Written Answer · 2026-10-06 · Parliament 15
Tracking of Adverse Outcomes Among Retained Workers Following AI-related Job Redesign, and Inclusion of Findings in AI Adoption Impact Assessment
Mr Gabriel Lam asked the Acting Minister for Manpower whether the Ministry tracks workers who remain employed after AI-related job redesign but see reductions in wages, working hours, or job seniority, and whether such outcomes would be included in assessing AI's impact on workers. Ms Jasmin Lau replied that MOM's AI Survey captures firm-level effects of AI adoption on job redesign, new job creation, and redeployment, but does not cover individual workers' experiences; under schemes like the Workforce Development Grant (Job Redesign+), MOM tracks wages and employment retention but not changes in working hours or job seniority. She added that MOM will keep strengthening its monitoring frameworks and indicators as AI adoption deepens.
Why it matters
MOM's AI Survey looks only at firms; under Job Redesign+ it tracks wages and retention but not changes in working hours or job seniority.
Key Points
- • MOM's Artificial Intelligence Survey gathers firm-level information on how AI adoption affects job redesign, creation of new AI-related jobs, and redeployment of workers.
- • The survey does not cover individual workers' experience, only comparing worker outcomes and workforce trends between AI-adopting and non-adopting firms.
- • Under the Workforce Development Grant (Job Redesign+), MOM tracks worker outcomes such as wages and employment retention.
- • MOM does not track changes in working hours or job seniority.
- • As AI adoption deepens, MOM will keep strengthening its measurement frameworks and expand the range of indicators used to monitor how job redesign and workforce transformation affect worker outcomes.
The Government currently tracks a limited set of outcomes—such as wages and retention—through firm-level surveys and specific workforce schemes, but has not committed to tracking changes in working hours or job seniority, nor to systematically tracking individual workers' outcomes.
Mr Gabriel Lam's question reflects concern that workers who remain employed after AI-related job redesign may still bear hidden costs such as reduced wages, working hours, or job seniority.
This signals that Singapore currently monitors AI's impact on workers mainly through firm-level surveys and limited programme-level tracking, with outcomes such as working hours and job seniority not yet covered, indicating the monitoring framework is still being built out.
"We do not track changes in working hours or job seniority."
Participants (2)
Original Text (English)
SPRS Hansard · Fetched: 2026-10-21
76 Mr Gabriel Lam asked the Acting Minister for Manpower (a) whether the Ministry tracks workers who remain employed after AI-related job redesign but experience reductions in (i) wages (ii) working hours or (iii) job seniority; and (b) whether such outcomes will be included when assessing the impact of AI adoption on Singapore workers.
Ms Jasmin Lau : The Ministry of Manpower's Artificial Intelligence Survey asks employers how artificial intelligence (AI) adoption affects the redesign of job roles, creation of new AI-related jobs and redeployment of workers following AI adoption at the firm level. It gives us an indication of AI's impact by comparing worker‑related outcomes and workforce trends between firms that have adopted AI and those that have not. The survey does not cover the experience of individual workers.
At the programme level, we monitor the impact of our workforce transformation schemes on workers. For example, under the Workforce Development Grant (Job Redesign+), we track worker outcomes such as wages and employment retention. We do not track changes in working hours or job seniority.
As AI adoption deepens across industries, we will continue to strengthen our monitoring of its labour market impact including by strengthening our measurement frameworks and expanding the range of indicators used to monitor how job redesign and workforce transformation affect worker outcomes.