力，建设一个有韧性的国家。我们从未想过会遭遇定义一代人的全球大流行病。然而，我们团结一心，共同渡过难关。
今年庆祝SG60的新加坡，比起庆祝SG50时的那个新加坡，更加坚韧、更强大，也更加友善和富有同情心。展望SG70及更远的未来，我的愿望是我们继续投资于所有新加坡人，无论老少。让我们投资于使那些为新加坡进步做出巨大贡献的长者享有健康、充实且富有成效的长寿。
让我们投资于年轻人，开发他们的全部潜力，培养独特的人类技能和能力，使他们能在人工智能、机器人及其他技术进步的世界中茁壮成长。
特别是，让我们继续投入时间和精力，深化我们多种族、多宗教、多元文化的社会。如果我们能开辟前进道路，今天的青年将成为宝贵的桥梁建设者，连接全球的思想和人才，共同解决人类面临的紧迫挑战。
在一个趋向更大竞争和分裂的世界中，伴随着科学、技术和创新的快速发展，新加坡人可以发挥桥梁建设者和连接者的重要作用，新加坡也能成为一个值得信赖且中立的全球亚洲技术、创新和企业节点。我们可以一起向最优秀者学习，与最优秀者合作，为未来世代建设更美好的家园。
我相信议会的同事们和所有新加坡人都会支持这一呼吁，在庆祝SG60的同时，携手迈向未来。[掌声]
议长：陈雪玲女士。
12点01分
陈雪玲女士（东海岸选区）：议长先生，我们国家今年庆祝独立60周年。确实，这是一个年轻国家值得骄傲的里程碑，我相信包括我在内的许多新加坡人都怀着喜悦的心情庆祝这一时刻。
作为一个独立之初几乎没有资源的国家，我们几十年来凭借决心和奉献精神，确实积累了丰富的资产。但这条路从未轻松。2025年预算明确了关照所有新加坡人的意义，以及我们未来如何共同建设国家。预算声明中令我印象深刻的一点是以人为本的理念和人才发展。
新加坡长期以来重视投资年轻人，确保他们接受最佳教育和机会，为国家发展贡献力量。然而，在全球化经济的复杂环境中，我们必须装备年轻新加坡人具备必要的技能和经验，以便在国家间紧张局势加剧的互联世界中茁壮成长。
今天，我将重点谈谈新加坡当前及未来劳动力人才发展方式需要转变的必要性。
首先，我认为必须与全球企业建立更多战略合作伙伴关系，并设立新的才发展计划。通过与跨国公司合作，我们可以创建全球轮岗项目，聘用新加坡人并安排他们在全球不同岗位工作。该计划将为年轻人才提供宝贵的多元文化、市场和商业实践的接触机会，锻炼领导能力，拓宽视野。
许多年轻新加坡人渴望在跨国公司工作，因为那里有全球视野、职业发展机会、有竞争力的薪酬、充满活力的工作文化和广泛的人脉网络。通过与跨国公司合作招聘和培训新加坡人，我们可以帮助年轻人实现抱负，获得国际经验，这对未来担任高级领导职务至关重要。
然而，我们也承认跨国公司不会自动增加新加坡人的招聘。因此，我认为政府需要补贴新加坡人参与全球轮岗项目的费用。这应被视为对本地人才库的投资，我相信从长远来看会有回报。
第二，我们需要差异化地看待人才的引进和资源分配以支持其发展。让我从三个方面详细说明。
第一，全球人才应更强调本地化。这是一个我认为不仅新加坡面临的问题。世界许多城市都在应对这一挑战，发现越来越多有竞争力的人才从海外提供服务。随着时间推移，如果没有海外人才实际驻留新加坡，这将对本地劳动力构成巨大威胁。
我们也意识到本地劳动力因低总生育率（TFR）而萎缩，这意味着需要通过更多选项补充各行业的工人。我完全同意副总理王瑞杰刚才的说法。我们需要吸引全球聪明人才，但也要找到方法，让新加坡成为他所说的桥梁和连接者。
问题是如何最好地实现这一目标，使新加坡人能长期享有平等的优质就业机会，并有机会参与全球舞台。
以Atos公司为例，这是一家国际信息技术服务公司，成功实施了与其全球及本地人才管理战略相符的全球人才政策。该政策的投资已被证明是有效的。
作为数字领域的企业，Atos面临市场动态变化和人才保留的挑战。但他们专注于员工技能发展，确保发展路径和积极的员工体验，这转化为积极的客户体验，助力业务持续发展。
我们需要类似的框架，鼓励跨国公司和大型本地企业采取类似方法，激励人才发展和留用。
接下来，针对跨国公司和本地中小企业（SMEs）调整实施策略。我们致力支持跨国公司和本地中小企业。通过区分就业准证配额和提供有针对性的激励措施，我们旨在创造一个平衡的生态系统，使两个部门都能繁荣发展。由经济发展局（EDB）和企业新加坡联合发起的Tech@SG计划支持这一平衡策略，帮助快速成长的本地企业和中小企业获取关键人才。
企业在规模经济下蓬勃发展；跨国公司为新加坡带来重要的业务流，不仅在业务规模上，还服务于新加坡以外更广泛的地区，为中小企业提供商品和服务的自然机会，从而增强新加坡经济的韧性。
为实现这一实施，我建议考虑以下措施。
一、差异化配额。为跨国公司和中小企业分别设定就业准证配额，对中小企业给予更宽松的配额。这样，中小企业可以在不增加新加坡外籍劳工总数的情况下，雇佣更多有才华的外国人。
二、薪资门槛。提高跨国公司聘用初级外籍专业人员的最低薪资要求。这有助于培养规模可观的本地劳动力，提升其能力，为公司创造价值，并在机会出现时支持轮岗。
三、技能转移计划。鼓励跨国公司实施技能转移计划，要求他们培训本地员工逐步担任高级职位。同样，我们需要具体措施确保政府关联公司为工艺教育学院（ITE）和理工学院学生提供充足实习机会，同时建立问责机制，确保这些举措长期成功。
四、人才流向中小企业。并非所有参与全球轮岗项目的人才都会继续在跨国公司工作。我们应为部分受训人才创造流向中小企业的通道。他们将带来宝贵经验和技能，增强本地企业实力。这种人才流动将惠及个人，也为新加坡整体带来显著优势。
通过培养一批经验丰富的全球领导者，我们也增强了留住跨国公司的能力。这些领导者具备深刻的国际商业动态理解，更能推动创新、促进经济增长，确保新加坡长期作为全球商业枢纽。
接下来，关于利用和拓宽人才库。我想说，每年有超过9,000名青年参加“N”级考试，其中许多学生最终进入工艺教育学院。我们是否考虑过允许学业不太擅长的学生更早入读工艺教育学院，比如13岁？这将使他们有更长时间进行技能培养，发现适合自身能力的专业领域，有助于未来职业探索。此外，我们可以考虑加强工艺教育学院对技术技能的培养，如果他们能在某些领域表现出色，例如培养跨技能能力，这对未来不可预测的工作环境将非常有价值。
正如我所说，这些举措需要分阶段实施，允许我们根据反馈和结果评估并完善方法。这将确保我们能应对挑战，做出必要调整，确保实施成功。
最后，健康且成功的职业路径必须与个人福祉平衡，关注心理健康和工作生活平衡。这是我们建设幸福繁荣社会愿景的核心。经济成功不能保证个人福祉，但为所有新加坡人拓展职业选择的路径和机会，将帮助更多人实现梦想，创造更具包容性和凝聚力的社会。
为公民提供多样化机会，不仅赋能他们发挥潜力，也增强成就感和使命感。当个人感受到支持和重视时，会提升整体幸福感，促进职场更强大、更有韧性的社区。
虽然资源有限，无法解决所有挑战，但我们应相信投资新加坡人终将获得回报。我们必须相信每个新加坡人都有能力和责任，应获得国家所能提供的所有机会。
为了实现未来公平和包容成为国家核心价值，我们需承诺确保所有新加坡人都能平等获得机会，无论其背景如何。这包括实施公平透明的选拔程序，并为有需要者提供额外支持。这是长期承诺，也是我们有预算盈余时应重点投资的领域。
议长先生，我看到一个充满机遇和希望的新加坡未来。我们拥有先辈和当代一代共同建设的众多资产。这些资产在当今分裂的世界中尤为珍贵。我认为这是难得的福祉，我们应珍惜并为后代保存和提升。我们的人民是关键资产之一。
竞争不可避免，无论本地还是全球。它存在于过去，并将在未来愈发激烈。因此，我主张我们开始强调提供更多成功路径的目标。通过多元化人才发展策略，从年轻时提供广泛探索机会，我们旨在减轻压力，让个人发现并追求独特优势和兴趣。
通过投资年轻人才并提供全球视野机会，我们不仅保障他们的未来，也巩固国家在国际舞台上的领导地位。
通过投资个人理解并发展必要技能，基于其优势，我们的劳动力能够真正践行持续学习和适应的心态，适应不断变化的全球环境。随着时间推移，这将带来更具创新性、平衡且稳健的经济，推动公民参与的经济增长命运。拥有更健康、更快乐的劳动力，我们也期待更和谐、更繁荣的社会。
我敦促政府迈出关键一步，拓宽成功定义，让新加坡人在职业道路上拥有更多选择，共同确保新加坡在全球舞台上的持续成功。为此，我支持预算案。
议长：林志明副教授，您有澄清要做吗？
12点14分
林志明副教授（盛港选区）：谢谢议长，先向副总理王瑞杰做个简短澄清。我先声明，我本人是研究人员和学者，通过与自治大学的主要研究员合作，可能受益于国家研究基金。我也想补充，我完全支持增加国家研发支出，过去预算中我也曾呼吁增加。我也认同副总理对全球许多政府削减研发投入的担忧。
不过，我想向政府呼吁，未来国家研究基金资助的项目能否扩大研究领域，涵盖非科学、非技术领域，只要这些领域具有广泛社会适用性。我这里包括社会科学，以及人文和博雅领域，如设计、语言学、心理学、历史，当然——我有点自利——经济学，因为这些领域也能间接促进我们更科技或科学的努力。
别忘了，比如史蒂夫·乔布斯是博雅专业出身，他将苹果从纯科技公司转变为全球消费生活方式巨头。阿里巴巴创始人马云也是英语专业。
王瑞杰副总理：先生，首先感谢林副教授对研发支出的支持，我很高兴听到这个。
关于他的具体询问，实际上我们有多种不同的研究资金池支持不同活动。国家研究基金主要负责与科学技术相关的部分。但在科学技术之外，涉及科学技术应用的部分，我们也资助相关研究。例如，在老龄化领域，不仅是生物医学方面，还有行为方面，比如如何引导人们养成更健康的生活方式和行为。因此，只要紧密相关，我们也会资助这些项目。
同时，还有许多不同的研究资金池。我在教育部时，我们有且仍有不同层级的学术研究基金，由教育部管理。我们有研究评审小组评估提案质量。几年前，我们还成立了社会科学与人文研究组，专门关注该领域研究。
问题是如何整合这些资源。我建议各位研究人员积极申请，寻找相关资助。我个人呼吁研究人员，虽然有些人喜欢做基础研究，我们确实资助大量科学基础研究，但也有很大空间资助和开展可转化为实际应用、能立即改善人们生活的研究，无论是医疗保健等领域，这也是我提到我们正在努力的重大挑战之一——健康长寿。
议长：沙拉尔·塔哈先生。
12点18分
沙拉尔·塔哈先生（巴西立-榜鹅选区）：谢谢议长先生。先生，我支持由总理兼财政部长黄循财提出的预算案。该预算在继承过去预算的基础上，针对当前挑战提供即时支持，投资我们的增长，保障新加坡的长期未来，同时保持财政审慎。
议长先生，在我的预算发言中，我将重点关注三个关键方面。
首先，让我们花一点时间反思，这是我们新任总理黄循财和第四代领导团队的第一个预算案。预算顺利进行，没有任何干扰，这绝非易事。
其次，这种顺利的过渡不能被视为理所当然。政治稳定一直是新加坡成功的基石，塑造了我们的经济增长、社会政策和外交地位。这是我们的“秘密武器”——能够进行长期规划、思考，最重要的是执行，同时应对当下的挑战。
第三，在规划未来、应对当下挑战的同时，我们必须保持参与，积极倾听并迅速适应。了解人民的力量至关重要，确保我们不断完善方法，改进政策，有效应对不断变化的需求。
议长先生，让我们花一点时间认可并感激这次顺利、稳定且规划周详的领导权交接——这在世界许多地方都是罕见的。我们怀着深深的敬意和感激，认可从资深部长李显龙到总理黄循财的无缝领导交接。这次过渡体现了新加坡治理的标志——连续性、远见和稳定。
如果我们观察周围的世界，新加坡的政治稳定和成熟的领导权交接是一种异常现象。许多国家在过渡期间面临不确定性、政治动荡和政策急转弯，导致投资浪费、进展停滞和公众信任丧失。
例如，美国在2020年过渡期间经历了政治动荡，最终导致1月6日国会大厦骚乱，以及各届政府反复的政策转向。一些亚洲国家每换一任领导人，经济和外交政策就发生剧烈变化，造成不稳定。仅在三个月内，一个亚洲国家就有总统和代理总统被弹劾。英国持续面临领导层频繁更替带来的不稳定，导致贸易、移民和经济政策的不确定性，尤其是在脱欧后。即使在东南亚国家联盟（ASEAN）内部，反复的领导更替也导致政策反复，如商品及服务税（GST）的废除和重新引入，造成经济不确定性并阻碍长期投资。
相比之下，议长先生，新加坡展示了领导权交接可以做得正确。我们谨慎、深思熟虑的继任规划确保了治理的连续性，保持了我们的进步，同时允许必要的演变。
我们对资深部长李显龙数十年来坚定的领导表示最深切的感谢。我们也全力支持总理黄循财和第四代领导团队承担引领新加坡迈向未来的责任。
议长先生，值此新加坡独立60周年之际，正是反思新加坡成功基础——政治稳定的好时机。这种稳定是我们经济增长、社会政策和外交地位的基石。它使我们能够专注于长期规划，同时应对当下的挑战，即使在地缘政治紧张和经济不确定的环境中。
这是我们必须保护和加强的，以维护引导我们进步的价值观。因此，议长先生，我很高兴这份预算体现了这种连续性和一致性。它在过去预算的基础上，适应新挑战，强化我们对建设一个有韧性、面向未来的新加坡的承诺。
在各国纷纷内向发展、企业回流、减少全球合作的时代，新加坡必须保持领先。预算继续投资提升我们的全球竞争力，确保新加坡仍是企业和投资者的首选目的地，提升劳动力未来技能，投资创新和技术，特别是人工智能，正如副总理 Heng 详细阐述的那样，以及投资基础设施以支持长期增长，特别是樟宜机场发展基金和未来能源基金。
本预算为樟宜机场发展基金额外拨款50亿新元，强化了我们港口和机场作为战略国家资产的重要性。将新加坡发展成为领先的航空枢纽不仅仅是扩展机场容量。随着区域机场快速现代化，我们必须提升生产力，加强全球连通性，巩固新加坡作为顶级旅游和商务枢纽的地位。
除了机场，我们更广泛的航空枢纽生态系统必须同步发展。航空维修、修理和运营（MRO）、物流和机场服务等行业对于保持新加坡竞争力至关重要。它们的增长需要协调战略，整合基础设施扩展、劳动力准备、可持续发展战略和产业发展。
我们还必须加强新加坡航空、樟宜机场集团、新加坡旅游局和酒店业等关键生态系统参与者之间的合作，提升新加坡作为航空枢纽的价值主张。
迪拜是一个很好的例子。其航空公司、旅游业和机场运营商战略性地协同，将该市定位为顶级旅游目的地。
此外，随着樟宜机场持续扩展，我们如何优化东部和东北部地区如罗阳工业区、樟宜商务园、巴西立、榜鹅，特别是榜鹅数字区和实里达的城市规划和资源配置，以促进增长并加强新加坡整体航空业？政府的长期路线图是什么，以整合这些元素，确保新加坡航空枢纽的竞争力持续到未来？
本预算还为未来能源基金追加50亿新元，强化我们对确保低碳、可持续和安全能源未来的承诺。这不仅是对技术的投资，更是对能源安全、经济韧性和环境责任的投资。关键问题是，这笔资金将如何用于深化我们对新加坡替代能源可行性的理解？
要取得实质进展，我们需要加强研究，评估可行的替代能源来源，确保监管准备，准备好治理和实施新的能源解决方案；建立强大的人才储备，装备新加坡人应对这一转型所需的专业知识；并与国际伙伴合作，加速学习和准备，确保我们引领而非跟随。
更重要的是，我们必须紧迫地从技术探索转向试点项目，最终实现全面工业部署。我们如何确保新加坡快速转型，不落后？
我期待在供应委员会（COS）辩论中听到更多关于全社会方法发展新加坡作为领先航空枢纽和未来能源基金的细节。
第三，在规划未来时，我们必须保持参与，积极倾听并保持适应性，以解决当下问题。了解人民的脉搏，完善方法，持续改进政策，确保我们共同建设一个更强大、更美好的未来，这是至关重要的。
一个很好的例子是通过U-Save、服务和保养费（S&CC）回扣、气候券、医疗储蓄和教育储蓄补充以及SG60券提供的生活成本支持，这些措施提供了急需的缓解。
一些巴西立居民建议以现金形式领取社区发展理事会（CDC）券，以获得更大灵活性，包括海外消费。然而，CDC券系统经过精心完善，既帮助了新加坡人，也促进了本地企业，尤其是我们的小型社区商店。我们的摊贩，如巴西立第四和第六街湿货市场的魏女士和Eric分享说，在发放券期间，他们的生意有所增加。
保持本地消费确保支持惠及新加坡人，同时加强小企业和小贩，这是我们社区和经济的重要组成部分。
在我2022年关于新加坡妇女发展白皮书的演讲中，我分享了巴西立居民梁女士照顾卧床丈夫的故事。我呼吁进一步增加家庭护理津贴，以更好地支持照顾者。我很高兴自那时起，该津贴已从200新元提高到400新元，现在提升至600新元，为像梁女士这样的照顾者提供了急需的缓解。
预算重申政府致力于建设一个为家庭打造的新加坡，增强对弱势家庭、长者和残疾人士的支持。诸如加强版“新起点住房计划”、提高社会援助（ComCare）标准以及帮助长者健康老龄化的举措，都是受欢迎的步骤。
然而，退休保障仍是一个关注点，尤其是对于中央公积金（CPF）储蓄不足的长者。虽然“租赁回购计划”是长者业主的一个选项，但我们是否应降低无资产长者的社会援助资格标准，特别是那些子女也经济困难的长者？
关于残疾人士（PwDs），将“促进就业奖励”延长至2028年有助于抵消雇佣成本。但我们是否真正推动了特殊需要人士的就业机会？这与劳动力转型努力相关。虽然“技能未来”补助支持劳动力技能提升，“长者就业奖励”激励雇佣年长员工，但在雇佣长者和残疾人士方面，劳动力转型仍然缓慢。我们如何超越激励措施，真正改变职场文化？是否应考虑更强有力的监管措施？还能做些什么，确保就业包容不仅是政策目标，而是所有新加坡人的现实？
议长先生，请允许我用马来语作结并结束发言。
（马来语）：[请参阅本地语言发言。] 本预算在过去政策基础上，提供应对当下挑战的即时支持，投资国家发展，确保新加坡可持续未来，同时保持财政纪律。然而，除了引入的补助、计划和券之外，我们需要思考三个重要点。
第一，这是黄循财总理和第四代领导团队领导下的第一个预算。领导权交接顺利完成。这一成就非同小可，尤其是当我们看到包括美国在内的其他国家的情况时。
第二，政治稳定对新加坡进步的重要性。许多国家经历动荡的领导权交接，导致不确定性、政治不稳定和投资浪费。最终，人民承担后果。政治稳定是新加坡成功的基石。它塑造了我们的经济增长、社会政策和外交地位。能够进行长期规划、思考，最重要的是执行，同时应对当前挑战，是我们成功的秘诀，我们必须为子孙后代保护它。
最后，我们必须以灵活的方式为未来做准备。在规划未来时，我们需要继续倾听，理解人民的愿望，并迅速调整政策。人民、领导者和企业必须共同努力，不断完善和改进政策，塑造一个更强大、更有韧性的新加坡。只有通过团结和高效领导，我们才能继续作为一个稳定且成功的国家前进。新加坡，加油！
议长先生：Don Wee先生。
中午12点31分
Don Wee先生（蔡厝港）：议长先生，我支持本预算中提升新加坡竞争力并为未来定位的措施。
新加坡必须继续引领绿色金融和可持续发展。为此，我敦促政府放宽碳信用交易相关费用的商品及服务税（GST）进项税抵扣。购买自愿碳信用以管理排放目标的企业将受益于增强的税收扣除。
此外，我建议对新加坡投资者在海外进行的合格绿色投资所得收益免征企业税，类似于对外来源股息的免税待遇。这将鼓励更多企业参与全球可持续投资。
向电动出行转型对我们的可持续目标至关重要。政府能否允许企业对电动车相关费用所产生的GST申请进项税抵扣？这将支持早期采用并加速车队转型。
此外，为减轻中小企业（SMEs）的财务负担，我建议将额外的配额证书（COEs）供应分配给商用货车，这将有助于降低运营成本，最终惠及终端用户。议长先生，我用普通话发言。
（普通话）：[请参阅本地语言发言。] 新加坡企业发展局管理众多补助和计划，支持中小企业绿色转型。然而，这些大多基于报销模式，导致资本回收存在不确定性。因此，许多中小企业犹豫投资昂贵设备。
为改善可及性，我建议企业发展局提供预付资金支持，特别是对已通过机构入驻标准的供应商。此外，政府可利用其注册企业数据，运用人工智能预先筛选符合条件的中小企业，通知这些企业符合资格并欢迎提交申请。
为进一步鼓励可持续投资，企业发展局可支持租赁节能设备，如电动起重机，允许中小企业申报这些费用，而非要求先行购买后申请补助。
中小企业需要有针对性的资金支持，以投资碳定价模型、价值链排放管理和脱碳项目。我建议进一步的税收扣除或共同资助机制，实施期限限定为两到三年，以评估效果。
我也欢迎政府在2024年扩大能力转型伙伴关系（PACT）计划，促进跨国公司与中小企业的更深层次合作。政府能否提供该计划的利用率数据？我们应从自身做起，鼓励大型本地采购商，如政府关联公司（GLCs）和NTUC FairPrice，加入该计划，帮助其中小企业供应商实现绿色转型。
可持续发展是中小企业与跨国公司合作的领域。跨国公司作为“蜂后买家”，可引导中小企业满足全球环境、社会及治理（ESG）标准。目前，ESG报告仅适用于上市公司，但许多国家正要求整个供应链遵守可持续性规定。中小企业应开始识别并报告其碳排放。政府如何帮助这些中小企业掌握该领域的商业机会？
去年，我指出重型车辆停车位短缺，司机需额外交通费用。政府能否将空置场所，如闲置学校或裕廊工业区（JTC）用地，改作临时停车场，或允许重型车辆夜间停放？我理解这需临时土地使用调整和停车费调整，但有了正确的政策意图，我相信政府能创造性地解决这些挑战。
我赞赏政府为月薪低于4000新元的残疾工人提供20%的工资支持。然而，包容性招聘需要对主管和同事进行额外的职场培训。为进一步激励雇主，我建议：一、对采用包容性招聘的企业给予税收回扣；二、为雇佣残疾人士的企业提高外劳配额；三、在政府项目投标中为包容性企业加分。
我也敦促教育部为特殊教育学校的学生提供更多教育储蓄奖学金机会。此外，有多个特殊需要子女的家庭面临巨大经济压力，因一方家长常需停止工作照顾。政府能否为此类家庭提供加强的经济援助？
（英文）：新加坡企业发展局管理众多补助和计划，支持中小企业绿色转型。然而，这些大多基于报销模式，导致资本回收存在不确定性。因此，许多中小企业犹豫投资昂贵设备。
为改善可及性，我建议企业发展局提供预付资金支持，特别是对已通过机构入驻标准的供应商。此外，政府可利用其注册企业数据，运用人工智能预先筛选符合条件的中小企业，通知这些企业符合资格并欢迎提交申请。
为进一步鼓励可持续投资，企业发展局可支持租赁节能设备，如电动起重机或发电机，允许中小企业申报这些费用，而非要求先行购买。
中小企业需要有针对性的资金支持，以投资碳定价模型、价值链排放管理和脱碳项目。我建议进一步的税收扣除或共同资助机制，实施期限限定为两到三年，以评估效果。
我也欢迎政府在2024年扩大“能力转型伙伴计划”，该计划促进跨国公司与中小企业之间更深入的合作。政府能否提供该计划的利用率情况以及可能的改进领域？我们是否也可以鼓励本地的“蜂后买家”，如职工总会公平价格（NTUC Fairprice）和淡马锡关联公司，参与该计划，帮助关键中小企业供应商踏上绿色发展之路？
可持续发展是中小企业、跨国公司以及本地大型企业可以共同努力的领域。这些“蜂后买家”可以引导中小企业达到全球环境、社会及治理（ESG）标准。目前，ESG报告仅适用于上市公司，但许多国家正在要求整个价值链的可持续合规。政府可以帮助中小企业现在开始追踪其排放，以避免未来的贸易壁垒。
去年，我曾指出司机居住地附近重型车辆停车位短缺，迫使公司承担额外运输成本。政府能否将空置场所，如闲置学校或裕廊工业区（JTC）用地，改建为临时停车场，允许司机过夜停车？我理解这需要临时土地使用调整和停车费调整，但只要有正确的政策意图，我相信政府能创造性地解决这些挑战。
我赞赏政府为月薪低于4000新元的残障工人提供20%的工资支持。然而，包容性招聘还需要对主管及同事进行额外的职场培训。为进一步激励雇主，我建议：（a）对采用包容性招聘的企业给予税收回扣；（b）为雇佣残障人士的公司提高外劳配额；（c）在政府项目投标中给予包容性企业加分。
我也敦促教育部为在特殊教育（SPED）学校就读的儿童提供更多教育储蓄奖学金（Edusave Awards）机会。此外，有多个特殊需要孩子的家庭面临巨大经济压力，因为通常一位家长必须停止工作照顾孩子。政府能否为这类家庭提供更有力的经济援助？
新加坡有许多针对低收入家庭的社会支持计划，但资格标准可能复杂。最需要帮助的基层工作者往往缺乏时间、知识或数字渠道来了解这些计划。同样，他们可能难以识别合适的提升机会，尤其是在就业和培训诈骗日益增多的情况下。我敦促政府建立系统框架，主动联系并指导这些工作者。鉴于政府掌握家庭收入、教育和职业数据，技能未来（SkillsFuture）可以预先筛选新加坡人，直接推荐符合其需求的认证课程。
总之，议长先生，本预算为新加坡下一阶段增长奠定基础，同时确保企业、工人和家庭获得所需支持。我强烈支持这些措施，并敦促政府进一步完善税收政策，扩大中小企业支持，加快可持续发展进程，简化社会援助的获取。基于此，我确认支持本预算。
议长：林伟杰博士。
12点42分
林伟杰博士（实龙岗） ：议长先生，我支持本预算。我代表实龙岗集选区居民，感谢政府为所有新加坡人提供慷慨支持，以及这份前瞻性的预算，进一步投资于我们的经济、基础设施，最重要的是投资于我们的人民。
预算报告本财政年度（FY）盈余64亿新元，首相将其归因于企业所得税征收好于预期。我们也认可政府去年从一个洗钱集团没收约30亿新元的可嘉努力。此外，2019年1月至2024年6月间，政府共没收60亿新元，涉及刑事及洗钱活动，显示出打击金融犯罪的强硬态度。虽然向受害者返还4.16亿新元，没收10亿新元归国家是积极举措，但据悉大部分资金仍处于调查和司法程序中。
在此背景下，我想问首相：没收资金是否计入报告的盈余？
鉴于诈骗对许多新加坡人造成毁灭性影响，有些人甚至失去全部积蓄，这个问题尤为重要。因此，政府是否考虑利用部分没收资金，为遭受重大损失的新加坡人提供急需的援助和支持？此举不仅能提供关键的经济救助，也体现政府对受金融犯罪影响公民的同情和支持承诺。
议长先生，接下来我将围绕三个对新加坡未来至关重要的议题展开：能源韧性、人民韧性和环境韧性。
首先，谈谈能源韧性。我与许多议员一样，关注我们对天然气的高度依赖及探索多元化能源的必要性。事实上，我早在2009年担任议员第一届时，就曾谈及核能潜力，彼时尚未发生福岛核事故。
因此，我特别高兴听到首相在演讲中提及部署小型模块化核反应堆（SMRs）的可能性。这些反应堆被认为比传统核反应堆（如福岛）更安全、风险更低。然而，新加坡民众对安全及反应堆选址仍有合理担忧。
我提出以下问题：这些SMRs是否会尽可能设在离人口中心较远的离岸岛屿？或者会否建于花岗岩基岩深处，便于在事故时更好地控制？此外，核反应堆的高资本成本和长建设周期众所周知。政府预计这些SMRs的成本是多少？计划如何筹资？
接下来，随着大选临近，媒体忙于猜测热点选区。让我帮忙——新加坡唯一真正的热点是实龙岗，那就是我们的实龙岗温泉！我很高兴我在2016年国家发展部（MND）供应委员会辩论中，呼吁政府考虑在国防部（MINDEF）土地上建温泉公园，最终促成了实龙岗温泉公园的诞生，为大家提供了休闲空间。
然而，温泉是自然现象，会因地壳运动而变化、迁移或新生。因此，我希望正在建设的南北走廊高速公路不会对这宝贵资源造成不利影响。此外，几年前，实龙岗一宿舍运营商报告在其场地发现另一处温泉。据悉这些宿舍租约不再续签，土地将重新开发。我敦促政府优先保护该地区可能发现的新温泉。
实龙岗地下热能发电的潜力也曾被讨论。这是可再生能源的有希望来源，也是多元化能源的宝贵机会。部长能否提供该项目最新进展？具体而言，我想了解地热勘探的确切位置及其对环境，尤其是现有实龙岗温泉的潜在影响。
能源韧性的另一个重要元素是太阳能。尽管土地有限，新加坡在将太阳能纳入能源结构方面取得了可喜进展。2014年启动的SolarNova计划已成功在政府建筑、公共住房及关键基础设施部署太阳能板，证明太阳能部署既具成本效益又可规模化。
然而，我们可以且应当做得更多。许多建筑和住宅仍有未充分利用的屋顶空间适合安装太阳能板。我敦促政府进一步激励并鼓励这些建筑和业主采用太阳能。一个可行方案是将太阳能板安装要求纳入建筑建设局（BCA）建筑规范，确保所有新建建筑为电网贡献。此外，类似气候券计划，政府是否考虑向私人业主提供补助，抵消太阳能板安装成本？这不仅能加速太阳能普及，也能让个人直接助力国家可持续发展目标。
现在让我们关注国家力量的核心：人民。
人民是新加坡最宝贵的资源，我们的适应力和团结是必须维护的标志。早年，村落精神促进了强烈的社区纽带。大家庭同住，政府支持有限，依赖地方村社或宗族协会互助。人人相识，社区紧密。
过去60年新加坡快速发展，居住环境发生巨大变化。如今，大多数人住在建屋发展局（HDB）组屋，配备现代设施，由人民协会（PA）下属居民网络服务。虽然这些网络组织有益的活动，但现实是同层邻居多年仍可能互不相识。令人痛心的事件，如居民去世数日无人察觉直至异味发现，暴露出现代社会结构的裂痕。
显然，我们需要创造更多机会，促进邻里联系和纽带加强。人民协会擅长组织大型社区活动，促进团结并提高数百甚至数千人的意识，但此类活动难以培养紧密邻里关系。
在实龙岗集选区的金文泰区，我们自2008年起通过组织小规模“楼层派对”应对这一挑战。这些聚会鼓励同层邻居在共享大堂或走廊简单聚餐交流。效果显著，邻里关系蓬勃发展，社区感焕然一新。我们拍摄全楼层合照，鼓励邻居交换联系方式，认识到紧急时邻居是第一道支持线。
我们见证了邻居在紧急时开车送邻居去医院、协力扑灭火灾（在新加坡民防部队到达前）、为独居且行动不便者烹饪并送餐等暖心事迹。这种强烈的社区精神在新冠疫情等挑战时期尤为闪耀。
我们必须持续培育人民的韧性，不能听之任之。我敦促政府加大投资，推动邻里友好和社区纽带建设，打造更具韧性和互联的社会。
最后，我想谈谈环境韧性这一关键议题。我们无可否认正面临日益不可预测和极端的天气状况，且趋势将更为严峻。政府在通过全面政策和举措增强韧性方面发挥关键作用。《可持续新加坡蓝图》和《新加坡绿色计划2030》制定了雄心勃勃且必要的可持续目标，包括减少碳排放、增加可再生能源使用和促进减废。最近为所有家庭（包括私人业主）提供气候券购买节能电器的举措，是值得赞赏的步骤。
除了国家层面努力，推广个人行动如“三R”——减少（Reduce）、再用（Reuse）和回收（Recycle）也至关重要。我记得2006年刚入政坛时，每五个组屋才有一个回收箱。虽然鼓励居民回收，但基础设施有限是重大挑战。我在本议院曾倡议增加回收箱和在新组屋设立专用回收槽。金文泰区曾作为环境部试点项目，实施每栋楼设一回收箱，成效显著，后来推广至全岛。如今，新组屋项目均设有专用回收槽。
基于此进展，我鼓励有创新想法和热情投身绿色产业的个人挺身而出。所有利益相关者与政府的协作对实现《新加坡绿色计划》雄心目标及保障国家环境韧性至关重要。
总之，议长先生，今年我们庆祝新加坡60周年，回顾先驱、独立和前进三代人的卓越成就。他们奠定了国家基石。让我们继承他们的遗志，继续努力，加强能源、人民和环境等关键领域的韧性，为后代创造更光明的未来。
议长：林先生，您可以回到座位。林秀仪女士。
12点55分
林秀仪女士（亚历山大） ：议长先生，我希望聚焦于为所有人管理成本和资源。我将讨论三个关键领域：一是预算精准度；二是可负担性的概念；三是部分弱势新加坡人面临的挑战。
首先，关于预算精准度。正如多位议员指出，财政部（MOF）今年的预算预测明显不准确。
在上一份预算报告中，政府预计2024财政年度盈余为7.8亿新元。然而，修订数据表明总运营收入增加了80亿新元，从预估的1086亿新元升至1166亿新元。换言之，80亿新元即8000百万新元，是一个显著的低估。
首相黄循财将这意外的收入增长主要归因于企业所得税征收增加，但这仅占不到30亿新元。其余超过50亿新元的超额收入包括车辆配额权（COE）溢价增加近19亿新元，消费税（GST）增加12亿新元。法定机构、印花税和个人所得税也有额外增长。
去年9月，财政年度中期，首相黄循财在回应工人党议员蔡厖龙的质询时，重申盈余预测为7.8亿新元。这引发一些疑问：当时是否已意识到与预测的重大偏差？如果是，是否应提供更新估算？如果否，为什么未能及早发现差异？
先生，COE和GST高于预期反映了新加坡家庭近期承受的经济压力。生活必需品价格上涨，尤其是食品，令人担忧。首相恰当指出，“新加坡人仍在适应这些新的价格现实。有些人不得不勒紧裤腰带，重新考虑消费习惯，或做出艰难取舍以管理开支。”
虽然外部因素推动通胀，但必须认识到COE和GST是国内政策的结果。仅靠零散的代金券和补贴应对生活成本，可能是本末倒置。
先生，接下来谈谈可负担性的定义。政府缓解生活成本压力和确保公共住房可负担性的做法值得审视。现有措施暗示新加坡人只能依赖代金券、补贴和资助来应付开支。例如，水电和家庭必需品。依赖回扣和代金券表明，若无此类援助，许多人可能难以负担基本生活必需品。
在公共住房方面，2023年和2024年大幅增加的住房补贴表明，若无这些补贴，大多数公民难以负担组屋。
在托儿和教育方面，依赖补贴和费用上限暗示，若无这些干预，普通家庭可能负担不起相关服务。
2023年，当时的副总理黄循财指出，新加坡梦已不再是关于五个C——现金（Cash）、汽车（Car）、信用卡（Credit card）、公寓（Condominium）和乡村俱乐部（Country club）；而是关于人生的满足感、意义和目标。是否意味着五个C如今已不再相关，因为许多人已无法实现？特别是对住房补贴的日益依赖，引发了对未来住房负担能力的质疑。如今的父母对孩子的住房前景 understandably 感到焦虑。这种对政府转移支付的依赖引发了对这种支持可持续性的担忧。
在2月24日《海峡时报》的一篇评论文章中，林丽达教授和彭荣丰教授质疑了这种长期做法。他们指出：“在世界上最富裕的国家之一，基本商品和服务如食品、住宿和公用事业持续需要补贴，表明价格过高，工资过低，导致相当一部分新加坡人难以维持生计。”
先生，这种担忧不仅限于本议院，也不限于经济学家。本周早些时候，一位名叫Joe的公众人士在CNA电视节目中向政府提出了一个非常切中要害的问题：“部长能否向我们保证，政府正在关注生活成本上升，而不仅仅是提供救济？”
先生，展望未来，我也想知道政府每年将从新加坡人那里征收多少税款来资助这些救济。价格和救济是否会无休止地螺旋上升，以“负担能力”为名？
先生，最后，我想谈谈支持社会中弱势群体。值此新加坡独立60周年之际，反思某些群体面临的挑战尤为及时，特别是家庭主妇，她们的财务安全需要关注。目前，公积金（CPF）成员有权自主指定其公积金储蓄的受益人，甚至可以排除直系亲属。这对通常负责管理家庭、因此自身公积金储蓄有限的非工作配偶（通常是妻子）构成潜在风险。
对于资源较少的家庭，公积金储蓄构成员死亡时流动资产的重要部分。根据本月星展银行对其两百万客户的研究，65岁及以上退休人员依赖公积金资金支付其中位数支出的55%。这凸显了公积金储蓄在退休规划中的重要性。在公积金成员指定非家庭受益人的情况下，幸存配偶及子女可能失去经济保障。
值得注意的是，在离婚程序中，婚姻期间积累的公积金被视为婚姻财产，需进行分割。法院有权判给非工作配偶工作配偶公积金余额的重大份额。其原则是，工作配偶之所以能专注于工作，是因为另一方专注于照顾家庭。因此，如果配偶在离婚中获得认可，更有理由考虑为在婚姻中直至配偶去世的非工作配偶提供保护。
先生，为了保障这些弱势配偶，我建议修改政策，要求配偶同意任何排除其的公积金指定。可通过规定配偶为此类指定的必要见证人来实施。此举承认公积金资金为婚姻中的共有资产，确保双方知晓并同意分配方案。若未获同意，可设默认条款，将公积金余额的50%分配给配偶，成员指定适用于剩余部分。先生，我打算在人力部（MOM）预算辩论中提出此议题，希望该部在辩论中予以考虑。
先生，总结而言，这次预算作为大选前奏，惠及各阶层，确保富裕及较弱势的新加坡人均获支持。这些措施暂时帮助家庭，但问题在于此类做法的可持续性。我认为必须认真关注我提出的三个领域：提高预算精准度；除救济外管理生活成本；以及为可能被忽视的弱势群体提供支持。
议长先生：陈炳辉议员。
下午1时03分
陈炳辉议员（荷兰-武吉知马）：议长先生，当前全球局势动荡，冲突和经济动荡频繁登上头条，新加坡的稳定不仅是优势，更是我们最大的竞争力。这给予新加坡人对未来的信心，持续吸引投资，创造优质就业，保障繁荣。这种稳定源于良好治理、负责任的财政政策和团结的人民。若想在变局中持续保持稳定，必须继续做出正确而非仅受欢迎的决策。
当今稳定的最大考验之一是生活成本上升。作为正华区议员，我亲眼见证居民面临的挑战。尽管数据显示通胀有所缓解，价格依然高企，家庭仍感压力。新加坡人正在调整，勒紧裤腰带，重新考虑消费习惯。资源有限的家庭为维持生计做出艰难取舍。
因此，我们果断行动，推出正华区每月1元优惠和“同心计划”，确保家庭，尤其是资源有限者，能以实惠便捷的方式获得基本食品和日用品。令人欣慰的是，这些关切反映在2025年预算中，如社区发展理事会（CDC）购物券和LifeSG积分等措施提供及时援助。但短期救济虽必要，我们也必须解决结构性成本问题，确保生活成本上升不侵蚀新加坡人的生活质量。
政府在学前教育领域采取了大胆结构性举措。通过限制“锚点”和合作运营商的学前费用，早教变得更负担得起，补贴后费用与小学费用相当，且包含课后照顾。这是重大进步，确保每个孩子无论背景如何，都能有良好起点。
然而，先生，负担能力不能以牺牲质量为代价。学前教师在塑造幼儿心智方面发挥关键作用，其工作应获得公平报酬。鉴于费用上限，政府将如何调整对锚点运营商的资助，确保学前教师获得公平工资并有足够资源进行专业发展？负担能力、工资和社会支持在财政管理上交织。由此引出下一点。
有人认为新加坡人的税负过重，我们有足够盈余可减税。但让我们澄清事实：新加坡的税负仍是发达国家中最低之一。与依赖个人所得税和消费税的国家不同，我们最大的两项收入来源是企业税和净投资回报贡献（NIRC）。
正如黄总理在预算演讲中所述，新加坡预计2024财年和2025财年将实现预算盈余。这些数字令人鼓舞，盈余给予我们信心和资源投资于人民，保障人人拥有优质工作。
现实是，政府支出显著增加，不仅用于社会和医疗支持，也用于保障新加坡经济竞争力和应对气候变化的举措。今日预算盈余不意味着明日可肆意挥霍。相反，我们必须保持纪律，专注于为新加坡人带来实质成果。确保经济增长转化为优质就业和实际工资增长，是衡量成功的关键。
2023年，我提出关于实际工资增长趋势和预测的质询，因深切关心新加坡人的工资是否与生活成本同步增长。幸运的是，2024年新加坡人经历了与超预期经济增长同步的实际工资增长。经济增长必须持续转化为实际工资增长、优质就业和有意义的机会。但我们如何具体实现？
去年预算演讲中，我倡导采用员工持股计划（ESOP）。ESOP允许员工在达成绩效目标后以固定价格购买股份，旨在长期留住关键员工。关键是，ESOP培养所有权感，提升动力和绩效。这也转化为高实际收入，使员工能积累资产。推广ESOP可补充2025年预算宣布的全球创始人计划。鼓励全球创始人在新加坡扎根并发展更多新企业时，应确保投资惠及被投资公司的员工。
为促进ESOP采纳，应引入ESOP税收减免，如员工行使股票期权时适用较低所得税率。这将留住人才，帮助新加坡人增加收入和资产。此举可配合全球创始人计划，推动对初创企业的投资，吸引顶尖人才，并让员工分享资产增值。
但除了ESOP，我们需要综合多管齐下的方法，维持实际工资增长和有意义的就业创造。首先，必须利用已宣布的企业成长投资基金和10亿新元私募信贷增长基金，纳入混合资本解决方案，推动影响力投资。通过将金融工具与企业宗旨和社会影响对齐，支持优先创新、可持续发展和有意义就业的企业。
混合资本结合来自基金会、桥接慈善和影响投资等多元来源的赠款、可回收赠款和股权，释放额外资金流。为加速推进，经济发展局（EDB）和国家志愿与慈善中心（NVPC）等机构应合作，利用“善公司”框架和认证，开发扩大混合资本部署的项目。
混合资本不仅动员资源，还能降低融资成本，同时提升社会和经济成果。它强化企业宗旨，促进可持续业务增长，创造有意义的就业机会，确保企业为经济进步和社会福祉作出贡献。
第二，必须加强中小企业（SMEs），其雇佣超过70%劳动力。无论是外籍人才还是跨国企业（MNEs），担忧在于他们与本地求职者和企业竞争。此担忧仅在零和游戏中成立。现实是非零和游戏，存在互补优势。最大化个人互补优势意味着政府持续支持技能提升，使新加坡人不断增强能力，抓住新机遇。
对本地企业而言，需强化企业生态系统及本地企业与跨国企业间的网络效应。这是双向的。尽管新加坡运营成本高，跨国企业仍承诺留在此地，因相关企业生态系统为其提供高质量供应和专业知识。本地企业可与跨国企业合作创新，创造新产品和服务，并借助跨国企业网络和推荐实现国际扩展。
随着全球化趋势向本地化和回岸转移，跨国企业可能将关键制造、研发和企业职能迁出新加坡等枢纽。为增强经济韧性，应加强本地企业与跨国企业的联系和整合。正如一位大型本地企业CEO所言：“跨国企业可能根据全球地缘政治趋势调整投资重点，但本地企业将永远存在。这是我们的家园。”
通过培育强大的本地企业，我们能锚定关键能力，维持高质量就业，确保新加坡长期经济稳定。加强本地与外籍员工及本地企业与跨国企业间的互补关系，创造协同效应，推动共同增长。确保合作非零和，而是协作努力，为本地员工和企业带来更多机会和利益。
第三，必须继续推进劳动力技能提升。雇主在使员工技能与产业转型需求对齐中扮演关键角色。必须为他们提供更强支持，确保新加坡劳动力保持未来竞争力。技能未来企业信贷计划的调整，为雇主提供线上钱包抵扣培训费用，广受欢迎，解决了现金流痛点。
我呼吁政府审视其他支持计划，实施类似更新，解决企业转型中的现金流难题，加快企业转型并实现包容性。
全国职工总会（NTUC）CTC补助在共同资助雇主主导的提升生产力、岗位重塑和职业发展计划中发挥了重要作用。技能未来劳动力发展补助进一步加强，通过增加资金支持和简化申请流程，方便企业投资人才发展。
2023年预算宣布的就业技能整合者（JSIT）计划是拼图中的关键一环。作为连接产业、培训提供者和就业促进伙伴的中介，JSIT确保培训项目直接符合市场需求。政府能否分享这些计划如何相辅相成，支持企业和员工适应不断变化的产业需求和技能要求？
同时，工学结合项目在弥合教育与就业间差距中至关重要。我完全支持技能未来升级计划下工学结合项目的扩展支持，特别是引入兼职长期培训，满足兼职技能提升需求。新加坡社会科学大学（SUSS）新城市校区的开放，是另一积极举措，使在职专业人士更易获得工学结合机会。
在此，我想询问政府是否有计划鼓励更多雇主提供工学结合安排？有哪些政策可减少工作场所干扰，同时确保员工提升技能不影响生产力？
通过使劳动力技能提升与雇主转型需求及产业趋势对齐，我们使企业和员工能抓住新机遇，推动增长。聚焦增长和营收扩张，确保企业有资源投资人才发展，促进持续学习、创新和工资增长。
第四，必须迎接人工智能（AI）挑战，提升企业采纳率。新设立的1.5亿新元企业计算计划，将为企业提供AI工具和资源，必将成为提升企业能力的变革者。鉴于AI采纳的重要性，我想请教政府，扩大企业计算计划规模的资源限制有哪些？特别是中小企业，有哪些项目帮助它们利用AI工具？赋能本地企业最大化AI工具使用，将提升整体企业生产力，转化为新加坡人的持续实际工资增长。
最后，新加坡在研发投入巨大，但需更多努力将研究转化为即插即用的产业解决方案。我建议加强产业与高等院校（IHLs）合作，在校园内共设研发办公室。这种整合使学生、研究人员和企业紧密合作，加速创新，确保研究成果应用于实际。
国际上，成功模式展示了此类整合的影响。斯坦福大学与硅谷紧密联系，孕育了谷歌和惠普等开创性初创企业；麻省理工学院（MIT）的工业联络计划连接企业与教师和研究人员，确保创新转化为商业应用。
借鉴这些模式，新加坡可加强产业与高等院校合作，扩大共设研发办公室，提供更多研究商业化支持，推动企业转型、经济增长和为新加坡人创造高质量就业。
议长先生，阁下，最后总结。2025年预算是在政府持续投资于我们的经济和人民的基础上制定的。我们能够在保持个人税负低于许多发达国家的同时，加深这些承诺。然而，这些投资的真正影响取决于有效的执行。在日益动荡的世界中，新加坡的稳定是我们的基础，赋予我们信心和信念，使我们能够落实这些政策，为所有人争取更美好的未来。
最重要的是，阁下，我们作为新加坡人的团结仍然是我们最大的力量。我在正华亲眼见证了这一点，居民们常告诉我，他们宁愿让别人受益于本地援助计划，如每月的1元优惠和Sama Sama项目。这种无私的互助精神，关心邻里的精神，正是定义我们作为新加坡人的特质。正是这种集体的社区意识将帮助我们度过任何危机，推动我们迈向更强大的新加坡。议长先生，阁下，我支持预算。
议长先生：梁文韬先生。
下午1时18分
梁文韬先生（非选区议员）：议长先生，阁下，早在2025年预算公布之前，许多新加坡人就预期政府会慷慨发放补贴，因为今年是选举年。
事实上，今年将发放约38亿新元的特别转移支付，而2023年和2024年均约为30亿新元。
近年来，政府补贴已成为常态。每月监测补贴发放时间表几乎成了一种全民娱乐，这些时间表也在媒体和组屋电梯大堂公布。
这真的对我们的社会健康吗？社交媒体上已经流传着今天的新“五C”是现金、社区发展理事会代金券、气候代金券、公积金补充和社区健康援助计划（CHAS）卡。我相信第一代人民行动党领导人绝不会允许这种情况发生。
虽然人民行动党的代金券可能在短期内帮助许多新加坡人应对不断上涨的生活成本，但它们不足以帮助新加坡人长期应对或解决新加坡的结构性经济问题。进步新加坡党（PSP）支持预算中一些短期财政援助，以应对高昂且不断上涨的生活成本。然而，在过去四次预算辩论中，我们也主张，与其发放短期临时补贴，不如建立长期永久性计划，加强对新加坡人的社会支持。
PSP多年来提出的计划，包括最低生活工资、可负担住房计划、由政府支付MediShield和CareShield保费的国家医疗保健计划，以及照顾者津贴，将为新加坡人创造财务保障，使他们拥有资源追求职业理想、组建家庭和建设更美好生活。
另一方面，SG60代金券将同样惠及住在高级洋房的亿万富翁和住在一房出租组屋的居民，这真的是财政资源的良好且公平的使用吗？
正是人民行动党拼凑的补贴和代金券计划会助长新加坡人的依赖性，而非PSP的提议。
PSP认识到期望生活成本永远不涨是不现实的，但我们坚持认为，人民行动党当前的预算方法以及税收、储备和房价政策是新加坡高生活成本的主要驱动因素。早在乌克兰战争和供应链中断之前，新加坡人就已难以应对不断上涨的生活成本。这是人民行动党政府造成的持续结构性问题。
政府过去几年通过消费税、车辆配额和土地销售收取了更多收入。这最终会增加新加坡人的生活成本。2022年、2023年和2024年，政府每年比原先估计多收约80亿新元收入。2025年会再次如此吗？
人民行动党政府一直声称财政空间紧张，但如果年复一年盈余总是比预估更大，那么政府为何在全球高通胀期间于2023年和2024年提高消费税，给新加坡人带来如此多痛苦，确实值得质疑。
去年预算辩论中，当我质疑财政预算精准度时，财政部长黄循财表示，疫情前我们的预算精准度还不错，疫情后预测准确性下降。财政部长是否期望今年预算精准度更好？还是我们会再次出现比预期更大的盈余？预算精准度很重要，以便议会和新加坡人清楚了解可用财政资源。
去年公共财政动议辩论中，我解释过，政府每年将净投资回报贡献（NIRC）产生的预算盈余大部分转入多个捐赠和信托基金，用于长期未来支出。这掩盖了我们巨大的结构性预算盈余。今年也发生了类似情况，约200亿新元被存放起来。
是否应将如此多的当期资源用于某些项目也值得质疑。例如，政府又将50亿新元存入樟宜机场发展基金，尽管多年来我们已投入60亿新元。我们认为如此大型基础设施项目应通过重大基础设施政府贷款（SINGA）框架融资，以便更好评估项目的商业可行性。
我国财政状况极为强劲，远比人民行动党政府所描绘的更为稳健。
昨日，傅美霞女士声称，如果我们像PSP建议的那样用土地销售收入来资助开支，新加坡可能面临类似香港的财政脆弱性。PSP仅建议，如果土地以99年租赁方式出售，收益应按99年分摊入账。这不太可能造成傅女士所说的财政脆弱性。我提醒傅女士，去年连资政李显龙都说我们的建议并非不可想象。
田佩玲女士昨日建议应将疫情期间动用的储备金归还。她可能未意识到，动用的400亿新元已被超过补回，自2020年以来官方外汇储备通过发行储备管理政府证券增加了超过2000亿新元。
政府的财政状况强劲，但普通新加坡人的财务状况较弱。2023年11月，华侨银行调查发现，越来越少的新加坡人能够轻松支出基本生活以外的开销。
2020年3月，政府提出了名为“韧性预算”的预算，因为需要增强新加坡人的韧性。经历了过去五年预算中的社区发展理事会代金券和短期计划后，新加坡人是否变得更具财务韧性？
根据PSP与许多新加坡人的对话，答案是否定的。因此，PSP认为迫切需要重新构想我们的预算方法和公共政策。我们的目标是赋能新加坡人，使他们无需依赖临时补贴即可实现财务韧性。我们如何做到？
我们需要更好地利用净投资回报贡献和预算资源，惠及新加坡人，使他们真正具备韧性。2025年NIRC约为270亿新元。然而，如我之前所述，约80%的NIRC预算资源并未在当年使用，而是存入捐赠和信托基金。
此类基金越来越多。需要对这些基金的使用进行更多审查，因为许多资金短期内不会直接惠及新加坡人。与其将资金存入捐赠基金并用于不创造长期财务保障的特别转移支付，不如资助PSP的四项主要政策建议。
首先，我们建议在可负担住房计划下取消公共住房的土地成本，并在千禧公寓计划下为年轻新加坡人建造优质出租组屋。我们可以实施可负担住房计划而不减少储备金，这与印德拉妮部长反复声称的不同，但将以以下方式赋能新加坡人。各代新加坡人都将享有可负担的公共住房。
由于可负担住房计划的组屋成本较低，新加坡人无需动用公积金余额偿还组屋贷款。他们将拥有足够的公积金储蓄用于退休，无需在退休时降级至更小的组屋。
昨日，郭振辉先生建议我们的计划会对转售价值产生下行压力。这不会发生，因为出售可负担住房计划组屋的新加坡人必须连同利息一并偿还土地成本给政府。这将维持转售市场稳定，并允许新加坡人如愿升级至私人住宅。郭先生指出，许多居民视其组屋为退休规划的关键支柱。我想指出，是人民行动党对租赁期递减问题的无作为威胁了转售价值和部分新加坡人的退休计划。PSP的可负担住房计划将赋能新加坡人，使他们摆脱此类担忧。
第二项建议是通过政府支付所有新加坡人的MediShield和CareShield保费，有效创建国家医疗保健计划。国家医疗保健计划将以以下方式赋能新加坡人。所有新加坡人在需要住院治疗或某些门诊治疗时，都能享受由国家支付的基本福利，无需担心未来保险费上涨。新加坡人将拥有更多的医疗储蓄余额支付MediShield Life未覆盖的其他医疗费用，释放现金用于其他用途。
第三项建议是引入每月2250新元的最低毛工资。我们也支持逐步提高工资，直至中位数工资4500新元。这些政策将赋能低收入新加坡人，使他们比政府的渐进工资模型更快获得在高生活成本环境下的最低生活标准。新加坡工人在提升技能后也将享有进一步的工资增长。
第四项建议是PSP家庭计划，重新构想支持家庭的政策。2013年人口白皮书辩论中，资政张志贤表示，“我希望我们的出生率能至少提高到1.4或1.5，这曾是我们不久前的出生率，大约在1990年代末和2000年代初。”我们不确定张资政是否仍抱有此希望，但PSP肯定如此。因此，PSP家庭计划是一项全社会方法，更好支持组建家庭。
我们最重要的两项建议是加强版工作分享计划和照顾者津贴计划。这些建议将惠及所有父母，包括单亲家长。
加强版工作分享计划将赋能父母选择弹性工作时间，使他们能留在职场，同时有更多时间照顾孩子。雇主也将受益于保留有子女的员工，并通过政府补贴雇佣更多员工。
照顾者津贴计划将向全职照顾7岁以下儿童的父母或祖父母每月支付1250新元津贴。这将赋能家庭探索不同的托育安排，强化大家庭纽带。
议长先生，阁下，总结而言，新加坡人在过去60年努力将新加坡从第三世界建设成第一世界。然而，过去20年许多新加坡人的生活和生计出现了更多问题。
我们不希望成为一个第一世界的新加坡，下一代不得不住在越来越小且相对于收入越来越昂贵的组屋里。我们不希望成为一个第一世界的新加坡，公共交通只会变得越来越拥挤、昂贵和不可靠。我们不希望成为一个第一世界的新加坡，一小撮精英和外国亿万富翁来此缴纳较低税收，享受大型高级洋房，在乡村俱乐部打高尔夫，驾驶宾利和兰博基尼在无拥堵的道路上行驶，而老人和贫困者却在小贩中心卖纸巾。
我们希望新加坡人不再财务压力重重，能在准备好时组建家庭，自由追求职业和创业，无需担忧医疗和退休费用，享受充实的退休生活，自愿照顾孙辈。这是我们应当努力创造的第一世界新加坡，这就是PSP将为之奋斗的SG60。
我们敦促新加坡人超越短期思维，梦想比人民行动党政府更宏大。
尽管有保留，PSP仍将支持2025年预算，为新加坡人提供所需的短期援助，直至长期计划落实。为了国家，为了人民。
议长先生：任伟林先生。
下午1时37分
任伟林先生（马西岭-裕廊西）：议长先生，我今天发言支持2025年预算，意识到作为一个小型开放经济体我们面临的诸多挑战，但随着我们迎来SG60，我充满希望。
这个预算的核心是对每位新加坡人的承诺。它将人民置于国家进步的核心。无论全球不确定因素如何，我们重申进步成果必须广泛惠及新加坡人。这个预算也是我们准备应对更加竞争和分裂的全球格局的体现。
议长先生，显而易见，我们看到经济断层线出现：新的贸易壁垒、联盟转变、技术竞赛。我们是一个小城邦，但我们拒绝被掩盖。我们已多次证明，规模是我们的优势。我们的敏捷性、开放性和韧性是保持我们持续相关的决定性因素。
议长先生，虽然我们小，但我们的抱负从未渺小。让我分享一个简短的轶事。
我参加了一个后疫情国际论坛，大国争夺主导话语权。偶然按字母顺序，新加坡坐在一些大国之间——“U”、“R”。当他们争斗时，我们默默与其他小国合作，最终为会议带来连贯和平衡的结果。
这个故事提醒我们，规模不决定我们的相关性。小国确实可以灵活、合作和创新。我们的韧性在于迅速适应、建立信任和倡导基于规则的秩序。当他国动摇或陷入竞争时，我们必须挺身而出，促进真正进步，不仅为自己，也为我们的地区和世界。
议长先生，关于选举预算有很多讨论。事实是，今年是选举年。正如我们在其他地方看到的，也如我们在本次辩论及议会外所经历的，激情自然高涨。
激烈辩论是健康民主的一部分。但让我们记住，尘埃落定时，我们首先必须是新加坡人。我们每个人都肩负着维护和推进国家利益的责任。我们的生存最终取决于国家的团结。无论选举结果如何，我们必须团结一致，共同努力，迈向更强大、更有凝聚力的未来。正是这种团结推动我们从建国初期的动荡走向今天全球互联的新加坡。
即便如此，我们不能袖手旁观。正如总理强调的，我们必须投资于人民和产业，特别是在半导体、生物技术和数字服务等领域，保持经济机会的前沿。我们不能忘记这个事实——世界将小国视为早餐。我们不能自取其辱。
配合所有这些经济战略，我们还必须维护和加强社会基础，尤其是家庭。我们必须记住，强大而有凝聚力的社会基石是家庭，是婚姻。从最根本意义上讲，婚姻是承诺——缔结终生纽带，培养爱、尊重和责任。当夫妻结合时，他们形成稳定家庭的基本单元，而稳定家庭又是繁荣国家的基石。
孩子们在充满爱意的环境中成长，日常感受爱，价值观通过关爱成人的持续陪伴传递，这种成人彼此合作，就像我们与人民及彼此的关系一样，孩子们受益最大且最深远。
同样重要的是，每个孩子都必须被珍视，绝不能被视为不便的经济负担。孩子是我们欢迎进入世界的礼物，每个孩子都拥有无可估量的潜力，不仅对我们的家庭，对稳定社会和强大国家亦然。
当我们的社会肯定每一个孩子的无价价值，无论是在母亲腹中还是在教室里，我们不仅保护了我们的人口未来，也保护了作为一个真正关心国家的道德核心。
预算中的这些措施在两个关键方面体现了这些价值观。首先，它通过将资源投入研究、创新和劳动力培训，增强了新加坡的竞争力。其次，同样非常重要的是，它建立在一个核心原则之上：强大的家庭，建立在坚固的婚姻和有爱护的家庭环境之上，塑造了我们国家的身份。
因此，我对大家庭计划和LifeSG积分特别感到鼓舞。这些措施为有三个或更多年幼子女的家庭提供了额外的经济支持。作为四个活泼孩子的父亲，我深知杂货账单如何迅速增加，鞋子又如何快速磨损。对于低收入家庭来说，这种情况更为明显。这个预算继续支持婚姻和为人父母，并肯定我们相信家庭仍然是新加坡生活的锚点。
在地方层面，我们也看到类似的措施生根发芽。例如，在西北社区发展理事会，自2023年以来，小步计划一直是我们KidSTART家庭的生命线。它为每个年龄在零到六岁之间的孩子提供每年500新元的补助。自启动以来，我们已向该区的2,069名儿童发放了近130万新元。
虽然小步计划是通过慷慨的捐赠资助的，但我敦促政府考虑使国家计划更加慷慨，并将支持延长至六岁以下至十二岁儿童。让我们考虑如何最好地支持那些在任何激励措施出台之前选择拥有大家庭的人，这样他们也能受益，并感受到他们的贡献没有被忽视。
在过去的一天半里，许多议员也谈到了帮助职业母亲的问题。另一方面，我希望我们能够超越“职业”这一标签。所有母亲都做出了重大贡献，值得我们的认可和支持。因此，我相信我们可以做得更多。例如，平衡托儿补贴，确保无论母亲是就业还是选择在家照顾孩子，都能获得同等水平的补贴。每一位母亲，每一位父母，都为我们国家的未来做出了不可估量的贡献，没有任何母亲或父亲应因优先考虑家庭而受到惩罚。
现在让我花点时间谈谈政策意图以及对国家治理方式的不同看法。正如我之前所说，激烈的辩论是健康民主的一部分。在政治的激烈角逐中，政策方向存在分歧是可以预料的。但人们总是很容易通过迎合流行情绪和发表夸张言论来抢占头条，从而得分。
但我们必须记住，真正的领导力不是通过我们说话的声音有多大或姿态多么戏剧化来衡量的。真正的领导力体现在安静、一贯且坚定地追求真正为新加坡人长期服务的政策上，即使这些政策复杂且难以驾驭。任何人都可以诋毁并声称拥有所有答案；但愿意忍受艰苦工作，寻找能够经受时间和风暴考验的真正解决方案的人却少之又少。
治理一个国家总是充满挑战，在快速变化的全球环境中更是如此。这需要远见来预见风险，需要谨慎来管理我们的资源，需要勇气在决策不受欢迎甚至对选举支持不利时坚持方向。
当我们讨论这个预算时，我们不能忘记我们的目标超越了空洞的言辞。我们必须坚定不移地做对新加坡长期未来必要的事情，无论是加强社会支持、投资创新还是确保长期财政可持续性，即使这条路需要政治上的艰难选择。这才是新加坡领导力的真正考验。
让我们不要自欺欺人。以乌克兰为例。在我们所处的动荡世界中，我不仅认为我们需要神枪手，但神枪手并不能单独赢得战争。我们需要整套预算武器库，为未来可能到来的风暴做好准备。这就是我们的准备方式。说“现在这就够了”很容易。但对于一个除了我们宝贵的人力资源几乎没有其他资源的国家，我们需要为长期做好准备。
因此，我们不能自满，因为今天许多国家都被极化和不和撕裂。我们坚定的团结感是保护我们安全的盾牌，也是引导我们前进的指南针。
愿这个预算激励每一位新加坡人在新加坡60周年之际充满信心地展望未来，知道政府致力于提升生活水平，支持我们的家庭并维护我们的主权。
确实，新加坡60周年提醒我们，开国一代如何克服重重困难。让我们将同样的精神带入下一个篇章，打造一个新加坡继续成为可能之光的未来。只要我们团结一致，我们就会胜利——正如我们过去六十年所做的那样。议长先生，我支持这个预算。
议长先生：刘士豪先生。
下午1时48分
刘庆伟先生（盛港）：议长先生，作为本届议会的最后一个预算案，我认为分享过去四年我观察到的一些趋势会很有趣。
不过，首先让我说出显而易见的事实：2025财年的预计盈余68亿新元是极其出乎意料的，而这基于2024财年预计盈余的大幅增加，从去年最初提出的7.8亿新元修正为64亿新元。
与此形成对比的是，《商业时报》刊登的一篇文章中对新加坡私营部门经济学家的调查，标题为“2025年预算可能在2024财年盈余后出现高达66亿新元的慷慨赤字”。2024和2025财年合计132亿新元的财政盈余，在去年年底议会的质询背景下也令人惊讶。
2024年9月，我曾询问本届政府当前累计财政状况的最新情况，财政部长黄循财分享说2024财年仍在进行中，但整体财政状况估计为7.8亿新元。2024和2025财年合计132亿新元的财政盈余，在这两年向基金和信托基金注资416亿新元的背景下也令人惊讶。
我们可以说，这些是为满足未来实际需求而预留的资源，但这并不减损这两年内产生的盈余的重要性。换句话说，为应对新冠疫情动用的储备约为430亿新元。此前曾说我们动用了相当于过去20多年预算盈余的储备。我们用了一代人的储蓄来应对一代人的危机。然而，仅这两年我们为基金和信托基金预留的额外资源接近420亿新元。实际上，过去四年接近720亿新元。我们也不能忘记新加坡的会计方式不同于国际标准，如国际货币基金组织(IMF)，最显著的是2024财年土地销售收入排除在外，金额为250亿新元，2025财年估计为194亿新元。
高于预期的盈余也不是最近才出现的现象。2021财年预计赤字110亿新元，但最终盈余19亿新元。2022财年预计赤字约30亿新元，但最终盈余17亿新元。2023财年预计赤字4亿新元，虽然赤字比预期更大，为25亿新元，但这是在为“Majulah计划基金”额外预留75亿新元之后，否则2023财年将出现50亿新元盈余。
我不否认不确定性是生活的事实，是的，收入和支出会随着经济周期上下波动。议长先生，我所有这些观察的重点是，如果政府持续收取超过所需的资金，并年复一年地运行巨额盈余，就会让人质疑提高新加坡人税负的智慧，比如通过提高消费税及其实施的紧迫性，尤其是在过去几年许多人面临高通胀率和生活成本压力的情况下。
在这方面，去年我谈到了结构性变革的重要性，而非一次性补贴。生活成本问题是新加坡人关注的焦点，任何额外支持以应对成本压力无疑受到许多人的欢迎。今年似乎是代金券之年，无论是社区发展理事会代金券、气候代金券，还是我们代金券列表中新加入的SG60代金券。
鉴于政府享有创纪录的盈余，将这些分享给直接为政府财政做出贡献的新加坡人是合情合理的。随着大选临近，新加坡人自然会对此持怀疑态度，认为这些是与政治周期相关的选举补贴，而非经济周期。
因此，我认为，首先，重要的是在我们的体系中建立结构性杠杆，而不是依赖一次性计划，这些计划可能被政治化，给公务员系统带来大量行政成本和资源消耗，并给新加坡人带来许多不必要的不确定性。
其次，重要的是将资源导向最需要的人，而不是向所有人发放普遍补贴。我相信许多议员都看过一段病毒视频，视频中财政部长黄循财宣布社区发展理事会代金券的2025年预算演讲与陈振声部长的竞选集会演讲形成对比，后者优雅地说：“如果我们给每个人一样——无论贫富——我们怎么帮助穷人？”
以社区发展理事会代金券计划为例。虽然我相信许多新加坡人在生活成本危机中欢迎现金补贴，但该计划已从2020年旨在帮助新加坡低收入家庭分担生活成本，演变为所有新加坡家庭均有资格获得相同金额。发放金额多年来也有显著变化，且该计划是否会成为永久性计划，若是，所有家庭是否继续符合资格，以及代金券的价值将是多少，仍是疑问。
关于个人所得税，我注意到2025评税年度引入了相当于应纳税额60%或最高200新元的税收回扣，类似于2024评税年度的50%应纳税额回扣，最高200新元，以及2019评税年度的情况。如果这成为年度预算的常规特征，这将有效提高当前首2000新元应纳税收入的免税门槛。然而，这一措施作为SG60方案的一部分被放弃。与其采用逐步回扣，我们更应提高边际居民个人所得税的底层税率区间，并随着时间推移提高首2万新元应纳税收入的免税门槛以反映通胀。这是我在2022年的质询中提出的，也是在去年预算演讲中提到的。尤其是根据我的估计，近80%的居民纳税人只会获得200新元的税收回扣上限，这听起来并不像60%回扣的表面数字那么慷慨。
接下来，我想重点谈谈政府如何实施结构性改革以增强新加坡人的退休保障，这是我经常提出的问题，随着我们社会快速老龄化，这一问题将变得更加重要。这也是我反复恳请政府采取紧急行动的议题，因为政府的不作为带来了巨大的机会成本。
退休前应如何储蓄？一份最近的星展银行报告根据个人的消费习惯和生活方式提供了几个大致数字。例如，生活保守、每月开销1600新元的退休者，退休时需要约55万新元储蓄。另一方面，若退休者希望享受每月4000新元的理想生活方式，则需要约130万新元的退休储蓄。与此同时，追求均衡生活方式、每月开销2800新元的人则需积累约95万新元的退休储蓄。
无论偏好何种生活方式，我相信大多数新加坡人都希望在退休时轻松享受生活。然而，许多新加坡人在积累足够的退休储蓄方面面临困难。根据2024年华侨银行（OCBC）的一项调查，只有35%的受访新加坡人退休计划进展顺利，只有60%的受访者正在制定退休计划。这主要归因于财务困难，如家庭开支增加和债务偿还，阻碍了他们为退休储蓄。
在最近的一次议会答复中，人力部长还指出，52%的公积金成员的综合公积金余额至少有6万新元。若仅考虑活跃公积金成员，这一比例升至74%。我相信大家都会同意，6万新元是一个非常低的门槛。虽然我一直反复强调这一点，但我希望我们能紧急实施“终身退休投资计划”（LRIS），该计划早在2016年就已被政府接受。这也是我在过去四年中每年都重复提出的建议，以更好地支持新加坡人的退休需求。
当然，公积金回报由政府担保，但在当今环境下是否足够？是的，公积金成员今天可以通过公积金投资计划提升回报，该计划允许成员将普通账户（OA）和特别账户（SA）余额投资于外部提供商的多种投资产品。
但我们能否假设每个人都有信心和能力做出明智的投资决策？因此，我对《联合早报》最近对财政部长黄循财的采访非常感兴趣，他也指出政府已研究该计划一段时间，并引用他说：“挑战是，这样的基金能否产生比政府已经提供的非常慷慨的无风险保证回报更好的回报？而且它是否仍会有一定波动性，使公积金成员在退休时面临金融市场风险？”对此，我有三个简单的回答。
第一，这一问题大约十年前已由公积金咨询小组广泛研究，他们在我看来提出了经过深思熟虑的解决方案，即LRIS。
第二，想想十年后新加坡人退休资金的差异。若当时实施该计划，例如，Endowas，一家获公积金投资计划批准的投资咨询公司，在广告中指出，从2014年到2024年，“我们预计80:20股票与债券组合的年潜在回报率为7.99%，而如果资金留在公积金普通账户，年利率仅为2.5%。”
第三，如果政府不相信我们的投资实体，无论是淡马锡还是新加坡政府投资公司（GIC），长期能产生比公积金回报更好的风险调整回报，那么我们就有大麻烦，国家投资回报委员会（NIRC）框架应当被彻底重新审视。
因此，我希望政府意识到，拖延越久，机会成本和对新加坡人退休储蓄的实际损失就越大。
最后，让我谈谈不平等问题。我相信当今社会最深层的分裂不是基于种族、语言或宗教，而是基于社会经济地位。如果我们不采取协调一致的努力正面解决这一问题，就像我们处理种族和宗教和谐一样，这些分裂只会随着时间加深。
在2025年预算声明中，财政部长黄循财提到，政府税收和转移后收入不平等处于2000年以来的最低水平。确实，如果以基尼系数衡量，考虑政府转移和税收后，收入不平等似乎呈下降趋势。然而，这主要是基于各种短期和一次性转移，如消费税保障计划、社区发展理事会代金券和其他临时补助。这些措施是否可持续并预计持续存在？
此外，关于中位数和平均家庭收入多年来的增长，有许多值得关注的统计数据，我希望从新加坡统计局最新发布的关键家庭收入趋势报告中强调几项。
自新加坡推出进步工资模式（Progressive Wage Model）以来已有十多年，该模式相当于我们的最低工资，即本地合格薪金（Local Qualifying Salary，LQS），但仍有相当数量的家庭的家庭收入低于2022年研究估算的每名工人平均生活工资每月2,990新元的等值水平。撇开没有就业人员的家庭（这可能包括退休人员），估计仍有约17,600个家庭每月收入低于1,000新元，61,500个家庭每月收入在1,000至1,999新元之间，57,100个家庭每月收入在2,000至2,999新元之间。
根据当前的平均家庭规模，这部分本地居民人数接近50万人。我们真的能说所有新加坡人都能足够支付他们的基本生活需求吗？
让我们也对比另一端的情况。从2014年到2024年，新加坡居民家庭总数增长了近263,000户，从2014年的120万户增至2024年的146万户。当我们按月家庭就业收入细分这段时间的增长时，收入在20,000新元及以上的家庭收入组增长最大，从2014年到2024年增加了近158,000户，远远超过其他任何收入组。
基尼系数背后隐藏着一个分层的现实，我们看到社会中收入和财富差距正在扩大。因此，除了收入不平等之外，我们还必须解决近年来扩大的财富不平等问题。根据2024年瑞银（UBS）报告，在报告涵盖的29个主要国家中，新加坡从2008年到2023年的财富不平等增长最高，增加了近23%。引用同一报告的话，在平均财富增长远超中位数增长的市场，如新加坡，财富增长的大部分似乎惠及了高收入阶层。
即使我们欢迎家族办公室和高净值个人来到新加坡，我们也必须探索更大胆的政策，例如更强有力的最低工资框架、进一步提升工资补贴以及更积极的持续再分配措施。我们还应研究财富税如何在缩小差距和确保资源更公平分配方面发挥更大作用。
除了收入和财富，我们还必须关注其他形式的不平等：教育机会、就业机会和社会流动性。虽然我们已采取措施改善教育系统的包容性，但必须做更多工作，确保每个孩子，无论背景如何，都有公平的成功机会。这应从小学阶段开始，在小学入学安排中，父母身份和所就读学校不应像现在这样成为决定因素。请允许我用中文结束发言，议长先生。
（中文）：【请参阅本地语言发言。】首先，当政府年复一年持续征收超过支出的税收并产生大量预算盈余时，新加坡人不禁质疑在高通胀和生活成本高企期间提高消费税（GST）等税收的智慧和紧迫性。
其次，我希望政府能对我们的公积金（CPF）制度进行结构性改革。许多新加坡人深切关心他们是否有足够的退休资金。鉴于我们社会快速老龄化，这一问题将变得越来越重要。我希望我们能加快实施政府于2016年首次接受的终身退休投资计划（Lifetime Retirement Investment Scheme，LRIS），让那些渴望更高投资回报但缺乏金融知识的新加坡人参与其中。
最后，我认为当今社会最严重的分裂不是基于种族、语言或宗教，而是基于社会经济地位。我希望我们能正视这一问题，探索更大胆的政策，如加强最低工资框架、进一步改善工资补贴以及持续实施更积极的再分配措施。否则，这种分裂将随着时间加深。
议长先生：李马克先生。
下午2时06分
李马克先生（提名议员）：议长先生，1939年，世界处于混乱边缘，国家纷纷退回保护主义，设置贸易壁垒，全球经济分裂。1930年的斯穆特-霍利关税法案引发贸易战，导致全球贸易崩溃。企业面临不确定性，供应链中断，进入外国市场变得越来越困难。缺乏国际合作使经济易受冲击。
快进到2025年，情况惊人相似。虽然未处于战争边缘，但世界同样分裂，保护主义抬头，经济民族主义兴起，对多边机构缺乏信任。企业必须应对外部挑战和土地、人力及碳排放的国内限制。这些逆风凸显了韧性、适应性和抓住新机遇的准备的重要性。2025年预算提供了关键路线图，推出措施以加强经济基础，提升企业和劳动力能力。
最近新加坡工商联合会（SBF）的一项快速调查显示，八成商业领袖对预算表示满意，七成对新加坡商业环境的信心增强。我们也欣慰地看到，许多来自商业界的建议，包括SBF关于商业竞争力的行动倡议（AfA）和与普华永道新加坡合作的预算前建议，已被纳入预算。企业感到政府支持他们，并重申长期经济增长的重要性。
2025年预算的一个重点是确保支持不仅惠及大型企业，也惠及面临全球不确定性、国内成本和人力压力及转型需求的中小企业（SMEs）。为它们配备合适的工具和资源对其生存和发展至关重要。
技能未来企业信用（SkillsFuture Enterprise Credit）的增强，现采用钱包系统而非报销模式，体现了政府对中小企业现金流关注的响应。这一实用调整将大大惠及小型企业。我同意议会其他议员的看法，其他政府计划也应审视采用类似有利现金流的模式，以更好支持中小企业。
50%企业所得税回扣，最高限额为40,000新元，为各类企业提供即时减负，而最低2,000新元现金支付为面临成本压力的小企业提供关键现金流支持。
新推出的社区发展理事会（CDC）代金券和SG60代金券将惠及家庭，促进社区企业和本地零售商，可能推动国内零售销售，尤其是在许多中小企业运营的地区。
除即时成本支持外，1.5亿新元的企业计算计划将帮助中小企业利用人工智能和数字工具，提高生产力和竞争力。
市场准备援助（Market Readiness Assistance）补助计划的延长也将支持中小企业拓展海外市场，鉴于国内市场限制，这一点尤为必要。
可持续发展也是重点，向绿色经济转型为创新和增长开辟新途径。重型车辆零排放计划和电动重型车辆充电器补助将降低向清洁车辆过渡的成本。
然而，为最大化这些计划的影响，中小企业必须能够轻松获得支持。简化申请流程和提供更清晰的指导至关重要。我鼓励政府继续与行业协会和商会合作，简化访问和咨询支持。同时，企业应积极利用新加坡工商联合会等组织提供的资源，这些组织在管理部分计划中发挥关键作用。
议长先生，新加坡面临严峻的人口结构挑战，劳动力老龄化和外籍劳工限制。企业因此必须充分利用年长员工这一宝贵资源。我强烈支持将高级就业补贴（Senior Employment Credit）和支持就业补贴（Enabling Employment Credit）延长至2026年，这在短期内减轻企业成本负担。
但长期解决方案不仅仅是临时工资补贴。我们需要工作重新设计和职场转型，以充分发挥年长员工的经验和能力。
计划提高55至65岁工人的公积金缴纳率对退休保障必要，但对企业构成成本压力。虽然公积金过渡补贴（CPF Transition Offset）提供缓解，但企业最终将承担更高缴费和医疗成本的全部影响。
企业认识到年长员工带来数十年的经验、机构知识和指导能力。但要释放他们的价值，我们需要根本改变他们的工作结构。这就是即将成立的三方高级就业工作组的重要性所在。它必须超越财政激励，解决工作重新设计和职场转型的根本问题。我想为工作组推荐几个重点领域。
首先，灵活工作安排必须成为年长员工的常态。许多年长员工希望继续活跃于职场，但僵化的工作结构阻碍了他们的有效参与。因此，我们需要更多的工作共享、混合工作模式、错峰工作时间和兼职岗位，让年长员工在不过度劳累的情况下保持生产力。
第二，工作重新设计必须成为优先事项。技能需求快速变化，年长员工虽有宝贵经验，但必须具备保持相关性的能力。应扩大增强培训支持计划（Enhanced Training Support Package），提供实用的数字和技术技能提升，帮助年长员工转型到体力要求较低但仍能发挥专长的岗位。
第三，企业需要更明确的行业特定指导，了解如何有效整合年长员工。不同产业需求不同，应制定行业策略。在知识密集型行业，年长员工可指导年轻员工，提供风险管理和继任规划等咨询。在服务业，他们的经验和人际交往能力使其适合客户服务岗位。在技术领域，他们可专注于质量保证、培训和监督。
同时，我敦促企业，尤其是中小企业，将年长员工视为机遇，而非仅是必要。面对人力短缺，年长员工提供稳定性、知识和指导，是宝贵且未充分利用的资源。
除了年长员工，我也欢迎预算中对残疾人士（PwDs）从学校过渡到职场的增强支持。像年长员工一样，残疾人士代表了一个未充分利用的人才库。拥抱包容性的公司不仅能受益于多元视角，还能打造更具韧性和创新力的团队。但仅包容年长员工和残疾人士还不够。企业还必须为技术带来的巨大变革做好准备。
技术变革速度快，正在重塑产业，使技能过时成为日益严重的问题，不仅影响基层员工，也影响专业人士。人工智能和自动化重新定义岗位，迫使企业重新评估人力资本的价值。
企业转型和劳动力转型必须同步进行。采用新技术的企业需要具备相应技能的员工，员工提升能力也需要岗位充分利用这些技能。缺乏这种匹配，人才将被低估或被替代。
技能未来劳动力发展补助（SkillsFuture Workforce Development Grant）是正确方向，但其实施可进一步优化以提升效果。不应仅侧重于高等教育机构的正规课程，应加强对职场培训的支持，使技能能立即应用，培训直接满足企业需求。
去年，我向教育部提议引入技能未来课程分类框架，设立流动指数（Mobility Index），衡量技能提升跨行业职业前景的能力，以及产业热度指数（Industrial Heat Index），跟踪热门行业需求。该框架可与行业协会和商会合作开发，帮助员工做出明智的培训选择，引导企业投资相关技能发展。我敦促教育部重新审视该提案，并将其纳入MySkillsFuture门户。
另一项改进是提高未来相关技能的定向补贴。高需求未来技能领域的课程应获得更高补贴，甚至对政府认定需再培训的特定员工群体（如中年转职者、萎缩行业员工、年长员工或残疾人士）提供全额补贴。还应考虑分级补贴模式，首批学员完成课程并达到高通过率可获全额资助，既鼓励参与又确保问责。
除了开发本地劳动力，我们还必须认识到外籍劳工在维持企业运营和经济增长中的关键作用。新加坡一直通过开放全球人才而繁荣，这必须继续作为经济战略的支柱。全球创始人计划（Global Founder Programme）和海外网络与专才通行证（ONE Pass）体现了吸引顶尖人才推动生物科学、医疗技术和半导体等关键领域创新和增长的明确认识。全球创始人计划鼓励经验丰富的创业者、运营者和创新者在新加坡设立新企业，助力打造更具全球竞争力的初创企业和企业群体。ONE Pass确保新加坡继续成为高技能专业人士的首选目的地，确保维持竞争优势所需的专业知识。
然而，同样重要的是调整和跟踪向本地劳动力和企业的技能转移和创新，提升本地能力，缓解新加坡人对外籍专业人士在经济中角色的担忧。我敦促政府继续努力。
在推动这些高增长领域的同时，我们还必须解决制造业等基础行业技能和半技能工人短缺的问题，这些行业支撑着先进产业。为此，我提出四项外籍劳工政策的改进建议。
第一，扩大非传统来源职业清单，特别是制造业，允许企业招聘更高技能的工作准证持有者，担任难以本地化的专业岗位。
第二，扩大工作准证持有者的非传统来源国名单，以应对传统来源国如马来西亚和中国劳动力供应减少的问题。
第三，扩大对转型企业的传统支持，如有条件地提高外劳依赖比率上限，延长战略经济优先人力计划（Manpower for Strategic Economic Priorities Scheme）的支持期限。
最后，我们必须引入更大灵活性，允许外劳跨企业调配，尤其是技能和半技能岗位。现有人力限制阻碍企业优化外劳配置，即使有明确经济理由。政府可考虑试点跨行业多数股权实体间的调配，允许企业将劳动力重新分配至最需要的地方。同时，促进供应链合作或生态系统集群内有战略合同关系的企业间人员流动，将使企业更有效共享人力资源。
这些建议的改进不会削弱政府推动劳动力本地化的总体目标，反而帮助企业更好利用现有资源，避免不必要的瓶颈，保持竞争力。
议长先生，尽管人力仍是关键挑战，企业还面临土地成本上升带来的重大压力。虽然2025年预算未宣布具体措施应对，但确保工业用地政策继续支持企业竞争力至关重要。
基于我们关于商业竞争力的行动倡议报告，我继续敦促政府考虑延长工业用地租赁期限，更好反映开发和资本投资摊销所需的长周期。此外，更灵活的租赁续约结构，如对投资生产力的企业提供更长续约期，或对经济贡献显著的企业实行滚动续约，可为企业，尤其是中小企业，提供长期投资的更大确定性。这些调整将有助于缓解土地成本上升的影响，支持企业持续增长和转型。
议长先生，没有什么比资金更能激励商业界了。对生产力、研发、樟宜机场发展和未来能源专项资金的140亿新元追加拨款令人振奋，将助力新加坡进一步巩固全球枢纽地位，克服能源限制。
然而，让我们也确保我们的中小企业能够从这些投资中受益。我建议鼓励获得部分投资的大型企业和政府关联公司通过“能力转型伙伴计划”等举措与中小企业合作，帮助扩散能力并在我们的商业生态系统中创造机会。
最后，10亿新元的私人信贷增长基金多样化了融资选择，特别是为缺乏传统抵押品或业绩记录的企业提供耐心资本和替代融资方案，以支持高增长企业。我敦促政府考虑与私营部门合作管理这些基金，以便有效部署资金，支持大型本地企业以及我们的中小企业生态系统。
议长先生，我想以著名经济学家约翰·梅纳德·凯恩斯的一句话结束。他曾说：“人类的政治问题是将三件事结合起来：经济效率、社会正义和个人自由。”
一个好的预算不仅仅是电子表格上的数字。它是我们优先事项的声明，是我们价值观的反映，也是对未来的承诺。我不是政治家，也不理解选举预算和非选举预算的区别。但我知道的是：一个好的预算必须在财政上负责任、包容且面向未来。
2025年预算满足所有正确的条件。它审慎而不限制，支持而不过度，战略而不短视。它在需要时提供即时救助，投资于长期竞争力，并确保新加坡保持强大、有韧性，准备迎接未来挑战。最重要的是，它做到这一切而不损害未来几代人的稳定。
议长先生，阁下，这正是新加坡所需要的预算，不仅仅是今年，不仅仅是下一次选举，而是未来几十年。让我们拥抱它，付诸行动，共同建设一个在新加坡建国60周年之后依然繁荣的新加坡。我支持这份预算。
议长：秩序。我建议现在休会。我宣布休会，下午2时45分继续主持会议。
会议因此休会
下午2时25分至2时45分。
会议于下午2时45分恢复。
[副议长（陈顺娘女士）主持]
年度预算陈述辩论
[(程序文本)辩论继续。(程序文本)]
副议长：秩序。费萨尔·马纳普先生。
下午2时45分
穆罕默德·费萨尔·宾·阿卜杜勒·马纳普先生（阿裕尼选区）：女士，首先让我肯定制定2025年预算时所付出的深思熟虑和努力。
世界日益复杂，全球发展对新加坡必然产生重大影响，鉴于我们依赖国际贸易和投资。我对诸如增加“关怀援助计划”(ComCare)的援助水平和“渐进式工资补贴计划”(Progressive Wage Credit Scheme)下政府支持的提议感到欣慰。同时，我再次敦促新加坡政府审视引入法定最低工资的必要性，以确保新加坡最低收入者能够更好地应对生活成本上涨。
女士，新加坡人是务实的民族。他们总是首先关心温饱问题。过去几年，生活成本的上升让所有新加坡人感受尤深。新加坡政府对此也有认识，因此宣布了诸如社区发展理事会(CDC)购物券、U-Save回扣等措施。
不过，我注意到彭博社于2025年2月22日报道，Milieu Insight对1002名新加坡人进行的民调显示，55%的受访者认为这些措施不足以帮助他们应对生活成本上涨。我知道前年进行的类似民调情况更糟，62%的人认为支持措施不足。
综合来看，显然新加坡人希望政府超越单纯发放补贴，考虑对现有计划进行结构性调整，以保持生活成本对所有新加坡人都负担得起。
我的工人党同僚们此前在本院提出过多项建议——最著名的是我们提出动议，呼吁政府审视政策，以减轻新加坡人及其家庭的生活成本压力。
女士，今天我想关注新加坡中产阶级的困境；他们有时被称为“夹心阶层”，因为他们收入过高，不符合大部分社会援助资格，但收入又不足以拥有显著的经济缓冲，应对生活中的各种考验，可能会影响他们的人生旅程。这个群体中还有一个特定子集，按年龄划分，他们处于一个尴尬的位置，既要承担照顾年迈父母的责任，也要抚养年幼子女。
女士，我选区加基武吉和阿裕尼集选区的居民曾向我求助。例如，一位居民因其兄弟的保险索赔问题需要法律援助。他被法律援助局认定不符合援助资格，但聘请律师的费用对他和家人来说负担沉重。另一位居民告诉我，因为其家庭收入未达到经济状况测试门槛，他的母亲不符合医疗基金(MediFund)计划资格。
他将自己与一位亲戚作比较，后者的年迈母亲住在租赁组屋并获得医疗基金援助，尽管该亲戚经济状况比他更好。他感叹说，由于母亲与他同住并由他照顾，他感觉因孝顺而受到惩罚。
在这种情况下，新加坡中产阶级就像夹心面包没有夹心。他们面临的选择既不令人满意，也不令人愉快。
女士，我理解我们不能把国家财政当作无底洞。必须做出权衡，援助应指向最需要的地方。我也承认我举的例子可能不代表整体情况。即便如此，当此类情况出现时，我希望相关机构能灵活处理，更全面地审视申请者的援助资格。
女士，我接下来要谈的是就业问题。应对生活成本的能力不仅取决于商品和服务的价格，还取决于支付能力。《海峡时报》2025年2月8日报道了几位新加坡人遭遇就业中断的经历。
报道指出，居民失业率和长期失业率仍然较低，失业者放弃找工作的比例也处于低点。接受采访的经济学家指出，尽管如此，新加坡人存在就业不稳定的合理原因。裁员消息、合同工增多、技术变革带来的冲击是导致就业不安全感的因素。
女士，我注意到总理宣布加强“技能未来”(SkillsFuture)和“工作技能支持”(Workfare Skills Support)计划下的再培训和技能提升支持。我并不反对劳动力需适应市场需求并接受培训的观点，但我认为我们需要采取更积极的措施。
2025年1月发布的毕业生就业调查结果显示，五所本地理工学院毕业生的就业率为54.6%，低于2023年的60%和2022年的59%。针对大学毕业生的类似调查显示，就业率从上一年的84.1%降至79.5%。这些数据令人担忧，如果未来几年持续下降，将加剧新加坡人，尤其是新入职场者的就业不安全感。
我呼吁政府考虑为雇佣超过依赖比率要求的新加坡人的企业提供激励措施。激励可包括税收减免、政府收费减免或优先获得国家激励。相关地，政府在吸引全球企业投资新加坡的同时，也应鼓励这些企业参与培养和发展本地劳动力。
总体而言，女士，我关心的是新加坡中产阶级所承受的心理负担。议员们应记得2024年2月通过的心理健康与福祉动议。政府也承认心理健康的重要性，并宣布了多项应对措施。今天我强调了两个影响新加坡中产阶级的问题，希望能引起更多关注，以便更好理解他们的忧虑并采取措施。
副议长：纳迪娅·萨姆丁女士。
下午2时53分
纳迪娅·艾哈迈德·萨姆丁女士（宏茂桥选区）：女士，请用马来语发言。
（马来语）：[请参见方言发言。]在2025年预算演讲中，总理提醒我们，60年前我国经历了相当艰难的挑战。那时，如果不在社会中建立秩序和效率，我们无法抵御复杂的全球环境。
如今人们想到新加坡，通常会联想到什么？干净的街道、安全的城市、严格的法律和稳定的国家体系。短短60年，我们已转变为现代大都会。今天人们的梦想、抱负和选择将塑造未来60年的国家。
面对未来，我想强调两点。首先，我们必须确保新加坡继续是一个人人都有梦想并获得支持实现梦想的国家。其次，我们还必须形成新的社会契约。这种精神应庆祝社会差异，并进一步加强各社区间的纽带，正如我们的先驱们当年共同建设国家时所做的那样。
（英语）：女士，60年前，很难想象新加坡会成为今天的城市。这个国家是建立在先驱们在充满挑战的世界秩序中做出的梦想和务实选择之上的。
今天，我们面临新的动荡时期。如果没有在社会中建立秩序和效率，我们无法在混乱中生存。
当人们想到今天的新加坡，会想到什么画面？干净的街道、安全的城市、严格的法律、稳定的体系，但是什么样的梦想、抱负和选择将构建我们的下一个篇章？我将提出两点。
我们必须确保继续成为一个充满希望机会、无限可能和没有人被落下的未来的新加坡。我们必须培养新的社会契约——欢迎多样性，加强各社区间的纽带，无论多么不同，就像我们的先驱们共同建设这个国家时那样。
今天，随着技术创新使生活更美好，我们的寿命更长。在预算陈述中，总理谈到我们以强劲的姿态结束2024年。经济增长，新加坡人普遍获得超过通胀的工资增长，政府税收和转移支付后的收入不平等处于2000年以来最低水平。但在咖啡店和网络上，一些情绪表明生活感觉并非如此。统计数据和指数无法完全反映。
新加坡人继续感受到物价上涨的压力，学生和工人中存在压力流行，日常生活似乎缺乏乐趣。新加坡梦的承诺似乎遥不可及。随着第四代领导班子的交接，我希望看到新的活力，在全球力量竞争中保持谨慎乐观，打造新加坡梦4.0版本，让人民能以自己的标准定义成功，让新加坡容纳多种生活和成功模式，为每个人提供空间；让我们发挥优势，而不是被社会对弱点的看法所束缚。
并非每个人的人生起点相同，但提供量身定制、及时满足需求的支持至关重要，必须成为我们设计计划的核心。
以大家庭的梦想为例。对一些新加坡年轻夫妇来说，由于养育孩子的成本，这个梦想显得遥不可及。每位父母都希望给孩子最好的。平衡工作、育儿和维持家庭的压力，有时让年轻夫妇不敢扩大家庭，因为他们不确定是否能为更多孩子提供同等支持和机会。
我对政府最近采取的缓解部分负担的措施感到欣慰，比如去年推行的共享带薪育婴假，以及为所有12岁及以下儿童发放500新元的Child LifeSG积分。对第三个及以后子女提供最高1.6万新元的额外支持，是一项受欢迎的措施，承认了在当前经济环境下养育家庭的挑战。
该计划具有战略意义，不仅针对新生儿，也适用于至少有一名6岁或以下子女的现有家庭，缓解新增子女带来的家庭财务稀释，实现资源更公平分配。
我也感激该措施立即实施，这在时间安排上相当罕见，但面对我们不断下降的总和生育率，这是必要且果断的。我希望我们还能做更多支持祖父母，他们常在照顾中扮演重要角色，包括学习新技能和建立照护网络。
虽然财政支持重要，但同样关键的是解决使组建和养育家庭如此困难的根本问题。我在最近关于家庭动议的演讲中提及了部分内容：例如，许多人晚婚，涉及生育健康和治疗。
其次，尽管政府在住房、教育和医疗方面提供了大量补助和资助，超出财务成本，但父母最宝贵的资源——时间，尤其是与孩子共度的时间却很稀缺。调查也反映，长工时和工作压力是阻碍夫妇怀孕的主要障碍。
最终，我们必须努力营造一个环境，让家庭因决定生育而感到有力量。这不会在一份预算或政府单方面解决，而需要社会心态转变、雇主支持以及重新定义成功的标准，超越企业阶梯，并能按自己的方式生活。
随着产业演变和技术融入各行业，中年工人越来越面临十字路口。一些跨国公司决定不再在新加坡运营某些岗位，转而迁往劳动力成本更低的邻国，或用自动化替代人工。这是我们的现实。
可能有人更便宜，但凭借我们灵活的规模和新加坡人的才华，我们可以更快、更好。
对于失业者，被落下的恐惧令人难以承受。他们的梦想暂停了，整个家庭的梦想也被推迟。我们如何确保他们能迅速掌握相关技能，重新加入劳动力市场？
整个“技能未来”框架已重启——例如去年宣布的求职者支持计划，以及针对中年新加坡人的技能提升计划扩展，允许继续兼职者领取月度津贴。这是积极举措，承认并非人人能全职学习。
除了结构性失业和因成本压力导致的岗位流失外，有些人因照顾需求被迫放慢脚步。到2030年，约四分之一的新加坡人将年满65岁以上，照护需求日益增长。
为此，虽然尚未达到完整的照护者津贴水平，我支持提高家庭人均收入资格上限以获得居家照护补助，并增加补助金额以抵消照护成本。我希望未来能更多关注照护者的心理健康和经济福祉，认可他们的关键角色。
这引出我最后关注的群体——我们的长者。女士，曾为新加坡发展繁荣作出贡献的长者们，如今面临不同的新加坡现实。有些人正挣扎于未曾预见的境况。虽然退休生活曾被视为放松时光，许多人却面临健康状况不佳和有限经济资源的困境。
截至2024年10月，新加坡有64,000名高龄长者，其中60%处于虚弱至严重虚弱状态，4%面临高度社会孤立风险。新加坡管理大学成功老龄化研究中心2023年的一项研究显示，受访者中仅有一半认为他们有至少50%的可能性需要降低生活标准。
我也很高兴我们已经开始着重于预防健康，鼓励更长的健康寿命。
我们还必须扩大服务范围，关怀那些孤立的长者，确保他们能够获得所需资源。无论是将服务送到他们家门口，还是鼓励他们走出来参与更具包容性的社区活动，外展工作都不能是走马观花的，因为一些长者起初可能会犹豫。我希望我们能找到解决方案，为居住在私人住宅区的长者提供积极老龄化项目、心理健康服务和日常康复锻炼，而这些地方往往难以找到建设中心的空间。我很想看到在公园里设立积极老龄化中心，或者利用集装箱概念等方式。
对于居住在较老旧私人住宅区的长者，延长“积极长者提升计划”是一个好举措，回应了我和许多同事的呼声。这些长者可能被认为资产丰富但现金紧缺，感到被各种计划排除在外。我期待听到更多关于该部如何推广此计划的消息，也希望我们能提高对诸如“居家照顾津贴”等支持计划的认知。
女士，我们继续书写新加坡的故事，在新加坡日益多元化的时代，许多人越来越孤立于自己的泡沫中。全球范围内，我们看到人们分裂为“我们”与“他们”。我们变得不容忍不同的观点，专注于必须正确而别人错误，在挫折中忘记了社会因多元观点而更强大，集体的力量大于各部分之和。
逆境中，我们建立了一个不同文化、观点和背景相对和谐共存的社会。和谐不是没有差异，而是在差异存在的情况下依然存在。我们的和谐只有在认识到我们由同一集体责任相互连接，并拥有一个不仅信任政府也信任彼此的积极公民社会时才能持续。
我希望在SG60精神下，能做更多鼓励基层活动和社区及不同群体间项目的工作。社会契约不是纸上谈兵，也不是单一预算周期后就失效的东西。它是一个有生命、有呼吸的承诺——超越世代，由每届政府和每位公民共同维护。
2025年预算重申了这一承诺——政府致力于建设一个无论年龄和境遇，每个人都能茁壮成长的社会。这是一个携手共进的号召。
为了那些奠定新加坡基础的人，为了今天称这里为家的我们所有人，以及将继承这份遗产的未来世代，我们必须更新共同的承诺，重新点燃新加坡梦——保护和管理我们取得的进步，在最不确定的时期提供稳定和安全，并开辟新天地，让未来世代的梦想比我们曾经想象的更大。
这就是我们为新加坡未来所承载的愿景。我期待参与COS辩论。
副议长女士：高级国务部长陈振声。
下午3时05分
总理办公室高级国务部长（陈振声）先生：副议长女士，今年的预算在企业和人民及工人面临重大不确定性的背景下出台。
在工会层面，我们看到复杂的局面。一方面，一些公司在招聘；另一方面，公司也在进行重组和裁员。
例如，航空航天产业自COVID-19以来复苏强劲，但也面临运营成本上升和招聘困难。在服务业，工会报告国内餐饮和零售业前景更为谨慎，原因是运营成本增加以及与邻国的竞争。即使是一些制造业公司也采取观望态度，取决于国际贸易和关税的走向。
在工人方面，虽然我们调查的三分之二工人对工资、福利和工作前景表示满意，但三分之一也担心未来三个月内失业。生活成本仍是首要关注点，食品、医疗、杂货和公用事业是调查中的四大忧虑。
因此，看到今年预算能够回应基层人民和企业的实际困难并直接应对，令人感到宽慰。但更重要的是，我觉得这也是一个负责任的预算，因为它提出了企业和经济的长期战略，确保它们保持竞争力，工人的技能保持最新和相关。
总理在演讲中提到，要实现2%至3%的年增长率，我们必须继续坚持一些基本原则。其中之一是深化三方伙伴关系，作为经济稳定的基石。
随着新加坡迈向SG60，这是反思全国职工总会（NTUC）在促进产业和平与经济稳定及提升工人福利方面关键作用的合适时机。
NTUC诞生于动荡的1960年代，作为混乱中的统一力量，团结工会优先考虑长期利益和稳定，而非短期干扰和收益。尽管人数不及亲共工会，NTUC在戴文·奈尔和何思明等领导下，专注于工人福利，最终赢得工会支持，为产业和谐奠定基础。
独立后，NTUC在应对英国军队撤离等危机中发挥关键作用，劝说工人接受艰难但必要的变革，如《工业关系（修订）法》，优先考虑稳定和投资以实现新加坡的长远利益。1969年现代化研讨会是重要转折点，重新定义工会为进步伙伴，确立了新加坡独特的三方模式。
尽管COVID-19危机似乎已成往事，但它是对我们三方合作的严峻考验。工人的生命和生计都面临巨大危险。NTUC站在最前线，为成千上万工人，尤其是航空航天业、零售业及自雇人士，争取工作稳定、工资支持和培训机会。
在最近一篇题为《新加坡工会是否存在公关问题？》的媒体文章中，我和我的工会同事承认NTUC形象存在问题，以及部分公众对劳工运动的怀疑，尤其是在2024年一系列高调裁员事件后。同一篇文章中，CNA报道了2022和2023年工会处理的约2000起争议案件，以及同期三方争议管理联盟处理的约3000起案件。
虽然部分案件公开处理，但大多数实际上是在幕后协商解决。经过近三年在NTUC工作，与许多工会领导和员工共事，我非常钦佩他们不懈、常常在幕后进行的有效工作——无声但警觉的谈判和共识构建，确保各类工人无论职位、年龄或国籍都能获得最佳结果，同时确保企业和经济蛋糕持续增长。
展望未来，地缘经济分裂、经济波动、人口变化以及技术和可持续发展进步将重塑全球劳动力市场，推动就业创造、技能需求和工作模式的变化。在这个快速变化的环境中，有一点很明确——昨日带来成功的技能可能不足以保障未来。为了保持竞争力，无论是个人还是国家，我们必须拥抱创新、学习和持续提升技能的文化。
最新的《未来就业报告》显示，39%的现有技能将在未来五年内演变或过时，幸运的是，这低于2023年的44%和2020年的57%，这可能是因为更多工人完成了培训、再培训或技能提升。
这些发现反映了工人对提升和再培训价值的日益认可。我相信我们倡导更多培训机会以及政府的支持已取得积极成效。
我敦促更多雇主优先考虑员工培训计划。我希望雇主不要害怕员工因培训更好而离开。关键是要超越短期的干扰或损失，投资于所有工人和员工的长期成长和发展，这最终将惠及整个行业和经济。
信息通信媒体发展局（IMDA）的数据显示，新加坡大型企业采用人工智能的比例从2018年的16.7%上升到2023年的44%。中小企业的增长略低，从3.5%升至4.2%。中小企业表示，由于业务规模和实施成本与投资回报的考虑，认为不需要人工智能。这凸显了本地中小企业提高人工智能采用率的紧迫性，以享受人工智能带来的好处，并促进新加坡人技能提升。
CTC计划是NTUC于2019年推出的应对快速变化环境的举措，通过提升企业生产力和工人技能，支持企业转型。
我工会——新加坡工业与服务员工工会下属的Chew's Agriculture公司总经理周子轩表示：“CTC补助对我们来说是生命线，确保年长员工保住工作并接受培训。他们学会了操作新机器和进行质量控制检查。这种支持让我们的资深员工感到真正被重视和赋能。”
听到雇主对CTC带来的积极反馈，我总是感到欣慰。让我分享一个具体例子，说明CTC如何支持企业并惠及工人。
STMicroelectronics是全球半导体领导者，自1969年以来一直是新加坡制造业的支柱。该公司操作员需在12小时轮班中手动装卸每个重达5公斤的晶圆盒。
这种体力负担导致疲劳、生产速度减慢和高员工流失率。认识到变革的必要，STMicroelectronics通过CTC与电子电气工业联合工会合作，实施了五套机器人系统接管这些手工任务。
结果非常显著。机器人现在操作22台不同机器，全天候高效运行，生产力提升不少于10%。更重要的是，工人没有被替代，而是接受了机器人操作、维护和工业4.0技术培训，为未来更高价值岗位做好准备。
这对他们的成长影响巨大。操作员晋升为技术员，技术员晋升为助理工程师，助理工程师晋升为正式工程师。这个结构化的职业发展计划确保工人有职业晋升。数字说明一切：共有111名员工受益，其中91名是专业、管理、执行和技术人员（PMETs），20名基层员工实现职业晋升和工资增长，直接受益。
因此，我们非常感谢政府在预算中认可我们的CTC努力，宣布为CTC补助追加2亿新元资金，并延长CTC 2.0补助，支持雇主主导的培训，获得正式资格和认证。
我很高兴更新，截至目前，我们已成立超过3000个CTC，批准超过480个转型项目，帮助7000多名工人获得平均5%的工资增长，超出年度加薪，或受益于职业发展计划或技能津贴。
我呼吁更多公司加入，与NTUC合作，参与CTC计划，利用可用补助加速业务转型和提升员工技能。
CTC的成功促使我们扩大覆盖范围，探索CTC如何惠及更多公司、更多集群甚至整个行业。一个例子是NTUC、SkillsFuture Singapore和ST Engineering之间的三方合作。该合作结合SkillsFuture Singapore的“蜂后”计划和NTUC的CTC计划，为ST Engineering陆地系统及其供应商生态系统提供全面支持，推动业务转型和员工升级。ST Engineering员工工会也支持该计划。
作为首创的合作伙伴关系，该计划旨在提升ST Engineering陆地系统供应链中精密工程领域至少1000名工人和约40家中小企业的技能，同时构建一个技术和工程能力广度与深度兼备的强大生态系统。
这就是CTC的意义：无论支持单一公司、公司集群还是整个行业，都是为了未来保障企业，同时提升工人。
NTUC长期以来推动提升和再培训的另一举措是NTUC教育与培训基金协作基金（NCF）和工会培训援助计划（UTAP），通过分担培训费用支持工人。工会企业每年享有5万新元的NCF资金支持，工会会员可使用最高250或500新元的UTAP培训额度。
2022年至2024年，超过7.5万名工会会员通过NCF和UTAP受益，技能发展年均增长22%。其中一位受益者是Hamilton Sundstrand Pacific Aerospace Pte Ltd的制造运营经理Phil兄弟。35岁的他在公司有11年经验，一直致力于运营卓越。但为了提升领导能力，他需要加强辅导、冲突解决和绩效管理技能。通过NCF共同资助的培训，Phil兄弟掌握了新软技能，提升了领导团队、营造积极工作文化以及推动创新和生产力的能力。
在过去两次预算演讲中，我呼吁加大对中年职业工人的支持。劳工运动因此很高兴听到，个人可申请最高每月3000新元的SkillsFuture中年培训津贴，适用于部分全日制课程，并将于2026年初扩展至部分兼职课程。我们希望此举鼓励中年工人终身学习。
我对这群工人感同身受，部分原因是我们在巴西立区有不少中年转型工人，他们面临就业安置和技能提升的挑战。我希望我们继续推动，帮助他们转型职业，掌握相关技能进入新领域。
为支持工人培训和就业促进，NTUC已将全国个性化就业服务中心从2个扩展到27个，自2020年2月以来已安置约11万名求职者。我们还开发并使用更强大的人工智能平台，指导求职者职业搜索。
Angela Guo女士希望从餐饮业转行至人力资源（HR），以获得更好的工作生活平衡和更多陪伴孩子的时间。尽管缺乏HR经验，她向NTUC的e2i求助。她的职业教练王先生引导她参加就业能力项目，提供行业指导、简历建议并鼓励她提升技能。Angela现正攻读兼职HR学位，成功转入HR岗位，实现目标并为新职业路径积累技能。
在技术和行业变革中，工作保障至关重要，因为它为员工和工人提供适应和成长的稳定性和信心。NTUC将继续通过扩大培训和技能提升机会的举措支持工人。
副议长女士，请允许我用普通话发言。
（普通话）：[请参阅方言发言。]议长先生，黄总理的“携手共进，迈向更美好的明天”预算不仅应对当前挑战，还制定了长期增长战略，帮助工人提升技能以迎接未来，确保我们的经济保持竞争力。
预算获得工人积极反馈。政府推出多项措施支持中年工人、平台工人、自由职业者、低薪工人、年轻工人和家庭、中年工人的退休保障，并帮助新加坡人应对生活成本。这些措施和计划充分考虑了工人的意见和关切。
今年，我们的经济面临许多不确定因素，例如由全球局势引发的通胀，以及颠覆性技术对企业人力需求的影响。在就业方面，企业发出了混合信号：一些公司正在进行分阶段裁员，而另一些则积极招聘。
面对这些不确定性，工人应主动加强自身能力，抓住经济机遇。全国职工总会（NTUC）提供各种提升和培训项目，我鼓励大家充分利用这些资源。
自2019年以来，全国职工总会推动在企业内设立公司培训委员会（CTC），以有针对性地提升员工技能，促进转型。截至目前，全国职工总会已协助成立超过3,000个CTC，并资助了480个培训项目。今年，政府宣布额外拨款2亿新元支持CTC计划。我们希望更多员工能发起CTC，提升技能，增强未来经济和企业竞争力。
另一项举措是全国职工总会教育与培训基金协作基金（NCF）和工会培训援助计划（UTAP）。加入工会的公司每年可获得最高5万新元的NCF资金支持培训项目，而加入工会的员工则可获得250或500新元的UTAP培训补贴。
各位同事，这些项目和补贴都是为你们量身定制的，请善加利用，提升技能。
俗话说，“30%是命运，70%是努力”。这份努力包括不断寻求创新和变革，学习新技能。努力学习的人将会胜出。让我们团结一致，继续努力，提升自我，共创美好未来！
（英文发言）：展望未来，未来十年的挑战将不同于以往。然而，由历代政府、雇主和工会领导人共同建立的坚实三方合作基础，使我们有能力应对未来。
全国职工总会和劳工运动将坚定支持所有工人。无论你是顶风冒雨的外卖骑手，还是适应人工智能的中年专业人士，或是寻求新目标的资深员工，劳工运动都将不懈努力，提升你的声音，保障你的生计，确保你的潜力得到未来保障。
因为工人赢了，新加坡就赢了。在这个具有里程碑意义的SG60年，劳工运动将与我们的三方伙伴团结一致，与工人一道，为我们的国家新加坡奋进。副议长女士，我支持预算案。
副议长女士：许凯思先生。
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许凯思先生（提名议员）：议长女士，首相在预算演讲中提醒我们，自60年前独立以来，我们作为一个国家走过了多远。我们已从第三世界迈向第一世界，经济从勉强生存发展到具备韧性。我们大多数人的基本需求在住房、教育、医疗和就业方面都得到满足。
尽管全球和外部不确定因素持续存在，我们仍处于良好位置，共同应对这些挑战。我们的多种族、多宗教社会保持团结和谐，尽管外部紧张局势存在，我们依然享有政治稳定、和平与安全。我们必须珍惜这一切，维护历经数十年建设的成果。
我去年将预算归纳为三个广泛主题。
首先，忠实管理我们这个初创国家有限的资源，并见证其稳步增长至现有水平。2025年预算，我们继续保持财政审慎和良好管理。
其次，持续推出直接针对人民福利的措施和计划，也包括我们境内的外籍劳工。2025年预算，我们加强对多个群体的援助。
第三，成为彼此的祝福，分享我们所受的恩惠，并超越国界分享。2025年预算，我们增强了奉献精神。
2025年预算继续前进道路，深化和加强去年预算涵盖的多个领域。值得称赞的是，我们通过去年的预算取得了许多成就，且预计2024财政年度将以64亿新元的盈余结束。
同样，2025年预算通过广泛的即时支持措施和对未来的重大长期投资，预计将以68亿新元的盈余结束。今年的预计盈余对于应对本地和全球不确定性极为有利。
议长女士，我们继续审视支持所有新加坡人的措施，致力于确保无人被落下。请允许我声明本人为两家精神健康服务、自杀预防社会服务机构董事会成员，并参与“生命计划”工作组。
2025年预算将使许多人继续繁荣，同时推动其他人不仅生存，更能繁荣。然而，我们必须认识到仍有脆弱群体需要我们当前和未来政策的关注。让我先谈谈残疾人士和特殊需求者，包括自闭症患者。预算为18岁以上此类人士提供支持途径，尤其是在就业领域。
然而，我们也必须为那些可能无法工作的群体寻找支持途径。这些人同样应享有可接受的生活质量。仅因他们可能不被视为经济生产者，就将其视为社会负担是不恰当的。
精神疾病患者也是一个广泛的脆弱群体。议会中已就心理健康和福祉及我们持续推出的多项干预措施进行了大量讨论。在此前的发言中，我曾建议为精神疾病康复者提供更好的就业支持。政府是否会重新考虑为康复者提供某种形式的残疾津贴或在治疗和康复期间无法工作时的支持，特别是当其经济状况需要此类支持时？此外，政府是否会考虑为雇佣康复者的雇主提供类似于“启能就业津贴”和“新加坡启能”补助的支持？在此，我也感谢许多雇主已通过雇佣康复者提供了支持。
在某些情况下，精神疾病可能极为严重，患者需要很长时间康复。我们能否更好地支持他们，确保无人被落下？
本预算继续倡导终身学习。我们是否应更细致地审视选项，并考虑为脆弱群体量身定制课程，使他们也能受益？智障或自闭症人士在成年后可能需要定制课程。有些人可能需要或希望重新技能培训。我希望我们能提供这些选项，尤其是在学习水平需要调整的情况下。换言之，议长女士，我建议为这些特殊群体提供或扩展适当的技能及其他课程。
我很高兴看到对照顾者的支持被纳入预算。我希望我们能逐步全面梳理所有照顾者，并随着时间推移给予必要支持。
议长女士，我现在想谈谈自杀预防及对受自杀影响的个人和家庭的支持。自杀是悲剧，是家庭、朋友和社区最痛苦的经历。根据新加坡撒玛利亚人协会2023年的统计，我们失去了322条生命。自杀是10至29岁年龄段的主要死因。老年人自杀风险也在增加。自杀跨越所有年龄和社会阶层。一例自杀影响众多，包括家人、朋友和社区。
许多人尝试自杀，需要支持。关心有自杀倾向者的家人和朋友也需要帮助。
“生命计划”是由政策制定者、自杀专家、研究人员、社区工作者和帮助专业人士、宗教领袖、企业领袖、媒体代表及受自杀影响者组成的工作组指导的社区主导项目。
“生命计划”于2024年9月底向政府提交了一份白皮书，涵盖23项新加坡国家自杀预防战略建议，采用S.A.V.E.L.I.V.E.S框架，每个字母代表一项具体行动。白皮书研究包括对拥有国家自杀预防战略国家（如印度尼西亚和韩国）关键利益相关者的直接访谈；与新加坡直接和间接受自杀影响者（包括家长、青年、教育者、急救人员、医疗和紧急服务人员、宗教领袖、媒体代表）的焦点小组讨论；以及首阶段公众咨询，超过500名受访者分享了对自杀及自杀预防的看法。我了解到政府已通过卫生部长对该白皮书作出初步回应。白皮书指出了几个脆弱群体，我将重点谈及其中三组。
首先，青年和青少年作为脆弱群体。根据撒玛利亚人协会数据，如前所述，自杀连续五年是10至29岁年轻人近30%的主要死因，直至2023年。根据对2021年221名10至19岁因自杀或自残行为就诊医院急诊部患者的研究，并非所有有自残和自杀行为风险的青少年都患有严重精神疾病，而是存在心理社会问题和情绪调节困难。研究中仅48.4%的患者接受持续的精神或心理支持。超过一半患者存在“矛盾意图”，即对是否真想结束生命感到困惑，反映出冲动性和情绪调节缺失。
研究发现女性患者占主导地位，达85.5%。因此，关注女性风险因素，如饮食失调和自残史，有助于制定学校和社区的风险管理策略。
第二，外籍劳工作为脆弱群体。2021年一项针对2011至2014年新加坡非居民自杀的研究发现，大多数居民自杀案例在自杀尝试或遗书前无已知身体或精神健康问题。
根据对现有遗书的分析，关系和健康问题是自杀的两大疑似诱因。研究人员推测，海外工作这一独特情况可能普遍增加非居民的脆弱性，而关系和健康等不利生活事件可能过于沉重，尤其当支持服务难以获得时。
第三个白皮书指出的脆弱群体是神经多样性人群。我分享一则焦点小组讨论中自闭症谱系障碍（ASD）儿童去世父母的轶事：“我觉得他可能不理解为什么他似乎不能像同学那样与其他孩子相处，所以我认为他也感受到被拒绝……我一直认为如果他能挺过新冠疫情，也许他还活着，因为我们都在自己的安全小空间里，他不必外出社交。我一直希望他能多活两年，但这没发生。”
白皮书还指出其他三个脆弱群体，包括老年人、照顾者和女同性恋、男同性恋、双性恋及跨性别（LGBTQ）群体。
白皮书对脆弱群体的建议包括加强治理和政策，确保自杀风险群体及有自杀经历者参与自杀预防政策的制定和实施。
全球自杀预防工作的关键特征是确保受自杀影响者参与所有自杀预防环节，包括政策制定、执行、研究和倡导。让高风险群体、幸存者及有自杀经历者参与，有助于弥合自杀预防的缺口。
我们需要重视数据和研究：投资研究脆弱群体自杀的上游决定因素，进一步研究确定新加坡的优先群体。上游因素与社会决定因素密切相关，增加脆弱群体及感到孤独或绝望者的自杀风险。需对高风险心理健康挑战、自残或自杀的优先群体开展更多研究，制定针对性证据基础干预措施。
另一建议是加强家庭和社区参与：强化家庭支持计划以管理心理健康和自杀预防，加强与宗教和社区领袖的合作。应开发以家庭为中心的项目，赋予家庭识别早期困扰迹象、促进开放支持性沟通及提供实用策略帮助心理健康困扰亲人的知识和技能。
作为社区中受信任的人物，宗教和社区领袖具有重要影响力，常被视为支持和指导来源，适合推广心理健康意识，减少自杀污名。领袖们可营造同情、理解和接纳的环境，减少污名，并在识别风险个体和提供及时支持方面发挥关键作用。
支持学校和教育者，特别是青少年：建立学校自杀预防、危机应对和事后支持协议。生命计划的焦点小组讨论中，参与者表达了对学校工作人员、辅导员和教师可能缺乏提供心理支持或进行自杀风险评估能力的担忧。还发现许多教育者缺乏识别预警信号、危机管理或有效干预自杀相关情况的培训，导致脆弱学生支持网络存在关键缺口。
通过制定和实施明确协议及全面培训计划，学校可确保教育者、辅导员和学生更好地应对自杀风险。这包括为学校人员配备识别早期困扰迹象、适当干预及持续支持面临心理健康挑战学生的工具。
议长女士，作为面向全体新加坡人的预算，我们必须继续寻找方法，充分支持尚未覆盖的众多脆弱群体。
我已谈及精神健康状况者、残疾及特殊需求者、照顾者，并建议加强自杀预防。政府与社会需携手合作，确保无人被落下。
我想以奉献精神和预算中增加的支持鼓励慷慨社会作为结尾。许多大型慈善机构最初规模很小。正如我们的国家，这需要时间，极可能是数十年无数奉献者及支持者（包括政府和私人捐助者）的不懈努力——
副议长女士：许先生，您还有一分钟半，请您总结发言。
许凯思先生：好的。我们的慈善机构，无论大小，继续构成社会支持网络的一部分，为众多受益人提供日常关怀。许多小型慈善机构将持续面临资金挑战。小型慈善机构对于填补服务空白至关重要，助力实现关怀所有需要帮助者的目标。
我希望首相提及的三个团体——社区基金、强社会联盟和总统挑战赛，能找到方式将增加的资源引导至一些小型慈善机构，这些机构对于确保无人被落下至关重要。我们正成为一个日益关怀和慷慨的社会。当每个有能力者都奉献时，其乘数效应将非凡。我希望未来预算继续培育奉献精神，促进公私合作，确保无人被落下。议长女士，我支持2025年预算。
副议长女士：莫哈末·法米·宾·阿里曼先生。
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莫哈末·法米·阿里曼议员（海洋坊）：副议长女士，今年的预算案主题为“携手前进，共创美好明天”，体现了我们共同的愿景，即在新加坡人面对生活成本上升和就业不稳定的情况下，建设一个更加包容和有韧性的社会。这是一个优先提升所有新加坡人，尤其是低薪工人的预算案，通过加强社会保障网和确保经济可持续增长来实现。展望未来，强化对这些工人的承诺至关重要，确保他们获得公平的工资、改善的工作条件以及应有的尊重。
新加坡提升低薪工人的方法从未依赖单一措施，而是采用包括工资补贴计划（PWM）、本地合格薪金（LQS）、工作技能支持（WSS）和工作收入补充（WIS）在内的综合干预措施。这些政策构成了我们确保低薪工人实现可持续和包容性工资增长承诺的基础。
今天，我想重点关注以下三个领域，以加强对工人，特别是低薪工人的保护：一、加强工作收入补充计划，提高年长低薪工人的退休保障；二、改善低薪工人的工作条件，尤其是外包工人；三、通过M3重点领域4（FA4）赋能工人。
随着经济的发展，工人，尤其是低薪岗位的工人，必须获得更好的保护、更强的财务安全和长期稳定的机会。加强工作收入补充计划可以为年长的低薪工人提供更充足的退休保障，确保他们能够有尊严地过渡到晚年。同时，改善工作条件，特别是外包工人的工作条件，对于促进公平和可持续的就业实践至关重要。这些重点领域旨在建设一个能够在快速变化的经济环境中茁壮成长的有韧性和包容性的劳动力队伍。
让我先从两个关键支持支柱——本地合格薪金（LQS）和工作收入补充（WIS）开始，探讨如何进一步加强它们，以更好地支持未来的工人。工作收入补充计划在补充低薪工人的收入和退休储蓄的同时，鼓励他们保持稳定就业，发挥着关键作用。
我赞赏政府持续提升工作收入补充计划的承诺。今年，工作收入补充计划的支付将增加至14亿新元，惠及50万低薪工人。我也很高兴看到大部分提升针对的是弱势群体，如年长工人和残疾人士。随着政府定期审查工作收入补充计划，我希望能获得一份评估报告，说明该计划在提升新加坡低薪工人的工资和退休保障方面的成效。
我们还必须做更多工作，保障年长低薪工人的长期财务福祉。许多低薪工人退休时的公积金储蓄显著偏低，影响他们晚年负担医疗和日常生活必需品的能力。工作收入补充计划的支付随年龄增加，但目前最高只到60岁，尽管许多工人工作远超此年龄。我敦促政府在60岁以上设立更多年龄层级，逐步提高工作收入补充支付，以更好支持仍在职场活跃的年长工人。
此外，工作收入补充计划的最低支付额（现金和公积金合计）仅为每月10新元。鉴于生活成本上升，我呼吁政府审查并提高这一金额，为工人提供更有意义的支持。
本地合格薪金确保本地工人获得有意义的就业，而非企业以象征性薪金雇佣本地员工以便引进外籍劳工。它作为重要的工资底线，确保低薪工人在各行业获得最低工资水平。我们感谢政府努力提高本地合格薪金以跟上本地工资上涨的步伐，例如2024年预算中宣布将其从1400新元提高至1600新元，兼职本地员工的合格薪金门槛也提高至每小时10.50新元。
因此，我呼吁政府更新自本地合格薪金实施以来的成效评估，并说明其执行是否带来了意外后果，如就业岗位流失。特别是，我希望本地合格薪金确实促进了低薪工人整体工资的提升，且数据能反映这一预期趋势。相关地，政府若能阐明其对本地合格薪金实施的更广泛政策取向，将非常有帮助。例如，应将本地合格薪金设定于哪个工资百分位，以有效支持本地低薪工人，同时兼顾企业成本和可持续性。
虽然我们在提升工资方面取得进展，但必须确保低薪工人拥有良好的工作条件，不被剥削。一个关键问题是为外包工人，如清洁工和保安，提供适当且便捷的休息区。许多此类工人在休息时仍难以找到足够的休息空间。缺乏休息区可能导致他们超时工作，保安的加班上限为每月72小时。
2021年，我在议会提出了这一问题，同年人力部推出了工作关怀补助金，为设立外包员工休息区的公司提供财政支持。然而，该补助金的申请已于2023年8月31日截止。我询问人力部长是否已对工作关怀补助金的标准和资格进行审查？政府是否考虑采取上游政策措施，例如在新开发项目中将专用外包工人休息区从建筑总面积（GFA）计算中豁免？这可激励业主和开发商在规划阶段纳入适当的休息设施。
另一个持续存在的问题是外包工人的假期重置。人力部数据显示，18800名第一年就业的全职本地员工仅享有7天带薪年假，其中许多是低薪和外包工人，如清洁工和保安。
对于外包工人，每当服务买方更换承包商时，即使他们继续在同一岗位、同一地点工作，假期权益也可能被重置。这造成不稳定，工人可能反复失去已累积的福利，尽管他们在同一岗位持续工作。尽管三方咨询鼓励福利连续性，但效果似乎不足。我呼吁政府与全国职工总会及工会合作，彻底审查外包工人的假期重置问题，探索更有力的措施保护他们免受不公平待遇。
副议长女士，请允许我用马来语发言。
（马来语）：全球经济的演变和快速的技术进步要求我们为劳动力配备必要的技能和职业流动性，以实现繁荣。M3的重点领域4（FA4）关于就业和就业能力，提供了通过多项策略实现这一目标的结构化框架。
首先，FA4通过促进获取职位空缺、了解行业需求和提供职业指导，连接工人与就业机会。它确保个人匹配适合的职业路径，实现长期发展，而不仅仅是填补职位空缺。通过招聘会、职业咨询、研讨会和行业合作等举措，我们可以帮助工人有效过渡到可持续就业。
其次，技能提升和终身学习至关重要。鉴于当今经济所需技能不断变化，尤其是在绿色、数字和护理行业，我们必须赋能个人适应变化的工作要求，保持竞争力。培训项目和技能提升计划应设计为弥补技能差距，为新兴产业培养人才。
FA4还关注帮助个人应对变化并建立韧性，包括数字素养培训、推广数字经济相关能力以及为转行工人提供支持。请允许我概述我们的重点，将资源集中于三个关键劳动力群体：平台工人、中年职业转换者（PME）和年长工人。
这三类群体代表经济中的重要部分，各有独特需求和挑战。我们认可平台工人的宝贵贡献，认可中年PME在职业转型中的潜力，以及年长工人丰富的经验。支持和赋能这些群体在不断变化的经济环境中茁壮成长至关重要。
作为确保FA4成功的努力之一，我呼吁政府继续加强对技能提升、就业安置和职业转型计划的支持。通过这样做，我们可以为劳动力未来做好准备，确保每位工人都能获得有意义的就业机会。
（英语）：女士，“携手前进，共创美好明天”不仅是一个主题，更是包容和进步新加坡的愿景。今年的预算为提升低薪工人、加强退休保障和改善工作条件奠定了坚实基础。它还强化了尊严、尊重和公平的价值观，适用于所有工人，无论其职位如何。
除了关注低薪工人，预算还照顾家庭、企业和经济的需求，确保新加坡在快速变化的世界中持续繁荣。这是一个全面的计划，支持社会的多个方面。
全国职工总会将以坚定的决心，继续为新加坡工人的需求和利益发声。全国职工总会持续为低薪工人争取，改善他们的生活和生计。全国职工总会关心并采取行动提升他们的工作条件和福利。因为每一位工人都重要。请放心，全国职工总会将为您行动，也与您同行。基于这些理由，副议长女士，我支持预算案。
副议长女士：贾米尔·吉安松议员发言。
下午4时
贾米尔·吉安松议员（亚历山大）：副议长女士，许多中年专业人士、经理、执行人员和技术人员（PMET）正面临压力。一些人所在的行业正在萎缩或被颠覆，职位消失速度快于新职位的创造。另一些人因自动化或人工智能而看到其角色发生变化。有些人甚至面临被要求重新申请自己职位的焦虑，作为重组的一部分，实际上迫使他们与同事或外部候选人竞争已在执行的岗位。这种做法不仅制造压力和不确定性，还成为企业规避裁员义务、调整劳动力的手段。
尽管总体就业水平随着人口增长持续上升，一些被裁员工在同等技能和薪资水平上转岗遇到困难。许多人尽管努力提升技能，仍难进入增长行业，因为雇主通常偏好具备行业经验或更年轻的候选人。虽然大多数雇主重视能力，但部分招聘过程仍受非正式关系网影响，给中年求职者进入新行业带来额外挑战。
《2024年劳动力报告》显示约有41200名PMET居民失业，其中10700人失业超过六个月。数据还显示长期失业对PMET的影响大于非PMET。这些PMET是多年在行业内积累经验、为经济做出贡献的工人。许多人负担重大财务责任，包括房贷、子女教育和赡养老人。
当这些PMET被裁员或因照顾责任暂时离开职场时，重新进入就业市场成为艰巨挑战。即使目前在职，也可能因日常运营工作繁忙而忽视技术变革，导致技能过时。例如，一名长期从事企业运营的工人，若无结构化路径弥补差距，难以转型为技术驱动岗位。即使获得面试机会，通常也只能获得大幅降低的薪资，难以维持财务责任。有些人被迫从事合同或零工工作，缺乏稳定性和发展机会。
失业或就业不足时间越长，重新进入职场越难，因雇主视其为过时或过度资格，而非认可其积累的技能和经验。一些人可能因多年挫折而完全退出劳动力市场。
政府推出多项计划帮助工人提升技能和转岗。技能未来升级计划为40岁及以上新加坡人提供4000新元技能未来积分，以及相当于最近12个月平均收入50%的培训津贴，最高每月3000新元（全职课程）或300新元（兼职课程）。技能未来求职者支持计划类似于工人党自2006年以来提出的失业保险计划，为非自愿失业工人参与求职或相关活动提供最高6000新元的六个月财政支持。
此外，新加坡劳动力发展局及其合作伙伴运营的职业匹配服务帮助求职者完善简历和面试准备。预算中宣布未来将在所有社区发展理事会设立更多就业安置中心。这些都是重要举措，但仍需更多努力确保中年工人获得有意义的就业。
仅靠培训和技能提升无法确保就业。对于面临即时失业的中年工人，等待这些计划成效显现数年并不可行。许多人无法承受转行带来的临时收入下降，难以全职参与培训。
虽然部分行业萎缩，医疗保健、可持续发展和先进制造等行业正在扩张。中年PMET应通过结构化的就业安置和行业合作，有更清晰的路径转入这些高需求行业。职业转换计划（CCP）旨在通过培训和薪资支持，帮助中年人士转岗至前景更好的新职位或行业。这是一个善意的计划。
然而，仍存在深层结构性障碍，使这些工人难以获得同等技能和薪资的新职位。CCP要求雇主先雇佣工人后方可接受培训，这对已难以通过初步筛选的求职者构成障碍。我们需要更结构化和有针对性的就业安置计划，让中年求职者的申请和简历由领域专家审查和完善。这些专家可主动匹配并推荐他们给雇主，包括参与CCP的雇主，提高其获得岗位的机会。获聘后，工人可通过CCP获得必要培训和薪资支持，顺利过渡新岗位。
此外，劳动力发展局可推出结构化回归计划，帮助专业人士在因裁员或照顾责任中断职业后重返职场。与需职业转换的CCP不同，这些回归计划提供就业和指导路径，使中年专业人士无需从入门级职位重新开始，即可重建行业相关经验。
副议长女士，中年及年长PMET需要更结构化的再部署路径和更强的职业转型财政支持。他们多年为新加坡经济贡献，许多人创办企业、培训年轻同事、助力行业发展。我们的国家和经济不能忽视这些工人的经验和技能。让我们为每位愿意工作、再培训和贡献的新加坡人提供最佳机会。女士，我支持动议。
副议长女士：许德立议员发言。
下午4时07分
许德立议员（义顺）：副议长女士，首先我要声明，我是星展银行集团内部审计主管。副议长女士，2025年预算是在日益复杂的环境中为新加坡规划未来的关键机会。这是推动“前进新加坡”第二个预算，旨在更新我们的社会契约，建设更强大、更团结的社会，由总理黄循财领导。通过重申新加坡的韧性和团结，在庆祝新加坡60周年之际，2025年预算概述了提升民生、强化经济和巩固社会结构的关键策略。
随着新加坡在日益波涛汹涌的水域中扬帆前进，我们必须在不确定中保持韧性，并在团结中寻找力量。为此，我想强调与2025年预算相关的三个关键主题：第一，在动荡的世界中坚持财政审慎；第二，推动新加坡经济增长；第三，加倍加强社会韧性和安全。
女士，Forward Singapore的一个关键原则是坚持财政审慎和责任。经合组织最近的一份报告称赞了新加坡稳健的财政框架，这使我们比其他国家更有效地应对不确定性。尤其对于像新加坡这样的小国，乌克兰局势是一个严峻的提醒，表明在危机时刻，我们只能依靠自己的人民和财政资源。
这一原则如今置于充满风险、加剧的地缘政治竞争和不断演变的贸易战的外部环境背景下。预计2025年经济增长将放缓至1%至3%，反映全球逆风和贸易不确定性。
鉴于新加坡人面临的生活成本问题，我欢迎额外措施提供救助，例如增强版社区发展理事会（CDC）购物券，作为保障计划的一部分，继续使我们的商品及服务税（GST）方案在整体上保持进步性。与SG60计划合计，这类似于“新加坡红利”，让每位公民分享国家的成功，且需要更多帮助的人获得更大支持。
2024财年，新加坡报告预算盈余64亿新元。这主要归因于企业所得税收入意外激增，而2025年预算预计盈余68亿新元，主要由更高的预期运营收入驱动，其中企业所得税为最大驱动力，达327亿新元，比2024财年增长5.8%。
女士，鉴于老龄化社会医疗保健和基础设施建设需要大量投资，我们不能自满，也不能依赖周期性意外收入。基本的财务规划理念是，长期某些支出必须与同等确定的收入来源相匹配。香港在平衡预算方面的挑战源于其税基狭窄且依赖周期性房地产税收。仅因近期财政盈余而批评GST上调，忽视了这一基本点，也只看到了GST方案的局部。
作为一名财务专业人士，无论盈余是预期内还是意外的，都体现了审慎和保守的做法，我相信所有负有管理重任的理智财务专家都会采纳。这是“不花超出拥有”的基本价值体系。
对我而言，更重要的问题是我们将如何利用这些盈余进一步提升基础设施和能力，使新加坡成为更具活力的金融中心、吸引人的旅游目的地和繁荣的大都市。除了第五航站楼外，之前分享了许多令人兴奋的计划可以加速推进，例如重新开发巴耶利峇和裕廊创新区，振兴克拉码头，提升我们的艺术场景，实现伦敦之于欧洲的地位。
我期待总理分享他对这些方面的见解，并想问鉴于全球形势比首次推出Forward SG时更复杂，政府是否会加强Forward SG的计划，以及政府如何思考加快实现这些计划。
关于预测，净投资回报贡献（NIRC）预计将从2024年的240亿新元增至2025年的271亿新元，增幅高于前一年。鉴于当前全球不确定性可能减缓长期回报，以及2025年GDP预测已较为温和，请总理分享财政部对此的假设和见解。
此外，如果盈余确实预计将持续，是否有机会重新调整税收的速度和金额，以提高市场效率，缓解租金和劳动力成本压力，同时仍坚持财政审慎？
我现在转向推动新加坡经济增长。
女士，开放且充满活力的经济是我们实现Forward SG议程的基础。它促进就业创造、社会流动和持续繁荣。因此，我很高兴2025年预算推出了多项支持企业和提升金融市场的举措。
中小企业仍是我们经济的支柱，贡献近半数GDP，雇佣70%的劳动力。除了财政激励外，关键是要提升中小企业在人工智能兴起中的知识，并明确其可持续发展的承诺和路径。工人也需适应快速变化的世界。尽管新加坡在数字化采用方面取得进展，许多中小企业仍面临资源限制和专业知识缺口。
在这方面，请总理保证将有更强的安全网支持面临技术进步挑战的中小企业和工人吗？配合Forward SG计划，我们如何更好地缓解这类焦虑，提高技能提升的效果？在即将举行的财政预算辩论中，我计划寻求澄清是否会提供更多支持，帮助中小企业加速人工智能采用，开发定制化AI解决方案，并促进与研究机构合作试点新创新。
关于可持续发展，虽然新加坡承诺到2050年实现净零排放，但我们必须平衡经济和政治现实的变化。全球趋势的重大变化，包括美国退出巴黎气候协定和主要银行退出净零银行联盟，凸显了脱碳承诺的复杂性。
我赞同政府为脱碳发挥作用的方向，但全球发展令人困惑。新加坡的碳税计划从目前的25新元提高至2030年最高80新元，这也将增加企业成本。企业会怀疑这些成本最终是否值得，面对世界对气候变化斗争的混合信号。
在这一变化的背景下，政府能否澄清对绿色转型的立场；是否会重新调整先前计划的速度和轨迹，以便中小企业更好地管理相关成本，并激励其推进脱碳进程？我将在财政预算辩论中寻求额外支持，帮助企业实现这一目标，并澄清碳税收入是否会再投资以协助中小企业采用脱碳措施。
在加强金融市场方面，我强烈支持政府振兴新加坡交易所（SGX）的举措，进一步提升我们作为国际金融中心的地位。新加坡金融管理局最近宣布的50亿新元股票市场发展计划是受欢迎的举措。然而，我强烈主张在此过程中采用生态系统方法。这可以包括：一、融入政府已支持的特定高增长行业，如制药、生物技术和精密工程；二、鼓励新加坡本土旗舰公司，或由新加坡人或新加坡新公民拥有的福布斯榜单公司，在SGX上市或双重上市；三、敦促家族办公室和高净值个人上市或双重上市其企业。
新加坡还必须保持灵活，以抓住波动中的新兴机遇。柔佛-新加坡特别经济区体现了这种战略灵活性，旨在增强经济韧性和深化双边关系。但我们必须确保这种合作不损害新加坡的竞争力。借鉴香港和深圳的经验，柔佛-新加坡特别经济区应补充新加坡的优势，实现两国共赢。
女士，Forward SG旨在加强我们的社会契约，并确保所有新加坡人感到安全和团结。如今，诈骗、毒品滥用、火灾隐患和激进化等威胁对社区构成日益增长的风险。虽然我国仍是全球最安全的国家之一，但近期趋势显示需要更多措施。
2024年诈骗案件增长逾10%，接近5万宗，损失激增70%，超过11亿新元，尽管执法和技术防护加强。尤其令人担忧的是，超过80%的诈骗案件涉及“自发”转账，凸显犯罪分子如何利用人类心理和人工智能驱动的欺骗手段。
同样，青少年接触有害物质的增加需要更强的缓解策略。2024年，20岁以下新毒品滥用者被捕126人，比2023年增长30%，尽管相关机构加强了措施。这一趋势因含毒品的有害蒸汽器出现而加剧。鉴于青少年是新加坡的未来，我敦促政府加强中央禁毒局、卫生科学局和学校等机构间的合作，引导青少年走向更健康的道路。
关于社区凝聚力，邻里纠纷持续高发，月均噪音相关反馈超过2100宗，仍是2019年的五倍以上。令人深切关注的是，一些邻里纠纷已升级为暴力事件，部分后果严重。这凸显了建立强有力纠纷解决机制的迫切需求。
《社区纠纷解决（修订）法案》已通过并生效，将加强调解和社区参与工作。我期待其早期试点，并希望能更快在全岛推广，让更多居民和邻居，包括义顺区居民，尽早受益。建设更安全、更有凝聚力的新加坡是共同责任，我期待在财政预算辩论中对此作更多发言。
女士，我现在结束发言。在动荡中，Forward SG为我们指明前进道路，确保每位新加坡人都能在未来拥有有意义的份额。值此新加坡60周年之际，2025年预算提醒我们国家走过的漫长历程，这一切建立在人民的共同决心之上。正如所言，我们无法掌控风向，但可以调整帆船。我们可以自信地迎接未来挑战，因为新加坡历来在不确定中展现韧性，在团结中汲取力量。让我们坚定勇敢，共同塑造更光明、更包容的未来。让我们携手前进，迈向更美好的明天！
副议长女士：周德明先生。
下午4时22分
周德明先生（淡滨尼）：副议长女士，感谢给予我机会参与预算辩论。
今年的预算真正提升了所有新加坡人的福祉。它特别将工人利益置于核心，重点支持家庭和家庭成员。在第十四届国会期间，我们政府也始终将年轻工人置于国家政策的中心。
我们看到国家青年理事会支持的青年小组让年轻人在国家话语中发声。我们见证了工艺教育学院（ITE）进步奖为30岁以下毕业生提供职业机会和经济稳定。我们在迈向更公平社会方面取得显著进展，提升了工作技能支持计划，使低薪工人更早提升技能。
[议长在主席台]
今天，我想特别关注如何更好支持我们的青年和年轻工人。
我们的年轻新加坡人正踏入充满希望的职场。多项指标显示，新加坡经济稳健。去年增长4%。今年预测增长2%至3%。最近一项IPSOS全球研究将我们的青年发展评为全球最高。我们的年轻人有能力、充满活力且积极参与。这值得骄傲，体现了新加坡人民的努力和国家对未来的投资。
但在这些统计数字背后，我们必须面对另一现实。我们倾听了年轻新加坡人的声音。超过一万名青年向全国职工总会（NTUC）青年工作组分享了他们的希望与担忧。职业是首要关切。尤其在2024和2025年，这种担忧有充分理由。联合自治大学毕业生就业调查显示，去年79.5%的大学毕业生在六个月内找到工作，低于一年前近84%和两年前94%。理工学院毕业生全职就业率从60%降至54.6%。
但这些数字绝非糟糕。与国际水平相比，我们仍处于良好位置。但这不仅是统计数字。他们的焦虑是真实的，这是真实的生活、真实的梦想和被忧虑染色的未来。
确实，我们的青年已知晓并必须拥抱适应力和机智，以应对日益激烈的就业市场竞争。人工智能和可持续发展等趋势将继续取代现有职位，同时创造新岗位。年轻新加坡人必须不断提升现有技能，甚至超越正规教育，学习新技能以跟上市场趋势。
为确保年轻新加坡人在这一动态环境中茁壮成长，我们必须帮助他们建立终身学习和适应力优先的心态。俗话说，“未来属于那些学习更多技能并创造性地结合它们的人。”这就是我想聚焦支持年轻新加坡人的具体措施的原因。
以文琪为例——一位学习商业分析的年轻女性。她分享了完成必修实习的经历，却看到朋友们为了竞争第一份工作，做两、三甚至四份实习。她感受到的焦虑是真实的——担心按要求完成是否足够，因为世界不断要求更多。幸运的是，文琪找到了一位重视质量胜于数量的雇主。她现在表现良好。但并非人人如此幸运。
青年的实习经历因公司资源和实习主管的日常管理而异。这些趋势反映了实习领域的两个关键问题：市场上实习机会的可用性和实习质量。
因此，今天我提出两条通向更有希望未来的路径。我们不仅需要更多实习机会，还需要更优质的实习。
多年来，我们的体系演变成学生感到必须堆叠实习，常常延迟毕业，有时无薪工作，只为争取第一份工作。实习重要且必要。它们开门、培养技能、建立联系，使年轻新加坡人准备好进入职场。但衡量实习的标准不能仅是实习发生了，而应是年轻人学到了什么，如何成长，实习实际打开了哪些门。
我们需要产业伙伴更多帮助。创造有意义的机会给年轻人。也必须支持那些对学生负责的公司。政府可以增加对新加坡企业的资金支持，让年轻新加坡人获得优质实习机会，无论本地还是海外。这些举措可基于企业新加坡的全球人才准备计划等现有项目。
政府或许也可放宽30%本地股权要求，纳入更多跨国公司作为实习东道主，增加实习数量。我们还可借鉴欧洲的Erasmus Plus计划，该计划不仅为年轻人提供工作和实习岗位，还在学习期间给予经济支持。
其次，我们需要为实习设立明确标准。标准应保护年轻人免受剥削或无意义工作，确保他们为真实职业积累真正技能。目前，各高等院校为实习生制定各自指导方针，包括签订服务合同，明确超出现有职场保护的关键雇佣条款。建立实习质量标准将提升整体质量，为实习生提供结构化学习环境。国家实习标准可定义明确的实习范围，确保结构化学习，设定硬技能和软技能的可衡量学习成果，推广最佳实践、监督、指导和绩效评估。
我们可借鉴法国、比利时和卢森堡的《实习协议》（Convention de Stage），该协议要求实习生、雇主和学校三方签订协议。全国职工总会支持青年，愿与三方合作伙伴共同制定这些标准。
我的第二项提议针对一个紧迫现实。终身单一职业的时代可能已结束。我们的年轻工人将在职业生涯中经历多次转型。即使是年轻专业人士也未能幸免，如2023和2024年科技行业的裁员。全国职工总会和政策研究所的调查发现，年轻工人预计会多次换职业，但自我准备程度仅属中等。这意味着我们的年轻人需要准备好适应、学习新技能，并在职业生涯中不断自我革新。
新加坡职工总会致力于为年轻工人提供他们在这个快速变化的就业环境中茁壮成长所需的技能。下个月，青年职工总会和Mentoring SG将启动一个可持续发展导师计划，帮助青年进入这一不断增长的领域。然而，我们仍然需要更广泛的系统性支持，帮助面临工作中断的年轻专业人士。早期职业人士必须有机会探索新的职业兴趣，并在为时未晚之前承担诸如转行等经过深思熟虑的风险。
例如，37岁的职业导师卢克体现了拥抱变化而非恐惧变化时的可能性。大学毕业后，卢克没有停止学习。他利用SkillsFuture学分获得了反洗钱研究生文凭，帮助他获得晋升。随后，看到行业格局的变化，他学习了数据分析课程，成功转型到新岗位。现在，他计划掌握人工智能和机器学习。
卢克不仅适应了变化，还抢先一步，从而书写了自己的未来。
但关键是：卢克不应是例外，他应成为常态。
我曾呼吁政府为第二学位或文凭提供补贴。我很欣慰SkillsFuture提升计划现已补贴中年职业者的文凭课程和培训津贴。但对年轻专业人士来说，还可以做得更多。
因此，我建议将SkillsFuture中年职业培训津贴扩展至40岁以下的工人。我们应扩大职业转换计划的课程范围，以匹配增长行业，如人工智能和可持续发展。应将SkillsFuture学分的资格年龄从目前的25岁降低。应将这些学分的使用范围扩大到课程之外，包括职业辅导和技能评估。
无论年龄大小，我们都需要帮助那些可能处于增长曲线不利一方的人。
我们的年轻新加坡人是未来的建筑师。在庆祝独立60周年之际，让我们认识到他们的贡献将定义新加坡的下一篇章。
今年迎来20周年的青年职工总会致力于与青年更深入互动。让我们为年轻的新加坡人提供政策、资源和导师支持。青年的成功就是新加坡的成功。
议长先生，我支持预算案。
议长先生：Jean See女士发言。
下午4时32分
Jean See Jinli女士（提名议员）：议长先生，感谢总理详尽的预算陈述。
我欣赏2025年预算将加强现有项目并推出新举措，如大家庭计划，回应新加坡人不断变化的愿望和需求，以及SG文化通行证——ActiveSG积分充值，将促进艺术、文化遗产和体育的兴趣与职业发展。
议长先生，我支持预算案。它将助我们扬帆乘风，在不确定的经济环境中前行。即便如此，社会和经济变革仍然不均衡且令人不安，尤其对弱势新加坡人影响更大。
2022年《哈佛商业评论》关于美国工人感知工作不安全的文章指出其影响：“无论你是被裁员、缩编、被迫提前退休，还是合同工作减少，失业都是人生最具压力的经历之一。除了明显的经济痛苦，失业的压力还会严重影响你的情绪、人际关系以及整体心理和情感健康。”
在新加坡的背景下，哪些新兴弱势工人群体需要我们主动关注？
我想到两类：一是企业重组或调整时可能遭受严重裁员的群体；二是因市场变化而受冲击较大的群体，如自由职业者和劳务派遣工。这两类群体都面临同样的阴云——可能失业。请允许我详细说明。
首先，是那些企业重组或调整时可能遭受裁员的工人。
我在一家拥挤的食阁旁听到一对母女的对话。女儿三十多岁，她说：“我最怕的就是裁员。”
裁员是饭桌上的沉重话题，但随着企业推进并购和业务重组，这已越来越常见。
没有哪个年龄段的工人能免于裁员。2024年第一至第三季度的季度劳动力市场报告显示，虽然50至59岁居民工人的裁员率最高，但30至39岁工人的裁员率也有所上升。
许多人通过更努力工作来寻求免疫，往往以健康为代价。健康科技提供商Telus Health 2024年的调查显示，三分之二的新加坡工人表现出倦怠迹象，尤其是40岁以下者。
如果政府、雇主和工会未能认识并应对普遍的工作不安全感，工人可能会变得更加压力重重和失望。
其次，是那些因市场变化而受冲击较大的群体，包括自由职业者和劳务派遣工。
2024年7月，好莱坞电子游戏表演者罢工，寻求对游戏行业的人工智能公平监管，因为表演者声称游戏公司未经知情同意和公平补偿，复制了他们的形象和声音。由于表演者多为按小时计酬的自由职业者，公司减少合同工时以利用人工智能替代，导致他们收入受损。
如果服务买家不尊重和维护人工智能的公平使用，创意自由职业者将面临收入和前景不断下降的风险。
除了创意自由职业者，劳务派遣工在用户企业应对市场变化时也可能遭受重创。用户企业按项目和特定岗位临时聘用派遣工，许多派遣工服务于酒店、餐饮、超市、电商物流和银行。与过去将派遣工视为临时补缺不同，企业越来越多地将派遣工作为实现组织灵活性和流动性的捷径。
2021年《调查新闻局》文章中，英国工会大会就业权利政策官员Matt Creagh表示：“雇主雇佣派遣工很容易，因为没有直接雇佣员工的固定成本，解雇派遣工也更简单。你只需打电话给派遣机构说‘我们不需要他们再来了’。派遣工通常享受法定的基本条款和条件——最低假期、最低工资、最低休息时间。”
如果用户企业和派遣机构未能尊重和维护就业法规及公平就业实践，派遣工尤其是低薪低技能者将面临技能退化和薪酬被剥削的风险。
变化的步伐加快，工人将深切感受到冲击。我们如何主动作为，保护和提升这一新兴弱势劳动力？
世界就业联合会和世界经济论坛《未来就业报告》的独立报告指出，今年出现两大趋势：一是更多企业努力构建灵活的劳动力；二是更多企业寻求在职能层面利用人工智能。这些趋势将共同扰乱工作方式和价值。尽管如此，新加坡必须继续推动创新和增长，以抵消人口结构驱动的创新减少。请允许我解释。
2010年，日本发明人在全球35个行业中专利产出最多。到2021年，仅在三个行业领先。《经济学人》将日本颠覆性创新的衰退归因于人口下降，而人口下降又是生育率下降和移民有限的结果。
回到新加坡，新加坡的总和生育率从2021年的1.12下降到2023年的0.97。
新加坡必须继续推动创新，以抵消人口结构驱动的创新减少。创新提升生产力，最终提高生活水平。
因此，2025年预算既进步又具保护性。
进步之处在于预算拨出大量资金，加强创新和技术作为经济和企业增长引擎。预算还提供财务激励和税收优惠，鼓励企业通过并购战略性增长，并提供重大补助以转型岗位和提升劳动力能力。加上50亿新元加强新加坡股市的计划，2025年预算将推动新加坡经济的活力和演进。
保护性体现在预算也拨出大量资金用于各种就业补贴计划和渐进式工资补贴计划，支持包括低薪工人、年长工人、残疾人士和前罪犯等弱势群体的就业。
预算还承担40岁及以上新加坡人兼职长训课程的费用，并提升低薪工人的培训津贴。结合2024年宣布的SkillsFuture求职者支持计划，2025年预算将改善这些群体的就业和就业能力成果。然而，工作保障的范式正在改变。包括我在食阁遇到的那位女士在内，许多人仍在努力理解这一变化。
我们挣扎是因为对工作保障的不确定感让我们感到无助。无助感违背了新加坡人从小培养的自我韧性精神。我们的精神促使我们展示能够应对各种挑战，以至于当工作被裁撤时，我们甚至可能自责。
这就是自我韧性的悖论。我们以从容面对困难为傲，但这种从容是建立在经历苦难的基础上的。当生活给我们沉重打击时，支撑自己并不容易。因此，无论是因裁员失业，还是自由职业者和派遣工因任务取消失业，失业都是一种带来长期心理、情感和经济痛苦的打击。
因为我们推崇自力更生，即使在这种情况下，我们也犹豫寻求帮助。
我们可以做更多，主动保护和提升新兴弱势工人。除了澄清，我想提出三点建议，说明我们作为一个国家如何主动作为。
第一，重新定义自我韧性，使寻求帮助不被视为软弱，而是勇气和决心的体现。失业经历令人痛苦，尤其当家人依赖我们的经济支持和照顾时。有些失业者还需照顾年迈父母，有些是年幼子女的父母。
政府是否考虑对家庭支持计划的收入标准灵活处理？这将允许非自愿失业者或能证明其平均月净贸易收入较过去两年显著下降的自由职业者，在满足其他条件的情况下，即使未达收入标准，也能符合资格。
这样做可进一步鼓励被裁工人申请SkillsFuture求职者支持计划，尤其是专业人士、经理和高管。若申请者能同时获得其他援助，如补贴心理咨询和不公平离职的职场咨询，将更为有益。
第二，重新定义共同责任，使企业和工人共同维护社会契约。例如，派遣工的技能提升常被忽视。由于派遣工由派遣机构雇佣，但在用户企业工作，他们的培训需求往往被忽略。缺乏支持和带薪培训时间，派遣工技能可能退化，市场价值下降。
我赞赏政府额外拨款2亿新元给职工总会的公司培训委员会补助，帮助更多企业转型和提升员工技能。但作为与企业互动的工会人士，我观察到企业在讨论使用该补助购买新系统或技术时表现积极，但当工会提及岗位重设计或培训时，企业需要更多说服。
对此，我分享商业研究者Jim Collins《从优秀到卓越》一书的体会。补助可帮助企业引进合适技术启动生产力提升。要实现规模化和可持续发展，企业必须“让合适的人上车”。
我对老板们的建议是：利用CTC补助，与工会合作，推动动力飞轮，强化与你们共建企业的人才。因此，政府是否考虑将CTC模式推广至由行业机构管理的补助计划？通过此举，我们可鼓励更多企业践行公平合理的就业和招聘，重设计岗位提升岗位价值，培训低技能工人（包括企业内的派遣工），并启动吸引和培养新加坡人才的项目。这样将强化共同责任，发展和重视新加坡工人，整体提升劳动力水平。
第三，重新定义共同责任，使主要政府机构积极与工会、雇主及相关机构作为核心利益相关者，共同制定发展路线图。例如，作为代表食品行业工人的工会人士，我注意到食品行业利益相关者需应对食品安全与保障法案等食品领域新发展，以及食品服务业渐进式工资模式、外劳规定、职场公平法和灵活工作安排等人力资源领域发展。
由于各机构优先事项重叠，主要机构在设定目标和设计监管实施时，若能从一开始就与核心工会和雇主团体接触，将有助于确保工人利益同样被重视。
类似方法也适用于影响跨行业广大工人的领域，包括残疾人士、派遣工和自由职业者。随着经济演进，这些群体若缺乏更新的工作保护和培训，可能变得更加脆弱。因此，主要部委和机构可发起多方利益相关者工作组，讨论新兴弱势群体的保护和保障。
我们可以借鉴政府对平台工人的做法。当时，全政府积极支持平台工人，今年推出了新《平台工人法》，获得平台运营商和职工总会平台工作协会的大力支持。平台工人现可获得代表、保护和支持。
因此，政府是否考虑加强对自由职业者和派遣工的法律保护？创意自由职业者期待政府促使服务买家尊重创意者的知识产权、及时支付和公平条款，并在买家故意侵犯时维护正义。派遣工尤其是受渐进式工资模式覆盖的用户企业雇佣者，也依赖政府关注。加强对这些新兴弱势工人的法律保护，将为他们提供安心保障。
为进一步提升残疾人士，政府是否考虑扩大可访问的SkillsFuture培训课程范围，包括指导培训机构为残疾人士提供合理便利以参加培训？
最后，请允许我分享19世纪美国诗人Ella Wheeler Wilcox的诗句《命运之风》：
“一艘船向东驶去，另一艘向西，
同样的风吹拂。
决定航向的，
是帆的调整，
而非风的强劲。
命运之风如海风，
伴随我们人生航行，
灵魂的定向，
决定目标，
而非平静或风暴。”
我们正处于新加坡旅程的转折点。如果我们团结一心，SG60将成为一个以同理心韧性、共同责任和对同胞尤其是弱势群体成长与福祉的共同担当为特征的时代。无论是政府、企业主、雇主、工会还是工人，选择权在我们手中，成为自己故事的英雄。
议长先生：Patrick Tay先生发言。
下午4时47分
Patrick Tay Teck Guan先生（先锋选区）：先生，我支持2025年预算。我将今年的预算总结为我称之为的“三C预算”——应对生活成本；关怀所有人，重点关注长者、家庭、残疾人士和前罪犯，包括学生；第三个“C”——推动企业培训和转型。
过去60年，通过与工人的团结，新加坡克服了经济困难，实现了更高工资、更强劳工保护和为所有人扩展的机会。
这种团结仍然是我们成功和共同繁荣的关键。在全球贸易紧张局势、成本上升和快速技术变革的背景下，我们必须坚定承诺，确保没有一名工人被落下，而是配备必要的技能和保护，以在不断变化的经济环境中茁壮成长。
因此，这个具有里程碑意义的3C预算必须认识到，可持续增长只有在工人得到公平报酬、其权利受到保护、其福祉被优先考虑时才有可能实现。
为此，我将重点谈论我所称的加强“三个C”：核心、能力和素质。首先，加强新加坡核心；其次，加强工人契约；第三，加强人力资本能力。
第一个“C”——加强新加坡核心，是我自2011年首次在议会发言以来一直坚持的呼吁。从那时起，我与许多新加坡工人进行了交流，听到了他们对与外国劳动力，尤其是专业人士（PMEs）竞争日益激烈的担忧和焦虑。
他们担心工作被取代、工资停滞以及晋升机会减少。这些情绪在全国职工总会（NTUC）通过联合全国职工总会-新加坡全国雇主联合会（SNEF）专业人士工作组与约一万名新加坡专业人士的交流中得到了呼应，我与新加坡全国雇主联合会共同主持该工作组，时间是在2020年至2021年疫情期间。
在过去十年中，我倡导了一系列措施，以为本地专业人士创造公平竞争环境，包括加强对歧视新加坡人的违规雇主的威慑、设立外国专业人士依赖比例、严格就业准证申请条件、持续完善公平考虑框架等。
我很欣慰这些呼吁已通过实施互补性评估框架（COMPASS）和最近通过的具有里程碑意义的《职场公平法》得到回应，该法保护工人免受最常见的职场歧视，如年龄和国籍歧视。该法还通过赋予扩大的一系列个人救济和对歧视性就业行为的处罚，加强了工会代表会员的能力。
当前的经济形势充满不确定性，挑战在前。去年，我们看到许多高调的裁员行动影响了本地专业人士。随着生成式人工智能和地缘政治动荡等趋势，今年我们也可以预期类似情况。
我们必须采取积极主动的态度保护本地就业，投资技能培训，使我们的工人保持准备、相关和韧性。准备好掌握新技能，适应新工作，并对新变化保持韧性。
全国职工总会一直密切合作并为专业人士做更多工作，以增强他们的就业保障并确保公平的就业机会。
2020年，全国职工总会提出了公平裁员框架，概述了指导企业负责任裁员的三项关键原则，其中第一项是“保护新加坡核心”，即帮助新加坡人保住工作，同时给予外国工人适当考虑。该框架随后被纳入三方关于管理过剩人力和负责任裁员的咨询意见中。
在裁员不可避免的情况下，我强烈敦促政府采取更坚定立场，确保雇主不仅提前通知工会和受影响工人并给予公平补偿，还优先考虑新加坡人获得就业机会和职业支持。
外国劳动力可以帮助填补关键技能缺口，支持劳动力短缺的行业，但我们不能过度依赖外部劳动力。我们还必须共同努力建设本地人才储备。这意味着投资技能培训，创造更多职业晋升机会。
因此，我欢迎技能未来劳动力发展补助金、重新设计的技能未来企业信贷以及全国职工总会职业转型补助金（CTC）2亿新元的追加拨款，以帮助企业抵消劳动力转型成本并支持岗位重塑。经过多年的游说，我也很高兴看到更多资源将用于培养新加坡工人成为企业领导者的计划，通过派遣他们海外工作和参加领导力里程碑项目。
更强大的新加坡核心意味着新加坡经济更强大，更具竞争力，且对外部劳动力的依赖更少。除了公平机会，我们还需要确保为新加坡工人提供优质机会。这意味着良好的工资、福利、良好的工作前景、无歧视和骚扰的工作场所以及更有意义的工作任务，以充分发挥每位新加坡工人的真正潜力。支持本地就业必须成为政府的战略重点，帮助新加坡人，尤其是新加坡工人，获得更好的收入和生活。
我想强调的第二个“C”是加强工人契约。2023年，在通过#每位工人都重要对话与超过42,000名工人进行为期一年的交流后，全国职工总会发布了更新的工人契约，提出了针对五类工人的建议，包括中年工人、年长工人和弱势工人。
工人契约和全国职工总会-新加坡全国雇主联合会专业人士工作组的建议之一是为非自愿失业者提供短期失业支持。我感谢政府听取全国职工总会的呼吁，推出技能未来求职者支持计划，帮助工人从就业挫折中恢复。在全国职工总会最新的经济情绪调查中，34%的工人，包括专业人士，表达了未来几个月失业或合同不续签的担忧。在专业人士中，50至59岁年龄段的担忧最为突出。因此，我继续呼吁政府考虑将求职者支持计划的资格范围扩大至中年和高级工人这一广泛中间群体。
中年专业人士是我一直倡导的工人群体。他们面临独特挑战，但由于收入较高，可能获得的政府支持较少。中年专业人士常常面临职业发展停滞或行业转型带来的工作不稳定。作为“夹心一代”，他们通常有更多的赡养责任，失业后找到新工作的时间也更长。重新就业时，他们遭受工资损失的可能性也在增加。
全国职工总会2022年#每位工人都重要对话调查显示，定义为30岁至50岁初的中年工人对工作焦虑程度相对较高，超过年轻和年长群体。尽管如此，他们仍积极看待提升技能作为承担更高价值工作的助力。因此，我很高兴政府采纳了我们关于通过技能未来升级计划加大对中年工人支持的呼吁，该计划为参加全日制培训的人员提供4000新元的学分补充和每月津贴。
根据世界经济论坛的数据，到2030年，新加坡70%的劳动力需要进行再培训或技能提升。同一报告还发现，六成新加坡企业认为技能缺口是其业务转型的潜在障碍。技能未来升级计划是提升中年专业人士职业流动性的积极举措，使他们能够深化技能并转向新的增长行业。
下一步可以扩大专门为有经验专业人士转型新行业设计的职业转换计划。工人还可以选择使用技能未来学分进行职业辅导和指导，这将有助于中年工人应对技能提升或职业转型。在这方面，全国职工总会正与专业人士合作创新，量身定制岗位安置和职业辅导支持。
关于年长工人和弱势工人，我认可政府加强30岁及以上低收入工人的工作技能支持计划、延长年长工人高级就业补贴、提升前科人员就业补贴和残疾人士就业补贴的努力。我希望政府继续加强工人契约，通过创建支持生态系统，赋能这些工人实现技能提升愿望并转型至更具韧性的职业路径。
我第三个也是最后一个“C”是加强人力能力，这在我们适应“新常态”工作时至关重要。上周四，我有机会在人力资源专业人员协会（IHRP）组织的活动中与一群高级人力资源领导和高管交流。我们一致认为，人力资源和人力资本专业人员在确保劳动力公平、进步和负责任的实践中发挥着重要作用。因此，人力资源专业人员必须具备扎实的知识，不仅包括新加坡的就业法律法规，还包括劳工运动、三方合作及更广泛的三方框架，包括如何建设更进步的职场实践和维护多样性、公平和包容价值的工作场所。
联合全国职工总会-新加坡全国雇主联合会专业人士工作组提出的一项关键建议是通过提升人力资源标准来加强公平就业实践。我敦促政府与三方伙伴合作，制定基本人力资源认证要求，由IHRP或其他国际认可的同等组织颁发。这对跨国公司雇佣在新加坡及海外运营的外国人力资源专业人员尤为重要。
随着自动化就业决策工具（AEDT）的兴起，这些是显著辅助或替代招聘或晋升中自由裁量决策的人工智能技术，我还建议出台指导方针或法规，确保企业和人力资源负责任地使用人工智能。可以考虑的措施包括要求企业进行第三方偏见审计，或披露使用此类工具对候选人排名、员工晋升甚至解雇的情况。
在不断变化的经济、人口和监管环境中，经历疫情期间的考验后，人力资源专业人员在关键业务决策中扮演越来越战略性的角色，并且希望在董事会中发挥更大作用，除了运营和合规之外。
加强我们的人力资本能力和领导力，以及培养下一代人力资源领导人才，不仅确保企业吸引、培养和留住顶尖本地人才，还促进支持各级工人的进步和包容性工作场所。
总之，我感谢政府接受并实施了专业人士工作组的全部九项建议。为了乘风破浪，领先一步，不被意外击中，我们需要加强“三个C”——核心、契约和能力。这也是重申我们保护新加坡工人生活和生计的承诺。
过去60年，新加坡在危机和变革时期与工人团结一致。从早期工业化，到2008年金融危机，再到最近的新冠疫情，我们知道前进的唯一途径是作为一个团结的人民共同前行。今天，工作的性质、工作场所和劳动力都发生了变化。然而，有一个真理始终不变——当我们投资、保护并装备工人终身发展时，我们整个国家都会繁荣。正是这种团结精神指引我们，以包容的方式推进增长前沿，共同迈向更美好的明天。议长先生，我支持预算案。
议长：谢耀权先生。
下午5时02分
谢耀权先生（裕廊选区）：议长先生，首先我想说的是：我更愿意将2025年预算视为又一个典型的“新加坡预算”，也是又一个典型的“人民行动党（PAP）政府预算”，而不是“选举预算”——因为这个预算深思熟虑，平衡地兼顾当前和长期优先事项，包容性强，最重要的是，将新加坡人，无论是已出生的还是未来的，置于人民行动党政府所做一切工作的核心。正如过去几十年历届人民行动党政府的历次预算一样。
我们已经习惯了我们的预算呈现出这样的风格和气息，但我们绝不应视为理所当然。因为这体现了我们在新加坡所幸运拥有的一种特殊治理和政治领导风格，一种为人民行事的特殊政治意愿，以及政治领导与公民之间的特殊契约。这已成为典型的新加坡特色，贯穿于我们的所有预算中，但它是特殊的，确实是卓越的。
本预算是在2024财年超过60亿新元盈余和2025财年预计超过60亿新元盈余的背景下出台的。如果选举真的是本预算的主要动机，政府肯定会疯狂地将更多盈余用于短期措施，无论是现金还是代金券。相反，政府仅在本预算中为社区发展理事会（CDC）和SG60代金券预留了约30亿新元，整体生活成本支持措施和SG60方案约占预算的5%，并在选举年将这130亿新元盈余留在桌面上。
为什么？我认为，很简单，因为这使政府能够在2020年至2025年整个任期内实现或多或少的财政平衡，前提是不包括本届政府任期内动用的过往储备。
疫情时期的预算对一些人来说可能已经是遥远的记忆，但在2020财年，仅五年前，在本届政府任期开始时，我们经历了超过500亿新元的前所未有的赤字。不是5亿或6亿，而是超过500亿的赤字。随后，我们在2021、2022和2023财年基本实现了收支平衡。因此，2024财年的盈余和2025财年预计的盈余——重要的是，不包括动用过往储备——合计将使政府能够基本完成其五年任期的财政平衡。这也是历届人民行动党政府承诺要做的。
因此，与其将这些盈余视为可能引发新加坡人怀疑政府收税和资金超过国家需求的原因，我认为新加坡人应当从中获得信心，这些盈余代表了人民行动党政府在整个任期内保持财政审慎的一贯性和意愿，这种意愿也贯穿于过去多个任期，并将持续到未来多个任期，前提是人民行动党继续获得组阁授权。这就是我们应当看待这两个财年盈余的方式。
议长先生，这是一个创纪录的预算，预计支出达1430亿新元。因此，政府为照顾新加坡和新加坡人投入的资源量毋庸置疑。但同样重要，甚至更重要的是，在投入越来越多资源的同时，确保这些资源得到有效分配。
财政部长兼总理本人在预算陈述中也强调了这一点。因此，基于此，我想提出三点建议——不是关于投入更多资源，而是关于实现资源更有效分配。
首先，关于对老年人的支持。我向议会提出，我们目前基于人均收入（PCI）为主的资助框架，即通过收入状况确定老年人获得多少支持的现行资助框架，亟需进行根本性重新思考，以确保其在我们超高龄未来仍然适用。
当前基于人均收入的资助框架带来的典型痛点是：假设一对退休的老年夫妇有一个已成年的单身子女。如果这个单身成年子女继续与老年夫妇同住，那么三人被视为一个家庭；该子女的工作收入计入家庭人均收入评估；根据现行资助框架，老年夫妇因家庭人均收入较高而被认为经济条件较好。
但如果该单身成年子女搬出，与父母分开居住，那么老年夫妇被视为单独一个家庭，收入为零，根据现行资助框架，他们的经济条件被认为较差。即使可以说，能够买房并搬出独立居住的单身子女，经济条件可能更好，更有能力支持父母，相比仍与父母同住的人。
基于人均收入的现行资助框架对我们的老年人影响巨大；决定他们是否符合蓝卡或绿卡资格；是否每三个月获得银发支持；是否在公立医院B2/C级病房获得80%、60%或更低的补贴，等等。
明确地说，没有任何收入审查是完美的，或者用经济学术语来说，没有任何收入审查是完全高效的。每一种收入审查都会存在低效和权衡。在早期，我们的人口结构较年轻，支持老年人的资源需求规模较小，当前针对老年人的收入审查框架中的低效可能并不那么重要。
事实上，虽然在资源分配给老年人方面存在低效，但整体上采用统一的收入审查框架对整个社会人口，包括工作成年人和幼儿，可能也带来了效率；即同一收入审查框架适用于老年人、工作成年人和幼儿，这种统一性带来了效率。
确实，在人口较年轻时，这些效率很可能超过了低效的影响。但随着人口迅速老龄化，老年人口增多，且每位老年人的支出大幅增加，同时老年人周围的平均家庭结构也在不断变化，我认为这种平衡已经发生了根本性转变。当前框架中资源分配给老年人的低效问题现在变得更加重要。因此，我们应当把握好方向，彻底重新思考，确保我们的资源分配框架继续适应其目的。
我的建议是，将老年人的收入审查框架与其他人口——工作年龄成年人和幼儿——的收入审查框架分离开来。同时，基于两个对老年人最重要的关键考虑，重新构建老年人的收入审查框架。
第一，老年人处于不同的人生阶段。他们很可能完全不工作，或者以适合其当前人生阶段的较低节奏工作，收入也较低。换言之，当前可评估收入并非评估老年人整体经济状况最准确或最公平的方式。相反，我认为以终身收入为依据，通过终身公积金（CPF）缴纳额作为代理，可能是评估老年人当前经济状况最准确且最公平的方式。
第二，老年人不希望成为子女的负担，无论子女经济状况多好，或多么孝顺。因此，虽然我们非常重视个人责任和家庭支持，但也必须认识到大多数新加坡老年人不愿给子女添麻烦的基本愿望。我向本院建议，我们的公共政策应倾向于支持老年人不愿成为子女负担的这一基本愿望。换句话说，针对老年人的收入审查应避免将子女的经济状况纳入考量，无论子女是否与他们同住。
总之，我的第一个建议是专门重新思考并重构针对老年人的收入审查框架。摒弃以家庭人均收入为基础，转向以个人终身收入为主，代理指标为其终身公积金缴纳额。
先生，我的第二个建议是关于我们对学生全日制教育的资源分配，尤其是在他们进入职场之前。具体来说，我敦促政府向工艺教育学院（ITE）学生投入更多资源，缩小ITE与其他高等教育学生之间的资源分配差距。明确地说，历届人民行动党政府一直高度重视教育，致力于投资新加坡人并通过教育开发他们的潜力。事实上，首届人民行动党政府在1959年至1963年间，每年预算的三分之一用于教育，特别是为年轻且不断增长的人口提供基础教育。近年来，历届政府也特别重视对ITE的投资。因此，我们的ITE体系取得了飞跃发展，产出非常优异的成果。
我现在有年轻居民，刚进入ITE一年级，他们告诉我选择进入ITE是他们人生中最好的决定。因此，我们应为ITE体系取得的成就感到自豪。
然而，我认为我们可以做得更多，在ITE与其他高等教育领域的资源分配上取得更好的平衡。
目前，我们在ITE每名学生上的支出约为16,000新元，而在全日制文凭课程学生（主要是理工学院）上的支出约为18,000新元。因此，政府对ITE的经常性支出比理工学院每名学生低约2,000新元；这一差距自2012、2013年以来一直较为稳定。
当然，增加教育支出并不总是自动带来更好的教育成果。但我认为，政府在ITE与其他高等教育领域之间存在的结构性经常性支出差距，在公平性和合理性方面值得探讨。我相信有空间考虑重新分配资金，实现更好的平衡和缩小差距。
有了额外资金，ITE可以在多个方面更有效地培养学生，帮助他们更好地发现自己的志向、激情、多样兴趣以及个人优势和才能。最终，这将有助于维护和提升新加坡的社会流动性。
先生，我的第三个建议是关于我们对成人教育及整个SkillsFuture运动的资源分配。具体来说，虽然我赞赏政府大胆将资源直接交到工人和成人学习者手中，赋予他们掌控自身学习的能力，即在需求侧采取重大举措，但我也敦促政府在供给侧大胆投资，适当分配资源，建设深厚、广泛且持久的能力，提升整个成人教育生态系统。
我看到三个方面的机会。第一，让我们提升新加坡成人教育者和培训师的整体质量。在学前和正规教育体系中，我们通过新加坡国立早期儿童发展学院和国立教育学院，建立并保持了对教育者培养的高度关注，确保这些领域的教育者质量。我们可以，也应该对成人教育采取同样的做法。
通过赋予成人学习学院更明确的使命，建立对成人教育者培养的高度关注。我们的目标是打造一支世界级的成人教育者和培训师队伍，一支专注且全职的成人教育从业者队伍，在供给侧发挥作用。
第二，让我们提升新加坡成人教育者和培训师的地位、认可度和职业晋升路径。我们必须打造一个统一的成人教育者和培训师群体，拥有高度的职业自豪感和身份认同。
相关地，教育部长陈振声最近在一次演讲中表示，我引用：“不能；不应；绝不能出现‘只有好老师才去好学校’的情况”，这适用于我们的正规教育体系。
我向本院建议，我们应在成人教育和培训领域，特别是在高等教育机构（IHLs）中，追求同样的目标。在我们的自治大学、理工学院和ITE学院中，最优秀的教育者和教职员工不应仅限于本科教学；他们也必须参与成人教育和培训，成为成人教育从业者群体的一部分。
议长先生：谢先生，您还有不到两分钟。
谢耀权先生：第三，让我们为成人教育和培训领域设立奖学金，就像我们为学前和正规教育体系所做的那样。设立奖学金，吸引并留住我们最优秀的人才，成为成人教育者以及成人教育者的教育者。
先生，最后，尽管有这些建议，我仍支持本预算案。
议长先生：杨婉玲女士。
下午5时21分
杨婉玲女士（巴西立-榜鹅）：议长先生，在回顾新加坡在促进妇女发展方面取得的显著进展时，我想肯定劳工运动在推动这一转变中发挥的关键作用。多年来，我们见证了妇女权利、机会和赋权领域的深刻变化。在这段历程中，劳工运动始终坚定致力于倡导政策和项目，不仅提升妇女地位，还确保她们在生活的不同阶段茁壮成长。
全国职工总会（NTUC）妇女与家庭单位优先与妇女接触，通过多种渠道收集反馈，保持对基层的敏感。定期调查、咖啡聊天、由工会领导主持的小组讨论以及广泛的外展活动，确保我们职场女性的声音被听见并反映在政策决策中。
2020年，NTUC与新加坡妇女组织理事会及人民协会妇女融合网络合作，主导了“新加坡妇女发展对话”。这些对话吸引了近6,000名参与者，举办了160多场对话会议。收集的见解汇聚成《新加坡妇女发展白皮书》，将国家优先事项与妇女的真实经历对齐。
NTUC妇女与家庭单位与人民行动党妇女组的研究小组密切且定期合作，我在此声明我是妇女组研究小组负责人，共同探讨影响职场女性的关键问题。通过季度调查，我们反映数千名女性的声音，研究灵活工作安排、重度月经过多相关挑战、照顾者的经济负担及资源，以及退休和再就业的关注点。
通过广泛的基层反馈，我们得以影响政策并实施具体行动计划。这些努力的例子包括引入《三方灵活工作安排请求指引》（TG-FWAR）和《职场公平立法》。
确实，NTUC一直采取行动，创造包容性职场，改善职场照顾者的生活和生计。早在2013年，NTUC妇女与家庭单位启动了“液态黄金计划”，倡导为希望返工后继续哺乳的职场母亲提供更好支持。该计划旨在提高对哺乳重要性的认识，鼓励雇主在职场提供专门的哺乳空间。
虽然该计划引发了许多良好讨论，但即使到今天，母亲们仍难以找到合适的哺乳空间。有些人被迫在洗手间或会议室挤奶，有时仅用麻将桌纸遮挡。我曾与一位哺乳母亲交谈，她因老板要求她在公共厕所哺乳而感到非常沮丧。在老板庆祝孙子出生时，她借机礼貌而坚定地问他，是否会考虑让孙子喝在公共厕所准备的奶。真棒，姐妹！正是这样的对话推动了职场公平和可能性的边界。
如今，“液态黄金计划”已发展为“更好职场运动”，扩大关注范围，支持女性并促进工作与生活的和谐。该运动认可并表彰实施灵活工作安排和工作生活和谐实践的进步雇主，以及采取政策应对职场骚扰的雇主。获奖雇主将在办公室获得健康角或哺乳空间。该运动不仅激励其他雇主采纳类似做法，还通过创造更包容、公平和支持女性员工的工作环境，帮助缩小性别认知差距。
除了倡导，NTUC妇女与家庭单位与合作伙伴共同推出了多项旨在赋权女性和照顾者的举措。其中一项是“女性支持女性导师计划”，于2020年首次推出。自启动以来，该计划稳步扩展，现覆盖全岛10个选区，拥有300名导师和300名受导者。
鉴于并非所有女性都适合一对一密集辅导，我们与合作伙伴SG Her Empowerment共同推出了“SHE支持友谊圈”，这是一种多对多的导师模式。如今，我们的友谊圈获得了22个专业女性团体的支持，涵盖建筑女性、网络安全女性、职场照顾者以及希望重返职场的女性。我们的圈子形成了一个3万名女性的网络，彼此支持，解决工作与照顾平衡等问题，并助力女性进入非政府组织和数字创业等新兴职业领域。
导师制对装备和赋权女性实现职场和生活潜力至关重要。52岁的Nurhani女士是五个孩子的母亲，在COVID-19疫情期间被裁员。她曾参加Yayasan MENDAKI的“女性@工作”项目和NTUC“女性支持女性导师计划”，遇到了工会领袖兼NTUC导师Noorfarahin Bte Ahmad女士。通过共同的生活经历，Nurhani女士重拾信心，成功获得INSEAD商学院发展协调员职位。我们还有许多类似例子，展示导师制和女性支持如何积极影响生活。我们呼吁政府和进步企业为社区和国家层面的导师计划提供更多资源，赋权并激励女性在家庭和职场追求卓越。
议长先生，关注职场女性的心理健康和自信固然重要，另一个关键支柱是支持女性留职和重返职场的进步职场政策和文化。最近完成的婚姻与育儿调查，由NTUC妇女与家庭单位和人民行动党妇女组联合进行，超过1,000名受访者，揭示了政府对父母的关键优先事项。他们优先考虑灵活工作安排、改善负担得起的托儿和医疗服务的可及性，以及增加家庭的财政援助和补贴。
劳工运动自1990年代以来一直倡导灵活工作安排（FWA），照顾者表示FWA是他们平衡工作与照顾的首选支持形式。我们感谢政府响应呼吁，增强了陪产假和共享育儿假，确实推动了育儿性别刻板印象的转变，调查中三分之二受访者同意伴侣平等分担育儿责任。但育儿/照顾假只是更广泛照顾生态系统的一部分。其他举措如FWA和托儿服务、可信赖的家庭帮手，构成了对女性及其家庭的全面支持体系，使女性能够安心重返职场。
我们的年轻家庭反映养育子女面临经济压力。我曾在人民行动党议会动议中谈及支持新加坡人组建和养育家庭，强调需提供更多就业机会给返工母亲，实现更可持续的长期经济独立。我提到将扩大我们受欢迎的“C U Back (CUB) at Work”项目，帮助照顾者，尤其是女性，以灵活工作选项重返职场，覆盖更多服务不足的女性工人群体。
FWA是照顾者留在职场的可持续方式，需做更多工作使FWA在不同工作类型中更具包容性和可及性。CUB项目将扩展至专业、管理及行政职位，如会计和办公室管理。此外，NTUC妇女与家庭单位将重新设计CUB项目，覆盖新入职的孕妇，确保她们享有完整产假福利，并在产后获得永久就业保障。通过CUB，我们希望向所有雇主展示，他们可以支持员工在生活各阶段更好地平衡工作与生活，同时利用更大且高效的新加坡人才库。
议长先生，为使FWA可持续，关键是将FWA在企业文化中常态化。中小企业（SME）雇佣了多达70%的新加坡劳动力，资源有限的中小企业雇主常因员工休FWA或育儿假难以找到临时替代者而苦恼。中小企业主在支付育儿假工资时也可能面临财务压力。
鉴于新加坡2025年预算鼓励新加坡人组建更大家庭，且女性作为生育者传统上承担更多照顾责任，我们呼吁政府考虑对雇佣较多女性的中小企业提供额外支持。这种针对性的援助将与政府推动大家庭和提高女性劳动力参与率的政策相契合。
此外，本着促进包容性工作空间的精神，灵活工作安排（FWA）在为残疾人士（PwDs）提供谋生手段方面发挥了重要作用。确保有适合的灵活工作岗位，对于保障新加坡职场成为残疾人士能够获得独立和尊严的赋权场所至关重要。我们呼吁政府建立一支职业辅导员队伍，以便有效地重新设计工作，实现雇主与残疾员工的双赢。
我也感谢政府将“促进就业津贴”延长至2028年底，该津贴为雇佣残疾员工的公司提供工资补贴。事实上，残疾员工也希望通过再培训和技能提升，保持技能的相关性。根据具体情况，残疾人士可能需要更多培训支持，政府通过新加坡辅助发展机构（SG Enable）的“促进就业学院”提供开放门培训计划补助，资助雇主最高达95%的课程费用。
然而，雇主和员工可能需要更多由辅助学院以外提供的行业特定培训。能否将“技能未来企业津贴”扩展至支持不同能力员工的培训，这些员工可能需要根据其需求及行业要求定制某些培训？
议长先生，随着新加坡家庭核心规模变小，许多家庭依赖可信赖的育儿和家政帮工提供家庭重要支持。鉴于促进雇主与外籍家政工之间建立强健和谐关系的重要性，全国职工总会（NTUC）妇女与家庭单位与家政员工中心合作，于2021年启动了每月咨询诊所。这些诊所为雇主提供了解其责任并建立积极、尊重关系的平台。
通过这些诊所，我们观察到大多数雇主希望获得关于如何与帮工建立强健健康关系的建议和技巧。许多人指出劳动力的变化：外籍家政工越来越年轻，通常属于千禧一代。一位雇主分享说，她不确定如何与20多岁的年轻帮工相处，因为她之前的帮工都是40多岁。她提出了非常务实的关切，比如如何在家中设定手机和社交媒体使用的界限。与社交媒体上频繁渲染的极端仇恨关系不同，我很欣慰看到许多新加坡雇主真心关爱他们的外籍家政工，尽管他们往往不了解可用的支持资源。
我们的诊所随后发展成一个名为“携手同行：女性力量（POW）”的项目。该项目引入资源和合作伙伴，如家政员工中心、米饭公司和就业代理协会等，致力于建立健康的雇主与外籍家政工关系。我们的POW活动吸引数百人参加，举办关怀嘉年华和表彰奖项，庆祝外籍家政工与雇主之间的积极关系。这显示了外籍家政工在新加坡家庭关怀生态系统中的重要角色。我们呼吁政府在外籍家政工的获取和负担能力方面，为家庭提供更多支持和帮助。此外，家庭也希望获得更多协助，以便在其固定帮工回国休假时，能够获得临时月度工作准证以替代帮工。
总之，虽然我们在支持女性和照顾者、打造包容性职场方面取得了不少进展，但仍任重道远。从政策倡导、灵活工作安排，到导师辅导和复职计划，全国职工总会始终致力于确保所有女性——无论其处境如何、人生阶段如何——都能获得所需支持，在家庭和职场中追求卓越。
我们共同努力，创造一个更包容的社会，让女性获得赋权、支持，并有机会发挥最大潜能。每一位女性工作者都至关重要。议长先生，我支持本预算案。
议长先生：杨益财议员。
下午5时35分
杨益财议员（拉丁马士选区）：议长先生，我支持本预算案，旨在帮助新加坡人应对成本压力和通胀相关的焦虑。
先生，我很高兴看到2024年实际收入有所增长，继2023年下降之后。这表明人民行动党政府采取的措施——包括引入优质投资和创造优质就业机会、保持新加坡元强势以抵御输入性通胀、扩大渐进式工资模式以提升低收入工人工资以及其他多项计划——已见成效。
虽然今年通胀有所缓解，预计平均在1.5%至2.5%之间，但过去的价格上涨不会消失，我们必须适应价格更高的新常态。这就是我高兴政府采取果断措施帮助新加坡人应对更高物价的原因。
在今天的发言中，我想强调我们必须加强消费者保护，使消费者能够充分受益于政府提供的各种支持措施。我们不能允许不良商家借机牟利，损害消费者利益。我还将强调如何进一步提升低收入兄弟姐妹的工资，确保他们在新加坡发展中不被落下。
先生，在全国职工总会去年11月至12月进行的最新经济情绪调查中，超过半数受访者认为过去12个月收入增长不足以应对生活成本上涨。额外800元的社区发展理事会（CDC）购物券、额外的U-Save回扣、增加的社会援助计划（ComCare）补助以及新的SG60购物券，肯定能帮助各阶层新加坡人更好地应对当前高物价。
在拉丁马士选区，我们去年推出了多项社区举措，帮助居民应对成本压力。我们发放“拉丁马士关怀购物券”，每月向3,000户符合条件的家庭发放一套本地折扣券。由三个小贩和商户协会牵头，参与的小贩、商户和市场摊主在过去七个月贡献了超过50万新元的折扣。
我们开设了JamPacked@Radin Mas社区小超市，允许低收入居民每月兑换价值50新元的日常必需品。这些物资由超市和善心捐赠者提供。居民不是领取预先包装的食品包，而是亲自到小超市兑换所需物品，减少浪费，鼓励捐赠者更频繁和慷慨地捐赠。
我们还在直落布兰雅环路设立了社区冰箱，供居民领取从附近市场救助的免费水果和蔬菜。自2024年11月推出“魔法冰箱”以来，我们已赠送超过1,000公斤免费水果和蔬菜。
先生，这些举措得以实现，离不开个人和组织的慷慨捐赠和支持。在拉丁马士，我们拥有强烈的社区精神，有能力者帮助有需要者。我借此机会感谢所有慷慨的赞助商和社区伙伴，与我和团队携手帮助最脆弱的居民。
总理在预算演讲中宣布，政府和赛马委员会将拨出超过6亿新元配对捐款，鼓励慈善和社会事业。我完全支持这一举措。但我们应进一步鼓励各种形式的慈善，不仅限于金钱捐赠。我希望政府能推动更有爱心的新加坡，鼓励更多自发的基层倡议，如我们在拉丁马士启动的项目，遍及全国。
除了政府举措和社区主导项目，私营部门也必须在全社会努力中发挥作用，帮助抑制成本压力。全国职工总会及其企业致力于确保必需品对新加坡人保持可及和负担得起。
2019年至2024年间，全国职工总会公平价格集团向先驱一代、独立一代、老年公民及社区健康援助计划（CHAS）持卡人提供约3.3亿新元的折扣及LinkPoints回扣，减轻家庭经济负担。同一时期，公平价格还向全国职工总会会员和公平价格会员返还超过2.5亿新元回扣。
但先生，我们必须确保新加坡拥有健全的消费者保护制度和价格透明市场，确保消费者充分受益于政府和社区推动的缓解生活成本上涨的举措。根据新加坡消费者协会（CASE）年度投诉统计，2024年消费者预付款损失近200万新元，是2023年报告损失的四倍多。这些损失主要来自装修、婚礼及美容水疗等大额支出行业。
除预付款损失外，电子商务相关投诉也创历史新高，甚至超过了新冠疫情期间的峰值。这些趋势令人担忧，我们必须采取果断行动，营造更受信赖的商业环境，保护消费者免受不良商家侵害。
议长先生，消费者保护（公平交易）法的最后一次重大修订是在2018年，远早于电子商务的爆发，而电子商务因新冠疫情而迅速增长。作为消费者协会会长，我敦促政府召集专家小组，全面审查并更新消费者保护法律。消费者协会愿意领导此项工作，将广泛与商界、法律界和学术界沟通，确保在保护消费者与维护新加坡营商便利声誉之间取得平衡，提出立法及非立法建议。
先生，我们还必须提升市场价格透明度。过去几年，我一直倡导在新加坡全国推广单位价格标示。我于2022年首次在议会提出此议题，强调单位价格有助于应对“缩水通胀”——零售商保持价格不变，但缩减商品容量或质量的现象。
单位价格帮助消费者快速轻松识破价格伎俩。英国、澳大利亚和新西兰等多国早已实施单位价格。新加坡消费者协会于2023年推出的“价格脚印”应用已实现单位价格，涵盖6,000多种商品，包括食品杂货和家居用品。自实施以来，单位价格功能获得大量积极反馈；我认为现在是将单位价格推广至价格脚印应用之外的合适时机。
我敦促政府强制要求所有主要线上和实体零售店展示单位价格。作为起点，我们可采用与一次性购物袋收费相同的标准，仅要求较大商家遵守。实施单位价格将帮助消费者应对缩水通胀，购物时更好地精打细算。
先生，虽然通胀重要，但帮助工人应对生活成本的最可持续方式是确保实际工资持续增长和提供更好就业机会。林瑞生先生说得好，“工作是最好的福利，充分就业是工人最好的保障。”虽然我欣慰新加坡基尼系数在2024年降至历史最低，但我们必须继续努力提升低薪工人的收入。
去年，我们庆祝渐进式工资模式（PWM）十周年。PWM是一种独特的工资阶梯模式。全国职工总会从一开始就倡导根据工人的技能、生产力和工作职责设立工资阶梯。在三方伙伴的大力支持下，PWM从清洁行业起步，现已扩展至九个行业和职业，覆盖超过155,000名低薪工人。
更重要的是，这带来了实际工资增长。2017年至2022年，清洁、安全和园林行业的PWM工人工资累计增长11%，高于同期中位数工人。除了工资增长，工人还利用PWM作为积极推进职业发展和技能提升的催化剂，确保他们为未来更好工作机会和更高薪职位做好准备。
我呼吁政府继续大力支持PWM。让我们共同提升低薪工人的收入，提供稳定工作、渐进式工资阶梯和良好职业前景。全国职工总会将始终与低薪工人站在一起，采取行动提升他们的工资和工作前景，确保没有工人被落下。
议长先生，2025年预算案出台之际，地缘政治环境极为不确定。全球大国间紧张局势加剧，贸易战隐现。主要经济体以报复性关税作为外交工具，将影响新加坡这个开放且依赖贸易的经济体。
我欣慰2025年预算案采取果断措施，帮助新加坡人应对不确定性，投资工人并向各阶层提供一系列生活成本支持。在审慎支出支持国家的同时，我们必须重视加强消费者保护和价格透明。我们必须帮助消费者做出明智购买决策，避免轻易受不良商家欺诈。
全国职工总会关心低薪工人，始终致力于改善他们的生活和生计。我们必须持续审视哪些行业引入PWM能带来更好工资和工作前景，惠及低收入兄弟姐妹。
我也将继续与政府机构和行业利益相关者合作，改善工作环境、职场安全和所有工人的心理健康。在此，我感谢尊敬的议员Poa Hazel昨日发言中提出的“断线权”建议，这是我自2020年以来一直倡导的。我很高兴包括进步新加坡党在内的更多议员现已支持这一主张。
先生，值此新加坡60周年庆之际，我们有许多值得骄傲的成就。但我们必须继续努力，确保经济发展过程中无人被落下。
先生，我支持本预算案。
议长先生：国防部高级国务部长王瑞豪。
下午5时49分
国防部高级国务部长（王瑞豪先生）：谢谢议长先生。感谢允许我参与本次辩论。虽然现在已是下午晚些时候，但还不是断线的时候。我作为工会议员，再次站出来为提升年长工人的利益发声。
首先，我必须指出，过去几十年，我们年长工人在就业、工资和就业能力方面取得了显著进步。
这是为什么？归功于人民行动党政府的开明政策和三方伙伴的辛勤努力。
55至64岁年长工人的就业率从2014年的66.3%提升至去年70.4%。50岁及以上工人的工资增长速度也超过了中位数收入。50至64岁本地劳动力的培训参与率从2014年的27.1%提升至2024年的33.5%。
达到55岁且已储蓄至其同龄基本退休金（Basic Retirement Sum）的活跃公积金成员比例，从2016年的六成提升至2022年的约七成。人力部预计到2027年将达到八成。
劳工运动非常欣慰，我们为年长工人争取改善的工作，在三方伙伴的支持和合作下，系统性地改善了年长工人的生活。年长工人未来还有更多改善可期。
为提升当前及未来年长工人的退休保障，全国职工总会倡议提高年长工人的公积金缴纳率。感谢政府将于2026年再次提高年长工人的公积金缴纳率，并向企业延长公积金过渡补贴（CPF Transition Offset），以促进这一改善。我期待根据三方年长工人工作组的建议，至2030年按计划逐步提高缴纳率。这些提高将使55岁至60岁年龄段的缴纳率与年轻工人持平。
政府也支持三方共识，并宣布下一次法定退休年龄和再就业年龄分别提高至64岁和69岁，将于2026年7月1日起实施。我们方面，全国职工总会（NTUC）及我们的企业已提前行动，自2025年1月1日起提高退休和再就业年龄。公共服务部门也宣布将于2025年7月1日起提高退休和再就业年龄，提前一年于全国时间表。
此外，新的配对医疗储蓄计划将帮助符合条件的年长工人增加他们的医疗储蓄余额，更好地满足他们的医疗需求。延长至2026年底的长者就业补贴也值得欢迎，这将帮助企业分担部分雇佣年长工人的成本，从而使年长工人更具吸引力。
就在今年一月，国会通过了《职场公平法案》。该法案是我们抗击职场年龄歧视及各种形式歧视的重要一步。工会将积极且理智地与企业合作，促进职场对年长工人的年龄中立和公平对待。
我们确实取得了很多成就。但我们如何确保能够保持这些成果，并在未来积极发展？
这不是一句轻描淡写的话，因为我们不能低估挑战的巨大。正如许多同事在发言中所说，世界正进入一个极其困难和动荡的地缘政治及地缘经济时代。我们现在看到的是一个双赢思维减弱的世界，取而代之的是丛林法则和邻避本能的上升。
在这样的环境下，维护我们的成果并取得进一步进展并不容易。这需要三方伙伴持续、强烈的共同利益理解和日益紧密的合作，寻找大胆且创新的前进路径。
我无法过分强调这一点，因为回顾过去，进展并不容易。但与前方的道路相比，我认为我们迄今走过的路相对稳定。未来的道路不会如此，我预计将更加坎坷。
尽管近年来我们年长工人的就业率和劳动力参与率达到新高，甚至逆转了全球趋势，但这并非没有挑战。
通过全国职工总会通过专业人士和管理人员（PME）工作小组与PME的广泛接触，许多年长PME分享了他们在中年失业后重新就业面临的重大障碍。许多人还表示，新工作往往意味着薪酬和工作性质的大幅下调。这表明需要更有力的努力帮助中年求职者调整和过渡，以便他们能继续贡献，同时管理负面影响。
全国职工总会理解年长PME面临的这些挑战。诸如“技能未来求职者支持计划”等举措，源自我们与三方伙伴合作创新的实际帮助。我们感谢政府推出该计划。展望未来，这种密切合作、基于年长工人实际挑战分析、寻找双赢、实用且可持续的路径并及时实施，是我们的标志。这必须继续成为我们未来的共同方法。
我之前说过，我预计未来道路将更加坎坷。
首先，因为过去几年政策杠杆能取得的低垂果实已被充分采摘。更重要的是，我们必须预期国际商业环境将出现明显增加的本土主义和保护主义行为，无论大国小国，这将对企业成本和市场准入施加压力。
因此，这将对企业及其劳动力产生连锁反应。年长工人的固有脆弱性可能面临更大压力。在这方面，我们三方伙伴必须密切监测外部环境及其对经济和劳动力市场的影响，同时共同提前规划，迅速行动，抓住机遇，保护我们的共同成果，不让其流失。
在这方面，政府召集三方高级就业工作组，坦诚且有凝聚力地评估这些持续的逆风，达成新共识并寻找最大化企业和年长工人价值的有效方法，正当其时。我完全支持这种前瞻性方法。我们确实需要这样做。我们必须共同审视全局，共同寻找前进道路。
接下来，我想谈谈在这种不确定性面前培训的重要性。
在这种高度不确定和经济挑战的背景下，保持强化基本功是重要的。这仍是应对各种情景的最佳策略。对于年长工人及其企业来说，基本功之一必须是劳动力能力。这直接关系到企业的竞争力和韧性，以及年长工人的就业能力和工作前景。
全国职工总会2025年经济情绪调查发现，随着年龄增长，工人的职业信心下降。66%的年轻工人（35岁以下）表示市场上有足够的好工作，而55岁及以上的年长工人中只有43%有此信心。
全国职工总会“每位工人都重要”对话的早期发现也显示，许多年长工人担心他们在技能提升和培训机会方面不会获得与年轻同事平等的考虑和机会。
如果在稳定环境中谈论这些担忧，这是一种挑战。但在如此动荡时期，我们必须更加大胆，我相信这是新加坡企业再次挺身而出、提升包括年长工人在内的劳动力技能、提升竞争力、增强企业韧性、改善职业适应性并领先其他经济体的绝佳机会。我们以前做过，每次危机我们都扭转了下滑，不仅把柠檬变成柠檬水，还把挑战变成机遇。我们必须这样做，否则如果别人做了，我们的企业和工人将付出沉重代价。
全国职工总会准备与企业和政府携手努力，在这些领域前进。在企业层面的业务规划和劳动力培训方面，全国职工总会的职工培训中心（CTCs）继续扩大、拓宽和深化其在企业和行业内的效能，惠及各级别和薪资的工人。在此，我与其他工会议员一同感谢政府追加2.5亿新元支持CTCs。
全国职工总会也在重新构想我们的就业保障理事会，以实现更快、更广、更好的行业人力、技能、岗位设计和匹配成果，并与政府和行业密切合作。
除了保障当前劳动力中年长工人的利益外，三方伙伴还必须继续创新思维，进一步激活、动员和支持更多新加坡人重新加入并参与我们的经济。让更多新加坡人参与经济对企业、回归工人以及国家整体韧性都非常重要。
我在2019年预算辩论中曾特别指出，让大量中年照顾者继续工作或重返工作岗位，有助于提高新加坡人在劳动力和经济中的参与度。
当时我指出，要实现这一点，企业、工人和政府政策都必须做出一系列调整，包括灵活工作安排、岗位重新设计和自雇等，因为当工作更灵活时，就不再是零和选择，即全职工作或无工作。人们可以通过不同组合继续工作，同时兼顾照顾责任。
但对于那些因各种原因已离开工作岗位的人，包括企业尚未提供灵活安排者，重返工作岗位是另一回事，因为他们需要照顾家人。因此，他们不仅需要有灵活工作安排的潜在雇主愿意接纳，还需要一个提供负担得起、可及且可持续的多样化长者照护体系，使他们作为照顾者有切实可行的选择，照顾亲人后才能重返工作岗位。结合企业提供的灵活工作安排，这将促成实际成效。
我相信，自那时起，随着卫生部（MOH）“健康新加坡”（Healthier SG）、“安享新加坡”（Age Well SG）及人力部（MOM）等相关举措的推出，现在是我们重新审视如何整合人力市场和社会健康解决方案的时机，以连续性方式促进中年照顾者实质性重返工作岗位。我认为我们比以往更准备好了。
议长先生，作为政府和三方伙伴，我们已通过言行展现对年长工人的关怀。因此，我们为年长工人取得了非常显著的进展，常常逆转全球趋势。
我们必须应对的环境将日益严峻。我们必须更加团结，共同抓住机遇，克服限制，为年长工人和新加坡的未来奋进。
新加坡前进！议长先生，我支持预算案。[掌声]
议长先生：黄瑞秋女士。
下午6时06分
黄瑞秋女士（西海岸选区）：议长先生，我非常感谢2025年预算案，这是一个深思熟虑且负责任的预算，涵盖广泛需求，支持新加坡人，从减轻生活成本到为不同群体提供有意义的援助。我感谢总理兼财政部长黄循财及其团队的领导。
在与居民交流时，许多人表示，今年预计的发放款项正值家庭规划年度预算的关键时刻。
今天，我想聚焦一个紧迫且关键的问题：加强新加坡老年人的心理健康支持。今月早些时候，我在国会谈及儿童和青少年的心理健康支持重要性。在本次预算辩论中，我呼吁立即采取行动，应对老年人日益严峻的心理健康挑战。
心理健康困扰与自杀之间的关联已被充分记录，尤其对老年人而言，这一问题尤为令人担忧。60岁及以上的老年人现占新加坡自杀案例近30%。他们许多人面临深刻的悲痛、失落及显著的社会变迁。然而，与年轻群体相比，他们最不可能寻求专业医疗或非正式网络的帮助。这凸显了针对性干预以支持其心理健康的紧迫需求。
尽管现有心理健康策略取得进展，但仍可为老年人提供更多支持。新加坡不仅在老龄化，我们很快将成为超级老龄社会。是时候认识并应对老年人独特的心理健康挑战。
我们的老年人面临一系列不可逆转的失落：配偶、朋友、身体健康、就业和独立性。许多人，尤其是男性，对丧偶或退休准备不足，孤独感加剧，努力建立新的支持系统。
心理健康的污名化加剧了问题。许多老年人害怕被贴上“siao”（疯子）标签，精神问题一词带有强烈负面含义。精神科护理常被等同于被送入机构。与受益于宣传活动的年轻一代不同，老年人往往默默承受，因社会观念而避免寻求帮助。
针对老年人的诈骗案件增加，带来额外困扰。许多因金融和情感诈骗失去毕生积蓄的人感到羞愧或害怕向家人倾诉，加剧情绪困扰。这种羞耻感根植于亚洲“面子”文化，可能导致严重抑郁甚至自杀。
此外，数字孤立日益成为关注点。随着社会数字化，许多老年人难以跟上步伐，无法访问重要服务或与亲人保持联系。网上银行、远程医疗和数字政府服务的普及，使缺乏数字素养者难以获得必要资源，增加挫败感和无助感。
两天前，一位来自Depot Road的长者告诉我：“我英语不好，电脑不会”。这位亲切的居民真诚呼吁社会给予更多耐心和理解。
此外，年轻一代越来越依赖数字沟通，导致与老年人的面对面交流减少。有些老年人观察到，子女或大家庭成员常选择视频通话而非亲访，加深孤独感。以下是支持老年人心理健康的建议措施。
首先，我要肯定政府及相关机构为老年人福利所做的卓越工作，包括综合护理署（AIC）、安享新加坡（Age Well SG）、健康新加坡（Healthier SG）、新加坡数字办公室（SG Digital Office），以及我有幸合作的多佛、Depot和直落布兰雅的活跃老龄中心；还有Active Global、FaithActs、蒙福关怀、全国职工总会健康、圣安德烈长者关怀、圣安德烈医院和Sunlove。基于这些努力，我们必须将心理健康作为确保新加坡成为安全老龄化之地的下一前沿。
在提出具体措施前，必须认识到老年人的多样性。他们经历不同的人生阶段：60至70岁的年轻老年人、70至80岁的老年人，以及80岁以上的高龄老年人，每个阶段面临独特挑战，需要量身定制的心理健康策略。
第一项建议措施：退休前心理健康准备及职场支持。心理健康必须及早培养。正如我们鼓励退休财务规划一样，也必须倡导老年人退休前的心理健康准备。错过这一窗口，可能意味着错失装备应对策略的机会。
离开积极就业阶段是心理健康的关键转折点。对许多人来说，工作不仅是收入来源，更与身份、目标和社交联系相关，尤其是男性。失去这些可能导致焦虑、抑郁甚至认知衰退，若不及早应对。
我呼吁卫生部和人力部与雇主及工会合作，将退休前规划纳入情绪准备，帮助60多岁的年轻老年人适应新生活节奏、社交网络和目标导向活动。此外，政府可考虑激励企业、工会及新加坡全国雇主联合会等协会，为老年人实施结构化心理健康项目，类似于我们对雇佣老年企业的支持。
第二，加强社区支持网络和老年人主导的倡议。老年人离开职场后，参与有意义活动对心理健康至关重要。社交联系是防止老年人心理健康恶化的最有力保障。社区参与和支持小组应成为核心策略，为老年人提供归属感和目标感的空间。
首先，我们需要针对新退休者、鳏寡者及抑郁症患者的支持小组。银丝带协会和新加坡撒玛利亚人协会（SOS）已证明，同行领导的支持，尤其是由经历过类似挑战者领导，能有效减少老年人孤立感。特别重要的是确保80岁以上老年人的支持，他们常经历亲友和配偶的离世，社交圈缩小。
代际互动也是有意义的社区参与形式。
在直落布兰雅，全国职工总会健康中心每月第三个星期一与布兰雅崛小学校合作开展体育活动，促进老年人与学生的交流。反馈显示，这些宝贵的老年人期待年轻人的纯真和无拘无束，而孩子们也喜欢与老年人共度时光，尤其是那些思念祖父母的孩子。我希望在更多社区推广此类活动。
让我们也重新思考为老年人提供的志愿服务机会。许多老年人渴望贡献力量，但发现传统模式过于僵化。最近，我遇到一位七十出头的居民，她希望传授自己几十年来一直从事的推拿技艺，作为退休后回馈社会的一种方式。
通过提供超越兴趣爱好型项目的技能型倡议，我们可以吸引那些愿意且能够分享技能和专业知识的老年人。例如，在我们直落布兰雅法律诊所，一位退休律师继续为志愿团队和居民贡献他的知识。
除了结构化的项目外，我们还应赋予老年人对社区空间的自主权。日本的“Ibasho”模式就是一个引人注目的例子。最初只是由老年人在大船渡经营的一个简单咖啡馆，现已发展成为拥有花园、拉面店、农贸市场和托儿所的繁荣中心。
在本地，我们在皇后镇健康区的FaithActs积极老龄化中心看到类似的概念，该中心包括旧物改造工作坊、数字诊所和烹饪课程。这些努力赋予老年人目标感，促进代际间的联系。想象一下，退休小贩指导年轻居民为弱势家庭准备餐食，或者热爱园艺的老年人教学生在学校建造花园。在直落布兰雅，厨师Benny Se Teo与社区分享烹饪技巧，课程非常受欢迎，我们计划在三月再举办一次。
随着未来越来越多的老年人与今天的老年人不同，我们需要调整方法以满足他们不断变化的需求和愿望。为了进一步赋能他们，我建议向有兴趣启动社区项目的退休老年人提供类似于青年主导项目的资助。在适当支持下，他们的经验和智慧可以推动有意义的项目，加强社区并解决本地挑战。
第三，消除心理健康的污名。解决老年人的心理健康问题需要理解他们面临的独特挑战。与越来越多接受“情绪不佳也是正常”的年轻一代不同，许多老年人仍然对精神疾病抱有根深蒂固的恐惧和误解。
新加坡的大多数心理健康资源都是英文的，导致非英语老年人服务不足。为弥补这一差距，我们必须利用他们熟悉的媒体平台，如8频道、Suria和Vasantham，通过电视剧和脱口秀公开讨论心理健康问题。这将激发咖啡店和小贩中心的讨论，这些地方往往是老年人聚集的场所。广播仍然是信息和娱乐的可信来源，是播出各种方言心理健康节目理想的媒介。
本周六，直落布兰雅社区俱乐部将举办一场面向讲中文老年人的“心理健康康乐嘉年华”，希望将来扩展到其他语言。政府在新冠疫情期间通过有针对性的传播取得的成功，展示了在老年人所在之处接触他们的力量，实现了显著的参与率并保护了这一脆弱群体。同样，通过将心理健康定位为整体健康的重要组成部分，我们可以打破污名，促进积极的应对措施。
要改变叙事，我们需要文化敏感、语言特定和社区驱动的举措。我们必须在老年人身心所在之处与他们相遇，营造一个寻求帮助被视为力量而非弱点的环境。
问题是，谁应领导这一变革，模式应如何？这也需要社区伙伴关系模式，涉及宗教组织。寺庙、清真寺和教堂是许多老年人信赖的场所。在这些社区内培训辅导员可以提供支持，当宗教领袖分享他们关于心理健康挑战的个人故事时，不仅使问题更具人性化，也鼓励会众无惧评判地寻求帮助。我鼓励政府与宗教组织更紧密合作，接触我们的老年人。
第四，解决诈骗引发的心理困扰。诈骗带来的情绪负担常被低估，许多老年人因羞于寻求帮助或向家人倾诉而导致孤立和痛苦。
为此，我建议赋能社区中心团队，作为老年人举报诈骗的联络点，提供比报警更易接近的选择。此外，警方和社区中心应与心理健康专业人士合作，提供创伤知情的辅导，帮助受害者恢复信心和尊严。最重要的是，我们必须通过公共宣传教育家庭以同理心而非责备回应。老年人常因被骗而感到“愚蠢”，加剧了失去毕生积蓄的情感痛苦。
第五，加深对老年人及其照顾者的支持。为应对老年人及其照顾者面临的心理健康和照护挑战，我们必须采取整体方法。首先，培训辅导员有效处理老年人的悲伤和失落问题至关重要，认识到衰老带来的独特情感负担及老年人处理这些情绪的多样方式。同样重要的是，装备照顾者识别和管理老年人心理健康症状的技能，尤其是那些高度依赖的老年人，如痴呆症患者。
照顾者常承受巨大的情感和经济负担，我们必须提供更多支持。许多照顾者，尤其是老年人唯一且未婚的子女，牺牲了职业和个人储蓄，往往导致自己晚年经济不安全。
我建议政府考虑如专门的照顾者储蓄计划，利用公积金缴纳并为有需要家庭提供经济援助，正如我在2022年议会中提出的。应通过政策支持鼓励家庭提供照护，而非雇佣外籍家庭佣工。
此外，我们必须扩大照顾者的培训和喘息服务，确保项目负担得起且易于获得。这些服务也应延伸至外籍家庭佣工，他们在痴呆症照护中扮演关键角色，面临高压力和倦怠。近期的虐待老年人报道提醒我们，工作人员需要心理健康支持和培训，以照顾脆弱的老年人。通过投资老年人及其照顾者的福祉，我们培育一个以尊严、同情和相互关怀为核心的社区。
议长先生，老年人在心理健康方面面临的挑战独特且复杂，需要与他们的经历一样个性化的解决方案。我们的做法必须全面且富有同理心，从为临近退休者提供职场支持的预防措施开始，持续到如“Ibasho”模式的社区倡议，赋能老年人保持活跃和参与社会。
对于有紧急需求的人，我们将通过消除污名、创伤知情辅导和更多专业支持加强努力。同样重要的是，我们必须优先支持那些对老年人福祉至关重要的照顾者。
我们的老年人用数十年的辛勤工作和牺牲建设了这个国家。现在轮到我们照顾他们，确保他们获得应有的心理健康支持。让我们建设一个不仅尊重而且珍惜老年人的新加坡，为他们提供体现他们对社会巨大贡献的关怀、尊严和支持。照顾他们的时刻就是现在，让我们通过确保他们能够安享有保障和关怀的晚年来尊重他们的遗产。
议长先生，基于此，我全力支持2025年预算案“携手前行，共创美好明天”。
下午6时23分
议长先生：无论是关于老年人的心理健康还是断线权，我认为呼声都很强烈。财政部第二部长，您是否愿意动议休会？
英文原文
SPRS Hansard 原始记录 · 抓取日期：2026-05-02
[(proc text) Order read for Resumption of Debate on Question [18 February 2025] [2nd Allotted Day] (proc text)]
[(proc text) "That Parliament approves the financial policy of the Government for the financial year 1 April 2025 to 31 March 2026." – [Prime Minister and Minister for Finance]. (proc text)]
[(proc text) Question again proposed. (proc text)]
Mr Speaker : Deputy Prime Minister Heng Swee Keat.
11.35 am
The Deputy Prime Minister (Mr Heng Swee Keat) : Mr Speaker, Sir, I rise in support of the Budget. Budget 2025 is a Budget for all Singaporeans. It provides immediate support for families and businesses amidst cost pressures, while advancing our growth frontier for the future. This focus on tackling immediate challenges, while positioning Singapore for the longer term, has been a focus of this Government and has served Singapore well.
This year, we celebrate SG60. We have much to celebrate. From a fledgling nation with limited resources, we have built a thriving economy, a cohesive society and a liveable city for our people. Our people are living longer and healthier lives in affordable and vibrant estates. Our workers enjoy good jobs and rising wages in a modern economy. Our students learn and excel, and adults continue learning all their life.
As we enjoy the SG60 package in the Budget, let us express our gratitude for the hard work and sacrifices of earlier generations of Singaporeans, and for their support for political leaders to forge a path forward, to uplift all.
While we have done well over the last 60 years, changes will accelerate in the years ahead. The Prime Minister delivered the Budget Statement in a world that is moving towards a multipolar economic order. Domestic politics in many countries are more polarised and fragmented, making rational policymaking harder. Global political and security dynamics, and trade and investment flows, are shifting rapidly.
Climate and demographic change are the warp and weft, weaving inexorable impact on the future of humankind. Advances in science and technology are transforming our economies and societies. Imagine, the smart phones in our pockets today have more compute power than the Apollo 11 module that took the first man to the moon!
Game-changing technologies like artificial intelligence (AI), quantum computing, 5G/6G, satellite communications, robotics, biotechnology, electric vehicles (EVs), autonomous vehicles and nuclear fusion are advancing rapidly. All these will change how we work and live.
As Chairman, I have been working with my teams at the National Research Foundation and the Future Economy Advisory Panel to stay on the pulse of these seismic movements. How can we ride these changes to create a better future for Singaporeans? We must stay creative and find opportunities in adversity and in times of major changes to emerge stronger, just as we did during the Asian Financial Crisis, the Global Financial Crisis and more recently, through COVID-19.
We must also invest in creating our future. So, let me suggest three areas.
First, we must press on with our economic transformation. At the last Budget debate, I outlined our latest phase of economic transformation, starting with the formation of the Future Economy Council in 2017. Last year, we launched a report to take stock of our efforts. There are copies of this report in the Parliament library.
Between 2016 and 2023, Singapore's labour productivity grew by 3.1% per annum. [ Please refer to " Clarification by Deputy Prime Minister " , Official Report, 27 February 2025, Vol 95, Issue 154, Correction By Written Statement section. ] And this puts us among the top three of a select group of small, advanced economies with similar population size and gross domestic product (GDP). Our workers and businesses have all benefited. I thank all our leaders in our business sectors, unions, trade associations and chambers, and academia, who have lent their support and expertise.
But change is inherently difficult, particularly when faced with near-term head winds. Fewer companies, facing geopolitical uncertainties and higher costs, are launching transformation projects. But we must press on to create new value-add and stay competitive.
So, even as businesses make full use of the corporate income tax rebate and Progressive Wage Credit at this Budget to manage immediate cost pressures, I urge them to also make the best use of the measures, such as the Enterprise Compute Initiative and the redesigned SkillsFuture Enterprise Credit, to transform.
Let us build on the partnerships and structures we have established to support one another, whether through the tripartite platforms like the National Trades Union Congress' (NTUC's) Company Training Committees (CTCs), or private-public partnership platforms like the Alliance for Action (AfA) on Business Competitiveness led by the Ministry of Trade and Industry (MTI) and the Singapore Business Federation (SBF), we will go further in our transformation journey by working together.
I have spoken on pressing on with transformation. The second area is to continue to invest and double down on our investments in research, innovation and enterprise (RIE). Science, technology and innovation are advancing at an accelerated pace. These advances will reshape and disrupt industries, changing the competitive dynamics and transforming our lives and our societies. The recent buzz over AI, new generation of chips and 5G/6G communication is just the beginning.
Given the critical value of technology and innovation, strategic and economic strengths of nations and of companies will depend on who can make the breakthroughs and retain their lead. The stakes have never been higher, and that is why Great Power rivalry is intensifying. But around the world, enough players believe in collaboration to tackle common challenges shared by humanity. So, we must continue to position Singapore as a trusted and neutral Global-Asia node of technology, innovation and enterprise, where like-minded partners come together to collaborate.
Our investments in RIE will not only support our economic transformation but also benefit our people, directly and indirectly. For example, AI and robotics will automate routine tasks – augmenting our declining workforce and improving the quality of jobs; the science of learning, which explores how we learn, and the use of AI learning tools, can allow us to personalise learning for each student and worker; our National Precision Medicine Programme seeks to personalise treatments based on our genetic make-up; geriatric science, such as that being studied at the Queenstown Health District, seeks to keep our ageing population healthy and active for longer; and low carbon fuels and smart cities allow us to make best use of our limited land size, while reducing our carbon emissions.
Over the years, we have invested around 1% of GDP annually to support RIE activities, with $28 billion committed for the current RIE2025 plan. Unlike research and development (R&D) in a private company, the benefits from these public research expenditures accrue to the whole economy and society. Unfortunately, we are seeing a worrying trend where some governments are making cuts in these areas as they do not fully understand their value, risking great damage to themselves in the long run.
Members, including Ms Jessica Tan and Mr Pritam Singh, have asked what progress looks like? Let me give a few examples. Our RIE spending has supported our research talent and raised the quality of research in Singapore. Singapore's Field-Weighted Citation Impact, a measure of research impact, grew from 1.29 in 2010, to 1.52 in 2022, which is 52% above the global average.
Our universities, research institutes and academic medical centres are well-regarded globally. The National University of Singapore (NUS) and the Nanyang Technological University (NTU) are ranked among the top five universities in Asia. This is not a small achievement, considering that we have such a small population and there are so many universities in Asia alone.
Multinational corporations (MNCs), small and medium enterprises (SMEs) and startups alike partner our research ecosystem to develop new products and services through platforms like company R&D centres, over 20 corporate labs and Centres of Innovation.
Indeed, as Members have raised, innovation is key! Our agencies organise renowned innovation platforms, such as the Singapore Week of Innovation and Technology and the Singapore Fintech Festivals, the largest in the world. The percentage of firms with R&D activities grew, from 14.8% of our GDP in 2012, to 23.6% in 2022. [ Please refer to " Clarification by Deputy Prime Minister ", Official Report, 27 February 2025, Vol 95, Issue 154, Correction By Written Statement section. ]
Our RIE investments support entrepreneurship and incubation programmes in our universities, which generate a pipeline of startups. In fact, the Global Start-up Ecosystem Index Report 2024 ranks Singapore first in Asia and seventh globally.
Sir, I put forth that over the years, our RIE investments have supported economic growth, created good jobs and improved lives for Singaporeans. Mr Neil Parekh also asked what else will we do.
We will finalise our investments from 2026 to 2030 later this year. But let me share two major new initiatives that we are working on for RIE2030.
The first initiative is Applied AI. I think Mr Henry Kwek made a good speech yesterday on the use of AI. So, our first initiative on Applied AI includes applying AI to major use cases in priority sectors, such as healthcare, education, finance, advanced manufacturing, connectivity, logistics and transport. We have started on this. In October last year, we launched a $120 million AI for Science initiative, to support researchers in leveraging AI to accelerate discoveries in fields, such as advanced materials and biomedical sciences.
Applied AI sits at the intersection of AI and domain knowledge. Building on the strong domain expertise of our practitioners and researchers in healthcare, education, finance, engineering and many others, we will invest more in developing "bilingual" scientific talent – researchers who can bridge between AI technologies and domain expertise.
The second new initiative is the development of new large-scale, cross-cutting R&D programmes called Flagships and Grand Challenges, to achieve greater impact. "RIE Flagships" will push for value creation in key economic sectors and "RIE Grand Challenges" will address national strategic priorities.
These Flagships and Grand Challenges will pull together relevant research and translational capabilities across our universities, the Agency for Science, Technology and Research (A*STAR) and other research institutes, public agencies and private sector players, to form a suite of purposefully coordinated and synergistic programmes. The linkages between research, translation and commercialisation will be tightened, to advance key economic areas, produce new products and companies and address real-world needs and problems.
I am pleased that work has started to scope and design these initiatives. The first Grand Challenge proposes to address the opportunities and challenges of healthy and successful longevity and the first flagship will be focused on advancing our semi-conductor and microelectronics R&D. We will announce more details later.
Even as we do these, we must remember that while Singapore's research investments are significant, it is a small fraction of global R&D spending. So, we must work with like-minded partners from the region and around the world to achieve synergy. Just as an illustration, while our investments are $28 billion over five years, the United States (US) alone in one year, was US$923 billion, and China was US$812 billion. And even as a percentage of their GDP, they are far higher. So, I think we must have a sense that even as we want to talk about value for money, that what we are spending is a tiny fraction, and I would say that even private sector players like Alphabet spent US$45 billion, Meta spent US$38.5 billion and Apple $30 billion in 2023, all in US dollars.
So, we have to work with like-minded partners from the region and around the world to achieve synergy. Beyond achieving impact for Singapore, we must contribute to addressing global challenges, as these are faced by everyone.
Hence, as part of our positioning as a Global-Asia node, we will step up our international partnerships in the coming years and, while we launch new initiatives, we will continue to invest in basic research to develop talent in our universities and in upgrading our research infrastructure. In addition to what the Prime Minister announced in the Budget, we will also invest in new data and compute capabilities.
I have spoken on economic transformation and investing in research. To capture the value of our research, the third area is to strengthen our innovation and enterprise ecosystem. We are off to a good start, with Singapore ranked number one in three different reports: the IMD's World Competitiveness Ranking, the IMD's World Digital Competitiveness Ranking and the World Intellectual Property Organisation's Global Innovation Index.
To remain competitive, we must continue to maintain our outward orientation. Companies invest in Singapore not just for our market, but as a gateway to the region. Singapore has served this role well in the last 60 years. Today, Asia accounts for over half of the world's population and about 40% of global GDP. The projected medium-term growth rates of 4% to 5% is double that of the G7 developed nations. As the future economy will be driven by technology and innovation, to stay relevant, Singapore must position ourselves as a 21st century Living Laboratory, or Living Lab, where companies and innovators test new solutions and then scale them up to the region and the world. We can serve as a springboard for companies to venture to a new future, to a wider world market.
In this regard, our regulatory agencies play an important role. They need to fulfil their mandates to regulate safely and effectively, while staying on top of changes and facilitating new ideas and innovation. For example, the Monetary Authority of Singapore (MAS) has embraced its dual mandate to supervise and develop the financial sector and is pushing the frontier in new areas, such as digital and sustainable finance. The Singapore Food Agency (SFA) is the first in the world to approve cultivated meat for commercial sale. The Land Transport Authority (LTA) is facilitating trials of autonomous vehicles to transport goods and keep our public roads clean. Sir, I trust that our regulatory agencies will continue to build up the capabilities and the mindset to facilitate innovation while managing risks.
Talent is another key pillar of our innovation strategy. The Government is committed to helping every Singaporean achieve his or her potential. When I was the Education Minister, we launched an Applied Learning Programme to interest the young in science and technology. Earlier on, I supported Mr Philip Yeo, then Chairman of A*STAR, to send promising young Singaporeans to the top universities in the world to do their PhD under the A*STAR scholarship. To date, almost 1,400 have completed their studies and returned, where they contribute to cutting-edge work in our research institutes and uplift our companies' R&D capabilities.
In the coming years, I encourage more Singaporeans to develop "bilingual" fluency in the languages of business and in science and technology. Make full use of these Budget enhancements to build new skills.
At the same time, we must also welcome the best from around the world to be here. Just as steel sharpens steel, strong minds sharpen one another. Indeed, the Economic Development Board (EDB) plans to launch a Global Founder Programme to attract more experienced global founders to grow impactful new ventures from Singapore.
Growing up in a diverse multicultural society, Singaporeans are well-placed to serve as bridges to connect ideas and talents across the world. Together, we can learn from the best, work with the best and build a better home for future generations.
Mr Speaker, Sir, let me now say a few words in Mandarin.
( In Mandarin ) : [ Please refer to Vernacular Speech .] This year marks Singapore's 60th year of Independence. It is a significant milestone for our nation. Over 60 years, our people and the Government have worked together to overcome numerous challenges and created a remarkable economic miracle and a harmonious multicultural society. However, amidst global uncertainties, intensifying geopolitical tension and rising trade protectionism, how can we maintain Singapore's economic momentum and create a better future for our people?
Science, technology and innovation are developing at accelerating pace, profoundly impacting countries' strategic strength and economic development. As countries strive to achieve breakthroughs and maintain leadership in these areas, a competitive dynamic has emerged. At the same time, many researchers worldwide are still willing to cooperate with researchers from other countries to address common challenges.
Therefore, we will continue to develop Singapore's research, innovation and enterprise ecosystem and strengthen international connections and cooperation to reinforce Singapore's position as a neutral, trusted Global-Asia node. This enables Singapore to work closely with international partners to address common scientific challenges, such as ageing population and pandemic response.
( In English ): Before I conclude, allow me a brief reflection on SG60. A decade ago, I was chairing the SG50 Steering Committee, where we engaged with Singaporeans to express their love and hopes for Singapore. I was inspired and humbled by the hardy spirit of our Pioneers and the dynamism of our youths. I was then working on my first Budget and thinking hard about how to support Singaporeans to ride the waves of changes to come.
Even 10 years ago, at SG50, we knew big changes would come. We invested our resources, hopes and energies in building a resilient nation. We never imagined we could be hit by a global pandemic that defined a generation. Yet, we pulled together and pulled through.
Our Singapore that celebrates SG60 this year is a tougher, stronger and also kinder and more compassionate Singapore than the one that celebrated SG50. As I look forward to SG70 and beyond, my wish is for us to continue to invest in all Singaporeans, young and old. Let us invest in enabling our seniors who have done so much for the progress of Singapore to enjoy healthy, fulfilled and productive longevity.
Let us invest in our young to develop their full potential, to develop uniquely human skills and competencies, to thrive in a world of AI, robotics and other technological advances.
In particular, let us continue to invest our time and energy to continue deepening our multiracial, multi-religious and multicultural society. If we can forge our path forward, our youths today will serve as valuable bridge-builders, connecting ideas and talent across the world to solve pressing challenges facing humanity.
In a world heading towards greater contest and fragmentation, amid rapid advances in science, technology and innovation, Singaporeans can play a valuable part as bridge-builders and connectors, and Singapore can be a trusted and neutral Global-Asia node of technology, innovation and enterprise. Together, we can learn from the best, work with the best and build a better home for future generations.
I trust colleagues in the House, and all Singaporeans, will support this call as we celebrate SG60 and grow towards the future. [ Applause .]
Mr Speaker : Miss Cheryl Chan.
12.01 pm
Miss Cheryl Chan Wei Ling (East Coast) : Mr Speaker, our nation celebrates 60 years of Independence this year. Indeed, it is a proud milestone for a young nation and one that I believe many Singaporeans, including myself, celebrates with a smiling heart.
As a country that began with virtually no resources when it first became independent, we have certainly built our assets over the decades with resolve and dedication. But this was never an easy path. The 2025 Budget certainly sets the tone on what it means to look out for all Singaporeans and how we can create our country together in the years ahead. One aspect of the Budget Statement that stood out for me is the human-centric approach and talent development.
Singapore has long recognised the importance of investing in our young, ensuring they receive the best education and opportunities to contribute as our country grows. However, as we navigate the complexities of a globalised economy, it is imperative that we equip our young Singaporeans with the skills and experiences necessary to thrive in an interconnected world amidst increasing tensions across countries.
Today, I will focus my speech on the need to shift our approach towards talent development in Singapore’s current and future workforce.
First, I believe that forging more strategic partnerships with global companies and establishing a new talent development initiative is necessary. By collaborating with MNCs, we can create global rotation programmes where Singaporeans are hired and placed in various roles across the globe. This initiative would provide our young talents with invaluable exposure to diverse cultures, markets, business practices and honing their leadership skills in order to broaden their perspectives.
Many young Singaporeans aspire to work in MNCs given the global exposure, the career development opportunities, the competitive compensation package, the vibrant work culture that is in place, and the networking potentials that these companies offer. By working with MNCs to hire and train Singaporeans, we can help our young Singaporeans meet their aspirations and gain the international experience that is much needed in order to excel in future senior leadership roles.
However, we do acknowledge that MNCs will not automatically hire more Singaporeans. As a result, I believe the Government will need to subsidise the cost of putting Singaporeans in the global job rotation programmes. This should be viewed as an investment in our local talent pool, which I believe can pay off in the long run.
Second, a differentiated look at the way we embrace talents and allocate resources to support their development. Let me elaborate this on three aspects.
The first, global talents with a much more local emphasis. This is an issue that I believe is not unique to Singapore. Many cities across the world grapple with this and today find that increasing availability of competitive talents providing services from offshore. Over time, this will be a formidable threat to our local workforce without having the overseas talent to even be present in Singapore.
We are also cognisant of a shrinking workforce locally given our low total fertility rate (TFR) and this implies the need to augment workers in different sectors through more options. I totally agree with what Deputy Prime Minister Heng Swee Keat has just said. We need to have all these global bright minds with us, but we also need to find a way in order to create opportunities for Singapore to become the bridges and connectors that he referred to.
The question is how best do we do this such that Singaporeans continue to have equal opportunities to get good employment for a much longer period and also the opportunities to participate in the global arena.
Taking a reference from this company called Atos, an international information technology services company who successfully implemented a global talent policy that aligns with their global and local talent management strategies. It has certainly proved to be effective for the investments they have made.
Being in the digital space, Atos certainly faces the challenge of dynamic market trends and the constraint that needs to retain their own talents. Yet, they are focused on the skills development of their employees, ensuring development pathway and positive employee experience which translates to positive customer experiences that help sustain their business.
We need an equivalent framework that encourages MNCs and large local corporates to provide similar approach in incentivising the development process and retention of talents.
Next, shifting the implementation approach for MNCs and our local SMEs. We are committed to support both the MNCs and our local SMEs. By differentiating Employment Pass quotas and providing targeted incentives, we aim to create such a balanced ecosystem where both sectors can thrive. The Tech@SG Programme, a joint initiative by EDB and Enterprise Singapore, supports this balanced approach, helping both the fast-growing local companies and SMEs to access critical talent.
Businesses thrive when there are economies of scales; and MNCs bring to Singapore important business flows, not only in terms of the scale of business but they also serve a broader region beyond Singapore, with a natural opportunity that allow SMEs to provide goods and services, which in turn help Singapore's economy to be more resilient.
To make this implementation possible, I would like to suggest a few measures to be considered.
One, differentiated quotas. Implement separate Employment Pass quotas for MNCs and SMEs, with a more generous quota towards our SMEs. This way, the SMEs can hire more talented foreigners without increasing the overall number of foreign workers in Singapore.
Two, salary thresholds. Increase the minimum qualifying salary for MNCs to hire foreign professionals in junior roles. This merits the opportunity to develop a sizeable local workforce with time that will enhance the capabilities which can value-add to the company and support rotational roles when the opportunity arises.
Three, skills transfer programmes. Encourage MNCs to implement skills transfer programmes where they are required to train local employees to take on senior roles gradually. Likewise, we need concrete steps need to be in place to ensure that Government-linked companies provide ample internships for the Institute of Technical Education (ITE) and polytechnic students, while we establish the mechanisms for accountability to ensure the initiatives can be successful over time.
Four, talent flow to SMEs. Not everyone who undergoes a global job rotation programme will continue to work in MNCs. We should create a pathway for some of these trained talents to be able to flow into our SMEs. By making them available for the SMEs, they will bring their valuable experiences and skills to strengthen our local businesses. Such talent flow would benefit both the individuals involved and yield significant advantages for Singapore as a whole.
By cultivating a pool of experienced global leaders, we also enhance our ability to retain the MNCs within our borders. These leaders, equipped with a deep understanding of international business dynamics, will be better positioned to drive innovation, foster economic growth and ensure that Singapore remains a hub for global commerce for a long time to come.
Next, about harnessing and broadening our talent pool. I would say, each year, over 9,000 youths sit for the “N” level examinations. Many of these students eventually go on to enrol in our ITEs. Have we considered to allow students who are not academically inclined to enrol in ITE much earlier, say, at the age of 13? This would allow them to begin skills development over a longer horizon and discover their niche in the various trade crafts that are suitable to their own abilities which can be useful, as they explore their future careers. Further, we can consider expanding ITE to have a stronger focus on technical skills development and if they can excel in some specific areas, for example, like cross-skills capability development in our youths, this will prove to be very valuable for the future unpredictable work environment.
These initiatives, as much as I have said, will need to be implemented in phases, allowing us to evaluate and refine our approach that is based on feedback and outcomes. This will ensure that we can address any challenges and make the necessary adjustments in order to make sure they will become successful in the implementation.
And, Sir, lastly, a healthy and successful career pathway must be balanced with one’s well-being and one that caters for their mental health and work-life balance. These are integral to our vision of a happy and thriving society. While economic success cannot guarantee a person’s well-being, expanding the options and pathways available to all Singaporeans for their career choices will help more people achieve their dreams, thus creating a more inclusive and cohesive society for future generations.
Providing diverse opportunities for our citizens not only empower them to excel in their potential, it also fosters a greater sense of fulfillment and purpose. When individuals feel supported and valued, it boosts their overall happiness and contributes to a stronger and more resilient community at work.
While we do not have infinite resources to double down and resolving all challenges, we should have faith that investing in Singaporeans will pay off in the future. We must believe that every Singaporean is capable and responsible and should be given every opportunity that the country can afford.
To enable the future where equity and inclusivity are strong values that anchor this country, we need to commit to ensure that opportunities are accessible to all Singaporeans, regardless of their background. This includes implementing fair and transparent selection processes and providing additional support to those who need it. This is a long-term commitment and a topic we should focus on investing when we have Budget surplus.
Sir, I see Singapore with a future of opportunities and hope. We have many assets that our forefathers and the current generation have built together as a united country. These are rare assets in a fractious world today. I consider this a blessing to have and one we should treasure to preserve and enhance for future generations. Our people is one key asset.
Competition is inevitable, both locally and globally. It exists before and will only be more rampant in the years ahead. Thus, I advocate that we begin to emphasise on our goal of providing more pathways for success. By diversifying our talent development strategies, by offering broad opportunities for exploration from young, we aim to reduce the pressure and allow individuals to find and pursue their unique strengths and interests.
By investing in our young talents and providing them with opportunities for global exposure, we not only secure their future but also fortify our nation's position as a leader in the international arena.
Through our investment for individuals to understand the necessary skills to develop building upon their strengths, our workforce can truly live up to a continuous learning and adaptation mindset in the ever-changing global landscape. This will, over time, result in a more innovative, balanced and sound economy, enabled by the creation of the economic growth destiny that our citizens are a part of. With a healthier and happier workforce, we too look towards a more harmonious and prosperous society.
I urge the Government to take a vital step towards broadening our definition of success and how Singaporeans can have more choices in their career pathway, as we join hands to ensure Singapore’s continued success on the global stage. With this, I rise in support of the Budget.
Mr Speaker : Assoc Prof Jamus Lim, you have a clarification to make?
12.14 pm
Assoc Prof Jamus Jerome Lim (Sengkang) : Thank you, Speaker, and just a quick clarification for Deputy Prime Minister Heng. Let me start by declaring that I am a researcher and academic myself who, through collaborations with principal investigators in our autonomous universities, could potentially benefit from the National Research Fund. I will also add, at the outset, that I am fully supportive of increases to our national R&D spending, having called for this in Budgets past. And I share Deputy Prime Minister Heng's concern about how, in many administrations around the world, this has been slashed.
That said, if I may appeal to the Government, when it comes to projects to be funded by the National Research Fund going forward, if we could expand the fields of inquiry to also non-science, non-tech areas, so long as these have a broad societal applicability. I will include here social sciences as well as areas in the humanities and liberal arts, such as design, linguistics, psychology, history and, of course – I am being a bit self interested here – economics as these areas can also indirectly contribute to our more techy or sciencey endeavours.
Lest we forget, Steve Jobs, for example, was a liberal arts major who brought Apple from a pure tech company into a global consumer lifestyle juggernaut. Jack Ma, founder of tech giant Alibaba was also an English major.
Mr Heng Swee Keat : Sir, first, let me thank Assoc Prof Jamus for his support for R&D spending. I am very happy to hear that.
As for his specific inquiry, actually, we have many different pots of research funding for different activities. The National Research Fund oversees the part that is largely related to science and technology. But beyond science and technology, where there are parts that are related to how science and technology may be deployed; we also fund some of those research. For instance, in the field of ageing, it is not just the biomedical aspects of ageing, but also the behavioural aspects of ageing. How do we nudge people towards healthier lifestyle, healthier behaviour. So, where it is closely related, we do fund those projects as well.
At the same time, there are also many different pots of research funding. When I was at the Ministry of Education (MOE), we have and we still have the Academic Research Fund at different tiers that is administered by MOE. We have our research panels that look at the quality of these proposals as well. We have also recently, a few years back, created the Social Sciences and Humanities Research Group that will look at the research in this area.
The question is, how do we bring all of this together? I think for individual researchers, do apply for that, look at what may be relevant. My personal appeal to researchers is that I know there are some who love to look at just the basic research of it. We do fund a lot of that, particularly in the sciences. But there is also a lot of scope for us to fund and do research that can be translated into actual practices, into seeing immediate improvements in the lives of people, whether it is in healthcare, and that is why I mentioned one of the big challenges that we are working on is healthy longevity.
Mr Speaker : Mr Sharael Taha.
12.18 pm
Mr Sharael Taha (Pasir Ris-Punggol) : Thank you, Mr Speaker. Sir, I stand in support of the Budget presented by Prime Minister and Minister for Finance Lawrence Wong. The Budget builds upon past Budgets, providing immediate support for today's challenges, investing in our growth and securing Singapore's long-term future while maintaining fiscal prudence.
Mr Speaker, in my speech on the Budget, I would like to focus on three key things.
Firstly, let us take a moment to reflect on the fact that this is the first Budget by our new Prime Minister Lawrence Wong and the 4G leadership. The fact that it has gone smoothly with no distractions is no easy feat.
Secondly, this smooth transition must not be taken for granted. Political stability has been the cornerstone of Singapore's success, shaping our economic growth, social policies and diplomatic standing. It is our "secret sauce" – the ability to plan, think and most importantly, execute for the long term while still tackling the challenges of today.
Thirdly, as we plan for the future while tackling today's challenges, we must stay engaged, listen actively and adapt swiftly. Understanding the powers of our people is key, ensuring that we refine our approaches, improve our policies and respond effectively to evolving needs.
Mr Speaker, let us take a moment to acknowledge and appreciate the smooth, stable and well-planned leadership transition – often a rarity in many parts of the world. With deep respect and gratitude, we recognise the seamless handover of leadership from Senior Minister Lee Hsien Loong to Prime Minister Lawrence Wong. The transition reflects the hallmark of Singapore's governance – continuity, foresight and stability.
If we look at the world around us, Singapore's political stability and mature leadership transition is an anomaly. Many nations struggle with uncertain transitions, political instability and abrupt policy u-turns, leading to wasted investments, stalled progress and loss of public trust.
Take, for example, the US saw political turmoil during the 2020 transition, culminating in the 6 January Capitol riot and repeated policy u-turns across administrations. Some Asian countries experienced drastic shifts in economic and diplomatic policies with each new leader, causing instability. In just three months, one Asian country has seen a president and an acting president impeached. The United Kingdom (UK) continues to face instability with frequent leadership changes, leading to uncertainty in trade, immigration and economic policies, particularly post-Brexit. Even within the Association of Southeast Asian Nations (ASEAN), repeated leadership changes have resulted in policy reversals such as the abolition and reintroduction of the Goods and Services Tax (GST), causing economic uncertainty and deterring long-term investments.
In contrast, Mr Speaker, Sir, Singapore has shown that leadership transition can be done right. Our careful, deliberate succession planning ensures continuity in governance, preserving our progress while allowing for a necessary evolution.
We express our deepest appreciation to Senior Minister Lee Hsien Loong for his decades of steadfast leadership. We also extend our full support for Prime Minister Lawrence Wong and the 4G leadership team as they take on the responsibility of steering Singapore into the future.
Mr Speaker, Sir, as we celebrate 60 years of independence, it is timely to reflect on the foundation of Singapore's success – our political stability. This stability has been the bedrock of our economic growth, our social policies and diplomatic standing. It allows us to focus on long-term plans while tackling today's challenges, even amidst geopolitical tensions and economic uncertainty.
It is something that we must protect and strengthen to uphold the values that have guided our progress. Hence, Mr Speaker, I am pleased that this Budget reflects this continuity and consistency. It builds on the past Budgets while adapting to new challenges and reinforces our commitment to a resilient and forward-looking Singapore.
In an era where countries are turning inwards, onshoring businesses and shifting away from global collaboration, Singapore must stay ahead. The Budget continues our investments in enhancing our global competitiveness, ensuring Singapore remains a top destination for businesses and investors, upskilling our workforce with the skills of tomorrow, investing in innovation and technology, especially in AI, which was explained in great detail by Deputy Prime Minister Heng, and investment in infrastructure to support long-term growth, in particular, the Changi Airport Development Fund and Future Energy Fund.
This Budget sets aside an additional $5 billion for the Changi Airport Development Fund, reinforcing the importance of our ports and airports as strategic national assets. Developing Singapore into a leading air hub requires more than expanding our airport capacity. As regional airports modernise rapidly, we must scale productivity, enhance global connectivity and strengthen Singapore's position as a premier travel and business hub.
Beyond the airport, our broader air hub ecosystem must grow in tandem. Industries such as aerospace maintenance, repair and operations (MRO), logistics and airside services are critical in keeping Singapore competitive. Their growth requires a coordinated strategy, aligning infrastructure expansion, workforce readiness, sustainability strategy and industry development.
We must also strengthen collaboration among key ecosystem players such as Singapore Airlines, Changi Airport Group, the Singapore Tourism Board and the hospitality sector to enhance Singapore's value proposition as an air hub.
Dubai provides a strong example. Its airline, tourism and airport operator are strategically aligned to position the city as a premier travel destination.
Furthermore, as Changi Airport continues to expand, how can we optimise urban planning and resource allocation in our east and north east areas like the Loyang Industrial Estate, Changi Business Park, Pasir Ris, Punggol, in particular, Punggol Digital District and Seletar to reinforce growth and strengthen Singapore's overall aviation sector? What is the Government's long-term roadmap to integrate these elements and ensure Singapore's air hub competitiveness is sustained into the future?
This Budget also allocates a $5 billion top-up for the Future Energy Fund, reinforcing our commitment to securing a low-carbon, sustainable and safe energy future. This is not just an investment in technology. It is an investment in energy security, economic resilience and environmental responsibility. The key question is, how will this fund be used to deepen our understanding of alternative energy feasibility for Singapore?
To make real progress, we need to strengthen research efforts to assess viable alternative energy sources, ensure regulatory readiness, preparing Singapore to govern and implement new energy solutions; build a strong talent pipeline, equipping Singaporeans with the expertise needed for this transition; and engage with international partners to accelerate learning and preparedness, ensuring we lead rather than follow.
More importantly, we must move with urgency from technology exploration to pilot programmes and ultimately, to full-scale industrial deployment. How do we ensure that Singapore transitions at pace and does not lag behind?
I look forward to hearing more about the whole-of-nation approach to developing Singapore as a leading air hub and the details of the Future Energy Fund during the Committee of Supply (COS) debates.
Thirdly, as we plan for the future, we must stay engaged, listen actively and remain adaptable to solve today's problems. It is essential to understand the pulse of our people, refine our approaches and continuously improve our policies, ensuring that we build a stronger, better future together.
A good example of this is the cost-of-living support through the U-Save, and service and conservancy charges (S&CC) rebates, Climate Vouchers, MediSave and Edusave top-ups and SG60 Vouchers, which provides much needed relief.
Some Pasir Ris residents suggested receiving Community Development Council (CDC) Vouchers in cash for greater flexibility, including overseas spending. However, the CDC Voucher system is well-refined, helping Singaporeans while also boosting local businesses, especially our smaller neighbourhood shops. Our stallholders, such as Mrs Wee and Eric at Pasir Ris Drive 4 and 6 wet markets have shared that they have seen their business increase during voucher disbursements.
Keeping spending local ensures that support reaches Singaporeans while strengthening small businesses and hawkers, a vital part of our community and economy.
In my 2022 speech on the White Paper on Singapore Women's Development, I shared the story of Mdm Neo, a Pasir Ris resident caring for her bedridden husband. I called for a further increase in the Home Caregiving Grant to better support caregivers. I am glad that since then, the grant has been raised from $200 to $400, and now to $600, providing much needed relief for caregivers like Mdm Neo.
The Budget reaffirms the Government's commitment to building a Singapore made for families, with stronger support for vulnerable families, seniors and persons with disabilities. Measures such as the enhanced Fresh Start Housing Scheme, higher ComCare rates and initiatives to help seniors age well are welcome steps.
However, retirement adequacy remains a concern, particularly for seniors with insufficient Central Provident Fund (CPF) savings. While the Lease Buyback Scheme is an option for senior homeowners, should we lower ComCare eligibility requirements for seniors with no assets, especially those whose children are also struggling financially?
On persons with disabilities (PwDs), extending the Enabling Employment Credit to 2028 helps offset hiring cost. But are we truly moving the needle on employment opportunities for those with special needs? This ties into workforce transformation efforts. While SkillsFuture grants support workforce upskilling and Senior Employment Credit incentivises hiring older workers, workforce transformation remains slow in hiring seniors and PwDs. How do we move beyond incentives to truly shift workplace culture? Should stronger regulatory measures be even considered? What more can be done to ensure employment inclusivity is not just a policy goal but a reality for all Singaporeans?
Mr Speaker, allow me to give my conclusion and end my speech in Malay.
( In Malay ) : [ Please refer to Vernacular Speech .] This Budget builds upon past policies, providing immediate support for today's challenges, investing in our nation's growth and ensuring Singapore's sustainable future while maintaining fiscal discipline. However, beyond the grants, schemes and vouchers introduced, there are three important points we need to ponder.
First, this is the first Budget under the new leadership of Prime Minister Lawrence Wong and the 4G leadership team. The leadership transition has gone smoothly. This achievement is no mean feat, especially when we look at what is happening in other countries including the US.
Second, the importance of political stability for Singapore's progress. Many countries experience turbulent leadership transitions, resulting in uncertainty, political instability and squandered investments. Ultimately, it is the people who bear the consequences. Political stability is a cornerstone of Singapore's success. It shapes our economic growth, social policies and diplomatic standing. The ability to plan, think and most importantly, implement for the long term while addressing current challenges, is the secret to our success and we must protect it for the sake of our children's future.
Lastly, we must prepare for the future by taking a flexible approach. In planning for the future, we need to continue to listen, understand the people's wishes and make swift adjustments to policies. The people, leaders and businesses must work together to continuously refine and improve policies to shape a stronger and more resilient Singapore. Only through unity and efficient leadership can we continue to progress as a stable and successful nation. Onward Singapore.
Mr Speaker : Mr Don Wee.
12.31 pm
Mr Don Wee (Chua Chu Kang) : Mr Speaker, Sir, I rise in support of the measures in this Budget to enhance Singapore’s competitiveness and position us for the future.
Singapore must continue to lead in green finance and sustainability. To this end, I urge the Government to liberalise the GST treatment for input tax claims on carbon credit trading-related expenses. Businesses that purchase voluntary carbon credits to manage their emissions targets would benefit from enhanced tax deductions.
Additionally, I propose that gains derived from qualifying green investments made by Singaporean investors overseas be exempted from corporate tax, similar to the foreign-sourced dividends exemption. This would encourage more businesses to participate in sustainable investments globally.
The shift towards electric mobility is crucial for our sustainability goals. Can the Government allow businesses to claim input tax on GST incurred for expenses related to EVs? This will support early adoption and accelerate fleet transitions.
Furthermore, to ease the financial burden on SMEs, I suggest channeling the additional supply of Certificates of Entitlement (COEs) towards commercial vans, which will help lower operating costs and, ultimately, benefit end users. Mr Speaker, Sir, in Mandarin.
( In Mandarin ) : [ Please refer to Vernacular Speech .] Enterprise Singapore administers numerous grants and schemes to support SMEs in their green transition. However, these are largely based on a reimbursement model, which creates uncertainty in capital recovery. As a result, many SMEs hesitate to invest in expensive equipment.
To improve accessibility, I propose that Enterprise Singapore offer upfront financial support, especially for vendors who have cleared the agency's onboarding criteria. Additionally, the Government, leveraging its data on registered businesses, could use AI to prequalify SMEs for relevant assistance schemes and grants, and then inform these companies that qualify and welcome them to submit their applications.
To further encourage sustainable investments, Enterprise Singapore could support the leasing of energy-efficient equipment like electric cranes, allowing SMEs to claim these expenses instead of requiring outright purchases, followed by applications.
SMEs require targeted funding support to invest in carbon pricing models, value-chain emissions management and decarbonisation projects. I propose further tax deductions or co-funding mechanisms, with a limited implementation window of two to three years to assess effectiveness.
I also welcome the Government's expansion of the Partnerships for Capability Transformation (PACT) scheme in 2024, which fosters deeper collaboration between MNCs and SMEs. Could the Government provide insights on the utilisation rate of this scheme? We should start with ourselves by encouraging large local buyers, such as GLCs and NTUC FairPrice, to join the scheme and help their SME suppliers with green transformation.
Sustainability is an area where SMEs and MNCs can work together. MNCs, as "queen bee buyers", can guide SMEs towards meeting global environmental, social and governance (ESG) standards. Presently, ESG reporting applies only to listed firms, but many countries are mandating sustainability compliance across entire supply chains. SMEs should start identifying and reporting their carbon emissions. How can the Government help these SMEs master the business opportunities in this area?
Last year, I highlighted the shortage of heavy vehicle parking near drivers' residences, forcing companies to cover additional transport costs. Could the Government convert vacant premises, such as unused schools or JTC sites, into temporary parking lots or allow these heavy vehicles to park overnight? I understand this requires temporary land use amendments and adjustments to car park charges, but with the right policy intent, I am confident the Government can resolve these challenges creatively.
I commend the Government for introducing 20% wage support for workers with disabilities earning below $4,000 per month. However, inclusivity hiring requires additional workplace training for supervisors and colleagues. To further incentivise employers, I propose: one, tax rebates for businesses that adopt inclusive hiring practices; two, higher foreign worker quotas for companies hiring persons with disabilities; and three, bonus points for inclusive companies in Government project bids.
I also urge MOE to provide more Edusave Awards opportunities to children studying at Special Education Schools. Additionally, families with more than one special needs child face immense financial strain, as one parent often has to stop working to provide care. Can the Government offer enhanced financial assistance to such families?
( In English ): Enterprise Singapore administers numerous grants and schemes to support SMEs in their green transition. However, these are largely based on a reimbursement model, which creates uncertainty in capital recovery. As a result, many SMEs hesitate to invest in expensive equipment.
To improve accessibility, I propose that Enterprise Singapore offer upfront financial support, especially for vendors which have cleared the agency’s onboarding criteria. Additionally, the Government, leveraging on its data on registered businesses, could use AI to pre-qualify the SMEs for relevant assistance schemes and grants.
To further encourage sustainable investments, Enterprise Singapore can support the leasing of energy-efficient equipment like electric cranes or electric generators, allowing SMEs to claim these expenses instead of requiring upfront purchases.
SMEs require targeted funding support to invest in carbon pricing models, value-chain emissions management and decarbonisation projects. I propose further tax deductions or co-funding mechanisms, with a limited implementation window of two to three years to assess effectiveness.
I also welcome the Government’s expansion of the Partnerships for Capability Transformation scheme in 2024, which fosters deeper collaboration between MNCs and SMEs. Can the Government provide insights on the utilisation rate of this scheme and any potential areas for improvement? Can we also encourage the local "queen bee buyers", like NTUC Fairprice and the Temasek-linked companies to be part of this scheme and help embark key SME suppliers on this green journey?
Sustainability is an area where SMEs and MNCs, as well as the local large corporations, can work together. These “queen bee buyers,” can guide SMEs towards meeting global environmental, social and governance (ESG) standards. Presently, ESG reporting applies only to listed firms, but many countries are mandating sustainability compliance across the entire value chain. Government can help the SMEs to start tracking their emissions now, so as to avoid future trade barriers.
Last year, I highlighted the shortage of heavy vehicle parking near the drivers’ residences, forcing companies to cover additional transport costs. Can the Government convert vacant premises, such as unused schools or JTC sites, into temporary parking lots to allow these drivers to park overnight? I understand that this requires temporary land use amendments and adjustments to car park charges, but with the right policy intent, I am confident the Government can resolve these challenges creatively.
I commend the Government for introducing 20% wage support for workers with disabilities earning below $4,000 per month. However, inclusivity hiring requires additional workplace training for supervisors and their colleagues. To further incentivise employers, I propose: (a) tax rebates for businesses that adopt inclusive hiring practices; (b) higher foreign worker quotas for companies hiring persons with disabilities; and (c) bonus points for inclusive companies in Government project bids.
I also urge MOE to provide more Edusave Awards opportunities to children studying at special education (SPED) schools. Additionally, families with more than one special needs kid face immense financial strain, as one parent often has to stop working to provide care. Can the Government offer enhanced financial assistance to such families?
Singapore has many social support schemes for lower-income families, but eligibility criteria can be complex. Essential workers, who need help the most, often lack time, knowledge, or digital access to navigate these schemes. Similarly, they may struggle to identify suitable upgrading opportunities, especially with rising job and training scams. I urge the Government to develop a systematic framework to proactively reach out and guide these workers. Since the Government has household data on income, education and occupation, SkillsFuture can pre-qualify Singaporeans and directly recommend accredited courses tailored to their needs.
In conclusion, Mr Speaker, Sir, this Budget positions Singapore for the next lap of growth while ensuring that businesses, workers and families receive the support they need. I strongly support these measures and urge the Government to further refine tax policies, expand SME support, accelerate sustainability efforts and simplify access to social assistance. With this, I affirm my support for the Budget.
Mr Speaker : Dr Lim Wee Kiak.
12.42 pm
Dr Lim Wee Kiak (Sembawang) : Mr Speaker, Sir, I rise in support of the Budget. On behalf of residents of Sembawang group representation constituency (GRC), I thank the Government for the generous support provided to all Singaporeans and for the forward-looking Budget, which further invests in our economy, our infrastructure and most importantly, our people.
The Budget Statement reports a surplus of $6.4 billion for this financial year (FY), which the Prime Minister attributes to better-than-expected corporate tax collection. We also acknowledge the Government's commendable efforts in confiscating approximately $3 billion from a money laundering syndicate last year. Furthermore, a significant sum of $6 billion was seized between January 2019 and June 2024, linked to criminal and money laundering activities. It demonstrates a robust approach to tackling financial crime. While the return of $416 million to the victims and the forfeiture of $1 billion to the state are positive steps, it is understood that a substantial portion remains tied up in ongoing investigations and court proceedings.
In this context, I would like to ask the Prime Minister: did the confiscated funds contribute to the reported surplus?
This question is pertinent given the devastating impact of scams on many Singaporeans, some of whom have tragically lost their entire life savings. Therefore, would the Government consider utilising a portion of this confiscated money to provide much-needed assistance and support to Singaporeans who have suffered such devastating losses. Such a measure would not only provide crucial financial relief but also demonstrate the Government's empathy and commitment to supporting citizens affected by financial crime.
Mr Speaker, I would now like to turn to the main body of my speech today, focusing on three key issues vital to Singapore's future: energy resilience, people resilience and environmental resilience.
First, let us address energy resilience. Together with many fellow Members of Parliament (MPs) in this House, I have expressed concerns about our heavy reliance on natural gas and the need to explore diversified energy options. In fact, I spoke about the potential of nuclear energy for Singapore back in 2009, during my first term as an MP, before the unfortunate Fukushima incident.
Therefore, I am particularly pleased to hear the Prime Minister addressing the possibility of deploying small modular nuclear reactors (SMRs) during his speech. These reactors are touted as being significantly safer and present lower risks compared to conventional nuclear reactors, like those in Fukushima. However, understandable concerns remain among Singaporeans, primarily regarding safety and the potential locations of these reactors.
I therefore pose these questions: will these SMRs be situated on one of our offshore islands, as far as possible from our population centres? Or might they be located deep underground, within our granite bedrock, offering potential for easier containment in the event of any incident? Furthermore, the high capital cost and long gestation period associated with nuclear reactors are well-known. What is the estimated cost for these SMRs and how does the Government propose to fund this significant undertaking?
Next, understandably, with the talk of general elections approaching, the media has been very busy trying to speculate where will be the hot spots. Let me help the media – there is only one true hot spot in Singapore, that is in Sembawang. It is our Sembawang hot spring! I am pleased that my cut at the Ministry of National Development (MND) Committee of Supply debate in 2016, urging the Government to consider building a hot spring park on Ministry of Defence (MINDEF)-owned land, ultimately led to the creation of Sembawang Hot Spring Park and, now, a space for all to enjoy.
However, hot springs are a natural phenomena, subjected to change, shifts and new formations due to ground movement. Therefore, I hope the ongoing construction of the North-South Corridor expressway adjacent to the Sembawang Hot Spring will not adversely affect this valuable resource of ours. Furthermore, a few years ago, a dormitory operator in Sembawang reported the discovery of another hot spring on their premises. I understand the leases of these dormitories are not being renewed, as the land is slated for redevelopment. I urge the Government to prioritise the preservation and protection of any new hot springs that may be discovered in the area.
The potential of geothermal energy generation using underground heat in Sembawang has also been discussed. This presents a promising source of renewable energy and a valuable opportunity to diversify our energy sources. Can the Minister provide an update on this project? Specifically, I would like to know the exact location of the geothermal exploration and what is the potential impact it may have on our environment, more importantly, on the existing Sembawang Hot Spring.
Another important element in our pursuit of energy resilience is solar. Despite our limited land size, Singapore has made commendable progress in incorporating solar power into our energy mix. The SolarNova programme, launched in 2014, has successfully deployed solar panels across Government buildings, public housing and key infrastructures, proving that the solar panel deployment is both cost-effective and scalable.
However, we can and should do more. Many buildings and houses still possess untapped roof spaces suitable for solar panel installations. I urge the Government to further incentivise and encourage these building and homeowners to embrace solar energy. One potential approach is to incorporate solar panel installation requirements directly into our Building and Construction Authority (BCA) building code, ensuring all future buildings contribute to our power grid. Furthermore, like the climate vouchers initiative, could the Government consider providing grants to private property owners to offset the cost of solar panel installation? This would not only accelerate the adoption of solar energy, but also empower individuals to contribute directly to our national sustainability goals.
Let us now turn to the heart of our nation's strength: our people.
People are Singapore's most valuable resource and our adaptability and unity are hallmarks that we must safeguard. In our early years, the kampung spirit fostered strong community bonds. Extended families lived together, often with limited Government support, relying on local village or clan associations for mutual aid. Everybody knew their neighbours, creating a tightly-knitted community.
Singapore's rapid development over the past 60 years has transformed our living landscape. Today, most reside in Housing and Development Board (HDB) estates with modern amenities, served by Residents' Networks under the People's Association (PA). While these networks organise beneficial programmes and events, it is an unfortunate reality that neighbours living on the same floor can remain strangers even after many years. Distressing incidents, such as residents passing away unnoticed until the discovery of a foul smell, highlight the gaps in our modern social fabric.
Clearly, we need to create more opportunities for connection and strengthening of bonds between neighbours. PA excels at organising large-scale community events that foster unity and raise awareness amongst hundreds or even thousands of attendees. But the nature of such events means that they are less effective in cultivating close neighbourly ties.
In the Canberra division of Sembawang GRC, we have been working to address this challenge since 2008 by organising small-scale "floor parties". These gatherings encourage neighbours on the same floor to connect over simple food and drinks in their own shared lobby or corridor. The results have been remarkable. We have seen relationships blossom and a renewed sense of community emerge. We capture these moments with a group photo of the whole entire floor and encourage neighbours to exchange contact information, recognising that in emergency, neighbours are the first line of support.
We have witnessed heartwarming instances whereby neighbours offered to drive their neighbours to hospital during emergency, working together to extinguish fires before the Singapore Civil Defence Force (SCDF) arrival, and cooking and delivering meals to those living alone and facing mobility challenges. This strong community spirit shone brightly during challenging times, like the recent COVID-19 pandemic.
The resilience of our people must be continuously nurtured. We cannot leave this to chance. I urge the Government to invest more in initiatives that promote neighbourliness and strengthen our bonds within our community, building a more resilient and interconnected society.
Finally, I want to address the critical issue of environmental resiliency. We are undeniably facing increasingly unpredictable and extreme weather conditions, a trend that is projected to worsen. The Government plays a pivotal role in bolstering our resilience through comprehensive policies and initiatives. The Sustainable Singapore Blueprint and the Singapore Green Plan 2030 outline ambitious yet necessary goals for sustainability, including reducing carbon emissions, increasing the use of renewable energy and promoting waste reduction. The recent initiative to enhance energy efficiency by providing Climate Vouchers to all households, including private property owners, for the purchase of energy-efficient appliances is a commendable step.
Beyond national efforts, promoting individual actions, such as the 3Rs – reduce, reuse and recycle – is crucial. I recall when I first entered politics in 2006; there was only one recycling bin for every five blocks of HDB. While we encouraged the residents to recycle, the limited infrastructure presented a significant challenge. And in this very House, I advocated for increased recycling bins and dedicated recycling chutes in new HDB developments. Canberra was even offered as a pilot project to the then-Ministry of Environment to implement one recycling bin per block. This project proved highly successful and paved the way for islandwide adoption later. Now, new HDB projects incorporate dedicated recycling chutes.
Building upon this progress, I encourage individuals with innovative ideas and a passion for contributing to this vital green industry to step forward. Collaborative efforts between all stakeholders and the Government are essential for achieving the ambitious goals outlined in the Singapore Green Plan and ensuring the environmental resilience for our nation.
In conclusion, Mr Speaker, as we celebrate SG60 this year, we reflect upon the remarkable achievements of our Pioneer, Merdeka and Majulah generations. They built the foundation upon which our nation stands. Let us honour their legacy by continuing their work, strengthening our resilience across all vital sectors – energy, people and environmental – and securing a brighter future for generations to come.
Mr Speaker : Mr Lim, you can go back to your hot seat. Ms Sylvia Lim.
12.55 pm
Ms Sylvia Lim (Aljunied) : Mr Speaker, I wish to focus on managing costs and resources for all. I will address three critical areas: one, budget marksmanship; two, the concept of affordability; and finally, the challenges faced by some vulnerable Singaporeans.
First, on budget marksmanship. As highlighted by fellow Members, the Ministry of Finance's (MOF's) budget forecasting this year has been notably inaccurate.
In the previous Budget Statement, the Government projected a modest surplus of $0.78 billion for FY2024. However, revised figures revealed an $8 billion increase in total operating revenues, rising from the estimated $108.6 billion to $116.6 billion. To put this in perspective, $8 billion equates to $8,000 million, a substantial underestimation.
Prime Minister Lawrence Wong attributed this unexpected revenue surge primarily to a higher corporate income tax collection, which only accounts for less than $3 billion of the increase. The remaining $5 billion plus over collections include significant rises in vehicle quota premiums or COEs at nearly $1.9 billion more, and GST at $1.2 billion more. Additional increased contributions came from Statutory Boards, stamp duties and personal income taxes.
In September last year, midway through the fiscal year, Prime Minister Wong responded to a Parliamentary Question (PQ) from Workers' Party (WP) MP Louis Chua, reiterating the projected surplus of $0.78 billion. This raises some questions. Was there an awareness at that point of the significant deviations from projections? If so, should an updated estimate have been provided? If not, why was this discrepancy not identified earlier?
Sir, the higher than expected COE and GST collections reflect the financial pressures Singaporean families have endured recently. Escalating cost of essential items, such as food, are particularly concerning. The Prime Minister aptly noted, "Singaporeans are still adjusting to these new price realities. Some have had to tighten their belts, rethink spending habits or make difficult trade-offs to manage their expenses."
While external factors contribute to inflation, it is important to recognise that COE and GST are outcomes of domestic policies. Offering ad hoc vouchers and handouts in response to the cost of living, may come across as missing the wood for the trees.
Sir, next on defining affordability. The Government's approach to easing cost of living pressures and ensuring public housing affordability warrant scrutiny. Current measures suggest that Singaporeans can only manage expenses with the aid of vouchers, subsidies and grants. For instance, on utilities and household essentials. Reliance on rebates and vouchers indicates that, without such assistance, basic necessities may be out of reach for many.
On public housing, the necessity of substantial housing grants, which were further increased in 2023 and again in 2024. This implies that, without them, most citizens would struggle to afford HDB flats.
On childcare and education, the dependence on subsidies and fee caps suggested that, without these interventions, these services might be unaffordable for the average family.
In 2023, then-Deputy Prime Minister Lawrence Wong noted that the Singapore dream was no longer about the five Cs – cash, car, credit card, condominium and country club; but it was about fulfilment, meaning and purpose in life. Could it be that the five Cs simply hold no relevance today as they are no longer attainable to many? Specifically, the growing dependence on housing grants prompts questions about future affordability. Parents today are understandably anxious about the housing prospects for their children. Such reliance on Government transfers raises concerns about the sustainability of such support.
In a Straits Times opinion piece on 24 February, Professors Linda Lim and Pang Eng Fong queried this approach for the long term. They observed that, "The persistent need for subsidies for basic goods and services like food, accommodation and utilities in one of the world's richest countries, indicates that prices are too high and wages too low to enable a substantial segment of Singaporeans to make ends meet."
Sir, such a concern is not confined to this House, nor to economists. Earlier this week, a member of the public named Joe called into a CNA TV programme to pose a most pertinent question to the Government, "Can the Minister reassure us that the Government is looking into the rising cost of living and not just providing handouts?"
Sir, looking ahead, I also wonder how much more the Government will collect from Singaporeans every year in taxes to fund these handouts. Will there be an endless upwards spiral in prices and increased handouts, in the name of affordability?
Sir, finally, I wish to talk about supporting vulnerable segments of society. As we commemorate 60 years of Singapore's Independence, it is timely to reflect on the challenges faced by certain groups, particularly homemakers, whose financial security requires attention. Currently, CPF members have the autonomy to nominate beneficiaries for their CPF savings upon death, even to the exclusion of immediate family members. This poses a potential risk to non-working spouses, typically wives, who have dedicated themselves to managing the household and consequently have limited CPF savings of their own.
For families with fewer resources, CPF savings constitute a significant portion of liquid assets upon a member's death. According to a DBS Bank study released this month on two million of its customers, retirees aged 65 and above were found to rely on CPF funds to cover 55% of their median expenses. This highlights the importance of CPF savings in retirement planning. In situations where a CPF member nominates non-family beneficiaries, a surviving spouse and any children could be left without a financial safety net.
Notably, during divorce proceedings, CPF monies accumulated during the marriage are considered matrimonial assets and are subject to division. Courts are empowered to award a non-working spouse a significant share of the working spouse's CPF balances. The principle here is that the working spouse was only able to concentrate on work because the other spouse focused on attending to the family at home. Therefore, if a spouse's position is recognised in a divorce, it is all the more justified to consider protections for the non-working spouses who remain in the marriage until their partner's death.
Sir, to safeguard these vulnerable spouses, I propose a policy change to require spousal consent for any CPF nomination that excludes them. This could be implemented by mandating the spouse as a necessary witness to such a nomination. Such a measure would acknowledge CPF funds as shared assets within a marriage and ensure that both parties are aware of and agree to the distribution plans. In cases where consent is not obtained, a default provision could allocate 50% of the CPF balances to the spouse, with the member's nomination applying to the remaining half. Sir, I intend to raise this issue during the COS debates for the Ministry of Manpower (MOM). I hope the Ministry will give this proposal some consideration during that debate.
Sir, to conclude, this Budget, being a prelude to the General Election, offers benefits across the spectrum, ensuring that both affluent and less-privileged Singaporeans receive some support. These measures will help households for now, but the issue is how sustainable such an approach is. I believe it is vital to seriously look at the three areas I have highlighted: doing better at Budget marksmanship; managing the cost of living other than through handouts; and providing vulnerable segments of society who risk being overlooked in our nation's progress.
Mr Speaker : Mr Edward Chia.
1.03 pm
Mr Edward Chia Bing Hui (Holland-Bukit Timah) : Mr Speaker, Sir, in today's volatile world, where global headlines are filled with conflict and economic turmoil, Singapore's stability is more than just a strength. It is our greatest competitive advantage. It is what gives Singaporeans confidence in the future and what continues to attract investments, create good jobs and secure prosperity. This stability is about good governance, a responsible fiscal approach and a united people. If we want to continue finding stability in a world of flux, we must continue making the right decisions and not just the popular ones.
One of the biggest tests of our stability today is the rising cost of living. As an MP for Zhenghua, I have witnessed first-hand the challenges that residents face. While data indicate that inflation has eased, prices remain high and families continue to feel the pinch. Singaporeans are adjusting, tightening their belts and rethinking spending habits. Resource-low families are making difficult trade-offs to make ends meet.
That is why we took decisive action, launching Zhenghua's monthly $1 Deals and Project Sama Sama, ensuring families, especially those who are resource-low, can access essential food and daily necessities affordably and conveniently. It is reassuring that these concerns are reflected in Budget 2025, with measures, such as the CDC Vouchers and LifeSG credits, offering timely relief. But while short-term relief is necessary, we must also address structural cost issues to ensure that the rising cost of living does not erode Singaporeans' quality of life.
One area where the Government has taken a bold structural step is preschool education. By capping preschool fees for Anchor and Partner Operators, early education has now become more affordable, with fees after subsidies being comparable to primary school fees, inclusive of after-school care. This is a significant step forward, ensuring that every child, regardless of their background, have a good start in life.
However, Sir, affordability must not come at the expense of quality. Preschool teachers play a vital role in shaping our young minds and their work must be fairly compensated. Given the fee caps, how will the Government adjust funding for Anchor Operators to ensure that preschool teachers are paid fair wages and have adequate resources for professional development? Affordability, wages and social support all intersect at one issue – fiscal management. And that brings me to my next point.
Some argue that the tax burden on Singaporeans is high and we have sufficient surpluses to reduce the tax burden. But let us set the record straight: Singapore's tax burden remains one of the lowest in developed countries. Unlike other nations that rely heavily on personal income and consumption tax, our two largest revenue sources are corporate tax and the Net Investment Returns Contribution (NIRC).
And as Prime Minister Wong shared in his Budget speech, Singapore expects a budget surplus in FY2024 and FY2025. These are encouraging figures, surpluses give us the confidence and resources to invest in our people and secure good jobs for everyone.
The reality is that the Government spending has increased significantly, not just for social and healthcare support, but also for initiatives that will secure Singapore's economic competitiveness and protect our island from the impacts of climate change. A budget surplus today does not mean we can spend recklessly tomorrow. Instead, we must remain disciplined and focused on delivering real outcomes for Singaporeans. Ensuring that economic growth translates into good jobs and higher real wages is one key measure of success.
In 2023, I raised a PQ on real wage growth trends and projections, as I was deeply concerned about whether Singaporeans' wages rise in tandem with living costs. Thankfully, Singaporeans experienced real wage growth in 2024 in tandem with higher-than-expected economic growth. Economic growth must continue to translate into real wage growth, good jobs and meaningful opportunities for Singaporeans. But how do we exactly go about doing this?
One initiative I championed last year in my Budget 2024 speech was the adoption of Employee Stock Ownership Plans (ESOPs). ESOPs grant employees the option to purchase shares at a set price upon meeting performance goals, aiming to retain key staff long term. Crucially, ESOPs instil a sense of ownership, boosting motivation and performance. This also translates into high real incomes and enables employees to build their asset base. The promotion of ESOPs can complement the new Global Founder Programme announced in Budget 2025. As we encourage global founders to anchor and grow more new ventures in Singapore, we should ensure that the investments also benefit employees of the investee companies.
To promote ESOP adoption, we should introduce an ESOP tax relief, such as a lower income tax rate when employees exercise their stock options. This will anchor talent in Singapore and help Singaporeans grow their income and asset base. It can complement the Global Founder Programme by driving investments in start-ups, attracting top talent and giving employees a stake in asset appreciation.
But beyond ESOPs, we need a comprehensive, multi-pronged approach to sustain real wage growth and meaningful job creation. First, we must leverage the announced Enterprise Growth Investment Fund and the $1 billion private credit growth fund to include blended capital solutions that drive impact investments. By aligning financial instruments with corporate purpose and societal impact, we can support businesses that prioritise innovation, sustainability and meaningful job creation.
Blended capital, combining grants, recoverable grants and equity from diverse sources, such as foundations, bridges philanthropy and impact investments, unlocking additional funding streams. To accelerate this, agencies like EDB and the National Volunteer and Philanthropy Centre (NVPC), which have developed the Company of Good framework and accreditation, should collaborate to develop programs that expand blended capital deployment.
Beyond mobilising resources, blended capital can reduce financing costs while enhancing social and economic outcomes. It strengthens corporate purpose, fosters sustainable business growth and creates meaningful employment opportunities, ensuring that enterprises contribute to both economic progress and societal well-being.
Second, we must strengthen SMEs, which employ over 70% of our workforce. Whether it is foreign talent or multinational enterprises (MNEs), the concern is that foreign talent and MNEs compete with local jobseekers and local enterprises. Such concerns are valid only if it is a zero-sum game. However, the reality is that it is a non-zero-sum game. There are complimentary advantages. Maximising the complementary advantage for the individual would mean the Government's consistent support in skills upgrading, so that Singaporeans always boost their capabilities and seize new opportunities.
For local enterprises, we need to strengthen the enterprise ecosystem and the network effect between local enterprises and MNEs. This works both ways. Despite the high cost of operating in Singapore, MNEs stay committed in Singapore due to the relevant enterprise ecosystem that provides MNEs with high quality supplies and expertise. Local enterprises can collaborate with MNEs to innovate, create new products and services, and grow internationally by leveraging the MNEs network and referrals.
As globalisation trends shift toward localisation and onshoring, there is a growing risk that MNEs may relocate key manufacturing, R&D and corporate functions away from hubs like Singapore. To build economic resilience against such external shocks, we must strengthen the nexus and integration between our local enterprises and MNEs. As one CEO of a large local enterprise aptly put it, "MNEs may adjust their investment focus based on global geopolitical trends, but local enterprises are here to stay. This is our home base."
By fostering the growth of strong local enterprises, we can anchor critical capabilities, sustain high-quality jobs and ensure long-term economic stability for Singapore. By strengthening the complementary relationship between local and foreign workers, as well as between local enterprises and MNEs, we can create a synergy that drives shared growth. This ensures that the partnership is a non-zero-sum game, but a collaborative effort that generates greater opportunities and benefits for local workers and businesses.
Third, we must continue powering ahead with workforce upskilling. Employers play a critical role in aligning workers' skills with the evolving demands of industry transformation. It is imperative that we provide them with stronger support to ensure Singapore's workforce remains future-ready. The changes to the SkillsFuture Enterprise Credit Scheme, where employers are provided with an online wallet with credits to offset training costs, are widely welcomed by employers as they address a common pain point – cash flow.
I would like to call on the Government to review other support schemes and implement similar updates that will resolve enterprise transformation challenges related to cashflow, so that enterprise transformation can be expedited and inclusive.
The NTUC CTC Grant has been instrumental in co-funding employer-led initiatives that boost productivity, redesign jobs and enhance career development. The SkillsFuture Workforce Development Grant further strengthens this by increasing funding support while streamlining the application process, making it easier for businesses to invest in talent development.
The Jobs-Skills Integrator (JSIT) initiative, announced in Budget 2023, is another critical piece of the jigsaw puzzle. By serving as an intermediary that links industries, training providers and employment facilitation partners, JSIT ensures that training programs are directly aligned with market needs. Can the Government share how these schemes complement each other in supporting businesses and workers to adapt to evolving industry demands and skills requirements?
At the same time, work-study programs are critical in bridging the gap between education and employment. I fully welcome the expanded support for work-study programs under the SkillsFuture Level-Up programme, particularly the introduction of the Part-Time Long-Form Training to cater to part-time upskilling. The opening of Singapore University of Social Sciences' (SUSS's) new city campus is another positive step, making work-study opportunities more accessible to working professionals.
On this note, I would like to ask the Government if there are plans to encourage more employers to offer work-study arrangements. What policies can be introduced to minimise workplace disruptions while ensuring workers can upgrade their skills without compromising productivity?
By aligning workforce upskilling with employers' transformation needs and industry trends, we enable both businesses and workers to seize new opportunities and drive growth. A strong focus on growth and top-line expansion ensures that companies have the resources to invest in talent development, fostering continuous learning, innovation and sustained wage increases.
Fourth, we need to take AI by its horns and improve its adoption among enterprises. The newly minted $150 million Enterprise Compute Initiative that will empower enterprises with AI tools and resources will certainly be a game-changer in bolstering enterprise capabilities. Given the importance of AI adoption among enterprises, I would like to ask the Government what are the current resource limitations in scaling up the Enterprise Compute Initiative so that more enterprises can accelerate AI customisations and adoption? Particularly for SMEs, what programmes are available to help them leverage AI tools? By empowering local enterprises to maximise the usage of AI tools, this will improve the overall firm’s productivity which translates to sustained real wage growth for Singaporeans.
Finally, Singapore invests heavily in R&D, but more must be done to translate research into plug-and-play industry solutions. I propose that we strengthen collaboration between industries and Institutes of Higher Learning (IHLs) by co-locating R&D offices on campuses. This integration allows students, researchers, and businesses to work closely together, accelerating innovation and ensuring the real-world application of research.
Internationally, successful models demonstrate the impact of such integration. Stanford University’s close ties with Silicon Valley have fostered groundbreaking startups like Google and HP, while the Massachusetts Institute of Technology’s (MIT’s) Industrial Liaison Program connects companies with faculty and researchers, ensuring innovations translate into commercial applications.
By adapting these models, Singapore can strengthen industry-IHL partnerships, expand co-location efforts, and provide greater support for research commercialisation to drive enterprise transformation, economic growth and high-quality job creation for Singaporeans.
Mr Speaker, Sir, in conclusion. Budget 2025 builds upon the Government’s consistent investment in our economy and our people. We have been able to deepen these commitments while keeping individual tax burdens low compared to many developed countries. However, the true impact of these investments depends on effective execution. In an increasingly volatile world, Singapore’s stability is our foundation, giving us the confidence and conviction that we can deliver on these policies and secure a better future for all.
Most importantly, Sir, our unity as Singaporeans remains our greatest strength. I have witnessed this firsthand in Zhenghua, where residents often tell me they would rather let others benefit from local assistance schemes, such as the monthly $1 Deal and Project Sama Sama. This selfless Spirit of looking out for one another, of caring for our neighbours, is what defines us as Singaporeans. It is this collective sense of community that will see us through any crisis and propel us towards an even stronger Singapore. Mr Speaker, Sir, I support the Budget.
Mr Speaker : Mr Leong Mun Wai.
1.18 pm
Mr Leong Mun Wai (Non-Constituency Member) : Mr Speaker, Sir, even before Budget 2025 was announced, many Singaporeans had expected that the Government would be generous in giving handouts to Singaporeans because this year is an election year.
Indeed, about $3.8 billion of special transfers will be distributed this year, compared to about $3 billion in both 2023 and 2024.
In recent years, Government handouts have become regular. It has become a national past time of sorts to monitor the timetable of handouts each month, which is also publicised in the media and in the HDB lift lobbies.
Can this really be healthy for our society? Comments are already circulating on social media that the new 5Cs of today are Cash, CDC Vouchers, Climate Vouchers, CPF top-ups and Community Health Assist Scheme (CHAS) cards. I am sure that the first generation PAP leaders would never have allowed this to happen.
While the PAP Government's vouchers may help many Singaporeans deal with rising costs in the short term, they are not enough to help Singaporeans in the long term or solve Singapore's structural economic issues. The Progress Singapore Party (PSP) supports some short-term financial assistance in the Budget to help deal with the high and rising cost of living. However, over the past four Budget debates, we have also argued that instead of giving out short-term ad hoc handouts, we should have long-term permanent schemes to strengthen the social support for Singaporeans.
The schemes proposed by PSP over the years, including a Minimum Living Wage, Affordable Homes Scheme, National Healthcare Scheme with MediShield and CareShield premiums paid by the Government, and Caregivers Allowance will create financial security for Singaporeans and empower them with the resources to pursue their career aspirations, form families and build a better life.
On the other hand, is the SG60 Voucher which will benefit the billionaire living in a good class bungalow and a 1-room rental flat resident equally, truly a good and fair use of our fiscal resources?
It is the PAP's patchwork of scheme of handouts and vouchers that will breed dependency among Singaporeans and not PSP's proposals.
PSP's recognises that it is unrealistic to expect living costs never to increase, but we maintain that the PAP's current budget approach and policies around taxes, Reserves and property prices are the main driver of the high cost of living in Singapore. Long before the Ukraine War and supply chain disruptions, Singaporeans have found it difficult to cope with the rising cost of living. This is a persistent structural problem caused by the PAP Government.
The Government has collected a lot more revenue from GST, COE and land sales over the past few years. This will eventually increase the cost of living for Singaporeans. The Government has collected about $8 billion more revenue each year than its original estimates in 2022, 2023, and 2024. Will it do it again for 2025?
The PAP Government has always claimed that there is tight fiscal headroom, but if year after year surpluses are always bigger than what is estimated, then it really calls into question why the Government decided to inflict so much pain on Singaporeans by raising GST in 2023 and 2024 amid high global inflation.
When I questioned Prime Minister Lawrence Wong on budget marksmanship at the debate last year, he said before COVID-19, our fiscal marksmanship was not too bad, and our forecast accuracy was not as good now because of COVID-19. Does the Prime Minister expect our budget marksmanship to be better this year? Or will we end up having a larger surplus than we anticipated again? Budget marksmanship is important so that Parliament and Singaporeans have a clear view of the fiscal resources available to us.
During the debate on the Public Finances Motion last year. I explained that the Government transfers a large part of the surplus Budget resources arising from the Net Investment Returns Contribution (NIRC) each year to many endowment and trust funds that are intended for future spending over the long term. This has camouflaged our huge structural surplus Budget position. The same thing has happened this year, with about $20 billion parked away.
It is also questionable whether so much of today's resources should be used for certain projects. For example, the Government has parked another $5 billion in the Changi Airport Development Fund, even though over the years we have already put $6 billion there. We believe such a large infrastructure project should be funded by the Significant Infrastructure Government Loan (SINGA) framework so that we can evaluate the commercial viability of such projects better.
Our country's fiscal position is extremely strong, much stronger than what the PAP Government would like to portray.
Yesterday, Ms Foo Mee Har claimed that Singapore could face fiscal vulnerabilities like Hong Kong, if we use land sales to fund our expenditure like what PSP had advocated. PSP has only proposed that if a piece of land is sold on a 99-year lease, the proceeds should be recognised as revenue spread over 99 years. It is unlikely to create the fiscal vulnerabilities Ms Foo suggested. I would remind Ms Foo that last year, even Senior Minister Lee Hsien Loong said our proposition was not unthinkable.
Ms Tin Pei Ling suggested yesterday that we should put back into the Reserves what was taken out during COVID-19. She may not realise, but the $40 billion that was taken out has already been more than recovered, with the official foreign reserves increasing more than $200 billion since 2020, through the issuance of Reserves Management Government securities.
The Government's financial position is strong, but ordinary Singaporeans financial position is weak. An OCBC survey in November 2023 found that fewer Singaporeans are able to comfortably spend on things beyond the basics.
In March 2020, the Government tabled the Resilience Budget, which was aptly named, because there is a need to make Singaporeans more resilient. After all the CDC Vouchers and short-term schemes from the Budgets of the over the last five years, have Singaporeans become more financially resilient?
Judging from the conversations that PSP has had with many Singaporeans, the answer is no. That is why PSP believes there is an urgent need to reimagine our Budget approach and public policies. Our objective is to empower Singaporeans so that they can be financially resilient without relying on ad hoc handouts. How can we do this?
We need to better utilise the NIRC and our budget resources to benefit Singaporeans so that they can become truly resilient. The NIRC amounts to about $27 billion in 2025. However, as I have explained before, Budget resources amounting to about 80% of the NIRC is not spent in the same year but parked in endowment and trust funds.
There are more and more of such funds. There needs to be more scrutiny over the use of these funds, as many will not directly benefit Singaporeans in the short term. Instead of parking funds in endowment funds and spending on special transfers that do not create long-term financial security for Singaporeans, we can fund PSP's four main policy proposals.
Firstly, we have proposed the removal of land cost from public housing under the Affordable Homes Scheme and the construction of quality rental flats for young Singaporeans under the Millennium Apartment Scheme. We can implement the Affordable Homes Scheme without reducing the reserves, unlike what Minister Indranee has repeatedly claimed, but will empower Singaporeans in the following ways. Singaporeans of all generations will enjoy affordable public housing.
As AHS flats cost less, Singaporeans will not have to deplete their CPF balances to pay off HDB mortgages. They will have adequate CPF savings for retirement without having to downgrade to smaller flats in retirement.
Yesterday, Mr Henry Kwek suggested that our schemes will put a downward pressure on resale values. This will not happen, because Singaporeans who sell their Affordable Homes Scheme flats will have to repay the land cost with accrued interest to the Government. This will maintain stability in the resale market and allow Singaporeans to continue upgrading to private properties if they choose to do so. Mr Kwek pointed out that many of his residents see their HDB flat as a key pillar of their retirement planning. I would like to point out that it is the PAP's inaction on lease decay that threatens resale value and some Singaporeans' retirement plan. PSP's Affordable Homes Scheme will empower Singaporeans and free them from such concerns.
Our second proposal is to effectively create a national healthcare scheme by having the Government pay the MediShield and CareShield premiums for all Singaporeans. Again, the national healthcare scheme will empower Singaporeans in the following ways. All Singaporeans will be able to enjoy a basic level of benefits when they need hospital treatment or certain outpatient treatments free of charge, paid for by the state, without having to worry about rising insurance premiums in the future. Singaporeans will have more MediSave balances to pay for other healthcare costs not covered by MediShield Life, freeing up their cash for other purposes.
Our third proposal is to introduce a gross minimum living wage of $2,250 a month. We also support progressive wage increments up to the median wage of $4,500. These policies will empower lower-income Singaporeans with the financial resources to attain a minimum standard of living in a high cost-of-living environment more quickly than the Government's Progressive Wage Model. Singaporean workers will also enjoy further wage increments when they improve their skills.
Our fourth proposal is the PSP Family Plan, which will reimagine our policies to support families. During the Population White Paper Debate in 2013, Senior Minister Teo Chee Hean said, "I hope our birth rate can increase to at least 1.4 or 1.5, which was our birth rate not so long ago, around the late 1990s and the early 2000s." We are not sure if Senior Minister Teo still has these hopes, but PSP certainly does. That is why our PSP Family Plan is a whole-of-society approach to better support family formation.
Our two most important proposals are the enhanced Job Sharing Scheme and the Caregiving Allowance Scheme. These proposals will benefit all parents, including single parents.
The enhanced Job Sharing Scheme will empower parents to opt for flexi-time work. It will allow them to remain in the workforce while spending more time to care for the child. At the same time, employers will benefit from retaining their workers with children and employ more workers with Government subsidies.
The Caregiving Allowance Scheme will pay one parent or grandparent an allowance of $1,250 per month if they are full-time caregivers of children below the age of seven. This will empower families to explore different childcare arrangements and strengthen extended family bonds.
Mr Speaker, Sir, in conclusion, Singaporeans have worked hard to build Singapore from third-world to first in the last 60 years. However, more problems have emerged in the lives and livelihoods of many Singaporeans in the last 20 years.
We do not want a first-world Singapore where the next generation has to live in smaller and smaller flats that are also more and more expensive relative to income. We do not want a first-world Singapore where public transport only seems to be more and more crowded, expensive and unreliable. We do not want a first-world Singapore where a small group of elites and foreign billionaires coming here to pay lower taxes get to enjoy large Good Class Bungalows, play golf at country clubs and drive around on congestion-free roads in their Bentleys and Lamborghinis while the elderly and destitute sell tissue paper at hawker centres.
We want a Singapore where Singaporeans are no longer financially stressed, can form families when they are ready, are free to pursue their careers and start businesses, are free from worries about healthcare and retirement cost, and enjoy a fulfilling retirement life, looking after their grandchildren as a choice. This is the first world we should aspire to create this SG60. This is the first world Singapore that PSP will fight for.
We urge Singaporeans to think beyond the short term and dream bigger than the PAP Government.
Notwithstanding our reservations, PSP will still support Budget 2025 to provide Singaporeans with the short-term assistance that they need until the long-term schemes are in place. For country, for people.
Mr Speaker : Mr Alex Yam.
1.37 pm
Mr Alex Yam (Marsiling-Yew Tee) : Mr Speaker, I rise today in support of the 2025 Budget, conscious of the many challenges that are confronting us as a small and open economy, yet buoyed by hope as we approach SG60 this year.
At its very core, this Budget is a pledge to every Singaporean. It places our people at the heart of our nation's progress. Indeed, no matter the global uncertainties that swirl around us, it is a reaffirmation that the fruits of our progress must be shared widely with Singaporeans. This Budget is also an expression of our readiness to face a more contested and fragmented global landscape.
Mr Speaker, it is obvious. We see economic fault lines emerging: new trade barriers, shifting alliances, competitive races in technology. We are a small city state, but we refuse to be overshadowed. We have proven repeatedly that our size is our advantage. Our agility, our openness and our resilience are the defining factors that keep us ever relevant.
Mr Speaker, although we may be small, our aspirations have always been anything but tiny. Let me share a brief anecdote.
I attended an international forum post-COVID-19, where large powers were competing to dominate the narrative. By pure alphabetical happenstance, Singapore found ourselves sitting in the midst of some of these heavyweights – "U", "R". While they sparred, we quietly worked with fellow small states to give the conference, ultimately, a coherent and balanced outcome.
This story reminds us that size does not define our relevance. A small state can indeed be nimble, collaborative and innovative. Our resilience lies in adapting swiftly, building trust and championing a rule-based order. When others falter or become mired in rivalry, we must step up to facilitate real progress, not just for ourselves but for our region and the world.
Mr Speaker, there has been a lot of talk about an election Budget. The reality is that this year is an election year. As we have seen elsewhere and as we have experienced during this Debate and outside of this House, passions will naturally run high.
A lively debate is part of a healthy democracy. Yet, let us remember that when the dust settles, we must remain, first and foremost, Singaporeans. Each of us is entrusted to safeguard and advance our nation's interests. Our survival ultimately hinges on our unity as a country. No matter the electoral outcome, we must close ranks, striving together for a stronger and more cohesive future. Indeed, it is this unity that has propelled us from the turmoil of our founding years to the globally connected Singapore that we know today.
Even so, we must not stand idle. As the Prime Minister highlighted, we must invest in our people and our industries, especially in areas of semiconductors, biotechnology and digital services, amongst many others, to stay at the frontier of economic opportunity. We must not forget this fact – the world eats small states for breakfast. Let us not serve ourselves on a platter.
In tandem with all these economic strategies, we must also preserve and strengthen our social foundations, especially the family. We must remember that the cornerstone of a strong, cohesive society is built on families, on marriage. In its most fundamental sense, marriage is about commitment – about forging a lifelong bond that nurtures love, respect and responsibility. When a husband and wife come together in this union, they form the primary building block for stable families, which, in turn, form the bedrock of a flourishing nation.
Children benefit the most and most profoundly when raised in a context where love is modelled daily, where values are imparted through the constancy of caring adults who look to each other in partnership, very much like the relationship we have with our people and with one another.
Equally important, of course, is that every child must be valued, never to be cast aside as some inconvenient economic liability. Children are gifts we welcome into our world, each with immeasurable potential, not just for our families but for a stable society and a strong nation.
When our society affirms the priceless worth of every child, whether in the womb or in the classroom, we safeguard not just our demographic future but the moral core of what it means to be a nation that truly cares.
These measures in the Budget reflect these values on two critical fronts. First, it bolsters Singapore's competitiveness by funnelling resources into research, innovation and workforce training. Secondly, and also very importantly, it builds upon the core principle that strong families, built on strong marriages and nurturing home environments, shape the very identity of our nation.
I am, therefore, particularly heartened by the Large Family Scheme and the LifeSG credits. These extend added financial support to families with three or more young children. As a father of four lively youngsters myself, I know firsthand how swiftly grocery bills can mount and how quickly shoes can wear out. This is even more so for families with lower incomes. This Budget continues to support marriage and parenthood and affirms our belief that families remain the anchor for Singaporean life.
At the local level, we have seen similar measures take root. In North West CDC, for instance, the Little Steps programme has been a lifeline for our KidSTART families since 2023. It provides an annual grant of $500 for each child aged between zero and six years old. We have disbursed close to $1.3 million to help 2,069 children in the district since its launch.
While Little Steps is funded through a generous donation, I urge the Government to consider making the national scheme more generous and extend support beyond the age of six to include those below 12. Let us consider how best to support those who choose to have large families before any incentives were introduced so that they, too, may benefit and feel that their contributions have not gone unnoticed.
Many Members, over the course of the last one and a half days, have also spoken about helping working mothers. I, on the other hand, want us to be able to look beyond the working label. All mothers make significant contributions and deserve our recognition and support. Therefore, I believe we can do more. For example, to equalise childcare grants, ensuring that the same level of subsidy, whether a mother is employed or has chosen to remain at home for a season, to dedicate time to caring for their children. Every mother, every parent, contributes immeasurably to our nation's future, and no mother or father should be penalised for putting family first.
Let me now take a moment to talk about policy intent and differences in views on how nations should be governed. As I stated earlier, lively debate is part of a healthy democracy. It is to be expected that in the cut and thrust of politics, there will be disagreement on policy directions. But it is always all too easy to score points by latching onto popular sentiments and making grandiose statements to grab the headlines.
But we must remember that true leadership is not measured by how loudly we speak or how dramatically we posture. True leadership shines through in the quiet, consistent and determined pursuit of policies that genuinely serve Singaporeans for the long term, even when policies are complex and unwieldy. Anyone can cast aspersions and claim to have all the answers; far fewer are willing to endure the gruelling work of finding real solutions that can withstand time and turbulence.
Governing a nation is always challenging, but it is doubly so in a rapidly evolving global landscape. It requires foresight to anticipate risks, prudence to steward our resources, and courage to stay the course when decisions are unpopular, or even detrimental to electoral support.
When we debate this Budget, we must not forget that our goals go beyond mere rhetoric. We must remain steadfast in doing what is necessary for Singapore’s long-term future, whether it is bolstering social support, investing in innovation or ensuring long-term fiscal sustainability, even if the path demands politically tough choices. This is the real test of leadership for Singapore.
Let us not kid ourselves. Look at Ukraine, as an example. In the turbulent world that we live in, not only do I think we need marksman, but marksman do not win wars on their own. We need an entire budget arsenal at the ready for the storms that would come in the future. And that is how we prepare. It is easy to say that is all we need for now. But for a country with little resources except for the precious asset of our people, we need to prepare for the long term.
We, therefore, cannot grow complacent, for many nations today are torn by polarisation and discord. Our unwavering sense of togetherness is the shield that keeps us safe and the compass that guides our progress.
So, may this Budget embolden every Singaporean to look ahead with confidence in this SG60 year, knowing that this Government is committed to uplifting lives, supporting our families and safeguarding our sovereignty.
Indeed, SG60 reminds us of how our founding generation defied the odds. Let us carry that same spirit into this next chapter, forging a future where Singapore remains a beacon of possibility. So long as we stand united, we will prevail – just as we have done for six remarkable decades. Mr Speaker, I support this Budget.
Mr Speaker : Mr Louis Chua.
1.48 pm
Mr Chua Kheng Wee Louis (Sengkang) : Mr Speaker, as the final Budget for this term of Parliament, I thought it would be interesting to share some trends I have observed over the past four years.
Let me first begin, however, by stating the obvious: that the projected surplus of $6.8 billion for FY2025 was wildly unexpected, and this on the back of a huge increase in the projected surplus in FY2024, from $0.78 billion as initially put forth last year, to the revised figure of $6.4 billion.
Contrast this with a poll of private sector economists in Singapore in an article run by The Business Times with a headline that goes, "Budget 2025 may run generous deficit of up to $6.6 billion after FY2024 surplus." The combined fiscal surplus of $13.2 billion for FY2024 and FY2025 was also surprising in the context of questions in Parliament towards the end of last year.
In September 2024, I asked for an update on the current cumulative fiscal position of the current term of Government, where Prime Minister Lawrence Wong shared that FY2024 is still ongoing, but the overall fiscal position is estimated to be $0.78 billion. The combined fiscal surplus of $13.2 billion for FY2024 and FY2025 was also surprising in the context of the sizeable $41.6 billion in top-ups to endowment and trust funds in these two years.
We can say that, look, these are resources set aside to meet real needs in the future, but it does not take away the significance of these surpluses that are generated within just these two years alone. Put another way, the amount drawn down from our Reserves to combat COVID-19 amounted to about $43 billion. It was previously said that we have drawn on our Reserves equivalent to over 20 years of past Budget surpluses. We have used a generation's worth of savings to combat a crisis of a generation. Yet, the amount of additional resources we can set aside for endowment and trust funds in just these two years alone is close to $42 billion. In fact, it is closer to $72 billion over the last four years. And let us also not forget that Singapore's way of accounting differs from international norms, such as that of the International Monetary Fund (IMF), the most notable of which is the exclusion of land sale proceeds amounting to $25 billion in FY2024 and estimated at $19.4 billion in FY2025.
Higher than expected surpluses are also not a recent phenomenon. FY2021 was estimated to record a deficit of $11 billion but ended up as a surplus of $1.9 billion. FY2022 was estimated to record a deficit of about $3 billion but ended up a surplus of $1.7 billion. FY2023 estimated to record a deficit of $0.4 billion and although the deficit was wider than expected at $2.5 billion, this was after setting aside an additional $7.5 billion for the Majulah Package Fund, without which, FY2023 would have seen a $5 billion surplus instead.
I do not deny that uncertainty is a fact of life and, yes, revenues and expenditures can go up and down with the economic cycle. The point of all these observations, Mr Speaker, is that if the Government consistently collects more than it needs and runs huge surpluses year after year, it leads one to question the wisdom of raising the tax burden on Singaporeans, such as via the higher GST and the urgency in implementing them, especially as many are struggling with high inflation rates and the cost of living in the past few years.
On this note, last year, I touched on the importance of structural changes instead of one-off handouts. Cost of living concerns are front and centre of Singaporeans' minds, and any additional support to tackle cost pressures are no doubt welcomed by many. This year appears to be the year of vouchers, be it in the form of CDC Vouchers, Climate Vouchers or the new addition to our list of vouchers, SG60 Vouchers.
Given the record surpluses that the Government is enjoying, it is only right and appropriate that this is being shared to Singaporeans who have also contributed directly to the Government coffers. With the General Elections around the corner, it is only natural for Singaporeans to be cynical where these are seen as election handouts tied to the political cycle rather than the economic cycle.
Therefore, I believe that, firstly, it is important to put in place structural levers in our system, as opposed to relying on one-off schemes, which may be politicised, incur a lot of administrative costs and resources to operate on the part of the Civil Service, and create much unnecessary uncertainty on the part of Singaporeans.
Secondly, it is also important to direct our resources to those who need them the most, rather than broad-based handouts to everyone. I am sure many Members have seen the viral video where Prime Minister Lawrence Wong's Budget 2025 speech announcing the CDC Vouchers is being juxtaposed against an election rally speech by Minister Chan, where he put it quite elegantly, "If we give everybody the same – rich or poor – how are we helping the poor?"
Take the CDC Voucher scheme, for example. While I am sure many Singaporeans appreciate cash handouts amid the cost-of-living crisis, the CDC Voucher scheme evolved from one aimed at helping Singaporean lower-income households defray their cost of living in 2020 to one where all Singaporean households are eligible for the same amounts. The amounts given have also varied quite significantly over the years, and it remains a question whether the scheme will be a permanent one and, if so, whether all households will continue to qualify, and just how much are the vouchers going to be worth?
On personal income tax, I note the tax rebate worth 60% of tax payable, or up to $200, was introduced in Year of Assessment (YA) 2025, similar to YA 2024, where it was 50% of tax payable, but capped at $200, and also in YA2019. Should this be a recurring feature of the annual Budget, this would effectively raise the tax threshold from the current first $2,000 of chargeable income. The move is, however, abandoned as part of the SG60 package. Instead of a run-off rebate, we are better off raising the bottom brackets of marginal resident personal income tax rates and increasing the tax-free threshold for the first $20,000 of chargeable income to reflect inflation over time. This was what I raised in a PQ back in 2022, and also in my Budget 2024 speech last year. This is especially so when, based on my estimates, close to 80% of resident taxpayers would only receive the $200 tax rebate cap and does not sound as generous as the 60% headline rebate level highlighted.
Next, I would like to now focus on how the Government can implement structural reforms to our CPF system to enhance the retirement adequacy of Singaporeans, an issue that I have frequently raised, and would only grow in importance due to our rapidly ageing society. This is also a topic which I have repeatedly pleaded with the Government to take urgent action, as there are significant opportunity costs with the Government's inaction.
How should one save up prior to their retirement? A recent DBS report provided several ballpark figures based on one's spending habits and lifestyle. For instance, a retiree who has a conservative lifestyle with a monthly expense of $1,600 would require approximately $550,000 in savings by retirement. On the other end of the spectrum, should a retiree seek to enjoy an aspirational lifestyle with a monthly expenditure of $4,000, they would need approximately $1.3 million in their nest egg. Meanwhile, someone aiming to enjoy a balanced lifestyle with $2,800 in monthly expenses would need to accrue $950,000 in retirement savings.
No matter one's preferred lifestyle, I am sure most, if not all Singaporeans would like to kick back and enjoy as they enter their retirement years. However, many Singaporeans face difficulties in building up a sufficient retirement nest egg for them to do so. According to a 2024 Oversea-Chinese Banking Corporation Limited (OCBC) survey, only 35% of the Singaporeans surveyed were on track with their retirement plans, while only 60% of respondents were working on their retirement plans. This is largely attributed to financial difficulties, such as increased household expenditures and debt repayments, that hinder them from saving up for their retirement.
In a recent Parliamentary reply, the Manpower Minister also noted that 52% of all CPF members have at least $60,000 across their combined CPF balances. While the percentage goes up to 74%, if you only consider active CPF members, I am sure we all will agree $60,000 is a very low bar to cross. While I have been going on like a broken record, I hope we can urgently implement the Lifetime Retirement Investment Scheme (LRIS), which was first accepted by the Government back in 2016. This is also something which I have been repeating in each of the last four years so that we can better support Singaporeans' retirement needs.
For sure, CPF returns are guaranteed by the Government, but is it sufficient in today's context? Yes, CPF members have the option today to enhance their returns via the CPF investment scheme, where members can invest their Ordinary Account (OA) and Special Account (SA) balances in a selection of investment products by external providers.
But can we assume that everyone is confident and capable of making sound investment decisions? I, therefore, read with interest a recent interview by Lian He Zao Bao with Prime Minister Lawrence Wong, where he, too, noted that the Government has been studying the scheme for some time, and I quote, "The challenge is, can such a fund produce returns that are better than the very generous risk-free guaranteed returns that the Government already provides? And would it still have some volatility which would expose CPF members to financial market risk, especially when they retire?" I have three simple answers to this question posed by the Prime Minister.
First, this has already been studied extensively by the CPF Advisory Panel about a decade ago, and they have, in my view, given a considered solution with the LRIS.
Second, think about the difference to the amount of Singaporeans' retirement funds almost a decade on. Had we implemented such a scheme back then, for example, Endowas, an investment advisory firm, which is approved under the CPF investment scheme, highlighted in an advertisement that from 2014 to 2024, "We are looking at 7.99% potential returns yearly for an 80:20 equities and bonds portfolio, compared to 2.5% interest earned yearly if left invested in the CPF Ordinary Account."
Third, if the Government is not confident that our investment entities, be it Temasek or the Government of Singapore Investment Corporation (GIC), can over the long term produce better risk adjusted returns that are better than CPF returns, then we are in serious trouble, and the NIRC framework ought to be thoroughly re-examined.
So, I hope that the Government is cognisant that the longer the delay, the higher the opportunity cost and the real cost to Singaporeans' retirement savings.
Finally, let me touch on the issue of inequality. I believe the deepest divisions in our society today is not based on race, language or religion, but based on socio-economic status. If we do not take a concerted effort to address this issue head on, as we have done with racial and religious harmony, these divisions will only deepen over time.
In this 2025 Budget Statement, Prime Minister Lawrence Wong mentioned that income inequality after Government taxes and transfers is at its lowest since 2000. Indeed, if measured by the Gini coefficient, after accounting for Government transfers and taxes, income inequality appears to be trending down. This is however, on the back of various short term and one-off transfers, such as the GST Assurance Package, CDC Vouchers and other temporary grants. Are these sustainable and expected to persist?
Moreover, much can be said about how median and average household incomes have been growing over the years, but there are several interesting statistics which I wish to highlight from the latest key household income trends report published by SingStat.
After more than a decade since the Progressive Wage Model, which was launched in Singapore, our minimum wage equivalent, the Local Qualifying Salary (LQS), there still appears to be a significant number of households whose household income is less than the equivalent of what is estimated to be the average living wage per worker of $2,990 per month, as estimated in a study in 2022. Putting aside households with no employed persons, as this could include retirees, there continues to be an estimated 17,600 households earning less than $1,000 a month, 61,500 households earning $1,000 to $1,999 per month, and 57,100 households earning between $2,000 and $2,999 per month.
Based on the average household size today, this group of locals represent close to half a million people. Can we truly say that all Singaporeans will be able to adequately pay for just their basic needs?
Let us also contrast this with the other end of the spectrum. From 2014 to 2024, the total number of resident households in Singapore has grown by close to 263,000, from 1.2 million households in 2014 to 1.46 million households in 2024. When we break down this growth by monthly household employment income, the household income group that saw the largest increase over the same period is those earning $20,000 and over, jumping by close to 158,000 households from 2014 to 2024, far surpassing any other income group.
Behind the Gini coefficient statistics lies a stratified reality where we are seeing a widening income and wealth disparity in our society. Therefore, beyond income in inequality, we must also address wealth inequality, which has widened in recent years. Based on the UBS report from 2024, across 29 major countries covered by the report, Singapore saw the highest growth in wealth inequality from 2008 to 2023, increasing by nearly 23%. To quote from the same report, in markets where average wealth growth strongly exceeds median growth like Singapore, it appears that much of the rise in wealth has benefited the upper-income brackets.
Even as we welcome family offices and high net worth individuals to our shores, we must also explore bolder policies, such as stronger minimum wage frameworks, further enhancements to wage supplements and more aggressive redistributive measures on a sustained basis. We should also examine how wealth taxes can play a greater role in narrowing the gap and ensuring a more equitable distribution of resources.
Beyond income and wealth, we must also look at other forms of inequality: educational access, job opportunities and social mobility. While we have taken steps to improve the inclusivity in our education system, more must be done to ensure that every child, regardless of background, has a fair shot at success. And this begins all the way in primary school, where it should not matter as much as today who your parents are and what school they went to in determining primary school placements. Allow me to conclude in Mandarin, Mr Speaker.
( In Mandarin ) : [ Please refer to Vernacular Speech .] First, when the Government has consistently been collecting more than it spends year after year and generated substantial budget surpluses, Singaporeans cannot help but to question the wisdom and urgency of the tax increases, such as raising the GST, during a period of high inflation and cost of living.
Secondly, I hope the Government can implement structural reforms to our CPF system. Many Singaporeans are deeply concerned about whether they will have sufficient retirement funds. Given our rapidly ageing society, this issue will become increasingly important. I hope we can expedite the implementation of the Lifetime Retirement Investment Scheme (LRIS), which the Government first accepted in 2016, to allow Singaporeans who desire higher investment returns but lack the financial knowledge to participate.
Finally, I believe that the most serious divide in today's society is not based on race, language or religion, but on socioeconomic statuses. I hope we can address this issue head on and explore bolder policies, such as strengthening the minimum wage framework, further improving wage subsidies and continuing to implement more proactive redistribution measures. Otherwise, this divide will deepen over time.
Mr Speaker : Mr Mark Lee.
2.06 pm
Mr Mark Lee (Nominated Member) : Mr Speaker, Sir, in 1939, the world stood on the brink of chaos, with nations retreating into protectionism, erecting trade barriers, and fragmenting the global economy. The Smoot-Hawley Tariff Act of 1930 triggered a trade war, leading to a collapse in global trade. Businesses faced uncertainty as supply chains were disrupted and access to foreign markets became increasingly difficult. The lack of international cooperation left economies vulnerable to shocks.
Fast forward to 2025 and the parallels are striking. While not on the brink of war, the world is similarly fragmented, marked by rising protectionism, economic nationalism and a lack of trust in multilateral institutions. Businesses must navigate external challenges and domestic constraints in land, manpower and carbon. These headwinds underscore the need for resilience, adaptability and readiness to seize emerging opportunities. Budget 2025 provides a critical roadmap, introducing measures to strengthen economic foundations and enhance enterprise and workforce capabilities.
A recent SBF dipstick poll found that eight in 10 business leaders expressed satisfaction with the Budget and seven in 10 noted increased confidence in Singapore's business environment. We are also encouraged that many recommendations from the business community, including those from the SBF's AfA on Business Competitiveness and SBF Pre-Budget Recommendations together with PwC Singapore, have been incorporated into the Budget. Businesses are reassured that the Government has their back and has reaffirmed the importance of long-term economic growth.
A key focus in Budget 2025 is ensuring that support is accessible not just to large corporations but also to SMEs, which face global uncertainties, domestic cost and manpower pressures, as well as the need for transformation. Equipping them with the right tools and resources is crucial for their survival and growth in this evolving landscape.
The enhancement of the SkillsFuture Enterprise Credit, now operating as a wallet system rather than a reimbursement model, reflects the Government’s responsiveness to SMEs' cash flow concerns. This practical adjustment will significantly benefit smaller businesses. I agree with other Members of the House that other Government schemes can also be reviewed to adopt similar cashflow-friendly models to better support SMEs.
The 50% corporate income tax rebate, capped at $40,000, provides immediate relief to businesses of all sizes, while the minimum $2,000 cash payout offers crucial cashflow support for smaller enterprises facing cost pressures.
The introduction of new CDC Vouchers and SG60 Vouchers will benefit households and will boost heartland enterprises and local retailers, potentially driving domestic retail sales, especially in areas where many SMEs operate.
Beyond immediate cost support, the $150 million Enterprise Compute Initiative will help SMEs tap into AI and digital tools, enhancing productivity and competitiveness.
The extension of the Market Readiness Assistance grant scheme will also support SMEs in expanding overseas, a necessity given our domestic market constraints.
Sustainability is also a key focus, with the transition to a green economy opening new avenues for innovation and growth. The Heavy Vehicle Zero Emissions Scheme and Electric Heavy Vehicle Charger Grant will reduce the cost of transitioning to clean vehicles.
However, to maximise the impact of these schemes, SMEs must be able to access them easily. Simplifying applications and providing clearer guidance will be key. I encourage the Government to continue collaborating with trade associations and chambers to streamline access and advisory support. At the same time, businesses should actively tap into the resources available through organisations like SBF, which play a key role in administering some of these schemes.
Mr Speaker, Sir, Singapore faces a serious demographic challenge with an ageing workforce and foreign manpower constraints. Businesses must therefore fully tap into senior workers as a valuable resource. I strongly support the extension of the Senior Employment Credit and Enabling Employment Credit to 2026, which eases the cost burden for businesses in the short term.
However, longer-term solutions require more than temporary wage offsets. We need job redesign and workplace transformation to fully leverage the experience and capabilities of our senior workers.
The planned increase in CPF contribution rates for workers aged 55 to 65 is necessary for retirement adequacy but presents cost considerations for businesses. While the CPF Transition Offset provides relief, businesses will eventually bear the full impact of higher contributions and rising healthcare costs.
Businesses recognise that seniors bring decades of experience, institutional knowledge and mentorship capabilities. However, to unlock their value, we need a fundamental shift in how work is structured for them. That is why the upcoming Tripartite Workgroup on Senior Employment is so important. It must go beyond financial incentives and tackle the fundamental issue of job redesign and workplace transformation. I would like to recommend a few key areas of focus for the workgroup.
First, flexible work arrangements must become the norm for senior employment. Many older workers want to stay active in the workforce, but rigid work structures prevent them from doing so effectively. We therefore need more job-sharing, hybrid work models, staggered hours and part-time roles that allow seniors to remain productive without overextending themselves.
Second, job redesign must be a priority. The skills landscape is evolving rapidly, and while seniors bring valuable experience, they must be equipped to stay relevant. The Enhanced Training Support Package should be expanded with practical digital and technical upskilling to help seniors transition into roles that are less physically demanding but still leverage their expertise.
Third, businesses need clearer industry-specific guidelines on how to integrate seniors effectively. Not all industries have the same needs, and we should be looking at sector-based strategies. In knowledge-intensive sectors, seniors can mentor younger employees and provide advisory expertise, like in areas of risk management and succession planning. In service industries, their experience and interpersonal skills make them well-suited for customer-facing roles. In technical fields, they can focus on quality assurance, training and oversight.
At the same time, I urge businesses, especially SMEs, to see senior employment as an opportunity, not just a necessity. With manpower shortages, seniors offer stability, knowledge and mentorship, making them a valuable, untapped resource.
Beyond senior employment, I also welcome the Budget’s enhanced support for PwDs transitioning from school to the workforce. Like our senior workers, PwDs represent an underutilised talent pool. Companies that embrace inclusivity will not only benefit from diverse perspectives but will also build more resilient and innovative teams. But inclusion for seniors and PwDs alone is not enough. Businesses must also prepare for the seismic shifts brought by technology.
The rapid pace of technological change is reshaping industries and making skills obsolescence a growing concern, not just for rank-and-file workers, but increasingly for professionals. AI and automation are redefining job roles, forcing businesses to reassess how they value human capital.
Enterprise transformation and workforce transformation must therefore go hand in hand. Businesses adopting new technologies need workers with the right skills, and workers upgrading their capabilities need jobs that make full use of them. Without this alignment, talent risks being underutilised or displaced.
The SkillsFuture Workforce Development Grant is a step in the right direction, but its implementation can be refined for greater impact. Rather than focusing primarily on formal courses at IHLs, there should be stronger support for workplace-based training, where skills are immediately applied and training directly addressing business needs.
Last year, I proposed to MOE the introduction of a classification framework for SkillsFuture courses, featuring a Mobility Index, measuring how well a skill improves career prospects across industry and an Industrial Heat Index, tracking demand in booming sectors. This can be developed in collaboration with trade associations and chambers and can help workers make informed training choices and guide businesses in investing in relevant skills development. I urge MOE to revisit this proposal and integrate it into the MySkillsFuture portal.
Another refinement is raising targeted subsidies for future-relevant skills. Courses in such high-demand future relevant skills areas should receive higher subsidies or even full subsidies for specific worker groups that the Government identifies as needing reskilling, such as mid-career workers or those in shrinking industries, as well as seniors or PwDs. A tiered subsidy model should also be considered, where an initial batch of trainees receives full funding, provided they complete the course and meet a high passing grade that could also encourage uptake while ensuring accountability.
Beyond tapping into our local workforce, we must also recognise the critical role of foreign manpower in sustaining business operations and economic growth. Singapore has always thrived by remaining open to global talent, and this must remain a key pillar of our economic strategy. Initiatives like the Global Founder Programme, and the Overseas Networks and Expertise (ONE) Pass reflect a clear understanding of the need to attract top talent to drive innovation and growth in key sectors like biosciences, medtech and semi-conductors. The Global Founder Programme encourages seasoned builders, operators and innovators to establish their next ventures in Singapore, helping to develop a stronger pool of globally competitive startups and enterprises. At the same time, the ONE Pass ensures Singapore remains a top-of-mind destination for high-skilled professionals, securing the expertise needed to maintain our competitive edge.
However, it is equally important to calibrate and track the right skills transfers and innovation to our local workforce and enterprises, enhancing local capabilities and alleviating concerns from Singaporeans about the role of foreign professionals in our economy. I urge the Government to continue to do so.
As we push forward in these high-growth areas, we must also address the acute shortages of skilled and semi-skilled workers in foundational sectors like manufacturing, which support these advanced industries. To this end, I propose four refinements to our foreign manpower policies.
First, expanding the Non-Traditional Sources Occupation List, particularly for the manufacturing sector, to allow businesses to recruit higher-skilled work permit holders for specialised roles that are difficult to localise.
Second, expanding the list of non-traditional source countries for work permit holders to address the drying up of traditional sources like Malaysia and China.
Third, expanding traditional support for companies undergoing transformation, such as conditionally expanding foreign workers dependency ratio ceiling and extending the duration of support under the Manpower for Strategic Economic Priorities Scheme.
Finally, we must introduce greater flexibility in cross-deployment of foreign workers, particularly for skilled and semi-skilled roles. Current manpower restrictions prevent businesses from optimising foreign workforce allocation, even when there is clear economic justification to do so. The Government can consider piloting cross-deployment between majority-owned entities across sectors, enabling businesses to re-allocate workers where they are most needed. Also, by facilitating movement between firms with strategic contractual relationships, such as those in supply chain partnerships or ecosystem clusters, will allow businesses to share manpower resources more effectively.
These proposed refinements will not undermine the Government's broader objectives of workforce localisation, but instead, help businesses better utilise existing resources and stay competitive without unnecessary bottlenecks.
Mr Speaker, Sir, while manpower remains a key challenge, businesses also face significant cost pressures from rising land costs. While Budget 2025 did not announce specific measures to address this, it is crucial to ensure that industrial land policies continue to support business competitiveness.
Arising from our AfA report on business competitiveness, I continue to urge the Government to consider extending industrial land lease tenures to better account for the long lead times required for development and amortisation of capital investments. Additionally, a more flexible lease renewal structure, such as longer renewal periods for businesses investing in productivity or rolling lease extensions for those demonstrating strong economic contributions, could provide companies, especially SMEs, with greater certainty for long-term investments. These adjustments would help mitigate the impact of rising land costs and support companies in sustaining their growth and transformation efforts
Mr Speaker, Sir, nothing excites the business community than dollars and cents. The $14 billion top-up to funds dedicated to productivity, R&D, Changi Airport development and Future Energy is exciting and will help Singapore pull further ahead as a global hub and overcome our energy constraints.
However, let us also ensure that our SMEs can benefit from these investments. I suggest that larger corporations and Government-linked companies that receive some of these investments be encouraged to partner with SMEs through initiatives like the Partnership for Capability Transformation programme, helping to diffuse capabilities and create opportunities throughout our business ecosystem.
Finally, the $1 billion Private Credit Growth Fund diversifies financing options, particularly for businesses lacking traditional collateral or track records, providing patient capital and alternative financing solutions to support high-growth enterprises. I urge the Government to consider the management of these funds with private sector players, so that these funds can be deployed effectively to support both large local enterprises as well as our SME ecosystem.
Mr Speaker, I want to end by quoting renowned economist, John Maynard Keynes. He once said, "The political problem of mankind is to combine three things: economic efficiency, social justice and individual liberty."
A good Budget is not just about numbers on a spreadsheet. It is a statement of our priorities, a reflection of our values and a commitment to our future. I am not a politician and do not understand the difference between an election Budget and a non-election Budget. But I do know this; a good Budget must be fiscally responsible, inclusive and future-ready.
Budget 2025 checks all the right boxes. It is prudent without being restrictive, supportive without being excessive and strategic without being short-sighted. It provides immediate relief where needed, invests in long-term competitiveness and ensures that Singapore remains strong, resilient and ready for challenges ahead. Most importantly, it does all this without compromising the stability of future generations.
Mr Speaker, Sir, this is the kind of Budget Singapore needs, not just for this year, not just for the next election, but for the decades ahead. Let us embrace it, act on it and work together to build a Singapore that continues to thrive, far beyond SG60. I support the Budget.
Mr Speaker : Order. I propose to take a break now. I suspend the Sitting and will take the Chair at 2.45 pm.
Sitting accordingly suspended
at 2.25 pm until 2.45 pm.
Sitting resumed at 2.45 pm.
[Deputy Speaker (Ms Jessica Tan Soon Neo) in the Chair]
Debate on Annual Budget Statement
[(proc text) Debate resumed. (proc text)]
Mdm Deputy Speaker : Order. Mr Faisal Manap.
2.45 pm
Mr Muhamad Faisal Bin Abdul Manap (Aljunied) : Madam, let me begin by acknowledging the considerable thought and effort that must have gone into the formulation of Budget 2025.
The world is growing more complex and the impact of global developments are bound to have a significant impact on Singapore, given our dependence on international trade and investment. I am heartened by the proposal, such as the increased assistance levels under schemes such as ComCare and the increased Government support under the Progressive Wage Credit Scheme. At the same time, I once again urge the Singapore Government to review the need for a statutory minimum wage to be introduced to ensure that the lowest earners in Singapore will be able to cope better.
Madam, Singaporeans are a pragmatic people. They will always worry about bread and butter issues first. The rising cost of living have been felt more keenly by all Singaporeans in the last few years. The Singapore Government itself is cognisant of this; hence, the announcement of measures, such as CDC Vouchers, U-Save rebates and so on.
I note with some interest, however, that Bloomberg reported on 22 February 2025 that a poll conducted among 1,002 Singaporeans by Milieu Insight indicated that 55% of respondents viewed these measures as inadequate in helping them cope with the rising cost of living. I know that a similar poll conducted the year before was even worse, with 62% viewing support measures as inadequate.
Taken together, it is clear that Singaporeans want the Government to look beyond the disbursement of payouts to help Singaporeans cope with the cost of living and consider structural changes to existing schemes towards keeping cost of living affordable for all Singaporeans.
My colleagues in the Workers' Party (WP) have floated several proposals in this House on previous occasions – most notably, when we table a Motion calling for the Government to review its policies, so as to lower cost of living pressures on Singaporeans and their families.
Madam, today, I wish to draw attention to the plight of the middle class in Singapore; sometimes described as the "sandwich class", as they are earning too much to qualify for the bulk of social assistance and support, but earning too little to have a significant financial cushion to help them deal with various trials and tribulations, which may derail their journey through life. There is also a particular subset of this group, one defined by their age, that leaves them in an unenviable position of bearing responsibilities of caring and supporting aged parents as well as young children.
Madam, residents in my division of Kaki Bukit and Aljunied GRC have approached me for assistance. For example, one resident needed legal assistance in a matter involving his brother's insurance claims. He was deemed ineligible for assistance from the Legal Aid Bureau, but the cost of hiring a lawyer was prohibitive for his family and him. Another individual informed me that because his household income did not satisfy the means test threshold, his mother was not qualified for MediFund scheme.
He compared himself to his relative, whose elderly mother lives in a rental flat and receive MediFund assistance, even though his relative is more financially secure than he is. He remarked that by having his mother staying with him and caring for her, he feels that he is being penalised for his filial piety.
In situations like this, Singaporeans in the middle class are like a sandwich without fillings. They are left with choices they find neither savoury nor sweet.
Madam, I understand that we cannot treat the country's finances as a well of infinite wealth. Trade-offs have to be made and assistance has to be directed to where it is most needed. I also acknowledge that instances such as the ones I have cited may not be representative of the bigger picture. Even so, when such cases do arise, I hope that the relevant agencies will be able to exercise flexibility and review each case more holistically in assessing an applicant's eligibility for assistance.
Madam, the next issue I wish to raise has to do with jobs. The ability to cope with the cost of living is not just a function of the price of goods and services, but also the ability to afford them. A report published by The Straits Times on 8 February 2025, covered the experiences of several Singaporeans who had faced employment disruptions.
The report noted that residents' unemployment and long-term unemployment rates remain low and the incidence of discouraged workers was also at a low point. Economists interviewed for the article noted that even so, there were plausible reasons for job insecurity among Singaporeans. News of an retention exercises, the increased prevalence of contract work, disruptions caused by technological changes are some of the factors fueling job insecurity.
Madam, I note that the Prime Minister has announced greater support for reskilling and retraining opportunities under SkillsFuture and Workfare Skills Support schemes respectively. I am not against the notion that our workforce needs to remain attuned to the needs of the job market and adequately trained. However, I believe we need to take a more proactive approach.
In January 2025, the results of a Graduate Employment Survey focusing on graduates from the five local polytechnics were released, indicating an employment rate of 54.6%, down from 60% in 2023 and 59% in 2022. The results of a similar survey focused on university graduates showed a fall in employment rates to 79.5% from 84.1% the previous year. These are worrying statistics and if the downward trend persists in subsequent years, will continue to fuel insecurity among Singaporeans beyond fresh entrance into the workforce.
I call upon the Government to consider offering incentive schemes to companies that employ more Singaporeans than required by dependency ratio. This incentive could include tax breaks, reduction in Government charges, or preferential access to state incentive. On a related note, as the Government invest in making Singapore more attractive to global companies, it should also consider encouraging such companies to play their part in nurturing and developing our local workforce.
Speaking broadly, Madam, my concern is the mental burden borne by the middle class in Singapore. Members of the House would recall the Motion on Mental Health and Well-Being, which was passed in February 2024. The Government has also acknowledged the importance of mental health and well-being and have announced several measures to address the matter. I have today highlighted two issues which adversely affect the middle class in Singapore. I hope that more attention will be paid to their plight, so that we can better understand their worries and take measures to address them.
Mdm Deputy Speaker : Ms Nadia Samdin.
2.53 pm
Ms Nadia Ahmad Samdin (Ang Mo Kio) : Madam, in Malay, please.
( In Malay ) : [ Please refer to Vernacular Speech .] In his 2025 Budget speech, the Prime Minister reminded us that our country rose from rather difficult challenges 60 years ago. At that time, we would not have been able to withstand the complex global environment without instilling order and efficiency in our society.
When people think about Singapore now, what are the images that usually come to mind? Clean streets, a safe city, strict laws and a stable national system. In just 60 years, we have transformed into a modern metropolis. What will be the dreams, aspirations and choices of our people today that will shape our country's future in the next 60 years?
To face our future, I would like to emphasize two things. Firstly, we must ensure that Singapore remains as a country where everyone has their own dreams and is supported to achieve those dreams. Second, we must also form a new social compact. This spirit should celebrate the differences in our society and also further strengthen the bonds between all communities, as our pioneers did when they started to build this nation.
( In English ): Madam, just 60 years ago, it would have been hard to imagine Singapore as the city we are today. This country was built on the dreams and pragmatic choices our Pioneers made amidst a challenging world order.
Today, we face new turbulent times. We would not have survived the chaos if we did not build order and efficiency into our society.
When people think of Singapore today, what picture comes to mind? Clean streets, safe city, strict laws, stable systems, but what are the dreams, aspirations and choices that will build our next bound? I will make two main points.
We must ensure that we continue to be a Singapore that can dream of hopeful opportunities, endless possibilities and a future where no one is left behind. We must cultivate a new social compact – one that welcomes diversity and strengthens the bonds between all communities, no matter how different, just as our Pioneers did when they built this nation together.
Today, we are living longer with innovations in technology that seek to make life better. In his Budget Statement, the Prime Minister talked about how we ended 2024 on a strong footing. Our economy grew. Singaporeans generally saw wage increases that outpaced inflation and income inequality after Government taxes and transfers is at its lowest since 2000. But somehow in coffee shops and online, some sentiments would indicate that life feels otherwise. Statistics and indexes do not translate.
Singaporeans continue to feel the pinch from higher prices, an epidemic of stress plague students and workers and the daily grind somehow does not spark that much joy. The promise of the Singapore dream seems out of reach. With the changing of the guards to our 4G leadership, I hope for a renewed vigour, a cautious optimism amidst the global contest of might, a version 4.0 of the Singapore dream, if you will, where our people can increasingly define success by their own measures, where Singapore can hold multiple versions of life and success that we each want and that there is space for each one of us here; where we lean into our strengths rather than be caged by how society sees weaknesses.
Not everyone will start from the same place in life, but having tailored support that can help meet people's needs where they are, in a timely way, is critical and must sit at the centre of the schemes that we design.
Take for example, the dream of a large family. For some young couples in Singapore, this feels out of reach due to the costs associated with raising a child. Every parent wants the best for their child. The pressures of balancing work, childcare and maintaining a home sometimes discourage young couples from expanding their family as they are uncertain if they can provide the same level of support and opportunities for a household with more children.
I am heartened by the recent steps the Government has taken to ease some of these burdens, such as the move towards shared paid parental leave last year and the introduction of $500 in Child LifeSG Credits for all children aged 12 and below. The additional support of up to $16,000 for each third and subsequent child, is a welcome measure that recognises the challenges of growing a family in today's economic climate.
It is strategic in that this scheme is not just for newborns, but for existing families where at least one child is six or younger, and alleviates the dilution of household finances when an additional child arrives towards a more equitable distribution of resources.
I am also grateful that implementation was immediate, a fairly unusual timeline, but necessarily decisive in the face of our declining TFR. I hope we can also do more to support grandparents who often play an important role in caregiving, in terms of learning new skills and forming care networks.
While financial support is important, it is equally crucial to address the underlying issues that makes starting and growing a family so challenging. I touched on some of these points in my recent speech for the Motion on families: for couples, with fertility health and treatments, as many are getting married later at a later age.
And secondly, while the Government provides significant grants and subsidies for housing, education and healthcare beyond financial costs, the most precious resource of all time is scarce for daddies and mommies to spend with their little ones. Surveys also reflect that long work hours and stress from work are the top obstacles couples face in getting pregnant.
Ultimately, we must work towards creating an environment where families feel empowered by the decision to have children. This will not be resolved in one Budget or by the Government alone, but will take a shifting of mindsets in society, support from employers and a redefining of what success looks like beyond the corporate ladder, followed by the ability to live that life on our own terms.
As industries evolve and technology becomes more integrated into every sector, middle-aged workers are increasingly finding themselves at crossroads. Some global companies have also decided it no longer makes financial sense to operate some roles in Singapore and instead choose to move to regional neighbours with cheaper labour costs or replace labour with automation. This is our reality.
There may be someone else who is cheaper, but given our nimble size, we can be faster, and with Singaporeans' talent, we can be better.
For those who lose their jobs, the fear of being left behind is overwhelming. It is not just their dreams which are paused, but that of their whole families deferred. How do we ensure they are empowered to rejoin the workforce with relevant skills quickly?
The SkillsFuture framework as a whole has received a reboot – for example, the Jobseeker Support Scheme announced last year as well as the expansion of the SkillsFuture Level-Up Programme targeting mid-career Singaporeans to pursue upskilling, which will now be given a monthly allowance to those who continue to work part-time. This is a good step, which acknowledges the reality where not everyone can afford to take full-time off.
Beyond structural unemployment and displacement due to cost pressures, some are also forced to slow down due to caregiving needs. By 2030, around one in four Singaporeans will be 65 and above. And our caregiving needs are growing.
To this end, while it is not quite the full Carer's Allowance, I support the move to raise the maximum qualifying per capita household income for the Home Caregiving Grant as well as the increment of the quantum to offset caregiving costs. I hope that over time, we can look into doing more for caregivers' mental health and financial well-being, recognising the key role they play.
This leads me to my final group – our seniors. Madam, our elders who contributed to Singapore's growth and prosperity today face a different Singapore. Some are struggling with a reality that they did not foresee. While the idea of life after leaving the workforce was perhaps once associated with relaxation, many find themselves battling poor health and limited financial resources.
As of October 2024, Singapore has 64,000 older seniors of whom 60% are frail to severely frail and 4% at high risk of social isolation. A 2023 study by the Singapore Management University's Centre for Research on Successful Ageing revealed that only half of the respondents surveyed felt there was at least a 50% chance they would have to lower their standards of living.
I am also glad that we have geared up to focus on preventive health to encourage longer health spans.
We must also extend our reach to those who are isolated, ensuring they have access to the resources they need. Whether that means bringing services to their doorsteps or encouraging them to come out and participate in more inclusive community activities, outreach efforts cannot be touch and go as some seniors may be tentative at first. I hope we can find solutions to offer active ageing programmes, mental health services and daily rehabilitative exercises to our seniors in private estates, where the space to build centres is often difficult to find. I would love to see an active ageing centre in a park or utilise a container concept, for example.
For seniors living in older private estates, extending the Enhancement for Active Seniors programme is a good move and answers the appeal of many of my colleagues and I. These seniors may be deemed asset rich but cash poor and feel left out of various schemes. I look forward to hearing more about how the Ministry will be rolling this out and hope we can also increase awareness on support schemes such as the Home Caregiving Grant.
Madam, we continue to write our Singapore story in a time where Singapore is becoming increasingly diverse, with many increasingly isolated in our own bubbles. Globally, we see people fragmenting into us versus them. We grow intolerant of different perspectives, focused on the needing to be right and someone else wrong, and in our frustration forget that society is stronger because of diverse views, that the collective pull is stronger than the sum of its parts.
Against the odds, we have built a society where different cultures, perspectives and backgrounds have coexisted in relative harmony. Harmony is not the absence of differences, but what prevails in spite of it. Our harmony can only be sustained if we recognise that we are interconnected by the same collective responsibility and have an active citizenry which trusts not just in the Government, but also in each other.
I hope that in the spirit of SG60, more can be done to encourage ground-up activities and programmes in local communities and between different groups. A social compact is not something bound on paper, nor does it come with an expiration date after a single Budget cycle. It is a living, breathing commitment – one that transcends generations, upheld by every government and every citizen.
Budget 2025 is a reaffirmation of this commitment – a promise that the Government is striving to build a society where every individual can thrive regardless of age and circumstance. It is a call to join hands.
For those who laid the foundations of Singapore, for all of us who call this nation home today, and for the generations who will inherit this legacy, we must renew our shared promise and reignite the Singapore dream – to protect and steward the progress we have made, to provide stability and security, even in the most uncertain times, and to break new ground so that future generations can dream even bigger than we ever thought possible.
This is the vision that we carry forward for Singapore's future. I look forward to participating in the COS debates.
Mdm Deputy Speaker : Senior Minister of State Desmond Tan.
3.05 pm
The Senior Minister of State, Prime Minister's Office (Mr Desmond Tan) : Mdm Deputy Speaker, this year's Budget arrives amid significant uncertainty for both businesses and for our people and workers.
On the union ground, we see a mixed picture. On the one hand, some companies are hiring. On the other hand, companies are also doing restructuring and laying off employees.
For example, the aerospace industries, while seeing a robust recovery since COVID-19, are also grappling with some of the increase in operational cost as well as difficulty in hiring people. In the service sector, unions have reported a more cautious outlook in the domestic F&B as well as retail sectors, citing increasing operational costs as well as competition with our neighbouring countries. Even manufacturing companies in some unions are taking a wait-and-see approach, depending on how international trade and tariffs pan out.
On the workers' front, while two thirds of the workers that we surveyed express satisfaction with their wages, welfare and work prospects, one in three also fear job losses within the next three months. Cost of living remains a top concern, with food, healthcare, groceries and utilities ranking as the top four worries in our survey.
It is therefore reassuring to see a responsive Budget this year that empathises with what our people and our businesses are going through on the ground and tackles them head on. But more importantly, I feel it is also a responsible Budget because it presents long-term strategies for our businesses and our economy, ensuring that they remain competitive and our workers' skills remain up-to-date and relevant.
The Prime Minister in his speech mentioned that to achieve 2% to 3% annual growth will require us to continue to uphold some fundamentals. One of them is to deepen the tripartite partnership as a cornerstone of economic stability.
As Singapore approaches SG60, it is a fitting time to reflect on the pivotal role that NTUC plays in fostering industrial peace and economic stability and in promoting workers’ welfare.
Born in the turbulent 1960s, NTUC emerged as a unifying force amidst chaos, rallying unions to prioritise long-term interest and stability over short-term disruptions and gains. Despite being outnumbered by pro-communist unions, NTUC, under leaders like Devan Nair and Ho See Beng, focused on workers' welfare, eventually winning over unions and laying the groundwork for industrial harmony.
Post-Independence, NTUC played a critical role in navigating crises like the British military withdrawal, persuading workers to accept difficult but also necessary changes, such as the Industrial Relations (Amendment) Act, which prioritised stability and investment for the long-term good of Singapore. The 1969 Modernisation Seminar marked an important turning point, redefining unions as partners in progress and establishing Singapore's unique tripartite model.
Though the COVID-19 crisis seems like a distant memory, it was a severe test of our tripartism. Both our workers' lives and livelihoods were in great danger. NTUC was at the very forefront, securing job stability, wage support and training opportunities for thousands and thousands, particularly in the aviation and aerospace industry as well as retail and for self-employed persons.
In a recent media article titled "Do Singapore Unions have a PR problem?", my unionists and I acknowledged the image issue that NTUC has and the scepticism shared among some members of the public towards the Labour Movement in view of a spate of high profile layoffs in 2024. In that very same article, CNA reported about 2,000 dispute cases that were handled by unions in 2022 and 2023 as well as about 3,000 by the Tripartite Alliance for Dispute Management in the same period.
While some of these cases were addressed publicly, the majority, in reality, was negotiated behind the scenes. After spending nearly three years in NTUC and working alongside many, many union leaders and staff, I am really in full admiration of the relentless, often behind-the-scene, and effective work that goes on and is put in by our union leaders and our NTUC staff – unheralded but nonetheless vigilant bargaining and consensus building to secure the best outcomes for workers of all collars, ages or nationalities while ensuring at the same time that our business and our economic pies continue to grow and expand.
Going forward, geo-economic divisions, economic volatility, demographic changes and technological and sustainability advancements will reshape the global labour market, driving changes in job creation, skill demands and work patterns. In this rapidly changing landscape, one thing is clear – the skillsets that brought us success yesterday may not be sufficient to secure our future. To remain competitive, both as individuals and as a nation, we must embrace a culture of innovation, learning and continuous upskilling.
The latest Future of Jobs report indicates that 39% of our current skills will either evolve or become obsolete within the next five years, which is, thankfully, lower than the 44% in 2023 and 57% in 2020, possibly due to more workers having completed training, reskilling or upskilling measures.
These findings reflect the growing recognition of the value of upskilling and reskilling among workers. I believe our advocacy for greater training opportunities and the support of the Government on this front have yielded positive results.
I urge more employers to prioritise training initiatives for your employees. I hope employers should not be afraid to lose an employee because the employee is better trained. It is essential to look beyond the short-term disruptions or losses and invest in the long-term growth and development of all our workers and employees, which ultimately will benefit the entire industry and our economy as a whole.
Data from the Infocomm Media Development Authority (IMDA) showed that AI adoption among large enterprises in Singapore rose from 16.7% in 2018 to 44% in 2023. For SMEs, the increases are slightly lower, from 3.5% to 4.2%. SMEs cited reasons such as the lack of need for AI due to the scale of their business and perceived high costs of implementation vis-à-vis the return of investment. This raises an urgency for higher AI adoption among local SMEs to reap the benefits of AI and for Singaporeans to be upskilled.
The CTC initiative is NTUC's response in 2019 to navigate these rapidly evolving and changing landscapes, supporting our enterprises through enhancing their business productivity and upskilling our workers.
A general manager, Chew Zi Xuan, from Chew's Agriculture, a company that is unionised under my union, the Singapore Industrial and Services Employees' Union, said, "The CTC Grant has been a lifeline for us, ensuring that our older employees retained their jobs while receiving training. They have learned to operate new machinery and conduct quality control checks. This support has made our senior employees feel truly valued and empowered."
I am always heartened to hear stories of such positive feedback from the employers of how CTCs has not just benefitted their businesses but also their employees. Let me share an example of how concretely CTCs can support enterprises and benefit workers.
STMicroelectronics, a global leader in semi-conductors, has been a pillar of Singapore's manufacturing sector since 1969. Operators at STMicroelectronics were required to manually load and unload wafer cassettes, each weighing up to five kilogrammes, throughout 12-hour shifts.
The physical strain led to fatigue, slower production speeds and high turnover rates. Recognising the need for change, STMicroelectronics partnered with the United Workers of Electronics and Electrical Industries through the CTC to implement five robotic systems to take over these manual tasks.
The results were phenomenal. The robots now operate 22 different machines, running efficiently 24/7, leading to a productivity gain of no less than 10%. But more importantly, workers were not displaced, they were trained in robotic operations, maintenance and Industry 4.0 technologies, preparing them for future higher-value roles.
The impact on their growth has been very significant. Operators are now progressing to become technicians, technicians to become assistant engineers and assistant engineers to full-fledged engineers. This structured Career Development Plan ensures that workers experience career progression. The numbers speak for themselves. In the end, 111 employees have benefitted from this initiative, 91 of them PMETs and 20 rank-and-file workers seeing career progression and wage outcomes and directly benefitting from them.
We are therefore very thankful for the Government to acknowledge our effort in the CTC and announced a top up of $200 million for CTC Grant in the Budget and also extending CTC Grant 2.0 to support employer-led training that leads to formal qualifications and certifications.
Just to give an update, I am happy to update that we had formed over 3,000 CTCs to date, approved more than 480 transformation projects, helped over 7,000 workers receive an average of 5% wage increment above their annual increment or benefit from career development plans or from skills allowances.
I urge more companies to come on board, to partner with NTUC, to join us on the CTC journey and leverage on the grants available to accelerate your business transformation and upskill your workers.
The success of CTCs encouraged us to expand our reach and explore how CTCs can benefit more companies, more clusters or even the entire sector. One such example is the formation of the tripartite partnership between NTUC, SkillsFuture Singapore and one company, ST Engineering. The partnership draws on the synergies between SkillsFuture Singapore's "Queen Bee" programme and NTUC's CTC initiative to deliver comprehensive support for ST Engineering Land Systems and its ecosystem of suppliers in business transformation and workers upgrading. This is also backed by the ST Engineering Staff Union.
As a first of its kind partnership, the programme seeks to upskill at least 1,000 workers and about 40 SMEs within the Precision Engineering sector of the ST Engineering Land Systems’ supplier network while building on a robust ecosystem that offers both the breadth and the depth in technology and engineering capabilities.
This is what the CTC is all about: regardless of whether we are supporting a company or a cluster of companies or a sector, future-proofing businesses while uplifting our workers.
Another initiative NTUC have had in place for quite some time to promote upskilling and reskilling is the NTUC-Education and Training Fund Collaborative Fund (NCF) and Union Training Assistance Programme (UTAP) through defraying the cost of training. Unionised companies enjoy an annual $50,000 NCF funding support while union members get to utilise up to $250 or $500 UTAP training credits.
From 2022 to 2024, over 75,000 union members have benefited from training through NCF and UTAP, reflecting a 22% average annual growth in skills development. One of the workers who benefitted from NCF is Brother Phil, Manufacturing Manager, Operations at Hamilton Sundstrand Pacific Aerospace Pte Ltd. At 35 years old and with 11 years of experience in the company, Brother Phil has always been committed to operational excellence. However, to take his leadership capabilities to the next level, he needed to strengthen his coaching skills, conflict resolution and performance management skills. Through the NCF co-funded training, Brother Phil has acquired new soft skills and enhanced his ability to lead teams, foster a positive work culture, and drive innovation and productivity.
In the past two Budget speeches, I have called for greater support for mid-career workers. The Labour Movement is therefore grateful to hear that individuals can apply for the SkillsFuture Mid-Career Training Allowance of up to $3,000 per month for selected full-time courses, and it will be extended to selected part-time courses from early 2026. We are hopeful that this initiative will encourage mid-career workers to pursue lifelong training.
I feel for this group of workers, partly also because we have quite a number of them in Pasir Ris, who are going through a mid-career transition and experiencing both job placement as well as skills upgrading challenges. I hope that we will continue and NTUC will continue to push for this group to help them pivot their career and also have relevant skillsets to move into a new career.
To support workers’ training and employment facilitation, NTUC has expanded in the national personalised placement landscape from two to 27 career and job centres, with around 110,000 jobseekers placed since February 2020. We have also developed and are using stronger AI platforms to guide jobseekers in their career search.
Ms Angela Guo sought a career switch from F&B to human resources (HR) for better work-life balance and more time with her child. Despite lacking HR experience, she approached NTUC’s e2i for help. Her career coach, Mr Wang, guided her through an employability programme, providing industry-specific mentorship, resume advice and encouragement to upskill. Angela now is pursuing a part-time HR degree and successfully transitioned into a HR role, achieving her goals while building skills for her new career path.
Job security is key amid technology and industry changes as it provides the stability and the confidence for our employees and our workers to adapt and to grow. NTUC will continue to support our workers with initiatives to expand training and upskilling opportunities.
Mdm Deputy Speaker, allow me to speak in Mandarin, please.
( In Mandarin ) : [ Please refer to Vernacular Speech .] Mr Speaker, Prime Minister Wong's "Onward Together for a Better Tomorrow" Budget not only addresses current challenges but also establishes long-term growth strategies, helping workers upgrade their skills to prepare for the future and ensuring our economy remains competitive.
The Budget has received positive feedback from workers. The Government has introduced various measures to support mid-career workers, platform workers, freelancers, low-wage workers, young workers and families, middle-age workers for their retirement adequacy and help Singaporeans with the cost of living. These measures and schemes have taken into account workers' views and concerns.
This year, our economy faces many uncertainties, such as inflation triggered by global situations and the impact of disruptive technologies on companies' manpower needs. On the employment front, businesses are sending mixed signals: some companies are conducting phased retrenchments, while others are actively recruiting.
Facing these uncertainties, workers should take the initiative to strengthen themselves and seize economic opportunities. NTUC provides various upgrading and training programmes and I encourage everyone to make full use of them.
Since 2019, NTUC has promoted the establishment of the Company Training Committee (CTC) within companies, to enhance employee skills in a targeted manner and facilitate transformation. To date, NTUC has helped establish over 3,000 CTCs and funded 480 training programmes. This year, the Government announced an additional $200 million to support the CTC initiative. We hope that more employees will initiate CTCs to upgrade their skills and strengthen their ability in the future economy and enterprise competitiveness.
Another initiative is the NTUC-Education and Training Fund Collaborative Fund (NCF) and the Union Training Assistance Programme (UTAP). Companies that join the union can receive up to $50,000 in NCF funding annually to support training programmes, while unionised employees can receive UTAP training subsidies of $250 or $500.
Fellow workers, these programmes and subsidies are tailored for you, so please make good use of them to upgrade your skills.
As the saying goes, "30% is destiny, and 70% is hard work". This hard work includes constantly seeking innovation and change, and learning new skills. Those who strive and learn will win. Let us unite, continue to work hard, upgrade ourselves and create a better future!
( In English ): As we look ahead, the challenges of the next decade will be unlike those we have faced before. Yet, the strong foundation of tripartism built by generations of government, employers and union leaders, are well-equipped to navigate this future.
NTUC and the Labour Movement remain steadfast to support all our workers. Whether you are a delivery rider battling the elements on the streets or a mid-career professional adapting to AI, or a senior worker seeking renewed purpose, the Labour Movement fights tirelessly to uplift your voice, to secure your livelihood and to future proof your potential.
Because when workers win, Singapore wins. And on this momentous year of SG60, in solidarity with our tripartite partners, the labour movement will march forward with our workers for our country, Singapore. Mdm Deputy Speaker, I support the Budget.
Mdm Deputy Speaker : Mr Keith Chua.
3.26 pm
Mr Keith Chua (Nominated Member) : Mdm Speaker, in his Budget Speech, the Prime Minister reminded us of how far we have come as a nation since our Independence 60 years ago. We have moved from third world to first world and we have seen our economy improve from a state of bare survival to one of resilience. Most of us have our basic needs met in housing, education, healthcare and employment.
Despite the continuing global and external uncertainties, we are well positioned to face these challenges together. Our multiracial and multi-religious society remains cohesive and harmonious and we continue to enjoy political stability, peace and security despite external tensions. We must treasure all this and preserve what has taken decades to build.
I described last year’s Budget under three broad themes.
Firstly, being faithful in stewarding our limited resources from our fledgling state and seeing this steadily grow to our current levels. In Budget 2025, we continue fiscal prudence and good stewardship.
Secondly, continuing to introduce measures and initiatives that were directly targeted at taking care of the welfare of our people, which also includes our foreign workers in our midst. In Budget 2025, we enhance help for many groups.
Thirdly, being a blessing to one another, sharing as we ourselves have been blessed and how we have also shared beyond our borders. In Budget 2025, we enhance the spirit of giving.
Budget 2025 continues the path forward, deepening and strengthening many areas covered from last year's Budget. It is commendable that we managed to achieve much through last year's Budget and still end the fiscal year 2024 with an estimated surplus of $6.4 billion.
Similarly, Budget 2025, with extensive immediate support initiatives and significant longer-term investment for our future, is forecast to end with another surplus of $6.8 billion. This year’s forecast surplus is extremely helpful to navigate local and global uncertainties should the need arise.
Mdm Speaker, we continue to look at measures to support all Singaporeans and work toward the commitment that no one is left behind. May I declare my interest as a board member of two social service agencies in mental health services, suicide prevention and also on a working group on Project Hayat.
Budget 2025 will enable many to continue to thrive and, at the same time, move others forward to not just survive, but also to thrive. Nevertheless, we need to recognise there remain vulnerable groups that our current and future policies need to address. Let me start with persons with disabilities and special needs, including autism. This Budget provides for avenues of support for such persons post-18 years of age and, more specifically, in the area of employment.
However, we must also find avenues for those who may not be in a position to work. These individuals also deserve to have access to an acceptable level of quality of life. It would not be appropriate to see them as a burden to society just because they may not be considered economically productive.
Persons with mental illness are also a broad vulnerable group. Much has been debated in this House on mental health and well-being and the many interventions we have and continue to introduce. In previous speeches, I have put to this House specific consideration for better employment support for persons in recovery from mental illness. Would the Government reconsider the position for support for persons in recovery both by way of some form of disability allowance or support during treatment and rehabilitation when they are unable to work and be gainfully employed, particularly if their financial situation warrants such support? In addition, would the Government reconsider support for employers of persons in recovery in ways similar to the Enabling Employment Credit and SG Enable grants as it relates to persons diagnosed with a mental health condition? And here I would just like to add my appreciation to many employers who are already providing this support by employing persons in recovery.
In some cases, the mental illness may be so debilitating that these individuals require a very long recovery time. Can we better support them, so no one is left behind?
This Budget continues the advocacy for lifelong learning. Should we take a closer look at the options and consider where we may need to tailor these for vulnerable groups so that they, too, can benefit? Persons with intellectual disability or autism may need tailored courses in their adult life. Some may need to, or desire to, to reskill. I hope we will provide these options, especially where the levels of learning may need to be moderated. In other words, Mdm Deputy Speaker, may I suggest we provide or expand appropriate skills and other courses for these special groups?
I am pleased to see the inclusion in the support of caregivers. I hope we will comb through all caregivers progressively and comprehensively and, over time, give them the necessary support.
Mdm Deputy Speaker, I would now like to address the issue of suicide prevention and support for individuals and families affected by suicide. Suicide is tragic and a most painful encounter, whether by family, friends or communities. In 2023, based on statistics from the Samaritans of Singapore, we lost 322 lives to suicide. It is the leading cause of death for those aged between 10 and 29. There is also the increased risk of suicide amongst the elderly. Suicide cuts across all age groups and all strata of society. One suicide affects many, many others, including family, friends and communities.
There are many who attempt suicide and need support. Families and friends who care for individuals with suicidal ideation also need support and help.
Project Hayat is a community-led effort guided by a work group comprising policymakers, suicide experts, researchers, community workers and helping professionals, religious leaders, corporate leaders, representatives from the media, and people whose lives have been impacted by suicide.
Project Hayat presented a White Paper to the Government in late-September 2024 covering 23 recommendations for a national suicide prevention strategy in Singapore under the S.A.V.E.L.I.V.E.S framework, using the acronym, each highlighting a specific course of action. The research conducted for the White Paper included direct interviews with key stakeholders from countries with national suicide prevention strategies, such as Indonesia and South Korea; focus group discussions with people in Singapore who have been directly and indirectly affected by suicide, including parents, youths, educators, first responders, healthcare and emergency services personnel, religious leaders, media representatives; and the first phase of public consultation with more than 500 respondents sharing their views on suicide and suicide prevention. I understand the Government has provided an initial response to the White Paper through the Minster for Health. The paper identified several vulnerable groups. I will expand on three of these groups.
First, the youths and adolescents as a vulnerable group. According to data from SOS, as mentioned earlier, suicide remains the leading cause of death for nearly 30% of young people aged between 10 and 29 over the last five consecutive years. This is until 2023. Based on a study of 221 patients aged between 10 and 19 who were presented to hospitals’ emergency departments for suicidal or self-harm attempts in 2021, not all adolescents at risk of self-harm and suicidal behaviours have serious mental health disorders but, instead, have psychosocial problems and emotional regulation difficulties. Of these, only 48.4% of the patients studied had ongoing psychiatric or psychological support. More than half of the patients had “ambivalent intent”, that is, confused about whether they truly wanted to end their own lives, which highlights impulsivity and the lack of emotional regulation.
The study found a predominance of female patients, in this case, 85.5% over male patients. Hence, focusing on risk factors for females, such as eating disorders and past history of self-harm, can inform risk management strategies in schools and in communities.
Second, migrant workers as a vulnerable group. In a 2021 study of non-resident suicides which occurred in Singapore between 2011 and 2014, it was found that most resident suicide cases did not have a known physical or mental health issue, prior to suicide attempts or suicide notes.
Based on the analyses of available suicide notes, relationship and health problems emerged as the top two suspected triggers for suicide. The researchers, therefore, hypothesised that the unique situation of working abroad may increase non-residents’ vulnerability in general, while adverse life events, such as relationship and health issues, may be too overwhelming to bear, especially when support services are not readily available and accessible.
The third vulnerable group identified in this White Paper, the neurodiverse population, I will just share an anecdote from the parents who lost their child who had autism spectrum disorder (ASD) to suicide and recounted this in the focus group discussions: “I don’t think he can understand why he cannot seem to get along as well with other children as maybe his classmates can, so I think there’s also the feeling of rejection…. I always thought that if he had managed to live to COVID, perhaps he would still be alive, because we are all just in our safe little space, he doesn't have to go out and socialise. I always wish that he had that two extra years, [it] just didn’t happen.”
Three other vulnerable groups identified in the White Paper include the elderly, caregivers and lesbian, gay, bisexual and transgender (LGBTQ) community.
Recommendations for vulnerable groups in the White Paper include strengthening governance and policy, involving communities of people at risk of suicide and those with lived experience of suicide in all aspects of policymaking and implementation of suicide prevention policies.
A key feature of suicide prevention efforts across the world is to ensure that people who have been affected by suicide are involved in all aspects of suicide prevention, including policymaking, implementation, research and advocacy. Involving individuals who belong to communities at greater risk of suicide, survivors of suicide, and those who have lived experiences of suicide is essential in bridging gaps in suicide prevention.
We need to value data and research: investing in research on the upstream determinants of suicide amongst the vulnerable groups, and to conduct further research to determine additional priority groups in Singapore. There is a strong link between upstream factors and social determinants that heighten suicide risks among vulnerable groups and those who are experiencing loneliness or hopelessness in their lives. More research is required on priority populations that are at greater risk of mental health challenges, self-injury or suicide and to develop evidence-based interventions that are tailored for these respective communities.
Another recommendation is to involve families and communities: strengthening family support initiatives to manage mental health and suicide prevention, and strengthening collaboration with religious and community leaders. Family-focused programmes should be developed to equip families with the knowledge and skills to recognise early signs of distress, facilitate open and supportive communication, and offer practical strategies to assist loved ones facing mental health struggles.
As trusted figures within communities, religious and community leaders hold significant influence and are often seen as sources of support and guidance, making them well-positioned to promote mental health awareness and reduce the stigma surrounding suicide. Leaders can foster an environment of compassion, understanding and acceptance to reduce stigma, as well as play a key role in identifying individuals at risk and providing timely support.
Support schools and educators and, here, more specifically, to adolescents: establish suicide prevention protocols in schools for suicide prevention, crisis response and postvention support. In focus group discussions conducted under Project Hayat, participants have expressed concern that school staff, counsellors and teachers may be insufficiently equipped to provide psychological support or conduct suicide risk assessments for students in need. It was also found that many educators may lack the necessary training to identify warning signs, manage crises or intervene effectively in suicide-related situations, leaving a critical gap in the support network for vulnerable students.
By developing and implementing clear protocols and comprehensive training programmes, schools can ensure that educators, school counsellors and students are better prepared to respond to suicide risks. And this would involve equipping school staff with the tools to recognise early signs of distress, intervene appropriately, and provide ongoing support to students facing mental health challenges.
Mdm Deputy Speaker, as this is a Budget for all Singaporeans, we must continue to find ways to adequately support the many vulnerable groups where these are not yet in place.
I have covered those with mental health conditions, persons with disability and special needs, caregivers and proposed for more to be done to prevent suicide. We will need to work together, Government and society, to ensure no one is left behind.
I would like to conclude on the spirit of giving and the increased support in the Budget to encourage a generous society. Many large charities today started small. Just like our nation, this will have taken time, most likely decades of tireless efforts of dedicated individuals and the supporters, including Government and private donors —
Mdm Deputy Speaker : Mr Chua, you have one and a half minutes, so I would ask you to round up.
Mr Keith Chua : Okay. Our charities, both large and small, continue to form part of our social support network, providing daily care to many beneficiaries. Many smaller charities will find funding a continuing challenge. Smaller charities will be essential to address gaps as we work towards the objective of caring for everyone who needs help.
I hope the three groups mentioned by the Prime Minister, the Community Chest, the Collective for a Stronger Society and the President's Challenge will find ways to channel this increase in resources to some of the smaller charities who will be essential in ensuring that no one is left behind. We are an increasingly caring and generous society. The multiplier effect when everyone who can, gives, will be extraordinary. I hope future Budgets will continue to nurture the spirit of giving and see greater collaboration between public and private initiatives that will ensure that no one is left behind. Mdm Deputy Speaker, I support Budget 2025.
Mdm Deputy Speaker : Mr Mohd Fahmi bin Aliman.
3.46 pm
Mr Mohd Fahmi Aliman (Marine Parade) : Mdm Deputy Speaker, this year's Budget, themed "Onward Together for a Better Tomorrow", reflects our collective ambition to build a more inclusive and resilient society, as Singaporeans contend with job insecurity amidst rising costs of living. It is a Budget that prioritises uplifting all Singaporeans, including our lower-wage workers, by strengthening social safety nets and ensuring sustainable economic growth. As we move forward, it is crucial to reinforce our commitment to these workers, ensuring that they receive fair wages, improved working conditions and the respect they deserve.
Singapore's approach to uplifting lower-wage workers has never relied on a single measure, but rather a comprehensive suite of interventions, including the PWM, the Local Qualifying Salary (LQS), Workfare Skills Support (WSS) and the Workfare Income Supplement (WIS). These policies form the foundation of our commitment to ensuring sustainable and inclusive wage growth for our lower-wage workers.
Today, I want to focus on the following three areas to strengthen the protections for our workers, especially lower-wage workers: one, enhancing Workfare to boost retirement adequacy of older lower-wage workers; two, improving working conditions for lower-wage workers, especially outsourced workers; and three, empowering workers via M 3 Focus Area 4 (FA4).
As economies evolve, workers, especially those in lower-wage roles, must be empowered with better protections, stronger financial security and opportunities for long term stability. Enhancing Workfare schemes can provide older, lower-wage workers with greater retirement adequacy, ensuring that they can transition into later years with dignity. At the same time, improving working conditions, particularly for outsourced workers, is crucial to fostering fair and sustainable employment practices. Together, these focus areas aim to build a resilient and inclusive workforce that can thrive in a rapidly changing economic landscape.
Let me commence by focusing on two key pillars of support, LQS and WIS, and examine how they can be further strengthened to better support our workers in the years ahead. WIS plays a crucial role in supplementing the income and retirement savings of lower-wage workers while encouraging regular employment.
I appreciate the Government's commitment to continuously enhance WIS. This year, WIS payments will increase to $1.4 billion, benefitting half a million lower-wage workers. I am also heartened to note that most of these enhancements are targeted at vulnerable groups, such as our older workers and PwDs. As the Government regularly reviews Workfare, I seek an assessment of how effective WIS has been in improving the wages and retirement adequacy of lower-wage workers in Singapore.
We must also do more to secure the long-term financial well-being of our older lower-wage workers. Many lower-wage workers retire with significantly lower CPF savings, affecting their ability to afford healthcare and daily necessities in their later years. WIS payments increases with age, but currently max out at 60 years old, even though many workers continue working well beyond that. I urge the Government to introduce additional age tiers beyond 60, with progressively higher WIS payments, to better support older workers who remain active in the workforce.
Additionally, the minimum WIS payout, in both cash and CPF, is just $10 per month. Given the rising costs of living, I urge the Government to review and raise this amount to provide more meaningful support for workers.
LQS ensures that local workers are employed meaningfully, rather than on token salaries for firms to access foreign workers. It serves as an important wage floor, ensuring that lower-wage workers receive a minimum level of pay across various sectors. We appreciate the Government's efforts in increasing the LQS to keep pace with rising local wages, such as the recent increase from $1,400 to $1,600 announced in Budget 2024, with the LQS threshold for part-time local employees raised to $10.50 per hour.
Therefore, I call on the Government to update on the effectiveness of LQS since it was introduced and whether its implementation has led to unintended consequences, such as job losses. In particular, I hope that LQS has truly contributed to raising wages for lower-wage workers across the board and that the data does reflect this desired trajectory too. Relatedly, it would be helpful for the Government to clarify its broader policy approach towards LQS implementation. For instance, the wage percentile of which LQS should be set at to effectively support our resident lower-wage workers while balancing against business costs and sustainability.
While we have made progress in uplifting wages, we must ensure that lower-wage workers have good working conditions and are not taken advantage of. One critical issue is the need for proper, accessible rest areas for outsourced workers, such as the cleaners and security officers. Many of these workers still struggle to find adequate spaces to rest during their breaks. The lack of rest areas can result in them working beyond their maximum cap of overtime, which is 72 hours every month for security officers.
In 2021, I raised this issue in the House and, in the same year, the WorkCare Grant was introduced by MOM to provide financial support for companies setting up rest areas for outsourced staff. However, applications for the Grant have closed since 31 August 2023. I ask the Minister for Manpower whether a review of the criteria and eligibility for the WorkCare Grant has been conducted? Would the Government consider upstream policy measures, such as exempting dedicated rest areas for outsourced workers from the Gross Floor Area (GFA) calculation for new developments? This could incentivise building owners and developers to incorporate proper rest facilities at the planning stage.
Another persistent issue is the leave resetting for outsourced workers. The MOM statistics show that 18,800 full-time resident employees in their first year of employment are receiving only seven days of paid annual leave. Many of these are lower-wage and outsourced workers, such as cleaners and security officers.
For outsourced workers, each time a service buyer changes contractors, their leave entitlements may be reset, even if they continue in the same job, at the same site. This creates instability, as workers may repeatedly lose accrued benefits despite continuing in the same role. Although tripartite advisories encourage continuity of benefits, they appear insufficient. I call on the Government to work with NTUC and our unions to conduct a thorough review of leave resetting for outsourced workers and explore stronger measures to protect them from unfair disadvantages.
Mdm Deputy Speaker, allow me to speak in Malay, please.
(In Malay): The evolving global economy and rapid technological advancements demand that we equip our workforce with the necessary skills and career mobility to thrive. Focus Area 4 (FA4) on Employment and Employability of M 3 provides a structured framework to achieve this goal through several strategies.
First, FA4 connects workers by facilitating access to job openings, understanding industry needs and providing career guidance. It ensures that individuals are matched with suitable career pathways for long-term growth, not just filling job vacancies. Through initiatives, such as job fairs, career counselling, workshops and industry partnerships, we can help workers transition effectively into sustainable employment.
Second, skills upgrading and lifelong learning are key. In recognising that the skills required in today's economy are constantly evolving, especially in the green, digital, and care sectors, we must empower individuals to adapt to changing job requirements and remain competitive in the workforce. Training programmes and upskilling initiatives must be designed to bridge skill gaps and prepare workers for emerging industries.
FA4 also focuses on helping individuals navigate changes and build resilience. This includes digital literacy training, promoting competencies relevant to the digital economy and providing support for workers transitioning to new industries. Allow me to outline our key priorities which will focus our efforts and resources on three crucial workforce groups namely: platform workers, mid-career switchers (PMEs) and senior workers.
These three groups represent vital segments of our economy, each with unique needs and challenges. We recognize the valuable contributions of platform workers, the potential of our PMEs navigating career transitions and the wealth of experience that our senior workers bring. It is imperative that we support and empower each of these groups to thrive in our evolving economic landscape.
As part of our efforts to ensure the success of FA4, I call on the Government to continue strengthening support for skills upgrading, job placement initiatives and career transition programmes. By doing so, we can future-proof our workforce and ensure every worker has access to meaningful employment opportunities.
(In English): Madam, "Onward Together for a Better Tomorrow" is more than just a theme; it is a vision for an inclusive and progressive Singapore. This year's Budget lays a strong foundation for uplifting lower-wage workers, strengthening retirement adequacy and improving working conditions. It also reinforces the values of dignity, respect and fairness for all workers, regardless of their job.
Beyond lower-wage workers, the Budget also addresses the needs of families, businesses and our economy, ensuring that Singapore continues to thrive in a rapidly changing world. It is a comprehensive plan and supports many facets of our society.
With unwavering dedication, the NTUC stands ready to champion the needs and the interests of our Singaporean workers. NTUC continues to advocate for our lower-wage workers, to better their lives and livelihoods. NTUC cares and is taking action to enhance their working conditions and welfare. Because every worker matters. Rest assured, NTUC will take action for you and with you. For these reasons, Mdm Deputy Speaker, I support the Budget.
Mdm Deputy Speaker : Mr Gerald Giam.
4.00 pm
Mr Gerald Giam Yean Song (Aljunied) : Mdm Deputy Speaker, many mid-career professionals, managers, executives and technicians (PMETs) are under pressure. Some are in industries that are shrinking or being disrupted, where jobs are disappearing faster than new ones are created. Others see their roles changing because of automation or AI. Some even face the anxiety of being told to reapply for their own jobs as part of restructuring exercises, effectively forcing them to compete with their colleagues or external candidates for roles they have already been performing. Such practices not only create stress and uncertainty but also serve as a way for companies to bypass retrenchment obligations while reshuffling their workforce.
While overall employment levels have continued to rise in tandem with the growing population, some displaced workers face difficulties transitioning into a new job at the same skill level and salary. Many struggle to break into growth sectors despite efforts to reskill, as employers often favour candidates with industry-specific experience or are younger. While most employers prioritise merit, some hiring processes may still be influenced by informal networks, creating additional challenges for mid-career jobseekers trying to break into new industries.
The Labour Force 2024 Report showed that some 41,200 PMET residents are unemployed and, of these, 10,700 have been unemployed for more than six months. The data also shows that long-term unemployment affects PMETS more than non-PMETS. These PMETS are workers who have spent decades in their industries, built up expertise and contributed to the economy. Many have significant financial responsibilities, including housing loans, children's education and elderly parents to care for.
When these PMETS get retrenched or step away from the workforce for a period due to caregiving responsibilities, re-entering the job market becomes a daunting challenge. Even those who are currently employed may be preoccupied with day-to-day operational work and get blindsided by technological changes that make their skills obsolete. A worker who has spent years in corporate operations, for instance, may find it difficult to transition to a technology-driven role without a structured pathway to bridge the gap. Even if they secure interviews, they are often offered roles at significantly reduced salaries, making it difficult to maintain their financial obligations. Some are forced into contract or gig work, with little stability or opportunities for development.
The longer they remain unemployed or underemployed, the harder it becomes to re-enter the workforce, as employers perceive them as outdated or overqualified, rather than seeing the value of their accumulated skills or experience. Some may drop out of the workforce completely after years of discouragement.
The Government has introduced several schemes to help workers upgrade their skills and transition to new jobs. The SkillsFuture Level Up programme provides Singaporeans aged 40 and above with $4,000 in SkillsFuture credit, along with a training allowance of 50% of their average income over the latest available 12-month period, capped at $3,000 a month for selected full-time courses and $300 a month for selected part-time courses. The Skills Future Jobseeker Support scheme, which bears similarities with the Unemployment Insurance schemes proposed by the Workers' Party since 2006, will also offer financial support of up to $6,000 over six months for involuntarily unemployed workers taking part in job search or related activities.
On top of that, career matching services run by Workforce Singapore and its partners help jobseekers refine their resumes and prepare for interviews and, in the future, as announced in this Budget, there will be an expanded network of job placement centres at all CDCs. These are important steps, but more needs to be done to ensure mid-career workers secure meaningful employment.
Training and reskilling alone do not ensure job placement. For mid-career workers facing immediate job displacement, waiting years for the benefits of these programmes to materialise is not a viable option. Many are unable to afford the temporary drop in income that often comes with switching sectors, often making it difficult for them to commit to full-time training programmes.
While some industries are shrinking, others, including healthcare, sustainability and advanced manufacturing, are expanding. Mid-career PMETs should have clearer pathways to transition to these high-demand sectors through structured job placement and industry partnerships. The Career Conversion Programme (CCP) is designed to help mid-career individuals transition into new jobs or sectors with better long-term prospects through training and salary support. This is a well-intentioned programme.
However, there still remain deeper structural barriers that make it difficult for these workers to secure new jobs at comparable skill levels and salaries. The CCP requires employers to hire the workers before they can receive training, presenting the same barriers for jobseekers who are already struggling to get past the initial job screening process. We need a more structured and targeted job placement programme, where mid-career jobseekers can have their applications and CVs reviewed and refined by specialists in their field. These specialists can then actively match and recommend them to employers, including those enrolled in the CCP, increasing their chances of securing a placement. Once hired, these workers can then benefit from the CCP to receive the necessary training and salary support for a smoother transition into their new roles.
Additionally, WSG can introduce structured returnship programmes to help professionals re-enter the workforce after a career break, whether due to retrenchment or caregiving responsibilities. Unlike the CCP, which requires career conversion, these returnship programmes would provide a pathway to employment and mentorship, allowing mid-career professionals to rebuild industry-relevant experience without starting over at entry level positions.
Mdm Deputy speaker, mid-career and older PMETs need more structured redeployment pathways and stronger financial support for career transitions. They have spent years contributing to the Singapore economy. Many have built businesses, trained younger colleagues and helped shape their industries. Our nation and our economy cannot afford to overlook the experience and skills of these workers. Let us give every Singaporean who wants to work, retrain and contribute, the best possible chance to do so. Madam, I support the Motion.
Mdm Deputy Speaker : Mr Derrick Goh.
4.07 pm
Mr Derrick Goh (Nee Soon) : Mdm Deputy Speaker, before I start, I would like to declare that I am the Head of Group Internal Audit at DBS Bank. Mdm Deputy Speaker, Budget 2025 is a critical opportunity for Singapore to chart our course ahead amid an increasingly complex environment. It is the second Budget advancing Forward Singapore to renew our social compact for a stronger and more united society, with Prime Minister Lawrence Wong at the helm. By reaffirming Singapore’s resilience and unity as we celebrate SG60, Budget 2025 has outlined key strategies to uplift livelihoods, strengthen our economy and reinforce our social fabric.
As Singapore sails ahead in increasingly choppy waters, it is imperative that we remain resilient in uncertainty and find strength in unity. To this end, I wish to highlight three key themes related to Budget 2025: first, upholding fiscal prudence in a volatile world; second, growing Singapore’s economy; and third, doubling down on social resilience and safety.
Madam, a key principle of Forward Singapore is about upholding fiscal prudence and responsibility. A recent OECD report commended Singapore’s robust fiscal framework, which has given us the strength to navigate uncertainties more effectively than other nations. Especially for a small country like Singapore, the Ukraine situation is a stark reminder that we can only count on our own people and financial resources in times of crisis.
This principle is now set against the backdrop of an external environment fraught with risks, intensified geopolitical rivalry and evolving trade wars. Slower growth is expected in 2025 of between 1% and 3%, reflecting global headwinds and trade uncertainties.
Recognising cost of living concerns faced by Singaporeans, I welcome the additional measures to provide relief, such as the enhanced CDC Vouchers, as part of the Assurance Package that continues to make our GST scheme a progressive one when viewed holistically. Taken together with the SG60 package, this is akin to a “Singapore Dividend”, where every citizen shares in our nation’s success, with those who need more help receiving greater support.
In FY2024, Singapore reported a Budget surplus of $6.4 billion. This was primarily attributed to an unexpected surge in corporate income tax collections, while Budget 2025 expects a surplus of $6.8 billion, driven by higher expected operating revenues, with corporate income tax as the greatest driver at $32.7 billion, or an increase of 5.8% from FY2024.
Madam, with significant investments required for healthcare for an ageing society and infrastructure development, we must not be complacent and cannot rely on cyclical windfalls. A basic financial planning concept is that in the long run, certain expenditures must be matched with equally certain revenue streams. Hong Kong’s challenges in balancing its budget is due to its narrow tax base and reliance on tax collection from its cyclical real estate sector. To criticise the GST increase because of recent fiscal surpluses misses this fundamental point and takes only a limited view of the overall GST scheme.
As a finance professional, the fiscal surplus, whether expected or unexpected, speaks to a prudent and conservative approach, which I believe all sensible financial experts, with a heavy responsibility of a stewardship role, would adopt. It is the basic value system of not spending more than one has.
To me, the more important question is how we will use these surpluses to further enhance our infrastructure and capabilities for Singapore to be an even more vibrant financial centre, compelling tourist destination and flourishing metropolis. Beyond Terminal 5, there are many, many exciting plans shared previously that can be accelerated, such as redeveloping Paya Lebar and the Jurong Innovation district, revitalising Clarke Quay and boosting our arts scene to achieve what London is to Europe.
I look forward to the Prime Minister’s sharing of his insights on these aspects and would like to ask if there will be enhancements to Forward SG’s plans, given a global landscape that is now more complex than when it was first launched, and what is the Government’s thinking to realise those plans faster.
On the topic of projections, the Net Investment Returns Contribution (NIRC) is projected to rise from $24 billion in 2024 to $27.1 billion in 2025, an increase that is higher than the prior year. Given prevailing global uncertainties that may slow long-term returns, and the already modest GDP projections for 2025, can the Prime Minister share his insights about MOF’s assumptions on why this is so?
Also, if indeed surpluses are expected to continue, are there opportunities to recalibrate the pace and amount of taxation to allow markets to be more efficient, and to ease rent and labour cost pressures while still upholding fiscal prudence?
I now turn to growing Singapore’s economy.
Madam, an open and vibrant economy underpins our ability to deliver on the Forward SG agenda. It enables job creation, social mobility and sustained prosperity. Hence, I am glad that Budget 2025 has introduced several initiatives to support businesses and enhance our financial markets.
SMEs remain the backbone of our economy, contributing nearly half of GDP and employing 70% of our workforce. Beyond financial incentives, it is essential that SMEs are uplifted with the know-how in the advent of AI and have a clearer commitment and path towards sustainability. Workers, too, need to adapt as the world rapidly transforms. While Singapore has made strides in digital adoption, many SMEs still face resource constraints and expertise gaps.
On this note, can the Prime Minister provide assurance on stronger safety nets to support SMEs and workers who face challenges in keeping pace with technological advancements? Aligned with Forward SG’s plans, how may we better ease such anxieties and increase effectiveness in upskilling? At the upcoming COS debate, I plan to seek clarifications if more support will be provided to SMEs to accelerate AI adoption, develop customised AI solutions and facilitate collaborations with research institutions to pilot new innovations.
On sustainability, while Singapore is committed to achieving net-zero emissions by 2050, we must balance this with shifting economic and political realities. Significant changes in global trends, including the US’ withdrawal from the Paris Climate Agreement and major banks pulling out of the Net-Zero Banking Alliance, highlight the complexities of decarbonisation commitments.
While I agree with the Government’s directions to play our part to decarbonise, global developments are confusing. With Singapore’s carbon tax slated to increase from $25 currently, to up to S$80 by 2030, this will also increase business costs. Businesses will wonder if these costs will eventually pay off, in the face of mixed signals on the world’s fight against climate change.
Against this shifting backdrop, can Government clarify its stance on our green transition; whether there will be a recalibration to our earlier planned pace and trajectory so that SMEs can manage the associated costs better and be incentivised to progressed on their decarbonisation journey? I will at COS, seek additional support for business to do so and clarifications if revenues collected from carbon tax will be reinvested to assist SMEs in adopting decarbonisation practices.
In strengthening financial markets, I strongly support the Government’s moves to revitalise the Singapore Exchange (SGX) to further enhance our status as an international financial centre. The recent Monetary Authority of Singapore announcement of the $5 billion Equity Market Development Programme is a welcomed move. However, I strongly advocate the adoption of an ecosystem approach in this endeavour. This could include: one, plugging in specific high-growth sectors that the Government is already supporting, like pharmaceuticals, biotechnology and precision engineering; two, encouraging Singapore-based flagship companies, or companies owned by Singaporeans or new Singaporeans who are on the Forbes list, to list or dual-list on SGX; and three, urging family offices and high-net-worth individuals to list or dual list their businesses.
Singapore must also stay flexible to seize emerging opportunities amid volatility. The Johor-Singapore Special Economic Zone exemplifies this strategic flexibility, aiming to enhance economic resilience and deepen bilateral relationships. However, we must ensure this collaboration does not compromise Singapore's competitiveness. Learning from the experience of Hong Kong and Shenzhen, the Johor-Singapore Special Economic Zone should complement Singapore's strengths, so that it is a win-win situation for both countries.
Madam, Forward SG is about strengthening our social compact and also ensuring that all Singaporeans feel secure and are cohesive. Today, threats such as scams, drug abuse, fire hazards and radicalisation pose growing risks to our communities. While our nation remains one of the safest in the world, recent trends highlight areas where more measures are necessary.
Scam cases rose by over 10% to nearly 50,000 in 2024, while losses surged by 70% to more than $1.1 billion, despite stronger enforcement and technological safeguards. Particularly troubling is that over 80% of scam cases now involve "self-effected" transfers, highlighting how criminals exploit human psychology and AI-driven deception.
Similarly, the increasing prevalence of youths’ engagement with harmful substances necessitate stronger mitigating strategies. In 2024, there were 126 new drug abusers under the age of 20 arrested, which is 30% more than 2023. This is despite enhanced measures by our agencies. This trend is compounded by the emergence of harmful vapourisers which contain drugs. As youths are the future of Singapore. I urge the Government to step up inter-agency collaborations, such as among the Central Narcotics Bureau, Health Sciences Agency and schools to guide our youths towards healthier paths.
Regarding community cohesion, neighbourhood disputes continue to be high, with monthly noise-related feedback at over 2,100, and this number remains more than five times that in 2019. It is deeply concerning that some of these neighbour disputes have escalated into violence, with a few having serious outcomes. This highlights the critical need for robust resolution mechanisms.
The passage of the Community Disputes Resolution (Amendment) Bill that has now come into law will strengthen mediation and community engagement efforts. I look forward to its early pilot and hope we can scale the measures island wide faster so more residents and neighbours, including those at Nee Soon, can benefit sooner. Building a safer and more cohesive Singapore is a shared responsibility and I look forward to speaking more on these at the COS debates.
Madam, I will now conclude. Amid turbulence, Forward SG charts our path ahead, ensuring that every Singaporean has a meaningful stake in our future. As we mark SG60, Budget 2025 is a reminder of how far we have come as a nation, built on the collective determination of our people. As it is said, we cannot direct the wind, but we can adjust our sails. We can confront challenges ahead with confidence, knowing that Singapore has always found resilience in uncertainty and strength in unity. Let us remain steadfast and bold in shaping a brighter and more inclusive future. Let us move Onward Together for a Better Tomorrow!
Mdm Deputy Speaker : Mr Desmond Choo.
4.22 pm
Mr Desmond Choo (Tampines) : Mdm Deputy Speaker, thank you for the opportunity to join in the Budget debate.
This year's Budget is one that truly uplifts all Singaporeans. It particularly places workers' interests at its core, with particular emphasis on supporting households and families. In this 14th Term of Parliament, our Government has also consistently kept young workers at the centre of our national policies.
We have seen the Youth Panels supported by the National Youth Council give our young people a voice in national discourse. We have witnessed the ITE Progression Award providing graduates under 30 with both career opportunities and financial stability. And we have made significant strides towards becoming a more equitable society, with enhancements to the Workfare Skills Support Scheme enabling lower-wage workers to advance their skills earlier.
[Mr Speaker in the Chair]
Today, I want to focus specifically on how we can better support our youths and young workers.
Our young Singaporeans are entering the workforce with promising futures ahead. By many measures, Singapore's economy stands strong. We grew by 4% last year. The forecasts for this year is 2% to 3% growth. And a recent IPSOS global study ranked our youth development as the highest in the world. Our young people are capable, dynamic and engaged. That is something to be proud of. It speaks to the hard work and dedication of the Singaporean people and the investments this nation has made in its future.
But behind these statistics, there is another reality we must confront. We have listened to young Singaporeans. More than 10,000 of them shared their hopes and fears with NTUC's Youth Taskforce. Careers are a top concern. And there is good reason for this concern, especially in 2024 and 2025. The Joint Autonomous Universities Graduate Employment Survey revealed that 79.5% of university graduates found employment within six months last year. This is down from nearly 84% one year ago and 94% just two years ago. For our polytechnic graduates, full-time employment has fallen from 60% to 54.6%.
But by no means, these numbers are bad. Compared to anywhere internationally, we are still in a good position. But these are not just statistics. Their anxieties are real, these are real lives, real dreams, real futures colored by worries.
Indeed, our youths already know and must embrace adaptability and resourcefulness in an increasingly competitive job market. Trends like AI and sustainability will continue to displace existing jobs while creating new ones. Our younger Singaporeans must continuously improve their existing skillsets, even beyond formal education and learn new ones to keep pace with market trends.
To ensure our younger Singaporeans thrive in this dynamic environment, we must help them to build a mindset that prioritises lifelong learning and adaptability. As the saying goes, "The future belongs to those who learn more skills and combine them in creative ways." That is why I want to focus on some specific steps we can take to support our young Singaporeans.
Take Wen Qi as an example – a young woman who studied business analytics. She shared how she had completed her required internship, but watched as her friends took on two, three, sometimes four internships just to compete for that first job. The anxiety she felt was real – wondering if doing what was expected would still be enough in a world that constantly demands more. Fortunately, Wen Qi found an employer who valued quality over quantity. She is doing well now. But not everyone is so lucky.
Youths' internship experiences vary widely, depending on the company’s resources and day-to-day experience with their internship supervisors. These trends illustrate two key issues in the internship space: the availability of internships in the market and the quality of internships that our youths undertake.
So today, I am proposing two pathways towards a more hopeful future for our young people. We need not just have more internships but also better ones.
Over the years, our system has somehow evolved into one whereby students feel compelled to stack internship upon internship, often delaying their graduation, sometimes working without pay, all in the hope of securing that first job. Internships matter and are important. They open doors. They build skills. They create connections. They allow young Singaporeans to be ready for the workforce. But the measure of an internship cannot just be about that it happened. The measure must be what our young people learnt, how they grew, what doors it actually opened.
We will need our industry partners to help even more. Create meaning opportunities for young people. It must also support companies that do right by our students. The Government could boost funding support for Singapore companies to expose young Singaporeans to quality internships, either locally or abroad. These initiatives can build on existing programmes like Enterprise Singapore’s Global Ready Talent Programme.
The Government could perhaps also relax its 30% local shareholding requirement to include more MNCs as host companies to increase the number of internships. We can also look towards successful models like Europe's Erasmus Plus programme, which does not just place young people in jobs and internships. It financially supports them while they learn.
Next, we need to establish clear standards for these internships. Standards that protect our young people from exploitation or meaningless work and ensure that they are building real skills for real careers. Currently, various IHLs prescribe their own guidelines for students who undertake internships or industry attachments. This include issuing interns a contract of service which lays out key employment terms beyond current workplace protections, establishing standards for internship quality will raise quality across the board and provide interns with a structured learning environment. A national internship standard can define clear internship scopes to ensure structured learning, establish measurable learning outcomes for both hard and soft skills, promote best practices and supervision, mentorship and performance appraisals.
We can take inspiration from France, Belgium and Luxembourg's Convention de Stage, which requires internships to have a tripartite agreement between the intern employer and school. NTUC is here for youths, and we are ready to work with tripartite partners to establish these standards.
My second proposal addresses an urgent reality. The days of a single career for life are probably over. Our young workers will navigate multiple transitions throughout their working lives. Even young professionals are not spared from retrenchment, as seen in the tech sector in 2023 and 2024. Surveys by NTUC and the Institute of Policy Studies found that younger workers expect to switch careers multiple times, but feel only moderately prepared for it. That means our young people need to be prepared to adapt to learn new skills and to reinvent themselves throughout their careers.
NTUC is committed to equipping young workers with the skills they need to thrive in this rapidly changing employment environment landscape. Next month, Young NTUC and Mentoring SG will launch a sustainability mentorship programme to help youths to enter this growing field. However, we will still need broader system systematic support for young professionals facing job disruptions. Early career professionals must be given the opportunity to explore new career interests and take calculated risks such as switching industries before it becomes too late.
For example, Luke, a 37-year-old career mentor embodies what is possible when they embrace change rather than fear it. After university, Luke did not stop learning. He used his SkillsFuture credits to earn a graduate diploma in anti-money laundering that helped him secure a promotion. Then, seeing the changing landscape, he took courses in data analytics to transition to a new role. Now, he is planning to master AI and machine learning.
Luke did not just adapt to change. He got ahead of it and in doing so, he wrote his own future.
But here is the thing: Luke should not be the exception. He should be the rule.
I had previously called for Government subsidies for a second degree or diploma. I am encouraged that the SkillsFuture Level-Up Programme now subsidises diplomas and training allowances for mid-career workers. But more can be done for young professionals.
That is why I am proposing we expand the SkillsFuture Mid-Career Training Allowance to workers under 40. We should broaden course offerings for Career Conversion Programmes to match growth sectors, like AI and sustainability. We should lower the SkillsFuture credit eligibility age from the current 25. We should expand the use of these credits beyond courses to include career coaching and skills profiling.
We will need to help those who are otherwise be on the wrong side of the growth curve, no matter how young or old they are.
Our young Singaporeans are the architects of our future. As we celebrate 60 years of Independence, let us recognise that their contributions will define Singapore's next chapter.
Young NTUC, marking its 20th anniversary this year, is committed to deeper engagement with our youth. Let us provide our younger Singaporeans with policies, resources and mentorship. The success of our youth is the success of Singapore.
Mr Speaker, I support the Budget.
Mr Speaker : Ms Jean See.
4.32 pm
Ms See Jinli Jean (Nominated Member) : Mr Speaker, I thank the Prime Minister for the comprehensive Budget Statement.
I appreciate that Budget 2025 would enhance existing programmes and introduce new initiatives, such as the Large Families Scheme, that respond to Singaporeans' changing aspirations and needs as well as the SG Culture Pass, an ActiveSG credit top-up that will boost interest and careers in arts, heritage and sports.
Mr Speaker, I support the Budget. It will set our sails to catch favouring winds as we forge ahead in an uncertain economic climate. Even then, social and economic changes are uneven and unsettling, for vulnerable Singaporeans more so than others.
A 2022 Harvard Business Review article on perceived job insecurity among American workers sets the impact in context, "Whether you've been laid off, downsized, forced to take early retirement, or seen contract work dry up, losing your employment is one of life's most stressful experience. Aside from the obvious financial anguish it can cause, the stress of losing a job can also take a heavy toll on your mood, relationships and overall mental and emotional health."
In Singapore's context, who are the emerging groups of vulnerable workers where we must lean forward?
Two groups come to mind: those who could be hit hard by layoffs when their employers re-organise or restructure and those would be hard-hit by market shifts, such as freelancers and agency workers. Both groups see the same overcast on the horizon – that of possible job loss. Allow me to elaborate.
First, those who could be hit hard if companies re-organise or restructure and take the decision to lay off staff.
A mother and daughter sat close to me at a crowded food shop. I caught this remark by the daughter, a lady in her thirties.
"我最怕的就是裁员", which translates to "I am most fearful of being retrenched."
Retrenchment is a heavy topic for mealtime conversations. However, it is a topic that is increasingly par for the course as firms push ahead with merger and acquisition (M&A) and business reorganisation and restructuring.
No age group of workers is immune to retrenchment. Quarterly labour market reports for the first to third quarters of 2024 showed that while retrenchment incidence remained the highest for resident workers aged between 50 and 59, retrenchment incidence had risen for those aged between 30 and 39.
Many of us strive for immunity by working harder, often at the expense of our health. A 2024 survey by health technology provider Telus Health revealed that two-thirds of Singaporean workers showed signs of burnout, particularly those under the age of 40.
If the Government, employers and unions fail to recognise and respond to the prevalent perception of job insecurity, workers can become increasingly stressed and disillusioned.
Second, those who would be hard-hit by market shifts. They include freelancers and agency workers.
In July 2024, Hollywood video game performers went on strike to seek fair artificial intelligence regulations for the gaming industry because performers asserted that gaming companies had condoned replicating of performers' likeness and voices without informed consent and fair compensation. Because performers were largely freelancers and paid by the hour, their incomes took a hit when companies reduced contracted hours in favour of exploiting AI as a substitute.
If service buyers fail to respect and uphold fair use of AI, creative freelancers will become increasingly vulnerable to diminishing earnings and prospects.
Apart from creative freelancers, agency workers could be hard-hit when user firms respond to market shifts. User firms hire agency workers on temporary basis for projects and specific roles where these workers' skills are needed. Many agency workers service hotels, F&B, supermarkets, e-commerce logistics and banks. Unlike in the past, when companies turned to staffing agencies as stop gaps, companies are increasingly hiring agency workers as a shortcut to organisational flexibility and fluidity.
In a 2021 article by The Bureau of Investigative Journalism, Matt Creagh, a UK Trades Union Congress employment rights policy officer said, "It's easy for employers to hire agency workers because you don't have the fixed costs of a directly employed workforce and it's much easier to fire an agency worker. You just ring up the agency and say, 'We don't want them coming back in.' If you have an agency workforce, they're more likely to be on the statutory basic terms and conditions – minimum holiday, minimum wage, minimum rest breaks."
If user firms and staffing agencies fail to respect and uphold employment regulations and fair employment practices, agency workers will become increasingly vulnerable to decaying skills and being shortchanged in compensation, particularly those who are lower-wage and lower-skilled.
The pace of change is accelerating and will hit home for workers. How might we lean forward to protect and uplift this emerging vulnerable workforce?
Separate reports from the World Employment Confederation and the World Economic Forum's Future of Jobs point to two trends taking root this year: one more companies will strive to build flexibility into the workforce; and two, more companies will seek to exploit AI at functional levels. Together, these trends will disrupt how work is done and valued. Nonetheless, Singapore must press on with innovation and growth to counteract the demographically-driven reduction in innovation. Allow me to explain.
In 2010, Japanese inventors were the biggest producers of patents in 35 global industries. By 2021, they only led in three global industries. The Economist linked Japan's decline in disruptive innovation to its demographic decline, which, in turn, was an outcome of falling total fertility rate and limited immigration.
Turning to Singapore, Singapore's TFR has been falling, from 1.12 in 2021 to 0.97 in 2023.
Singapore must press on with innovation efforts to counteract demographically-driven reduction in innovation. Innovation raises productivity and, ultimately, standards of living.
Budget 2025 is thus progressive yet protective.
Progressive, because the Budget allocates significant funds to reinforce innovation and technology as engines of growth for the economy and enterprises. The Budget also offers financial incentives and tax perks that encourage businesses to grow strategically through M&A and significant grants to transform jobs and upgrade workforce capabilities. Together with the $5 billion programme to strengthen the Singapore stock market, Budget 2025 will fuel a dynamic and evolving Singapore economy.
Protective, because the Budget also allocates significant funds for various employment credit schemes and the Progressive Wage Credit Scheme that reinforce employment of vulnerable segments, including lower-wage workers, senior workers, persons with disabilities and ex-offenders.
The Budget also defrays cost of part-time long-form training programmes for Singaporeans aged 40 and above and enhances the training allowance for lower-wage workers. Together with the SkillsFuture Jobseeker Support scheme that was announced in 2024, Budget 2025 will improve employment and employability outcomes for these groups. Nonetheless, the paradigm of job security is changing. Many of us, including the lady I met at the food shop, are still struggling to make sense of it.
We struggle because being uncertain about our job security makes us feel helpless. Feeling helpless goes against the ethos of self-resilience ingrained in Singaporeans from young. Our ethos compels us to show that we can deal with all curveballs, to the extent that we might hold ourselves accountable if our jobs are made redundant.
Herein lies the paradox of self-resilience. We pride ourselves in taking tough times in stride, but this ease is built up when we endure hardship. It is not easy holding ourselves up when life deals us a low blow that knocks the wind right out of us. Thus, it does not matter whether we lose our jobs because of a layoff or, in the case of freelancers and agency workers, cancellation of assignments. Job loss is a blow that inflicts extended psychological, emotional and financial pain.
Because we extol self-reliance, even in such situations, we hesitate to seek help.
We can do more to lean forward to protect and uplift Singaporeans who are emerging vulnerable workers. Alongside clarifications, I would like to offer three suggestions of how we could lean forward as a country.
First, reframe self-resilience so that seeking help is not a sign of weakness but an affirmation of courage and determination. The experience of losing a job is distressing, especially when dependents look to us for finances, care and support. Some who lost their jobs have to care for aged parents. Some are parents of young children.
Would the Government consider applying flexibility to the income criteria of the basket of support for families schemes? This would allow a worker who is involuntarily unemployed or a freelancer who can prove significant loss in average monthly net trade income compared to the past two years to still qualify for the schemes if they fulfil all other criteria sans the income criteria.
Doing so could further encourage retrenched workers to apply for the SkillsFuture Jobseeker Support scheme, particularly professionals, managers and executives. It would be helpful if scheme applicants could be concurrently linked with other assistance, such as subsidised counselling support as well as workplace advisory for those who exited on unfair terms.
Second, reframe shared accountability so that enterprises and workers are committed to upholding the social compact. For instance, agency workers often slip beneath the radar when it comes to upskilling. Because agency workers are hired by staffing agencies but report for work at user firms, agency workers' training needs are often overlooked. Without support and paid time-off to attend training, agency workers could suffer from skills decay and these workers could become less and less valued by the market.
I appreciate the Government's allocation of the additional $200 million to NTUC's Company Training Committee Grant (CTC Grant) to help more companies transform and upskill their workers. Nonetheless, as a unionist interacting with firms, I observed that firms expressed enthusiasm when discussing the use of the CTC Grant for new systems or technology but needed more persuasion when the union broached job redesign or training.
In response, I share my takeaway from the book "Good to Great" by business researcher Jim Collins. Grants can help firms to bring in the right technology to jumpstart productivity. To scale and sustain, businesses must "have the right people on the bus".
My pitch to bosses: tap on the CTC grant. Work with unions to power a flywheel of momentum that strengthens the people who will build your business with you. Thus, would the Government consider adopting the CTC approach for grant programmes managed by sector agencies? Through this approach, we can encourage more firms to practise fair and reasonable employment and hiring, redesign jobs to raise job worth, train lower-skilled workers, including agency workers in the firm as well as start programmes to attract and develop Singaporean talent. Doing so would reinforce shared accountability to develop and value Singapore workers and uplift the workforce across the board.
Third, reframe shared responsibility so that the lead Government agencies are motivated to co-shape development roadmaps with unions, employers and relevant fellow agencies as core stakeholders. For instance, as a unionist representing workers in the food sectors, I note that stakeholders in the food sectors must contend with concurrent developments in the food space, such as the new Food Safety and Security Act and developments in the manpower space, such as the Progressive Wage Model for the food services sector, foreign manpower regulations, Workplace Fairness Act and flexible work arrangements.
As agencies' priorities do overlap, it would be helpful for lead agencies to engage the core unions and employer groups from the outset when the agencies set goals and design regulatory implementation. Doing so would ensure that workers' interests are equally valued.
A similar approach could apply for areas that impact broad swathes of workers across sectors including PwDs, agency workers and freelancers. As the economy evolves, these groups might become even more vulnerable if they lack updated work protection and training. Thus, lead Ministries and agencies could initiate multi-stakeholder workgroups to discuss protection and provisions for emerging vulnerable groups.
We could take a leaf from the Government’s approach to platform workers. Then, the whole-of-Government leaned forward for platform workers and rolled out the new Platform Workers Act this year with strong support from platform operators and NTUC’s platform work associations. Platform workers can now be represented, protected and supported.
Thus, would the Government consider strengthening legal protection of freelancers and agency workers? Creative freelancers look to the Government to instil in service buyers, respect for creatives’ intellectual property rights and rights to timely payment and fair terms, and to uphold justice if buyers wilfully violate such rights. Agency workers too count on the Government to look out for them, particularly those engaged by user firms that fall under the Progressive Wage Model. Strengthening legal protection for these emerging vulnerable workers would provide them with a peace of mind.
To further uplift persons with disabilities, would the Government consider increasing the range of accessible SkillsFuture training courses, including guiding training providers to provide reasonable accommodation for persons with disabilities to attend the training?
To conclude, allow me to share a verse by 19th century American poet Ella Wheeler Wilcox titled “The Winds of Fate”.
"One ship drives east and another drives west
With the self-same winds that blow.
‘Tis the set of the sails
And not the gales
Which tells us the way to go.
Like the winds of the sea are the winds of fate,
As we voyage along through life,
‘Tis the set of a soul
That decides its goal
And not the calm or the strife."
We are at the turning of a chapter in Singapore’s journey. If we unite as a people, SG60 can be one defined by resilience that is empathetic as well as a shared accountability and responsibility for the growth and well-being of fellow Singaporeans, particularly those who are more vulnerable. Whether we are the Government, business owners, employers, unions or workers, the choice is upon us to be the heroes of our own story.
Mr Speaker : Mr Patrick Tay.
4.47 pm
Mr Patrick Tay Teck Guan (Pioneer) : Sir, I rise in support of Budget 2025. I would like to distil this year’s Budget to what I coin as a 3C Budget – Coping with cost of living; Caring for all with a focus on seniors, families, PWDs and ex-offenders including students; and the third "C" – Catalysing company training and transformation.
For the past 60 years, through solidarity with workers, Singapore has overcome economic hardships, achieved higher wages, stronger labour protections and expanded opportunities for all.
This unity remains key to our success and shared prosperity. Amidst global trade tensions, rising costs and rapid technological change, we must remain steadfast in our commitment to ensure that no worker is left behind but instead equipped with the skills and protections needed to thrive in an evolving economic landscape.
It is therefore critical that this momentous 3C Budget recognises that sustainable growth is only made possible when workers are fairly compensated, their rights are protected, and their well-being is prioritised.
To this end, I will focus my speech on what I call strengthening the 3 "Cs": core, competency and capability. First, strengthening the Singaporean Core; second, strengthening the workers' compact; and third, strengthening human capital capabilities.
The first "C" – strengthening the Singaporean Core, is a call I have persistently made since my maiden speech in Parliament in 2011. Since then, I have had many conversations with Singaporean workers and have heard their fears and anxieties about growing competition with foreign manpower, especially the PMEs.
They worry about job displacement, stagnant wages and having fewer opportunities to advance. These sentiments were echoed during NTUC’s engagements with about 10,000 Singaporean PMEs through the Joint NTUC-SNEF PME Taskforce, which I co-chaired with the Singapore National Employers' Federation (SNEF) in the midst of the pandemic from 2020 to 2021.
Over the past decade, I have advocated for a compendium of measures to level the playing field for our local PMEs, including stronger deterrence against errant employers who discriminate against Singaporeans, a foreign PME dependency ratio, stricter Employment Pass application conditions, continuous enhancements to the Fair Consideration Framework, and many others.
I am heartened that these calls have been answered through the implementation of the Complementarity Assessment Framework (COMPASS) and the recent passing of the landmark Workplace Fairness Act, which protects workers against the most common types of workplace discrimination, such as age and nationality. The Act also strengthens unions’ capabilities to represent our members by conferring an expanded suite of individual remedies and penalties for discriminatory employment practices.
The current economic climate is an uncertain one and challenges lie ahead. Last year, we saw many high-profile retrenchment exercises impact local PMEs. Following trends like generative AI and geopolitical turbulence, we can expect the same this year.
We must take a proactive approach to protect local jobs and invest in skills training so that our workers remain ready, relevant and resilient. Ready with the new skills, relevant to the new jobs and resilient to the new changes.
NTUC has always continued to work closely and do more for PMEs to enhance their job security and ensure fair job opportunities.
In 2020, NTUC proposed a Fair Retrenchment Framework outlining three key principles to guide companies on responsible retrenchment practices, the first of which is "Protecting the Singaporean Core" by helping Singaporeans keep their jobs while due considerations are given to foreign workers. This Framework was then incorporated into the Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment.
Where retrenchment is unavoidable, I strongly urge the Government to take a firmer stance in ensuring that employers not just give early notification to unions and affected workers and compensate them fairly but also prioritise Singaporeans for job opportunities and career support.
Foreign manpower can help fill critical skill gaps and support sectors facing labour shortage, but we cannot over-rely on external labour. We must also take a concerted effort to build our local bench strength. This means investing in skills training and creating more opportunities for career progression.
I therefore welcome the SkillsFuture Workforce Development Grant, the redesigned SkillsFuture Enterprise Credit, and the $200 million top-up of NTUC’s CTC Grant to help companies offset workforce transformation costs and support job redesign. After years of lobbying, I am also glad that more resources will be set aside for schemes that groom Singaporean workers to become leaders in the corporate sector by sending them for overseas work postings and leadership milestone programmes.
A stronger Singaporean Core means a stronger economy for Singapore, one that is more competitive and less reliant on external labour. Beyond fair opportunities, we also need to ensure quality opportunities for Singaporean workers. This means good wages, good welfare, good work prospects, workplaces free from discrimination and harassment and more meaningful tasks at work so that we fully maximise the true potential of every Singaporean worker. Supporting local employment must be a strategic priority for the Government to help Singaporeans, especially Singaporean workers earn a better living and live a better life.
The second "C" I want to highlight is strengthening the workers' compact. In 2023, after a year-long engagement with over 42,000 workers through the #EveryWorkerMattersConversations, NTUC released its renewed workers' compact with recommendations for five groups of workers, including mid-career workers, older workers and vulnerable workers.
One of the recommendations from the workers' compact as well as the NTUC-SNEF PME Taskforce was short-term unemployment support for the involuntarily unemployed. I thank the Government for hearing NTUC's call to launch the SkillsFuture Jobseeker Support Scheme, which will support workers in bouncing back from employment setbacks. In NTUC's latest Survey on Economic Sentiments, 34% of workers, including PMEs, expressed concerns about losing their jobs or not having their contracts renewed in the next couple of months. Amongst PMEs, those aged 50 to 59 were most likely to be concerned. I therefore continue to call the Government to consider extending the Jobseeker Support Scheme eligibility to mid-career and senior workers in the broad middle.
Mid-career PMEs is a worker segment that I have consistently advocated for. This group faces unique challenges but can receive less support from the Government in view of their higher income. Mid-career PMEs often struggle with stagnation in career progression, or job instability as industries transform. While they typically have more dependents to take care of as part of the "sandwiched generation", they can take a longer time to find a new job when they become unemployed. Upon re-entry to employment, there is also an increasing propensity for them to suffer from wage loss.
NTUC’s 2022 #EveryWorkerMatters Conversations Survey had revealed that mid-career workers, defined as aged 30 to early 50s, experienced a relatively higher level of anxiety about jobs as compared to younger and older age groups. Despite this, they remained positive about upskilling as an enabler to take up higher-value work. I am therefore happy that the Government has heeded our calls for greater support for mid-career workers through the SkillsFuture Level-Up programme, which offers a $4,000 credit top-up and monthly allowances for those who take time off to pursue full-time training.
According to the World Economic Forum, 70% of Singapore's workforce will need to undergo reskilling or upskilling by 2030. The same report also found that six in 10 Singapore firms have identified skills gaps as a potential barrier to their business transformation efforts. The SkillsFuture Level-Up programme is thus a positive step towards enhancing career mobility for mid-career PMEs, enabling them to deepen their skills and pivot into new growth sectors.
A next step could be expanding career conversion programmes tailored specifically for experienced professionals transitioning into new industries. Workers could also be given the option to tap on SkillsFuture credits for career coaching and mentorship, which would benefit mid-careerists navigating upskilling or a career transition. In this regard, NTUC is innovating, together with PMEs, to tailor support needed for job placements and career coaching.
With regard to older workers and vulnerable workers, I recognise the Government’s efforts in enhancing the Workfare Skills Support scheme for lower-wage workers aged 30 and above, as well as the extension of the Senior Employment Credit for older workers, uplifting Employment Credit for ex-offenders and Enabling Employment Credit for Persons with Disabilities. I hope the Government continues to strengthen the workers' compact by empowering these workers in their upskilling aspirations and transition into more resilient career pathways by creating support ecosystems.
My third and final "C" is strengthening human capability, which is critical as we adapt to the "new normal" of work. Last Thursday, I had an opportunity to speak to and engage with a group of senior HR leaders and head honchos during an event organised by the Institute of Human Resource Professionals (IHRP). Collectively, we agree that HR and human capital professionals play a vital role in ensuring fair, progressive and responsible practices for their workforce. It is therefore critical that HR professionals are well-equipped with a strong knowledge of not only Singapore’s employment legislation and regulations, but also the Labour Movement, tripartism and wider tripartite framework, including how to build more progressive workplace practices and workplaces that uphold the values of diversity, equity and inclusion.
One key recommendation that emerged from the Joint NTUC-SNEF PME Taskforce is to enhance fair employment practices through improving HR standards. I urge the Government to work with tripartite partners to develop requirements for basic HR certification, either by IHRP or other internationally recognised organisations of equivalence. This is especially critical for MNCs employing foreign HR professionals who operate within and beyond the Singapore context.
Following the rise of Automated Employment Decision Tools (AEDT), which are AI technologies that substantially assist or replace discretionary decision-making in hiring or promotions, I also submit that guidelines or regulations be introduced to ensure companies and HR's responsible use of AI. Measures, such as requiring companies to conduct a third-party bias audit or to disclose where such tools are used to rank candidates or assess employees for promotion or even dismissal, could be considered.
In an evolving economic, demographic and regulatory landscape, and after what we witnessed during the pandemic, HR professionals are increasingly playing a strategic role in key business decisions and, hopefully, more in the boardroom as well as in addition to operations and compliance.
Strengthening our human capital capability and leadership as well as developing the NextGen HR leadership pipeline not only ensures that businesses attract, develop and retain top local talent, but they also foster progressive and inclusive workplaces that support workers at all levels.
In conclusion, I thank the Government for accepting and implementing all of the nine recommendations of the PME task force. To ride the wave of change, be ahead of the curve, and not be hit by curveballs, we need to strengthen the 3Cs – Core, Compact and Capability. This is to also reaffirm our commitment to safeguarding Singaporean workers' lives and livelihoods.
In the past 60 years, Singapore has stood in solidarity with our workers during times of crisis and change. From industrialising in our early days, to the Financial Crisis in 2008, to the more recent COVID-19 pandemic, we knew that the only way to move forward is to do so as One United People. Today, the nature of work, workplaces and workforce have changed. Yet, one truth remains constant – when we invest in and protect and equip our workers throughout life, our entire nation prospers. That same solidarity must guide us now as we advance our growth frontier in an inclusive way, so that we move onward together for a better tomorrow. Mr Speaker, Sir, I support the Budget.
Mr Speaker : Mr Xie Yao Quan.
5.02 pm
Mr Xie Yao Quan (Jurong) : Sir, off the bat, I wish to say this: rather than seeing Budget 2025 as an "election Budget", I prefer to see Budget 2025 as yet another quintessentially "Singaporean Budget" and yet another quintessentially "People's Action Party (PAP) Government Budget" – for this Budget is thoughtful, it is balanced in addressing both current and long-term priorities, it is inclusive and, above all, it places Singaporeans, both born and yet to be born, at the heart of everything this PAP Government does. And just like in previous Budgets, by successive PAP Governments, over the past many decades.
We have come to expect our Budgets to look and smell like this, but really, we should never take it for granted. Because it speaks of a special brand of governance and political leadership that we have been fortunate to have here in Singapore, a special political will to do right by our people and a special compact between the political leadership and citizens. It has become quintessentially Singaporean, it permeates all our Budgets, but it is special and, indeed, it is exceptional.
This Budget comes on the back of a $6-plus billion surplus for FY2024 and another $6-plus billion in surplus projected for FY2025. If elections were really the prime motivation behind this Budget, the Government must be mad to not have spent down more of this surplus on short-term measures, whether cash or vouchers. Instead, the Government has set aside just about $3 billion in this Budget on CDC and SG60 vouchers and just about 5% of the Budget on cost-of-living support measures and the SG60 package overall and left that $13 billion surplus over these two FYs on the table, in an election year.
Why? I think, very simply, because it allows this Government to achieve a more or less balanced fiscal position, over its whole term of Government, from 2020 to 2025, if we exclude the amount drawn down from past Reserves in this term of Government.
The COVID-era Budgets may be quite a distant memory already for some, but back in FY2020, just five years ago, at the start of this Government's term, we incurred an unprecedented deficit of more than $50 billion. Not $5 billion or $6 billion, but over $50 billion in deficit. And then, we ended FY2021, FY2022 and FY2023 more or less balanced. And so, this surplus in FY2024 and the projected surplus in FY2025 – and importantly, excluding the drawdown from past Reserves – taken together, these will really just allow the Government to finish its five-year term more or less balanced. And this is also what successive PAP Governments have committed to do.
Therefore, rather than seeing these surpluses as potentially fomenting cynicism amongst Singaporeans, that somehow, the Government has been collecting more taxes and monies than the nation needs, I think Singaporeans can, instead, draw confidence that these surpluses represent this PAP Government's consistency and the will to maintain fiscal prudence over its entire term of Government, across many terms of Government past, and well into future terms of Government, if the PAP were to continue receiving the mandate to form the Government of Singapore. This is how we should be looking at the surpluses for these two FYs.
Sir, this is a record Budget, the $143 billion in projected expenditure. So, the amount of resources that the Government is deploying to take care of Singapore and Singaporeans is really not in question. But what is equally important and perhaps more important as we deploy ever more resources, is to make sure that these resources are allocated effectively.
The Prime Minister and Minister for Finance himself has emphasised this in his Budget Statement. So, on this note, I wish to make three suggestions – not about deploying more resources, but about achieving a more effective allocation of the resources that we are deploying.
First, on support for our seniors. I put it to this House that our framework to determine which senior gets how much support – in other words, our means-testing framework, based primarily on per capita income (PCI), to determine how resources to support seniors are allocated, is due for a fundamental rethink, in order to remain fit for purpose in our super-aged future.
The classic pain point arising from our current PCI-based means-testing framework is this: take an elderly couple, retired, with a child who is already an adult, working and single. If this single, adult child continues to stay with the elderly couple, then all three of them are taken as one household; this child’s income from work is taken into the assessment of the household's per capita income; and based on our current means-testing framework, the elderly couple will be deemed to have more means in this household because of the higher PCI.
But if, instead, this single, adult child moves out and stays separately from his or her parents, then in one stroke, the elderly couple is now taken as one household, on their own, with zero income and deemed in our current means-testing framework to have much less means, even if it can be said that a single child who is able to buy and move out to his or her own place probably has more means to support his or her parents, compared with someone who does not have his or her own place and continues to stay with his or her parents.
This current means-testing framework, based on per capita income, can mean all the difference for our seniors; whether they qualify for a Blue or Green CHAS card; whether they get Silver Support every three months or not; whether they get 80% or 60% or lower subsidies in a B2/C-class ward in our public hospitals and so on.
To be clear, no means-test will be perfect or, in economic parlance, no means-test will be perfectly efficient. Every means-test will have its inefficiencies and trade-offs. And in an earlier era, where our population was much younger and the resources needed to support our seniors were on a much smaller scale, the inefficiencies in our current means-testing framework for seniors might not have mattered as much.
Indeed, while there were inefficiencies in the allocation of resources to seniors specifically, there were probably also efficiencies in having a common means-testing framework for the whole population generally; there were efficiencies in having a means-testing framework that also applied to working adults and young children, as it applied to seniors.
And, indeed, with a much younger population, the efficiencies could well have more than made up for the inefficiencies. But, as our population continues to age rapidly, as we have many more seniors and as we spend much more per senior and, as the average household structure around our seniors in our society continues to change, I think the balance has fundamentally shifted. And the inefficiencies in our current framework to allocate resources to seniors matter much more now. So, we should get it right and we should fundamentally rethink to make sure our allocation framework remains fit for purpose.
My suggestion is to decouple the means-testing framework for seniors from the means-testing framework for the rest of the population – for working-age adults and young children – going forward. And also, to anchor this refreshed means-testing framework for our seniors on two key considerations that matter most to our seniors.
One, our seniors are at a different life stage. They are most likely not working at all, or working at a much reduced pace, suitable for their current life stage and drawing much lower pay. In other words, current assessable income will not be the most accurate nor the fairest way of assessing a senior's overall means. Instead, I think lifelong income, proxied by lifelong contributions to CPF, is probably the most accurate and the fairest way to assess a senior's means, at his or her current life stage.
Two, our seniors do not want to be a burden to their child, no matter how well the child is doing, or how filial he or she may be. And therefore, while we place a lot of value on personal responsibility and family support, we also need to recognise this basic desire of most seniors in Singapore, to not want to burden their children and I put it to this House that our public policy should be tilted in favour of this basic wish of our seniors to not burden their children. In other words, our means-testing for seniors should move away from including their children's means, whether the children are staying with them in the same address or not.
In summary, my first suggestion is to rethink and rebase our means-testing framework for seniors specifically. Move away from per capita income at the household level, towards a senior's lifetime earnings primarily, proxied by lifetime contributions to his or her CPF, at the individual level.
Sir, my second suggestion is on our allocation of resources to the full-time education of our students, before they enter working life. Specifically, I urge the Government to allocate even more resources to ITE students and to reduce the gap in our allocation of resources between ITE and other post-secondary students. To be clear, successive PAP Governments have been strongly committed to education, to investing in Singaporeans and developing their potential through education. Indeed, the very first PAP Government invested one-third of its yearly Budgets from 1959 to 1963 in education; more specifically, to provide basic education for a very young and growing population. And also, to be clear, over the more recent decades, successive Governments have invested strongly in ITE in particular. Therefore, our ITE system has grown by leaps and bounds and produced very, very good outcomes.
I now have young residents, who are starting out in ITE as Year 1 students, telling me that choosing to go to ITE has been the best decision of their lives. So, we ought to be very proud of how far our ITE system has come.
And yet, I think we can do more and strike an even better balance in our allocation of resources to ITE relative to other segments of higher, post-secondary education.
Today, we are spending around $16,000 per student in ITE, compared to around $18,000 per full-time diploma programme student, primarily in polytechnics. So, Government recurrent spending on ITE is around $2,000 lower per student compared to its spending on polytechnics; and this difference of $2,000 per student has been quite consistent since at least 2012, 2013.
Of course, more spending on education does not automatically or always produce better educational outcomes. But I think there is something to be said about the principles, the equity and the reconcilability of this structural gap in Government recurrent spending between ITE and other segments of higher education in our system. I do believe there is scope to consider a reallocation of spending to achieve a better balance and a smaller gap.
With extra funding, ITE can do a lot more to develop their students even more effectively, in various areas. Help its students even more effectively to discover aspirations, passions, diverse interests and individual strengths and talents. And ultimately, this will help preserve and enhance social mobility in Singapore.
Sir, my third suggestion is on our allocation of resources to adult education and the entire SkillsFuture movement in Singapore. Specifically, while I applaud the Government’s very bold moves to put resources directly in the hands of our workers and adult learners, and empower them to take charge of their own learning, in other words, very major moves on the demand side, I also urge the Government to invest boldly and allocate appropriately on the supply side, to build deep and broad and enduring capabilities to uplift the entire adult education ecosystem.
I see opportunities in three areas. One, let us uplift the overall quality of adult educators and trainers in Singapore. In both the pre-school and formal schooling systems, we have established and maintained a laser-sharp focus on educating the educators, through the National Institute of Early Childhood Development and National Institute of Education respectively, to ensure a high quality of educators in these spaces. We can, and we should, do the same for adult education.
Establish a laser-sharp focus on educating the adult educators through a sharpened mandate for the Institute for Adult Learning. Let us aim for a world-class pool of adult educators and trainers in Singapore, a world-class pool of dedicated, full-time practitioners in adult education, on the supply side.
Two, let us uplift the stature, recognition and career advancement pathways for our adult educators and trainers in Singapore. We must raise a unified fraternity of adult educators and trainers in Singapore, with a high level of professional pride and identity.
On a related note, Minister for Education Chan Chun Sing has said in a speech recently and I quote, “It cannot; it must not; and it must never be the case that ‘only good teachers go to good schools’”, and this applies to our formal schooling system.
I put it to this House that we should aim for the same in our adult education and training, especially in our IHLs. In our autonomous universities and our polytechnics and our ITE Colleges, the best educators and faculty members must not go to undergraduate teaching only; the best must also teach in adult education and training, and be part of that fraternity of adult education practitioners.
Mr Speaker : Mr Xie, you have less than two minutes.
Mr Xie Yao Quan : Three, let us create scholarships for the adult education and training space, just as we have done for both the preschool and formal schooling systems. Let us create scholarships, to attract and capture a fair share of our best talents, to become both adult educators, and educators of these adult educators.
Sir, in conclusion, notwithstanding these comments, I stand in support of the Budget.
Mr Speaker : Ms Yeo Wan Ling.
5.21 pm
Ms Yeo Wan Ling (Pasir Ris-Punggol) : Mr Speaker, as I reflect on the significant progress Singapore has made in advancing the development of women, I wish to recognise the pivotal role that the Labour Movement has played in driving this transformation. Over the years, we have witnessed a profound shift in the landscape of women’s rights, opportunities and empowerment. Central to this journey, the Labour Movement has been unwavering in its commitment to advocating for policies and programmes that not only uplift women but ensure they thrive through the many undulating seasons of their lives.
The NTUC Women and Family unit has prioritised engaging with women and gathering feedback through various channels to stay attuned to the ground. Regular surveys, kopi chitchats, small group discussion hosted by our union leaders and extensive outreach efforts ensure that the voices of our working women are heard and reflected in policy decisions.
In 2020, NTUC partnered with the Singapore Council of Women’s Organisations and the People's Association Women Integration Network to lead the Conversations on Singapore Women’s Development. These dialogues engaged nearly 6,000 participants, across more than 160 conversation sessions. The insights gathered culminated in the White Paper on Singapore Women’s Development, aligning national priorities with the real experiences of women.
The NTUC Women and Family unit works closely and regularly with the PAP Women’s Wing’s research group, where I declare I am the Women's Wing Research Group Team Head, to explore critical issues affecting women in the workplace. Through quarterly surveys, we reflect the voices of thousands of women, and we research on issues such as flexible work arrangements, challenges related to heavy menstrual bleeding, financial burdens and resources available to caregivers, and concerns about retirement and re-employment.
The extensive feedback we have gathered through ground sensing empowered us to influence policies and implement concrete action plans. Examples of these efforts include the introduction of the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) and the Workplace Fairness Legislation.
Indeed, the NTUC has always taken action to create inclusive workplaces, to better the lives and livelihoods of our caregivers in the workplace. Back in 2013, the NTUC Women and Family unit launched Project Liquid Gold to advocate for better support for working mothers who wish to continue breastfeeding after returning to work. The initiative aimed to raise awareness of the importance of breastfeeding and encourage employers to provide dedicated nursing spaces in the workplace.
While this initiative sparked many good conversations, even today, mothers continue to struggle to find suitable spaces for breastfeeding. Some are forced to express milk in washrooms or meeting rooms, sometimes blocked just by sheets of mahjong table paper. One breastfeeding mother I spoke with, was so frustrated with her boss who told her to breastfeed in the shared common toilet, that on the occasion of him celebrating the birth of his grandson, she took the opportunity to ask him, nicely but firmly, if he would think twice about having his grandson being fed with milk prepared in the public toilet. Good on you, sister! And it is precisely conversations like this that helps to push the boundaries on what is possible and fair in the workplace.
Today, Project Liquid Gold has evolved into the Better Workplace Campaign, expanding its focus to support women and promote work-life harmony. The campaign recognises and highlights progressive employers who implement flexible work arrangements and work-life harmony practices, as well as adopt policies to address workplace harassment. Employers are rewarded with either a wellness corner or a lactation space in their offices. The campaign not only inspires others to adopt similar practices but also helps close the gender perceptions by creating more inclusive, equitable and supportive work environments for women employees.
Beyond advocacy, the NTUC Women and Family unit together with our partners, have launched several initiatives aimed at empowering women and caregivers. One such initiative is the Women Supporting Women Mentorship Programme, which was first introduced in 2020. Since its launch, the programme has steadily expanded, now reaching 10 constituencies across the island, with 300 mentors and 300 mentees.
Recognising that not all women are prepared for intense one-on-one mentoring, we introduced with one of our partners, SG Her Empowerment, the SHE Supports Friendship Circles, a many-to-many mentorship model. Today, our Friendship Circles have garnered the support of 22 professional female groups from women in construction to women in cybersecurity, from working caregivers to women wanting to return to the workplace. Our circles form a network of 30,000 females, and we support each other through issues such as Balancing Work and Caregiving, and breaking into new exciting careers such as NGOs and Digital Entrepreneurship spaces.
Mentorships are critical in equipping and empowering women to reach their potential at work and in life. Mdm Nurhani, a 52-year-old mother of five, retrenched during the COVID-19 pandemic, was somebody who was part of the mentorship programme. For two and a half years, she struggled to find a job and through Yayasan MENDAKI’s Women @ Work programme and the NTUC Women Supporting Women Mentorship Programme (WSW), she met Ms Noorfarahin Bte Ahmad, a Union Leader and an NTUC WSW Mentor. Through shared life experiences, Mdm Nurhani regained her confidence to secure a job with INSEAD Business School as a Development Coordinator. We have many other examples of how mentorships and female support can positively impact lives, and we call on the Government and progressive companies to provide more resources to mentorship programmes, both at community and national levels to empower and embolden women to reach for the stars both at home and in the workplace.
Mr Speaker, while taking care of the mental well-being and confidence of women in the workplace is important, another critical pillar to support women staying and re-entering the workforce are progressive workplace policies and cultures. A recently concluded Marriage and Parenthood Survey, conducted by the NTUC Women and Family Unit and PAP Women’s Wing with over 1,000 respondents, revealed key Government priorities for our parents. They are prioritising flexible work arrangements, improving access to affordable childcare and healthcare services, and increasing financial assistance and subsidies for families.
The Labour Movement has advocated for flexible work arrangements (FWAs) since the 1990s and caregivers have shared that FWAs are their most preferred form of support in balancing work and caregiving. While we thank the Government for heeding our calls for Enhanced Paternity and Shared Parental Leave, and indeed, it has started to move the needle in reframing gender stereotypes in parenting, with two-thirds of our survey respondents agreeing that their partners shares parenting responsibilities equally, parental/caregiving leave forms just a part of a broader caregiving ecosystem. Other initiatives, such as FWAs, and caregiving support such as childcare services, trusted helpers at home, completes this ecosystem of comprehensive support for women and their families; and allows women to return to the workplace with peace of mind.
Our young families have shared that they face financial pressures while raising a family. I had spoken previously at the PAP Parliamentary Motion on Supporting Singaporeans in Starting and Raising Families that this would need to be taken with the view of providing more employment opportunities for return to work mothers, allowing for more sustainable long term financial independence. I shared that we would expand our popular C U Back (CUB) at Work Programme which helps caregivers, especially women, return to work with flexible work options to more segments of underserved women workers.
FWAs are a sustainable way for caregivers to stay in the workforce, and more needs to be done to make FWAs more inclusive and accessible across different job types. The CUB Programme will now expand to PME jobs such as accounting and office administration. In addition, the NTUC Woman and Family Unit will re-engineer our CUB Programme to cover new to the workforce pregnant mothers, ensuring that they enjoy their full maternity benefits while being secured of permanent employment after their delivery. Through CUB, we hope to demonstrate to all employers that they can support our workers to better balance their work and life demands at every stage of their lives, while accessing a larger, and productive pool of Singaporean talent.
Mr Speaker, for FWAs to be sustainable it is critical that FWAs are normalised within corporate cultures. With SMEs employing up to 70% of the Singaporean workforce, SME employers with less resourcing often struggle to find temporary replacements when staff go on FWAs or parental leave. SME owners may also face financial strain when reimbursing employees for parental leave.
In light of Singapore's Budget 2025 announcements, which encourages Singaporean to have larger families, and given that women are child bearers and traditionally take on a larger share of caregiving, we call on the Government to consider additional support to SMEs that employ a higher number of women. Such targeted assistance for SMEs would align with the Government's push for larger families and increased workforce participation for our females.
In addition, in the spirit of promoting inclusive workspaces, FWAs go a long way to providing a means of livelihood for PwDs. Ensuring that there is availability of suitable jobs with FWA is critical to securing our Singaporean workplaces as places for our PwDs to be empowered with independence and dignity. We call on the Government to build up a base of job coaches, so that jobs can be effectively redesigned to win-win outcomes for our employers and their PwD employees.
I also thank the Government for extending the Enabling Employment Credit to end-2028, which provides wage offsets for companies to hire employees with disabilities. Indeed, workers with disabilities will also want to reskill and upgrade, so that their skillsets remain relevant. Depending on circumstances, PwDs may need more support for training, and the Government has an Open Door Programme Training Grant which funds employers up to 95% of course fees by SG Enable's Enabling Academy.
However, employers and workers may require more industry-specific training that is offered outside Enabling Academy. Could the SkillsFuture Enterprise Credit be expanded to support the training of differently-abled employees, who may require some forms of training to be tailored to their needs as well as industry requirements?
Mr Speaker, as family nucleus become smaller in Singapore, many families rely on trusted childcare and domestic helpers to provide vital support at home. Recognising the importance of fostering strong, harmonious relationships between employers and migrant domestic workers, the NTUC Women and Family unit, in collaboration with the Centre for Domestic Employees, launched monthly advisory clinics in 2021. These clinics serve as a platform for employers to understand their responsibilities and build positive, respectful relationships with their migrant domestic workers.
Through these clinics, we observed that the majority of employers wanted advice and tips on creating strong, healthy relationships with their helpers. Many pointed to shifts in the workforce: migrant domestic workers are increasingly younger, often from the millennial generation. One employer shared that she was unsure of how to navigate her relationship with her young helper who was in her 20s, as her previous helpers were all in their 40s. She shared very pragmatic concerns, such as how to set boundaries on the use of handphones and the use of social media within the home. Unlike the more extreme hateful relationships we see frequently played up in social media, I was very heartened to see that many Singaporean employers genuinely care for their migrant domestic workers, though they are often unaware of the resources available to better support them.
Our clinics have since evolved into a programme, Getting To-Gather: Power of Women (POW). Under this programme, we brought in resources and partnerships to build healthy employer-migrant domestic workers relations, such as the Centre for Domestic Employees, Rice Company and the Association of Employment Agencies, amongst others. Our POW events are well-attended with attendees in the 100s, and feature care carnivals and awards that celebrate the positive relationships between migrant domestic workers and their employers. This shows the important role that our migrant domestic workers play in the ecosystem of care for Singaporean families, and we call on the Government to provide more support and assistance to our families in regard to greater access and affordability of migrant domestic workers. In addition, our families have asked for further assistance on being able to get temporary monthly work permits for replacement migrant domestic workers when their permanent helper goes on home leave.
In conclusion, while much has been made to support women and caregivers, and making the workplace an inclusive one, we have miles to go before we sleep. From policy advocacy and flexible work arrangements, to mentorship and returner programmes, the NTUC remains dedicated to ensuring that all women – regardless of their circumstances and where they are in the lives – receive the support they need to reach for the stars, both at home and in the workplace.
Together, we can create a more inclusive society where women are empowered, supported and given the opportunity to reach their fullest potential. Every woman worker matters. Mr Speaker, I support the Budget.
Mr Speaker : Mr Melvin Yong.
5.35 pm
Mr Melvin Yong Yik Chye (Radin Mas) : Mr Speaker, I stand in support the Budget, which seeks to help Singaporeans tackle cost pressures and address anxieties related to inflation.
Sir, I was happy to read that real income increased in 2024, following a decline in 2023. This shows that the measures put in place by the PAP Government, which includes bringing in good investments and creating good jobs, keeping the Singapore dollar strong to combat imported inflation, expanding the Progressive Wage Model to uplift wages of lower-income workers and various other schemes, have borne fruit.
While inflation this year has eased and is expected to average between 1.5% and 2.5%, the price increases of the past will not go away and we will have to adapt to the new reality of higher prices. This is why I am glad that the Government has taken decisive moves to help Singaporeans cope with higher prices.
In my speech today, I wish to highlight how we must improve consumer protection, so that consumers can reap the full intended benefits from the various support measures provided by the Government. We must not allow unscrupulous businesses to profiteer from these support measures, at the expense of our consumers. I will also highlight how we can do more to uplift the wages of our lower-income brothers and sisters, so that they do not get left behind as Singapore progresses.
Sir, in NTUC's latest survey on economic sentiments conducted from November to December last year, more than half of the survey respondents felt that their income had not increased sufficiently over the past 12 months to meet the rising cost of living. The additional $800 in CDC Vouchers, additional U-Save rebates, increase in ComCare assistance schemes and the new SG60 Vouchers, will certainly help Singaporeans from all walks of life better cope with today's higher prices.
In Radin Mas, we have rolled out various community initiatives last year to help our own residents cope with cost pressures. We launched the "Radin Mas Care For You Vouchers", where each month, a set of local discount vouchers is distributed to 3,000 eligible households residing in Radin Mas. Led by our three hawkers' and merchants' associations, the participating hawkers, merchants and market stallholders have contributed more than $500,000 worth of discounts to our residents in the past seven months.
We opened JamPacked@Radin Mas, a community minimart to allow lower-income residents to redeem $50 worth of groceries monthly. These daily essentials are contributed by our supermarkets and kind donors. But instead of distributing pre-packed bags of groceries, residents come down to the minimart to redeem what they need. This cuts down on waste, which in turn, encourages more frequent and generous donations by donors.
We also set up a community fridge at Telok Blangah Crescent, to allow residents to collect free fruits and vegetables, which have been rescued from the nearby markets. Since we launched what we call "the Magic Fridge" in November 2024, we have given away more than 1,000 kilogrammes of free fruits and vegetables.
Sir, these initiatives are made possible because of the generous donations and contributions by individuals and organisations. In Radin Mas, we have a strong community spirit where those who have more, chip in to help those who have less. I would like to take this opportunity to thank all our generous sponsors and community partners, for working together with me and my team to help our most vulnerable residents.
In his Budget speech, the Prime Minister announced that over $600 million will be set aside by the Government and Tote Board to match donations made to charities and social causes, in an effort to encourage philanthropy. I fully support this. But we should do more to encourage philanthropy in all forms, beyond just monetary donations. I hope that the Government will encourage a more caring Singapore and encourage more ground-up initiatives, like what we have started in Radin Mas, across our nation.
Beyond Government initiatives and community-led programmes, the private sector too must play its part in our whole-of-nation effort to help curb rising cost pressures. NTUC and our enterprises are committed to do our part in ensuring that essentials remain accessible and affordable for Singaporeans.
Between 2019 and 2024, the NTUC FairPrice Group provided approximately $330 million in Pioneer Generation, Merdeka Generation, Senior Citizen and CHAS discount card holders, as well as LinkPoints rebates to help ease the financial burdens on households. Over the same period, FairPrice has also returned more than $250 million in rebates to NTUC union members and FairPrice members.
But, Sir, we must ensure that Singapore has a robust consumer protection regime and a price transparent market, to ensure that consumers fully reap the benefits of Government and community-driven initiatives to cushion our rising cost-of-living. According to the annual complaints statistics by the Consumers Association of Singapore (CASE), consumers suffered close to $2 million in pre-payment losses in 2024, this is more than quadruple, four times of the losses reported in 2023. These losses were driven primarily by industries with large, lumpy expenses, such as renovation, bridal and the beauty and spa sectors.
Beyond pre-payment losses, e-commerce related complaints also reached an all-time high, surpassing even the peak brought about by the COVID-19 pandemic. These are deeply troubling trends and we must take decisive actions to foster a more trusted business trading environment and protect consumers from losing their hard-earned monies to unscrupulous businesses.
Mr Speaker, the last major amendment to the Consumer Protection (Fair Trading) Act was in 2018. This was well before the boom in e-commerce, an industry that had its growth supercharged by the COVID-19 pandemic. As president of CASE, I urge the Government to convene a panel to comprehensively review and update our consumer protection laws. CASE stands ready to lead this effort. We will engage extensively with the business, legal and academia communities to ensure that a right balance is struck between protecting consumers while balancing Singapore's reputation on ease of doing business, when proposing both legislative and non-legislative changes.
Sir, we must also improve price transparency in the marketplace. Over the past few years, I have advocated for the nationwide implementation of unit pricing in Singapore. I first raised the issue in this House in 2022, speaking about the need to use unit pricing to combat "shrinkflation", a phenomenon where retailers keep the price of a good unchanged, but shrink its volume or shrink its quality.
Unit pricing helps consumers see through pricing gimmicks quickly and easily. Several countries have long implemented unit pricing, such as the UK, Australia and New Zealand. Locally, the Price Kaki app launched by CASE has already implemented unit pricing in 2023. We now have unit pricing on the app for over 6,000 items, including groceries and household products. Since its implementation, we have received much positive feedback on the usefulness of the unit pricing feature; and I am of the view that the time is now right for unit pricing to go beyond the Price Kaki app.
I urge the Government to mandate the display of unit pricing in all major online and physical retail stores. As a start, we could adopt the same parameters as our Disposable Carrier Bag Charge, where only larger players need to comply with the requirement. The implementation of unit pricing will help consumers combat shrinkflation and allow them to stretch their dollar when shopping for groceries and other essential items.
Sir, while inflation is important, the most sustainable way to help our workers cope with the cost of living is to ensure sustained real wage growth and better job opportunities. Mr Lim Swee Say puts it best, when he said that "a job is the best welfare and full employment is the best protection for our workers." While I am heartened that Singapore's Gini coefficient, which measures income inequality, fell to a record low in 2024, we must continue our efforts to uplift our lower-wage workers.
Last year, we celebrated the 10th anniversary milestone of our Progressive Wage Model (PWM), a unique Progressive Wage Model. From the very beginning, NTUC championed the idea of a wage ladder that would correspond to workers' skills, productivity and job responsibilities. With the strong support of our tripartite partners, what started with the cleaning sector has now expanded into nine sectors and occupations, covering more than 155,000 lower-wage workers.
More importantly, this has translated into actual wage increases. From 2017 to 2022, PWM workers in the cleaning, security and landscape sectors saw a cumulative wage increase of 11%. This is higher than the median worker in the same period. Beyond just wage growth, workers are also leveraging PWM as a catalyst to actively advance their career and upgrade their skills, ensuring that they are well-equipped for better job opportunities and higher-paying job roles in the long run.
I call on the Government to continue its strong support for PWM. Let us jointly uplift our lower-wage workers by providing them with stable jobs that have a progressive wage ladder and good career prospects. NTUC will always stand alongside our lower-wage workers, taking action to uplift their wages and work prospects to ensure that no worker is left behind.
Mr Speaker, Budget 2025 comes amid an extremely uncertain geopolitical environment. Tensions between big global powers are rising and trade wars loom on the horizon. The use of tit-for-tat tariffs by major economies as a foreign policy tool will impact Singapore's open and trade-dependent economy.
I am heartened that Budget 2025 takes decisive steps in helping Singaporeans navigate through the uncertainty by investing in our workers and in providing a slew of cost-of-living support to all segments of Singapore. As we spend prudently to support our nation, we must remember the importance of enhancing consumer protection and price transparency. We must help consumers make informed purchasing decisions and not fall prey easily to unscrupulous businesses.
NTUC cares for our lower-wage workers and will always strive to improve their lives and livelihoods. We must continue to review sectors where the introduction of PWM can result in better wages and better work prospects for our lower-income brothers and sisters.
I will also continue to work with the Government agencies and industry stakeholders to improve our work environments, workplace safety and mental health of all workers. Here, I would like to record my thanks to the hon Member Hazel Poa for suggesting in her speech yesterday for a right to disconnect, something that I have been championing since 2020. I am glad that more Members, including the Progress Singapore Party, are now supporting this too.
Sir, as we celebrate SG60, there is much that we can be proud of. But we must continue to do all we can to ensure that no one is left behind as our economy progresses.
Sir, I support the Budget.
Mr Speaker : Senior Minister of State Heng Chee How.
5.49 pm
The Senior Minister of State for Defence (Mr Heng Chee How) : Thank you, Mr Speaker. Thank you for allowing me to join this debate. Although this is later in the afternoon now, it is not time to disconnect yet. I stand here as a Labour Member of Parliament to once again speak up for and focus on advancing the interests of our older workers.
First of all, I must observe and say that our older workers have made much progress in terms of their employment, in terms of their wage and employability over the decades.
How come? It is due to the enlightened policies of the People's Action Party Government and the hard work of the tripartite partners.
The employment rate of older workers aged 55 to 64 has risen from 66.3% in 2014 to 70.4% in last year. Wages for workers aged 50 and above have also risen faster than median income. Training participation rates for those aged 50 to 64 in the resident workforce have also increased from 27.1% in 2014 to 33.5% in 2024.
The percentage of active CPF members who turn age 55 and who have been able to save up to their cohort Basic Retirement Sum has increased from six in 10 in 2016 to about seven in 10 in 2022. MOM projects it to reach eight in 10 by 2027.
The Labour Movement is certainly heartened that our work advocating for improvements for the sake of our older workers, together with the support and partnership with our tripartite partners, have borne fruit systematically to improve older workers' livelihoods. Older workers have even more improvements to look forward to.
To boost the retirement adequacy of both current and future cohorts of senior workers, NTUC has advocated for increases in CPF contribution rates for our senior workers. I thank the Government for raising the CPF contribution rates for senior workers again in 2026 and extending the CPF Transition Offset towards companies in order to facilitate this improvement. I look forward to the scheduled increases up to 2030 in line with the recommendations of the Tripartite Workgroup on Older Workers. These increases will allow the contribution rates of those aged above 55 up to 60 to match those of younger workers.
The Government has also supported the tripartite consensus and announced the next statutory increase in the retirement and re-employment ages to 64 and 69 respectively, to take place from 1 July 2026. On our part, the NTUC and our enterprises have moved ahead and raised our retirement and re-employment ages from 1 January 2025. The Public Service has also announced that it will raise its retirement and re-employment ages from 1 July 2025, which is a year ahead of the national timeline.
Additionally, the new Matched MediSave Scheme will help eligible older workers increase their MediSave balances and better cater for their healthcare needs. The extension of the Senior Employment Credit till end-2026 is also welcome. This will help businesses defray part of their hiring costs for older workers. That should make older workers more attractive to hire.
Just in January this year, Parliament passed the Workplace Fairness Bill into law. This Act is an important step in our fight against ageism and all forms of discrimination in the workplace. Unions will work proactively and sensibly with companies to foster age neutrality and fairness in the treatment of older workers in our workplaces.
We have, indeed, achieved much. But how do we ensure that we can hold on to our gains and build positively on them as we move into the future?
This is not a trivial remark, because we must not underestimate the immensity of the challenge. As many colleagues have already said in their speeches, the world is entering into a very difficult and turbulent geopolitical and geo-economic era. What we are seeing now is a world where win-win mindsets wane. And instead, we see law-of-the-jungle and beggar-thy-neighbour instincts rise and be on the ascendant.
In such a climate, safeguarding our gains and achieving further good progress is not going to be easy. It requires sustained, strong mutual understanding of joint interests and ever closer collaboration on the part of the tripartite partners to look for bold and innovative pathways forward.
I cannot over-emphasise this, because if you look back, progress has not been easy. But compared to the path ahead, I think the path that we have trodden so far is still relatively more stable. The road ahead is not going to be like that. I expect it to be a lot more bumpy.
While the employment and labour force participation rates for our older workers have reached new highs in recent years and even bucked the trend in the rest of the world, it is not without its challenges.
Through NTUC's extensive engagements with PMEs through the work of our PME task force, many older PMEs have shared that they had faced significant hurdles in getting back into work after mid-life job loss. Many also indicated that new jobs often entail substantial downward adjustment of the pay and job nature. This points to the need for more concerted efforts to help middle-aged jobseekers adjust and transit so as to benefit from their continued contributions while managing the negativities.
NTUC understands these challenges that our older PMEs are facing. Initiatives, such as the SkillsFuture Jobseeker Support scheme, stem from our work with our tripartite partners to innovate practical help. We thank the Government for introducing the scheme. Examples of this close collaboration, looking forward, analysing what the real challenges are based on our older workers and finding win-win ways, practical pathways, practical arrangements that are sustainable and implementing them in good time is our hallmark. This must continue to describe our joint approach going forward.
Earlier, I said that I expect the road ahead to be more bumpy.
This is firstly because the lower-hanging fruits that policy levers can achieve have been well harvested over the past years. More importantly, we must expect the international business environment, likely one where there will be a pronounced increase in nativist and protectionist behaviour by countries big and small, to put pressure on our businesses' cost and market access.
As a result, there will be knock-on effects for both enterprises and their workforces. The inherent vulnerability of older workers is, therefore, likely to be put under more pressure. In this regard, our tripartite partners must carefully monitor the external environment and its impact on our economy and labour market and, at the same time, plan ahead together to move swiftly to seize opportunities and be able to protect our joint gains and not let them slip away.
In this regard, it is opportune that the Government is convening a Tripartite Workgroup on Senior Employment to frankly and cohesively take stock of these ongoing headwinds and forge new consensus and effective ways of maximising value for both businesses and our older workers. I fully support such a forward-looking approach. We really need this. We have to come together, look at the picture together and find the way forward together.
Next, I want to speak about the importance of training in the face of such uncertainty.
Against this backdrop of heightened uncertainty and economic challenge, it is important that we keep our focus on strengthening our fundamentals. This remains our best bet to tackle all scenarios. For older workers and their companies, one such fundamental must be the workforce competency. This relates directly to a company's competitiveness and resilience and an older worker's employability and work prospects.
The NTUC's Survey on Economic Sentiments 2025 found that workers' career confidence decreases as they get older. Sixty-six percent of younger workers, defined as those below 35 years old, said that there would be sufficient good jobs in the market for them. When older workers, those 55 years old and above, are asked, 43% had that confidence.
Earlier findings from NTUC's #EveryWorkerMatters Conversations also found that a significant proportion of older workers are worried that they would not be given equitable consideration and access to skills upgrading and training opportunities compared to younger peers.
If you are talking about these concerns in a stable environment, it is one thing. It is a challenge. But if you are talking about these concerns in such a time of volatility, then I think we have to be even bolder, and I believe that it is a great opportunity, in fact, for Singapore Inc to once again rise to the occasion and upskill our workforce, older workers included, to uplift our competitiveness, enhance our enterprise resilience, improve our career adaptability and forge ahead of other economies. We have done that before. Every time we had a crisis, we upturned the downturn. We turned; we not only made lemonade out of lemons, but we turned challenges into opportunities, and we must do so because, if we do not and others do, then both our companies and workers will pay dearly for it.
NTUC stands ready to work hard and work hand in hand with businesses and the Government to move in these areas. On company-level business road mapping and workforce training, NTUC’s CTCs continue to scale, broaden and deepen their effectiveness within the companies and the sectors to benefit workers of all levels and wages. Here, I join my fellow Labour Members of Parliament in thanking the Government for the $250 million further injection in support of the CTCs.
NTUC is also reimagining our Job Security Council to achieve faster, wider and better outcomes in industry manpower, skills, job design and match outcomes, in close liaison with the Government and industry.
Beyond safeguarding the interests of older workers currently in the workforce, the tripartite partners must also press on with innovative thinking on how to further activate, mobilise and enable more Singaporeans to rejoin and participate in our economy. Getting more Singaporeans to participate in our economy is important to businesses, certainly very important to our returning workers and very important to our overall national resilience.
In a speech I made at the Budget debate back in 2019, I specifically pointed to the potential benefit of enabling a considerable number of middle-aged caregivers to remain in work or to return to work for the purposes of increasing the participation of Singaporeans within our workforce and economy.
At that time, I had pointed out that for that to happen, it certainly takes a host of adjustments in companies, workers and Government policy. And this ranged from flexible work arrangements to job redesign to self-employment on the part of the labour market and what employers and businesses can do because when you make your jobs more flexible, then it is not a zero one, either a full-time job or there is not a job. There are different combinations in which a person can continue to have the opportunity to stay at work while catering to care responsibilities, for example.
But for those who have already left because of whatever the reason, including where the companies do not yet offer those flexible arrangements, to come back is a different proposition because they have to care for someone at home. Therefore, for them, it is not only whether there are potential employers with flexible work arrangements ready to receive them back. It is also that they need a system that creates affordable, accessible and sustainable senior care of various types so that they, as caregivers, have truly viable alternatives to provide that care to their loved ones and then they can come back. And that, pairing up with the availability of flexible work arrangements on the company's side, that will make things happen.
I believe that, since then, and with the more recent advent of initiatives, such as the Ministry of Health's (MOH's) Healthier SG, Age Well SG and various relevant initiatives on the part of MOM, I think this is a time for us to really relook how we can look at integrating the solutions both on the manpower or the labour market side as well as on the social and health side as a continuum in order to enable this return to work to happen for middle-aged caregivers in a substantial way. I think we are more ready than before.
Mr Speaker, we have shown care for our older workers as a Government, as tripartite partners, not only in words but in deeds. As a result, we have made very substantial progress for our older workers, often bucking global trends.
The environment we must deal with will be increasingly challenging. We must come together even more to seize opportunities, overcome constraints and to forge ahead for the sake of our older workers, for the sake of Singapore.
Forward Singapore! Mr Speaker, I support the Budget. [ Applause. ]
Mr Speaker : Miss Rachel Ong.
6.06 pm
Miss Rachel Ong (West Coast) : Mr Speaker, I am deeply appreciative of Budget 2025, a thoughtful and responsible Budget that addresses a wide range of needs to support Singaporeans, from alleviating the cost of living to providing meaningful assistance across diverse demographics. I thank Prime Minister and Finance Minister Lawrence Wong and his team for their leadership.
As I have engaged with residents, many have expressed how the disbursements projected for this year come at a timely moment as families plan their budgets for the year ahead.
Today, I wish to focus on an urgent and critical issue: strengthening mental health support for seniors in Singapore. Earlier this month in Parliament, I spoke about the importance of mental health support for children and youths. In this Budget Debate, I call for immediate action to address the growing mental health challenges faced by our seniors.
The correlation between mental health struggles and suicide is well-documented and, for seniors, this issue is particularly alarming. Seniors aged 60 and above now account for nearly 30% of suicide cases in Singapore. Many of them face profound grief, loss and significant societal changes as they age. Yet, they are the least likely to seek help, either from healthcare professionals or informal networks, compared to younger cohorts. This highlights the urgent need for targeted intervention to support their mental well-being.
While our existing mental health strategies have made strides, more can be done to support our seniors. Singapore is not just ageing; we will soon become a super-aged society. It is time we recognise and address the unique mental health challenges faced by our seniors.
Our seniors face a series of irreversible losses; spouse, friends, physical health, employment and independence. Many, particularly men, are unprepared for widowhood or retirement and struggle with isolation as they try to build new support systems.
The stigma surrounding mental health worsens the issue. Many seniors fear being labelled "siao", or “crazy” in English, and the term 精神问题, “mental health problem”, carries strong negative connotations. Psychiatric care is often equated with institutionalisation. Unlike younger generations, who benefit from awareness campaigns, seniors often suffer in silence, avoiding help due to societal perceptions.
The rise in scams targeting seniors adds another layer of distress. Many who lose their life savings in financial and love scams feel too ashamed or afraid to confide in their families, intensifying their emotional turmoil. This sense of shame, rooted in our Asian "face-saving" culture, can spiral into severe depression or even suicide.
Additionally, digital isolation has become a growing concern. As society becomes more digital, many seniors struggle to keep up, leaving them unable to access important services or stay connected with loved ones. The shift to online banking, tele-health and digital Government services has made it harder for those without digital literacy to reach essential resources, thus increasing frustration and feelings of helplessness.
A senior from Depot Road shared with me just two nights ago, “我英语不好，电脑不会” or “I’m not good in English, nor do I have computer skills". This dear resident earnestly appealed for more patience and understanding from the community at large.
Furthermore, the increasing reliance on digital communication by younger generations means fewer face-to-face interactions with seniors. Some observe that children or extended family often choose video calls over in-person visits, deepening their sense of isolation. Here are the proposed interventions to support the mental health of our seniors.
First, may I acknowledge the excellent work already done by our Government and agencies for the welfare of our seniors, including the Agency for Integrated Care (AIC), Age Well SG, Healthier SG, SG Digital Office, as well as Active Ageing Centres I have the joy of working with across Dover, Depot and Telok Blangah; Active Global, FaithActs, Montfort Care, NTUC Health, St Andrew’s Senior Care, St Andrew's Hospital and Sunlove. Building on these efforts, we must make mental wellness the next frontier in ensuring Singapore is a safe place to age well.
Before outlining specific interventions, it is important to recognise the diversity among seniors. They go through distinct life stages; young seniors in their 60s-70s, seniors in their 70s-80s, and seniors 80 and above, each facing unique challenges that require tailored mental health strategies.
The first proposed intervention: Pre-Retirement Mental Health Preparation and Workplace Support. Mental well-being must be developed early. Just as we encourage financial planning for retirement, we must also advocate for mental health preparation before seniors enter their later years. Missing this window to equip them with coping strategies could mean missing the opportunity altogether.
The transition out of active employment is a critical mental health juncture. For many, work provides more than income. It is tied to identity, purpose and social connections, especially for men. The loss of these can lead to anxiety, depression and even cognitive decline, if not addressed early.
I call on MOH and MOM to collaborate with employers and unions to incorporate pre-retirement planning that prepares young seniors in their 60s emotionally for this transition. This planning should help them adjust to new routines, social networks and purpose-driven activities. Additionally, the Government can consider incentivising companies, unions and associations like the Singapore National Employers' Federation to implement structured mental health programmes for seniors, similar to the support we provide businesses hiring seniors.
Second, strengthening Community-Based Support Networks and Senior-Led Initiatives. Once seniors leave the workforce, staying engaged in meaningful activities becomes essential for their mental well-being. Social connection is the most powerful safeguard against mental health decline in seniors. Community engagement and support groups must, therefore, form the core of our strategy, providing spaces where seniors feel a sense of belonging and purpose.
First, we need targeted support groups for new retirees, widowers and those struggling with depression. Organisations like Silver Ribbon and the Samaritans of Singapore (SOS) have shown that peer-led support, particularly from those who have navigated similar challenges, is highly effective in reducing isolation amongst our seniors. It is especially crucial to ensure support for seniors in their 80s, who often experience the loss of close friends and spouses, leading to a shrinking social circle.
Intergenerational interactions also offer a meaningful form of community engagement.
At Telok Blangah, NTUC Health partners Blangah Rise Primary School every third Monday of the month to run sports activities, where our seniors and students connect. Feedback has shown that these precious seniors look forward to the innocence and unreserved nature of our youths, while our children enjoy spending time with our seniors, especially those who miss their grandparents. I hope to replicate such initiatives across more neighbourhoods.
Let us also rethink volunteering opportunities for seniors. Many are eager to contribute but find traditional models rigid. Recently, I met a resident in her early 70s who wanted to pass on her tui-na techniques, a vocation she has practised for decades, as a way of giving back upon her retirement.
By offering skills-based initiatives beyond hobby-centric programmes, we can engage seniors who are willing and able to share their skills and expertise. For example, at our Telok Blangah Legal Clinic, a retired lawyer continues to contribute his knowledge to both the volunteer team and residents.
Beyond structured programmes, we should empower seniors to take ownership of their community spaces. The "Ibasho" model from Japan offers a compelling example. What began as a simple café run by seniors in Ofunato has evolved into a thriving hub with a garden, ramen shop, farmer’s market and daycare.
Closer to home, we see a similar concept in the Health District @ Queenstown’s FaithActs Active Ageing Centre, which includes upcycling workshops, digital clinics and cooking classes. Such endeavors give seniors a sense of purpose and foster inter-generational bonds. Imagine retired hawkers mentoring younger residents to prepare meals for vulnerable families or seniors who love gardening teaching students to build gardens in schools. At Telok Blangah, Chef Benny Se Teo shared his cooking skills with our community, with sessions so popular that we are planning another one in March.
As a growing number of our seniors of tomorrow will be different from the seniors of today, we will need to evolve our approach to meet their changing needs and aspirations. To further empower them, I propose extending grants, similar to those given to youths-led initiatives, to retired seniors interested in starting community programmes. With the right support, their experience and wisdom can drive meaningful projects that strengthen communities and address local challenges.
Third, destigmatising mental health. Addressing mental health among seniors requires understanding the unique challenges they face. Unlike younger generations, who increasingly embrace the idea that "it is okay not to be okay", many seniors still harbour deep-seated fears and misconceptions about mental illness.
Most mental health resources in Singapore are in English, leaving non-English-speaking seniors underserved. To bridge this gap, we must use media platforms familiar to them, such as Channel 8, Suria and Vasantham, to openly discuss mental health issues through dramas and talk shows. This will spark conversations in coffee shops and hawker centres, often where our seniors gather. Radio, too, remains a trusted source for information and entertainment, making it an ideal medium for airing mental health segments in various dialects.
This Saturday, the Telok Blangah Community Club will host a “Mental Health Wellness Carnival” designed for Chinese-speaking seniors, with hopes to extend this to other languages. Our Government’s success in using targeted communication during the COVID-19 pandemic shows the power of reaching seniors where they are at, achieving remarkable uptake rates and safeguarding this vulnerable demographic. Similarly, by positioning mental health as an essential part of overall well-being, we can break the stigma and promote proactive measures.
To shift the narrative, we need culturally sensitive, language-specific and community- driven initiatives. We must meet seniors where they are, physically and emotionally, creating an environment where seeking help is seen as a strength and not a weakness.
The question is, who should lead this change and what should the model be? This also calls for a community partnership model, one that involves religious organisations. Temples, mosques and churches are trusted spaces for many of our seniors. Training paracounsellors within these communities can provide support, and when religious leaders share their personal stories about mental health challenges, it not only humanises the issue but also encourages the congregants to seek help without fear of judgement. I encourage the Government to collaborate more closely with religious organisations in reaching out to our seniors.
Fourth, addressing scam-induced psychological distress. This emotional toll of scams is often underestimated, leaving many seniors ashamed to seek help or confide in their families, resulting in isolation and distress.
To address this, I propose empowering the Community Centre Teams as points of contact for seniors to report scams, offering a more approachable alternative to contacting the Police. Additionally, Police and community centers should partner with mental health professionals to provide trauma-informed counselling, helping victims regain confidence and dignity. Most importantly, we must educate families to respond with empathy, not blame, through public campaigns that emphasise support. Seniors often feel "stupid" for falling victim to scams, compounding the emotional pain of losing their life savings.
Fifth, deepening support for seniors and caregivers. To address the mental health and caregiving challenges facing seniors and their caregivers, we must take a holistic approach. First, training counsellors to effectively address grief and loss issues in the elderly is essential, recognising the unique emotional toll of ageing and the varied ways seniors process these emotions. Equally important is equipping caregivers with the skills to identify and manage mental health symptoms in seniors, especially those with high dependency needs, such as dementia.
Caregivers often bear immense emotional and financial burdens, and we must provide more support. Many caregivers, particularly those who are the sole, unmarried children of the seniors, sacrifice their career and personal savings, often leading to financial insecurity in their own later years.
I propose the Government to consider solutions like dedicated caregiver savings schemes, leveraging CPF contributions and providing financial assistance to families in need, as I raised in Parliament in 2022. Encouraging families to provide care over hiring foreign domestic workers should be supported through policy.
Additionally, we must expand training and respite services for caregivers, ensuring affordable, accessible programmes and support. These services should also extend to foreign domestic workers, who play a critical role in dementia care and face high stress and burnout. Recent reports of elder abuse remind us that our workers need mental health support and training to care for vulnerable seniors. By investing in the well-being of both seniors and their caregivers, we foster a community where dignity, compassion and mutual care are at the heart of our shared future.
Mr Speaker, the challenges our seniors face in mental health are unique and complex, requiring solutions that are as individualised as their journeys. Our approach must be comprehensive and empathetic, starting with prevention through workplace support for those nearing retirement and continue with the community initiatives like the “Ibasho” model, empowering seniors to remain active and engaged members of society.
For those in immediate need, we will strengthen our efforts through destigmatising, trauma-informed counselling and greater professional support. And just as importantly, we must prioritise and support the caregivers who are essential to the well-being of our seniors.
Our seniors have built this nation with decades of hard work and sacrifice. Now, it is our turn to care for them, ensuring they deserve the mental health support they need. Let us build a Singapore where our seniors are not only respected but cherished, and where we provide them with the care, dignity and support that reflect the immense value they have brought to our society. The time to care for them is now, let us honour their legacy by ensuring they can age with the security and compassion they deserve.
With this, Mr Speaker, I fully support Budget 2025, “Onward Together for a Better Tomorrow”.
6.23 pm
Mr Speaker : Whether it is about mental well-being for seniors or the right to disconnect, I think the call is quite loud. Second Minister for Finance, would you like to move to adjourn the debate?