預算辯論 · 2025-02-27 · 屆國會 14
2025年度預算中的AI發展策略
議會辯論圍繞2025年度預算展開，重點關注如何應對全球政治經濟變局及科技變革，特別是人工智慧等前沿技術對經濟和社會的影響。政府強調在支援家庭和企業的同時，積極佈局未來經濟增長，推動科技創新和人才培養。核心爭議點在於如何平衡短期支援與長期轉型，以及AI技術帶來的就業和治理挑戰。
關鍵要點
- • 支援家庭和企業
- • 應對全球變局
- • 推動科技創新
積極應對變革，推動AI發展
加快AI與未來經濟佈局
“Game-changing technologies like artificial intelligence (AI), quantum computing, 5G/6G... will change how we work and live.”
參與人員 (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
完整譯文（中文）
Hansard 原始記錄 · 2026-05-02
[(程式文本) 恢復辯論議題的秩序宣讀 [2025年2月18日] [第二指定日] (程式文本)]
[(程式文本) “議會批准政府2025年4月1日至2026年3月31日財政年度的財政政策。” – [總理兼財政部長]。(程式文本)]
[(程式文本) 議題再次提出。(程式文本)]
議長先生：副總理王瑞傑。
上午11時35分
副總理（王瑞傑） ：議長先生，我支援本預算案。2025年預算是為全體新加坡人而設。它在成本壓力下為家庭和企業提供即時支援，同時推動我們未來的增長前沿。政府一直專注於應對眼前挑戰，同時為新加坡的長遠發展定位，這一策略已為新加坡帶來良好成效。
今年，我們慶祝新加坡建國60週年。我們有許多值得慶祝的成就。從一個資源有限的初創國家，我們建設了一個繁榮的經濟、團結的社會和宜居的城市。我們的人民享有更長壽、更健康的生活，在負擔得起且充滿活力的社群中生活。我們的工人在現代經濟中擁有良好的工作和不斷增長的工資。我們的學生學習並取得優異成績，成年人終身學習。
在享受預算中的SG60禮包時，讓我們感謝早期新加坡人一代的辛勤工作和犧牲，以及他們對政治領導人的支援，開闢前進道路，提升全民福祉。
雖然過去60年我們取得了優異成績，但未來幾年變化將加速。總理在一個正邁向多極經濟秩序的世界中發表預算陳述。許多國家的國內政治更加極化和分裂，使理性政策制定更加困難。全球政治安全動態以及貿易和投資流動正在迅速變化。
氣候和人口變化是經緯線，編織著對人類未來不可抗拒的影響。科學技術的進步正在改變我們的經濟和社會。想象一下，我們口袋裡的智慧手機計算能力超過了載人登月的阿波羅11號模組！
人工智慧（AI）、量子計算、5G/6G、衛星通訊、機器人技術、生物技術、電動汽車（EV）、自動駕駛汽車和核聚變等顛覆性技術正在迅速發展。這些都將改變我們的工作和生活方式。
作為主席，我與國家研究基金會和未來經濟諮詢小組的團隊密切合作，緊跟這些重大變革的脈搏。我們如何利用這些變化為新加坡人創造更美好的未來？我們必須保持創造力，在逆境和重大變革時期尋找機遇，變得更強，就像我們在亞洲金融危機、全球金融危機以及最近的新冠疫情中所做的那樣。
我們還必須投資於未來的創造。因此，我建議關注三個領域。
首先，我們必須繼續推進經濟轉型。在上一次預算辯論中，我闡述了我們最新階段的經濟轉型，始於2017年成立未來經濟理事會。去年，我們釋出了一份報告，對我們的努力進行了盤點。議會圖書館有該報告的副本。
2016年至2023年間，新加坡勞動生產率年均增長3.1%。[請參閱“副總理澄清”，官方報告，2025年2月27日，第95卷，第154期，書面宣告更正部分。]這使我們躋身人口規模和國內生產總值（GDP）相似的小型先進經濟體前三名。我們的工人和企業均受益。我感謝商業界、工會、行業協會和商會以及學術界的所有領導者，他們提供了支援和專業知識。
但變革本質上是困難的，尤其是在面臨短期逆風時。由於地緣政治不確定性和成本上升，越來越少的公司啟動轉型專案。但我們必須堅持創造新的附加值，保持競爭力。
因此，即使企業充分利用本預算中的企業所得稅回扣和漸進式工資補貼以應對即時成本壓力，我也敦促他們充分利用企業計算倡議和重新設計的SkillsFuture企業信貸等措施進行轉型。
讓我們基於已建立的合作伙伴關係和結構相互支援，無論是通過全國職工總會（NTUC）的公司培訓委員會（CTCs）等三方平臺，還是由貿易與工業部（MTI）和新加坡企業聯合會（SBF）領導的商業競爭力行動聯盟（AfA）等公私合作平臺，我們將通過合作在轉型之路上走得更遠。
我已談及堅持轉型。第二個領域是繼續加大對研究、創新和企業（RIE）的投資。科學、技術和創新正以加速的步伐發展。這些進步將重塑和顛覆產業，改變競爭格局，轉變我們的生活和社會。近期圍繞人工智慧、新一代晶片和5G/6G通訊的熱議僅僅是開始。
鑑於技術和創新的關鍵價值，國家和企業的戰略及經濟實力將取決於誰能取得突破並保持領先。競爭從未如此激烈，這也是大國競爭加劇的原因。但全球範圍內，仍有足夠多的參與者相信合作，共同應對人類面臨的共同挑戰。因此，我們必須繼續將新加坡定位為值得信賴且中立的全球-亞洲技術、創新和企業樞紐，匯聚志同道合的合作伙伴。
我們的RIE投資不僅支援經濟轉型，也直接和間接惠及人民。例如，人工智慧和機器人技術將自動化常規任務——補充我們日益減少的勞動力，提升工作質量；學習科學研究如何學習，結合人工智慧學習工具，可實現個性化學習；國家精準醫療計劃旨在基於基因組個性化治療；老年醫學科學，如皇后鎮健康區的研究，旨在延長老齡人口的健康活躍期；低碳燃料和智慧城市幫助我們充分利用有限土地，同時減少碳排放。
多年來，我們每年投資約佔GDP的1%支援RIE活動，當前RIE2025計劃承諾投資280億新元。與私營企業的研發不同，這些公共研究支出的收益惠及整個經濟和社會。不幸的是，我們看到一些政府在這些領域削減開支，因未充分理解其價值，長期來看可能對自身造成巨大損害。
包括陳潔儀女士和白沙文議員在內的議員們詢問進展如何？讓我舉幾個例子。我們的RIE支出支援了研究人才，提升了新加坡的研究質量。新加坡的領域加權引用影響力（Field-Weighted Citation Impact），衡量研究影響力的指標，從2010年的1.29增長到2022年的1.52，超過全球平均水平52%。
我們的大學、研究機構和學術醫療中心在全球享有盛譽。新加坡國立大學（NUS）和南洋理工大學（NTU）均躋身亞洲前五名大學。考慮到我們人口規模小，亞洲高校眾多，這一成就是非凡的。
跨國公司（MNCs）、中小企業（SMEs）和初創企業均與我們的研究生態系統合作，通過公司研發中心、20多個企業實驗室和創新中心開發新產品和服務。
正如議員們所提，創新至關重要！我們的機構組織著名的創新平臺，如新加坡創新科技周和新加坡金融科技節，後者為全球最大。開展研發活動的企業比例從2012年佔GDP的14.8%增長至2022年的23.6%。[請參閱“副總理澄清”，官方報告，2025年2月27日，第95卷，第154期，書面宣告更正部分。]
我們的RIE投資支援大學的創業和孵化專案，培育初創企業管道。事實上，2024年全球初創生態指數報告將新加坡評為亞洲第一、全球第七。
議長先生，我認為多年來我們的RIE投資支援了經濟增長，創造了優質就業，改善了新加坡人的生活。尼爾·帕雷克先生也詢問我們還將做些什麼。
我們將在今年晚些時候敲定2026年至2030年的投資計劃。但讓我分享兩個我們正在為RIE2030籌備的重大新舉措。
第一個舉措是應用人工智慧。我認為郭振輝議員昨天關於人工智慧的發言非常好。我們的首個應用人工智慧計劃涵蓋在醫療、教育、金融、先進製造、連線性、物流和交通等重點行業應用人工智慧。我們已開始行動。去年10月，我們啟動了1.2億新元的“科學人工智慧”計劃，支援研究人員利用人工智慧加速先進材料和生物醫學等領域的發現。
應用人工智慧位於人工智慧與領域知識的交匯處。基於我們在醫療、教育、金融、工程等領域的實踐者和研究人員的強大領域專長，我們將加大投入培養“通雙語”的科學人才——能夠橋接人工智慧技術與領域專業知識的研究人員。
第二個新舉措是開發新的大規模跨領域研發專案，稱為旗艦計劃和重大挑戰，以實現更大影響。"RIE旗艦計劃"將推動關鍵經濟部門的價值創造，"RIE重大挑戰"將聚焦國家戰略優先事項。
這些旗艦計劃和重大挑戰將整合我們大學、科學技術研究局（A*STAR）及其他研究機構、公共機構和私營部門的相關研究與轉化能力，形成一套有目的協調和協同的專案。研究、轉化和商業化之間的聯絡將更加緊密，以推動關鍵經濟領域，產出新產品和公司，解決現實需求和問題。
我很高興相關工作已開始規劃和設計這些舉措。首個重大挑戰擬解決健康長壽的機遇與挑戰，首個旗艦計劃將聚焦推進半導體和微電子研發。我們稍後將公佈更多細節。
即使我們做出這些努力，也必須記住，雖然新加坡的研究投資可觀，但僅佔全球研發支出的極小部分。我們必須與來自區域及全球的志同道合夥伴合作，實現協同效應。舉例來說，雖然我們五年投資280億新元，美國一年研發支出達9230億美元，中國為8120億美元。即使按GDP比例計算，它們也遠高於我們。我認為我們必須認識到，儘管我們強調投資回報，但我們的支出只是極小一部分。甚至私營企業如Alphabet 2023年研發支出達450億美元，Meta為385億美元，蘋果為300億美元，均為美元計。
因此，我們必須與區域及全球志同道合的夥伴合作，實現協同效應。除了為新加坡創造影響，我們還必須為解決全球挑戰做出貢獻，因為這些挑戰是所有人共同面對的。
因此，作為全球-亞洲樞紐定位的一部分，我們將在未來幾年加強國際合作夥伴關係，在啟動新舉措的同時，繼續投資基礎研究，培養大學人才，升級研究基礎設施。除總理在預算中宣佈的內容外，我們還將投資新的資料和計算能力。
我已談及經濟轉型和研究投資。為了實現研究價值，第三個領域是加強我們的創新和企業生態系統。我們已取得良好開端，新加坡在三個不同報告中排名第一：國際管理發展學院（IMD）世界競爭力排名、IMD世界數字競爭力排名和世界智慧財產權組織全球創新指數。
為了保持競爭力，我們必須繼續保持對外開放。企業投資新加坡不僅為本地市場，更視其為通往區域的門戶。過去60年，新加坡很好地發揮了這一角色。如今，亞洲人口占全球一半以上，約佔全球GDP的40%。中期增長率預計為4%至5%，是七國集團發達國家的兩倍。未來經濟將由技術和創新驅動，為保持相關性，新加坡必須定位為21世紀的生活實驗室（Living Laboratory），企業和創新者在此測試新方案，然後推廣至區域和全球。我們可作為企業邁向新未來、拓展更廣闊市場的跳板。
在這方面，我們的監管機構發揮重要作用。它們需履行安全有效監管職責，同時緊跟變化，促進新理念和創新。例如，新加坡金融管理局（MAS）承擔監管和發展金融業的雙重使命，推動數字和可持續金融等新領域。新加坡食品局（SFA）是全球首個批准培養肉商業銷售的機構。陸路交通管理局（LTA）推動自動駕駛車輛試驗，用於貨物運輸和保持公共道路清潔。議長先生，我相信我們的監管機構將繼續提升能力和心態，在管理風險的同時促進創新。
人才是我們創新戰略的另一關鍵支柱。政府致力於幫助每位新加坡人發揮潛力。我擔任教育部長時，推出了應用學習計劃，激發青少年對科學技術的興趣。早期，我支援時任A*STAR主席的楊榮文先生，派遣有潛力的新加坡青年赴世界頂尖大學攻讀博士，獲得A*STAR獎學金。迄今，近1400人完成學業歸國，在研究機構從事前沿工作，提升企業研發能力。
未來幾年，我鼓勵更多新加坡人培養“通雙語”能力，精通商業語言和科學技術。充分利用本預算的提升措施，構建新技能。
同時，我們也歡迎全球優秀人才來新加坡。正如鋼鐵磨鍊鋼鐵，強者相互激勵。經濟發展局（EDB）計劃推出全球創始人計劃，吸引更多經驗豐富的全球創始人在新加坡發展有影響力的新企業。
在多元文化社會中成長的新加坡人，具備連線全球思想和人才的橋樑優勢。我們可以共同向最優秀者學習，與最優秀者合作，為後代建設更美好的家園。
議長先生，請允許我用中文說幾句話。
（中文） ：[請參閱本地語演講。] 今年是新加坡獨立60週年。這是我們國家的重要里程碑。60多年來，人民和政府攜手克服諸多挑戰，創造了卓越的經濟奇蹟和和諧的多元文化社會。然而，在全球不確定性加劇、地緣政治緊張升級和貿易保護主義抬頭的背景下，我們如何保持新加坡經濟動力，為人民創造更美好的未來？
科學、技術和創新正以加速的步伐發展，深刻影響國家的戰略實力和經濟發展。各國爭相實現突破並保持領先，競爭態勢日益激烈。與此同時，全球許多研究人員仍願意與他國同行合作，共同應對人類面臨的共同挑戰。
因此，我們將繼續發展新加坡的研究、創新和企業生態系統，加強國際聯絡與合作，鞏固新加坡作為中立、值得信賴的全球-亞洲樞紐地位。這使新加坡能夠與國際夥伴緊密合作，解決諸如人口老齡化和疫情應對等共同科學挑戰。
（英文原文）：在結束之前，請允許我對新加坡60週年（SG60）做簡短的反思。十年前，我擔任新加坡50週年（SG50）指導委員會主席，我們與新加坡人交流，表達他們對新加坡的熱愛和希望。我被我們開國先驅的堅韌精神和青年人的活力所激勵和感動。那時我正在制定我的第一個預算，認真思考如何支援新加坡人應對即將到來的變革浪潮。
即使在十年前的SG50，我們也知道重大變革將會到來。我們投入資源、希望和精力，建設一個有韌性的國家。我們從未想過會遭遇定義一代人的全球大流行病。然而，我們團結一心，共同渡過難關。
今年慶祝SG60的新加坡，比起慶祝SG50時的那個新加坡，更加堅韌、更強大，也更加友善和富有同情心。展望SG70及更遠的未來，我的願望是我們繼續投資於所有新加坡人，無論老少。讓我們投資於使那些為新加坡進步做出巨大貢獻的長者享有健康、充實且富有成效的長壽。
讓我們投資於年輕人，開發他們的全部潛力，培養獨特的人類技能和能力，使他們能在人工智慧、機器人及其他技術進步的世界中茁壯成長。
特別是，讓我們繼續投入時間和精力，深化我們多種族、多宗教、多元文化的社會。如果我們能開闢前進道路，今天的青年將成為寶貴的橋樑建設者，連線全球的思想和人才，共同解決人類面臨的緊迫挑戰。
在一個趨向更大競爭和分裂的世界中，伴隨著科學、技術和創新的快速發展，新加坡人可以發揮橋樑建設者和連線者的重要作用，新加坡也能成為一個值得信賴且中立的全球亞洲技術、創新和企業節點。我們可以一起向最優秀者學習，與最優秀者合作，為未來世代建設更美好的家園。
我相信議會的同事們和所有新加坡人都會支援這一呼籲，在慶祝SG60的同時，攜手邁向未來。[掌聲]
議長：陳雪玲女士。
12點01分
陳雪玲女士（東海岸選區）：議長先生，我們國家今年慶祝獨立60週年。確實，這是一個年輕國家值得驕傲的里程碑，我相信包括我在內的許多新加坡人都懷著喜悅的心情慶祝這一時刻。
作為一個獨立之初幾乎沒有資源的國家，我們幾十年來憑藉決心和奉獻精神，確實積累了豐富的資產。但這條路從未輕鬆。2025年預算明確了關照所有新加坡人的意義，以及我們未來如何共同建設國家。預算宣告中令我印象深刻的一點是以人為本的理念和人才發展。
新加坡長期以來重視投資年輕人，確保他們接受最佳教育和機會，為國家發展貢獻力量。然而，在全球化經濟的複雜環境中，我們必須裝備年輕新加坡人具備必要的技能和經驗，以便在國家間緊張局勢加劇的互聯世界中茁壯成長。
今天，我將重點談談新加坡當前及未來勞動力人才發展方式需要轉變的必要性。
首先，我認為必須與全球企業建立更多戰略合作伙伴關係，並設立新的才發展計劃。通過與跨國公司合作，我們可以建立全球輪崗專案，聘用新加坡人並安排他們在全球不同崗位工作。該計劃將為年輕人才提供寶貴的多元文化、市場和商業實踐的接觸機會，鍛鍊領導能力，拓寬視野。
許多年輕新加坡人渴望在跨國公司工作，因為那裡有全球視野、職業發展機會、有競爭力的薪酬、充滿活力的工作文化和廣泛的人脈網路。通過與跨國公司合作招聘和培訓新加坡人，我們可以幫助年輕人實現抱負，獲得國際經驗，這對未來擔任高階領導職務至關重要。
然而，我們也承認跨國公司不會自動增加新加坡人的招聘。因此，我認為政府需要補貼新加坡人參與全球輪崗專案的費用。這應被視為對本地人才庫的投資，我相信從長遠來看會有回報。
第二，我們需要差異化地看待人才的引進和資源分配以支援其發展。讓我從三個方面詳細說明。
第一，全球人才應更強調本地化。這是一個我認為不僅新加坡面臨的問題。世界許多城市都在應對這一挑戰，發現越來越多有競爭力的人才從海外提供服務。隨著時間推移，如果沒有海外人才實際駐留新加坡，這將對本地勞動力構成巨大威脅。
我們也意識到本地勞動力因低總生育率（TFR）而萎縮，這意味著需要通過更多選項補充各行業的工人。我完全同意副總理王瑞傑剛才的說法。我們需要吸引全球聰明人才，但也要找到方法，讓新加坡成為他所說的橋樑和連線者。
問題是如何最好地實現這一目標，使新加坡人能長期享有平等的優質就業機會，並有機會參與全球舞臺。
以Atos公司為例，這是一家國際資訊科技服務公司，成功實施了與其全球及本地人才管理戰略相符的全球人才政策。該政策的投資已被證明是有效的。
作為數字領域的企業，Atos面臨市場動態變化和人才保留的挑戰。但他們專注於員工技能發展，確保發展路徑和積極的員工體驗，這轉化為積極的客戶體驗，助力業務持續發展。
我們需要類似的框架，鼓勵跨國公司和大型本地企業採取類似方法，激勵人才發展和留用。
接下來，針對跨國公司和本地中小企業（SMEs）調整實施策略。我們致力支援跨國公司和本地中小企業。通過區分就業準證配額和提供有針對性的激勵措施，我們旨在創造一個平衡的生態系統，使兩個部門都能繁榮發展。由經濟發展局（EDB）和企業新加坡聯合發起的Tech@SG計劃支援這一平衡策略，幫助快速成長的本地企業和中小企業獲取關鍵人才。
企業在規模經濟下蓬勃發展；跨國公司為新加坡帶來重要的業務流，不僅在業務規模上，還服務於新加坡以外更廣泛的地區，為中小企業提供商品和服務的自然機會，從而增強新加坡經濟的韌性。
為實現這一實施，我建議考慮以下措施。
一、差異化配額。為跨國公司和中小企業分別設定就業準證配額，對中小企業給予更寬鬆的配額。這樣，中小企業可以在不增加新加坡外籍勞工總數的情況下，僱傭更多有才華的外國人。
二、薪資門檻。提高跨國公司聘用初級外籍專業人員的最低薪資要求。這有助於培養規模可觀的本地勞動力，提升其能力，為公司創造價值，並在機會出現時支援輪崗。
三、技能轉移計劃。鼓勵跨國公司實施技能轉移計劃，要求他們培訓本地員工逐步擔任高階職位。同樣，我們需要具體措施確保政府關聯公司為工藝教育學院（ITE）和理工學院學生提供充足實習機會，同時建立問責機制，確保這些舉措長期成功。
四、人才流向中小企業。並非所有參與全球輪崗專案的人才都會繼續在跨國公司工作。我們應為部分受訓人才創造流向中小企業的通道。他們將帶來寶貴經驗和技能，增強本地企業實力。這種人才流動將惠及個人，也為新加坡整體帶來顯著優勢。
通過培養一批經驗豐富的全球領導者，我們也增強了留住跨國公司的能力。這些領導者具備深刻的國際商業動態理解，更能推動創新、促進經濟增長，確保新加坡長期作為全球商業樞紐。
接下來，關於利用和拓寬人才庫。我想說，每年有超過9,000名青年參加“N”級考試，其中許多學生最終進入工藝教育學院。我們是否考慮過允許學業不太擅長的學生更早入讀工藝教育學院，比如13歲？這將使他們有更長時間進行技能培養，發現適合自身能力的專業領域，有助於未來職業探索。此外，我們可以考慮加強工藝教育學院對技術技能的培養，如果他們能在某些領域表現出色，例如培養跨技能能力，這對未來不可預測的工作環境將非常有價值。
正如我所說，這些舉措需要分階段實施，允許我們根據反饋和結果評估並完善方法。這將確保我們能應對挑戰，做出必要調整，確保實施成功。
最後，健康且成功的職業路徑必須與個人福祉平衡，關注心理健康和工作生活平衡。這是我們建設幸福繁榮社會願景的核心。經濟成功不能保證個人福祉，但為所有新加坡人拓展職業選擇的路徑和機會，將幫助更多人實現夢想，創造更具包容性和凝聚力的社會。
為公民提供多樣化機會，不僅賦能他們發揮潛力，也增強成就感和使命感。當個人感受到支援和重視時，會提升整體幸福感，促進職場更強大、更有韌性的社群。
雖然資源有限，無法解決所有挑戰，但我們應相信投資新加坡人終將獲得回報。我們必須相信每個新加坡人都有能力和責任，應獲得國家所能提供的所有機會。
為了實現未來公平和包容成為國家核心價值，我們需承諾確保所有新加坡人都能平等獲得機會，無論其背景如何。這包括實施公平透明的選拔程式，併為有需要者提供額外支援。這是長期承諾，也是我們有預算盈餘時應重點投資的領域。
議長先生，我看到一個充滿機遇和希望的新加坡未來。我們擁有先輩和當代一代共同建設的眾多資產。這些資產在當今分裂的世界中尤為珍貴。我認為這是難得的福祉，我們應珍惜併為後代儲存和提升。我們的人民是關鍵資產之一。
競爭不可避免，無論本地還是全球。它存在於過去，並將在未來愈發激烈。因此，我主張我們開始強調提供更多成功路徑的目標。通過多元化人才發展策略，從年輕時提供廣泛探索機會，我們旨在減輕壓力，讓個人發現並追求獨特優勢和興趣。
通過投資年輕人才並提供全球視野機會，我們不僅保障他們的未來，也鞏固國家在國際舞臺上的領導地位。
通過投資個人理解並發展必要技能，基於其優勢，我們的勞動力能夠真正踐行持續學習和適應的心態，適應不斷變化的全球環境。隨著時間推移，這將帶來更具創新性、平衡且穩健的經濟，推動公民參與的經濟增長命運。擁有更健康、更快樂的勞動力，我們也期待更和諧、更繁榮的社會。
我敦促政府邁出關鍵一步，拓寬成功定義，讓新加坡人在職業道路上擁有更多選擇，共同確保新加坡在全球舞臺上的持續成功。為此，我支援預算案。
議長：林志明副教授，您有澄清要做嗎？
12點14分
林志明副教授（盛港選區）：謝謝議長，先向副總理王瑞傑做個簡短澄清。我先宣告，我本人是研究人員和學者，通過與自治大學的主要研究員合作，可能受益於國家研究基金。我也想補充，我完全支援增加國家研發支出，過去預算中我也曾呼籲增加。我也認同副總理對全球許多政府削減研發投入的擔憂。
不過，我想向政府呼籲，未來國家研究基金資助的專案能否擴大研究領域，涵蓋非科學、非技術領域，只要這些領域具有廣泛社會適用性。我這裡包括社會科學，以及人文和博雅領域，如設計、語言學、心理學、歷史，當然——我有點自利——經濟學，因為這些領域也能間接促進我們更科技或科學的努力。
別忘了，比如史蒂夫·喬布斯是博雅專業出身，他將蘋果從純科技公司轉變為全球消費生活方式巨頭。阿里巴巴創始人馬雲也是英語專業。
王瑞傑副總理：先生，首先感謝林副教授對研發支出的支援，我很高興聽到這個。
關於他的具體詢問，實際上我們有多種不同的研究資金池支援不同活動。國家研究基金主要負責與科學技術相關的部分。但在科學技術之外，涉及科學技術應用的部分，我們也資助相關研究。例如，在老齡化領域，不僅是生物醫學方面，還有行為方面，比如如何引導人們養成更健康的生活方式和行為。因此，只要緊密相關，我們也會資助這些專案。
同時，還有許多不同的研究資金池。我在教育部時，我們有且仍有不同層級的學術研究基金，由教育部管理。我們有研究評審小組評估提案質量。幾年前，我們還成立了社會科學與人文研究組，專門關注該領域研究。
問題是如何整合這些資源。我建議各位研究人員積極申請，尋找相關資助。我個人呼籲研究人員，雖然有些人喜歡做基礎研究，我們確實資助大量科學基礎研究，但也有很大空間資助和開展可轉化為實際應用、能立即改善人們生活的研究，無論是醫療保健等領域，這也是我提到我們正在努力的重大挑戰之一——健康長壽。
議長：沙拉爾·塔哈先生。
12點18分
沙拉爾·塔哈先生（巴西立-榜鵝選區）：謝謝議長先生。先生，我支援由總理兼財政部長黃循財提出的預算案。該預算在繼承過去預算的基礎上，針對當前挑戰提供即時支援，投資我們的增長，保障新加坡的長期未來，同時保持財政審慎。
議長先生，在我的預算發言中，我將重點關注三個關鍵方面。
首先，讓我們花一點時間反思，這是我們新任總理黃循財和第四代領導團隊的第一個預算案。預算順利進行，沒有任何干擾，這絕非易事。
其次，這種順利的過渡不能被視為理所當然。政治穩定一直是新加坡成功的基石，塑造了我們的經濟增長、社會政策和外交地位。這是我們的“秘密武器”——能夠進行長期規劃、思考，最重要的是執行，同時應對當下的挑戰。
第三，在規劃未來、應對當下挑戰的同時，我們必須保持參與，積極傾聽並迅速適應。瞭解人民的力量至關重要，確保我們不斷完善方法，改進政策，有效應對不斷變化的需求。
議長先生，讓我們花一點時間認可並感激這次順利、穩定且規劃周詳的領導權交接——這在世界許多地方都是罕見的。我們懷著深深的敬意和感激，認可從資深部長李顯龍到總理黃循財的無縫領導交接。這次過渡體現了新加坡治理的標誌——連續性、遠見和穩定。
如果我們觀察周圍的世界，新加坡的政治穩定和成熟的領導權交接是一種異常現象。許多國家在過渡期間面臨不確定性、政治動盪和政策急轉彎，導致投資浪費、進展停滯和公眾信任喪失。
例如，美國在2020年過渡期間經歷了政治動盪，最終導致1月6日國會大廈騷亂，以及各屆政府反覆的政策轉向。一些亞洲國家每換一任領導人，經濟和外交政策就發生劇烈變化，造成不穩定。僅在三個月內，一個亞洲國家就有總統和代理總統被彈劾。英國持續面臨領導層頻繁更替帶來的不穩定，導致貿易、移民和經濟政策的不確定性，尤其是在脫歐後。即使在東南亞國家聯盟（ASEAN）內部，反覆的領導更替也導致政策反覆，如商品及服務稅（GST）的廢除和重新引入，造成經濟不確定性並阻礙長期投資。
相比之下，議長先生，新加坡展示了領導權交接可以做得正確。我們謹慎、深思熟慮的繼任規劃確保了治理的連續性，保持了我們的進步，同時允許必要的演變。
我們對資深部長李顯龍數十年來堅定的領導表示最深切的感謝。我們也全力支援總理黃循財和第四代領導團隊承擔引領新加坡邁向未來的責任。
議長先生，值此新加坡獨立60週年之際，正是反思新加坡成功基礎——政治穩定的好時機。這種穩定是我們經濟增長、社會政策和外交地位的基石。它使我們能夠專注於長期規劃，同時應對當下的挑戰，即使在地緣政治緊張和經濟不確定的環境中。
這是我們必須保護和加強的，以維護引導我們進步的價值觀。因此，議長先生，我很高興這份預算體現了這種連續性和一致性。它在過去預算的基礎上，適應新挑戰，強化我們對建設一個有韌性、面向未來的新加坡的承諾。
在各國紛紛內向發展、企業迴流、減少全球合作的時代，新加坡必須保持領先。預算繼續投資提升我們的全球競爭力，確保新加坡仍是企業和投資者的首選目的地，提升勞動力未來技能，投資創新和技術，特別是人工智慧，正如副總理 Heng 詳細闡述的那樣，以及投資基礎設施以支援長期增長，特別是樟宜機場發展基金和未來能源基金。
本預算為樟宜機場發展基金額外撥款50億新元，強化了我們港口和機場作為戰略國家資產的重要性。將新加坡發展成為領先的航空樞紐不僅僅是擴充套件機場容量。隨著區域機場快速現代化，我們必須提升生產力，加強全球連通性，鞏固新加坡作為頂級旅遊和商務樞紐的地位。
除了機場，我們更廣泛的航空樞紐生態系統必須同步發展。航空維修、修理和運營（MRO）、物流和機場服務等行業對於保持新加坡競爭力至關重要。它們的增長需要協調戰略，整合基礎設施擴充套件、勞動力準備、可持續發展戰略和產業發展。
我們還必須加強新加坡航空、樟宜機場集團、新加坡旅遊局和酒店業等關鍵生態系統參與者之間的合作，提升新加坡作為航空樞紐的價值主張。
迪拜是一個很好的例子。其航空公司、旅遊業和機場運營商戰略性地協同，將該市定位為頂級旅遊目的地。
此外，隨著樟宜機場持續擴充套件，我們如何最佳化東部和東北部地區如羅陽工業區、樟宜商務園、巴西立、榜鵝，特別是榜鵝數字區和實裡達的城市規劃和資源配置，以促進增長並加強新加坡整體航空業？政府的長期路線圖是什麼，以整合這些元素，確保新加坡航空樞紐的競爭力持續到未來？
本預算還為未來能源基金追加50億新元，強化我們對確保低碳、可持續和安全能源未來的承諾。這不僅是對技術的投資，更是對能源安全、經濟韌性和環境責任的投資。關鍵問題是，這筆資金將如何用於深化我們對新加坡替代能源可行性的理解？
要取得實質進展，我們需要加強研究，評估可行的替代能源來源，確保監管準備，準備好治理和實施新的能源解決方案；建立強大的人才儲備，裝備新加坡人應對這一轉型所需的專業知識；並與國際夥伴合作，加速學習和準備，確保我們引領而非跟隨。
更重要的是，我們必須緊迫地從技術探索轉向試點專案，最終實現全面工業部署。我們如何確保新加坡快速轉型，不落後？
我期待在供應委員會（COS）辯論中聽到更多關於全社會方法發展新加坡作為領先航空樞紐和未來能源基金的細節。
第三，在規劃未來時，我們必須保持參與，積極傾聽並保持適應性，以解決當下問題。瞭解人民的脈搏，完善方法，持續改進政策，確保我們共同建設一個更強大、更美好的未來，這是至關重要的。
一個很好的例子是通過U-Save、服務和保養費（S&CC）回扣、氣候券、醫療儲蓄和教育儲蓄補充以及SG60券提供的生活成本支援，這些措施提供了急需的緩解。
一些巴西立居民建議以現金形式領取社群發展理事會（CDC）券，以獲得更大靈活性，包括海外消費。然而，CDC券系統經過精心完善，既幫助了新加坡人，也促進了本地企業，尤其是我們的小型社群商店。我們的攤販，如巴西立第四和第六街溼貨市場的魏女士和Eric分享說，在發放券期間，他們的生意有所增加。
保持本地消費確保支援惠及新加坡人，同時加強小企業和小販，這是我們社群和經濟的重要組成部分。
在我2022年關於新加坡婦女發展白皮書的演講中，我分享了巴西立居民梁女士照顧臥床丈夫的故事。我呼籲進一步增加家庭護理津貼，以更好地支援照顧者。我很高興自那時起，該津貼已從200新元提高到400新元，現在提升至600新元，為像梁女士這樣的照顧者提供了急需的緩解。
預算重申政府致力於建設一個為家庭打造的新加坡，增強對弱勢家庭、長者和殘疾人士的支援。諸如加強版“新起點住房計劃”、提高社會援助（ComCare）標準以及幫助長者健康老齡化的舉措，都是受歡迎的步驟。
然而，退休保障仍是一個關注點，尤其是對於中央公積金（CPF）儲蓄不足的長者。雖然“租賃回購計劃”是長者業主的一個選項，但我們是否應降低無資產長者的社會援助資格標準，特別是那些子女也經濟困難的長者？
關於殘疾人士（PwDs），將“促進就業獎勵”延長至2028年有助於抵消僱傭成本。但我們是否真正推動了特殊需要人士的就業機會？這與勞動力轉型努力相關。雖然“技能未來”補助支援勞動力技能提升，“長者就業獎勵”激勵僱傭年長員工，但在僱傭長者和殘疾人士方面，勞動力轉型仍然緩慢。我們如何超越激勵措施，真正改變職場文化？是否應考慮更強有力的監管措施？還能做些什麼，確保就業包容不僅是政策目標，而是所有新加坡人的現實？
議長先生，請允許我用馬來語作結並結束髮言。
（馬來語）：[請參閱本地語言發言。] 本預算在過去政策基礎上，提供應對當下挑戰的即時支援，投資國家發展，確保新加坡可持續未來，同時保持財政紀律。然而，除了引入的補助、計劃和券之外，我們需要思考三個重要點。
第一，這是黃循財總理和第四代領導團隊領導下的第一個預算。領導權交接順利完成。這一成就非同小可，尤其是當我們看到包括美國在內的其他國家的情況時。
第二，政治穩定對新加坡進步的重要性。許多國家經歷動盪的領導權交接，導致不確定性、政治不穩定和投資浪費。最終，人民承擔後果。政治穩定是新加坡成功的基石。它塑造了我們的經濟增長、社會政策和外交地位。能夠進行長期規劃、思考，最重要的是執行，同時應對當前挑戰，是我們成功的秘訣，我們必須為子孫後代保護它。
最後，我們必須以靈活的方式為未來做準備。在規劃未來時，我們需要繼續傾聽，理解人民的願望，並迅速調整政策。人民、領導者和企業必須共同努力，不斷完善和改進政策，塑造一個更強大、更有韌性的新加坡。只有通過團結和高效領導，我們才能繼續作為一個穩定且成功的國家前進。新加坡，加油！
議長先生：Don Wee先生。
中午12點31分
Don Wee先生（蔡厝港）：議長先生，我支援本預算中提升新加坡競爭力併為未來定位的措施。
新加坡必須繼續引領綠色金融和可持續發展。為此，我敦促政府放寬碳信用交易相關費用的商品及服務稅（GST）進項稅抵扣。購買自願碳信用以管理排放目標的企業將受益於增強的稅收扣除。
此外，我建議對新加坡投資者在海外進行的合格綠色投資所得收益免徵企業稅，類似於對外來源股息的免稅待遇。這將鼓勵更多企業參與全球可持續投資。
向電動出行轉型對我們的可持續目標至關重要。政府能否允許企業對電動車相關費用所產生的GST申請進項稅抵扣？這將支援早期採用並加速車隊轉型。
此外，為減輕中小企業（SMEs）的財務負擔，我建議將額外的配額證書（COEs）供應分配給商用貨車，這將有助於降低運營成本，最終惠及終端使用者。議長先生，我用普通話發言。
（普通話）：[請參閱本地語言發言。] 新加坡企業發展局管理眾多補助和計劃，支援中小企業綠色轉型。然而，這些大多基於報銷模式，導致資本回收存在不確定性。因此，許多中小企業猶豫投資昂貴裝置。
為改善可及性，我建議企業發展局提供預付資金支援，特別是對已通過機構入駐標準的供應商。此外，政府可利用其註冊企業資料，運用人工智慧預先篩選符合條件的中小企業，通知這些企業符合資格並歡迎提交申請。
為進一步鼓勵可持續投資，企業發展局可支援租賃節能裝置，如電動起重機，允許中小企業申報這些費用，而非要求先行購買後申請補助。
中小企業需要有針對性的資金支援，以投資碳定價模型、價值鏈排放管理和脫碳專案。我建議進一步的稅收扣除或共同資助機制，實施期限限定為兩到三年，以評估效果。
我也歡迎政府在2024年擴大能力轉型夥伴關係（PACT）計劃，促進跨國公司與中小企業的更深層次合作。政府能否提供該計劃的利用率資料？我們應從自身做起，鼓勵大型本地採購商，如政府關聯公司（GLCs）和NTUC FairPrice，加入該計劃，幫助其中小企業供應商實現綠色轉型。
可持續發展是中小企業與跨國公司合作的領域。跨國公司作為“蜂后買家”，可引導中小企業滿足全球環境、社會及治理（ESG）標準。目前，ESG報告僅適用於上市公司，但許多國家正要求整個供應鏈遵守可持續性規定。中小企業應開始識別並報告其碳排放。政府如何幫助這些中小企業掌握該領域的商業機會？
去年，我指出重型車輛停車位短缺，司機需額外交通費用。政府能否將空置場所，如閒置學校或裕廊工業區（JTC）用地，改作臨時停車場，或允許重型車輛夜間停放？我理解這需臨時土地使用調整和停車費調整，但有了正確的政策意圖，我相信政府能創造性地解決這些挑戰。
我讚賞政府為月薪低於4000新元的殘疾工人提供20%的工資支援。然而，包容性招聘需要對主管和同事進行額外的職場培訓。為進一步激勵僱主，我建議：一、對採用包容性招聘的企業給予稅收回扣；二、為僱傭殘疾人士的企業提高外勞配額；三、在政府專案投標中為包容性企業加分。
我也敦促教育部為特殊教育學校的學生提供更多教育儲蓄獎學金機會。此外，有多個特殊需要子女的家庭面臨巨大經濟壓力，因一方家長常需停止工作照顧。政府能否為此類家庭提供加強的經濟援助？
（英文）：新加坡企業發展局管理眾多補助和計劃，支援中小企業綠色轉型。然而，這些大多基於報銷模式，導致資本回收存在不確定性。因此，許多中小企業猶豫投資昂貴裝置。
為改善可及性，我建議企業發展局提供預付資金支援，特別是對已通過機構入駐標準的供應商。此外，政府可利用其註冊企業資料，運用人工智慧預先篩選符合條件的中小企業，通知這些企業符合資格並歡迎提交申請。
為進一步鼓勵可持續投資，企業發展局可支援租賃節能裝置，如電動起重機或發電機，允許中小企業申報這些費用，而非要求先行購買。
中小企業需要有針對性的資金支援，以投資碳定價模型、價值鏈排放管理和脫碳專案。我建議進一步的稅收扣除或共同資助機制，實施期限限定為兩到三年，以評估效果。
我也歡迎政府在2024年擴大“能力轉型夥伴計劃”，該計劃促進跨國公司與中小企業之間更深入的合作。政府能否提供該計劃的利用率情況以及可能的改進領域？我們是否也可以鼓勵本地的“蜂后買家”，如職工總會公平價格（NTUC Fairprice）和淡馬錫關聯公司，參與該計劃，幫助關鍵中小企業供應商踏上綠色發展之路？
可持續發展是中小企業、跨國公司以及本地大型企業可以共同努力的領域。這些“蜂后買家”可以引導中小企業達到全球環境、社會及治理（ESG）標準。目前，ESG報告僅適用於上市公司，但許多國家正在要求整個價值鏈的可持續合規。政府可以幫助中小企業現在開始追蹤其排放，以避免未來的貿易壁壘。
去年，我曾指出司機居住地附近重型車輛停車位短缺，迫使公司承擔額外運輸成本。政府能否將空置場所，如閒置學校或裕廊工業區（JTC）用地，改建為臨時停車場，允許司機過夜停車？我理解這需要臨時土地使用調整和停車費調整，但只要有正確的政策意圖，我相信政府能創造性地解決這些挑戰。
我讚賞政府為月薪低於4000新元的殘障工人提供20%的工資支援。然而，包容性招聘還需要對主管及同事進行額外的職場培訓。為進一步激勵僱主，我建議：（a）對採用包容性招聘的企業給予稅收回扣；（b）為僱傭殘障人士的公司提高外勞配額；（c）在政府專案投標中給予包容性企業加分。
我也敦促教育部為在特殊教育（SPED）學校就讀的兒童提供更多教育儲蓄獎學金（Edusave Awards）機會。此外，有多個特殊需要孩子的家庭面臨巨大經濟壓力，因為通常一位家長必須停止工作照顧孩子。政府能否為這類家庭提供更有力的經濟援助？
新加坡有許多針對低收入家庭的社會支援計劃，但資格標準可能複雜。最需要幫助的基層工作者往往缺乏時間、知識或數字渠道來了解這些計劃。同樣，他們可能難以識別合適的提升機會，尤其是在就業和培訓詐騙日益增多的情況下。我敦促政府建立系統框架，主動聯絡並指導這些工作者。鑑於政府掌握家庭收入、教育和職業資料，技能未來（SkillsFuture）可以預先篩選新加坡人，直接推薦符合其需求的認證課程。
總之，議長先生，本預算為新加坡下一階段增長奠定基礎，同時確保企業、工人和家庭獲得所需支援。我強烈支援這些措施，並敦促政府進一步完善稅收政策，擴大中小企業支援，加快可持續發展程序，簡化社會援助的獲取。基於此，我確認支援本預算。
議長：林偉傑博士。
12點42分
林偉傑博士（實龍崗） ：議長先生，我支援本預算。我代表實龍崗集選區居民，感謝政府為所有新加坡人提供慷慨支援，以及這份前瞻性的預算，進一步投資於我們的經濟、基礎設施，最重要的是投資於我們的人民。
預算報告本財政年度（FY）盈餘64億新元，首相將其歸因於企業所得稅徵收好於預期。我們也認可政府去年從一個洗錢集團沒收約30億新元的可嘉努力。此外，2019年1月至2024年6月間，政府共沒收60億新元，涉及刑事及洗錢活動，顯示出打擊金融犯罪的強硬態度。雖然向受害者返還4.16億新元，沒收10億新元歸國家是積極舉措，但據悉大部分資金仍處於調查和司法程序中。
在此背景下，我想問首相：沒收資金是否計入報告的盈餘？
鑑於詐騙對許多新加坡人造成毀滅性影響，有些人甚至失去全部積蓄，這個問題尤為重要。因此，政府是否考慮利用部分沒收資金，為遭受重大損失的新加坡人提供急需的援助和支援？此舉不僅能提供關鍵的經濟救助，也體現政府對受金融犯罪影響公民的同情和支援承諾。
議長先生，接下來我將圍繞三個對新加坡未來至關重要的議題展開：能源韌性、人民韌性和環境韌性。
首先，談談能源韌性。我與許多議員一樣，關注我們對天然氣的高度依賴及探索多元化能源的必要性。事實上，我早在2009年擔任議員第一屆時，就曾談及核能潛力，彼時尚未發生福島核事故。
因此，我特別高興聽到首相在演講中提及部署小型模組化核反應堆（SMRs）的可能性。這些反應堆被認為比傳統核反應堆（如福島）更安全、風險更低。然而，新加坡民眾對安全及反應堆選址仍有合理擔憂。
我提出以下問題：這些SMRs是否會盡可能設在離人口中心較遠的離岸島嶼？或者會否建於花崗岩基岩深處，便於在事故時更好地控制？此外，核反應堆的高資本成本和長建設週期眾所周知。政府預計這些SMRs的成本是多少？計劃如何籌資？
接下來，隨著大選臨近，媒體忙於猜測熱點選區。讓我幫忙——新加坡唯一真正的熱點是實龍崗，那就是我們的實龍崗溫泉！我很高興我在2016年國家發展部（MND）供應委員會辯論中，呼籲政府考慮在國防部（MINDEF）土地上建溫泉公園，最終促成了實龍崗溫泉公園的誕生，為大家提供了休閒空間。
然而，溫泉是自然現象，會因地殼運動而變化、遷移或新生。因此，我希望正在建設的南北走廊高速公路不會對這寶貴資源造成不利影響。此外，幾年前，實龍崗一宿舍運營商報告在其場地發現另一處溫泉。據悉這些宿舍租約不再續簽，土地將重新開發。我敦促政府優先保護該地區可能發現的新溫泉。
實龍崗地下熱能發電的潛力也曾被討論。這是可再生能源的有希望來源，也是多元化能源的寶貴機會。部長能否提供該專案最新進展？具體而言，我想了解地熱勘探的確切位置及其對環境，尤其是現有實龍崗溫泉的潛在影響。
能源韌性的另一個重要元素是太陽能。儘管土地有限，新加坡在將太陽能納入能源結構方面取得了可喜進展。2014年啟動的SolarNova計劃已成功在政府建築、公共住房及關鍵基礎設施部署太陽能板，證明太陽能部署既具成本效益又可規模化。
然而，我們可以且應當做得更多。許多建築和住宅仍有未充分利用的屋頂空間適合安裝太陽能板。我敦促政府進一步激勵並鼓勵這些建築和業主採用太陽能。一個可行方案是將太陽能板安裝要求納入建築建設局（BCA）建築規範，確保所有新建建築為電網貢獻。此外，類似氣候券計劃，政府是否考慮向私人業主提供補助，抵消太陽能板安裝成本？這不僅能加速太陽能普及，也能讓個人直接助力國家可持續發展目標。
現在讓我們關注國家力量的核心：人民。
人民是新加坡最寶貴的資源，我們的適應力和團結是必須維護的標誌。早年，村落精神促進了強烈的社群紐帶。大家庭同住，政府支援有限，依賴地方村社或宗族協會互助。人人相識，社群緊密。
過去60年新加坡快速發展，居住環境發生巨大變化。如今，大多數人住在建屋發展局（HDB）組屋，配備現代設施，由人民協會（PA）下屬居民網路服務。雖然這些網路組織有益的活動，但現實是同層鄰居多年仍可能互不相識。令人痛心的事件，如居民去世數日無人察覺直至異味發現，暴露出現代社會結構的裂痕。
顯然，我們需要創造更多機會，促進鄰里聯絡和紐帶加強。人民協會擅長組織大型社群活動，促進團結並提高數百甚至數千人的意識，但此類活動難以培養緊密鄰里關係。
在實龍崗集選區的金文泰區，我們自2008年起通過組織小規模“樓層派對”應對這一挑戰。這些聚會鼓勵同層鄰居在共享大堂或走廊簡單聚餐交流。效果顯著，鄰里關係蓬勃發展，社群感煥然一新。我們拍攝全樓層合照，鼓勵鄰居交換聯絡方式，認識到緊急時鄰居是第一道支援線。
我們見證了鄰居在緊急時開車送鄰居去醫院、協力撲滅火災（在新加坡民防部隊到達前）、為獨居且行動不便者烹飪並送餐等暖心事蹟。這種強烈的社群精神在新冠疫情等挑戰時期尤為閃耀。
我們必須持續培育人民的韌性，不能聽之任之。我敦促政府加大投資，推動鄰里友好和社群紐帶建設，打造更具韌性和互聯的社會。
最後，我想談談環境韌性這一關鍵議題。我們無可否認正面臨日益不可預測和極端的天氣狀況，且趨勢將更為嚴峻。政府在通過全面政策和舉措增強韌性方面發揮關鍵作用。《可持續新加坡藍圖》和《新加坡綠色計劃2030》制定了雄心勃勃且必要的可持續目標，包括減少碳排放、增加可再生能源使用和促進減廢。最近為所有家庭（包括私人業主）提供氣候券購買節能電器的舉措，是值得讚賞的步驟。
除了國家層面努力，推廣個人行動如“三R”——減少（Reduce）、再用（Reuse）和回收（Recycle）也至關重要。我記得2006年剛入政壇時，每五個組屋才有一個回收箱。雖然鼓勵居民回收，但基礎設施有限是重大挑戰。我在本議院曾倡議增加回收箱和在新組屋設立專用回收槽。金文泰區曾作為環境部試點專案，實施每棟樓設一回收箱，成效顯著，後來推廣至全島。如今，新組屋專案均設有專用回收槽。
基於此進展，我鼓勵有創新想法和熱情投身綠色產業的個人挺身而出。所有利益相關者與政府的協作對實現《新加坡綠色計劃》雄心目標及保障國家環境韌性至關重要。
總之，議長先生，今年我們慶祝新加坡60週年，回顧先驅、獨立和前進三代人的卓越成就。他們奠定了國家基石。讓我們繼承他們的遺志，繼續努力，加強能源、人民和環境等關鍵領域的韌性，為後代創造更光明的未來。
議長：林先生，您可以回到座位。林秀儀女士。
12點55分
林秀儀女士（亞歷山大） ：議長先生，我希望聚焦於為所有人管理成本和資源。我將討論三個關鍵領域：一是預算精準度；二是可負擔性的概念；三是部分弱勢新加坡人面臨的挑戰。
首先，關於預算精準度。正如多位議員指出，財政部（MOF）今年的預算預測明顯不準確。
在上一份預算報告中，政府預計2024財政年度盈餘為7.8億新元。然而，修訂資料表明總運營收入增加了80億新元，從預估的1086億新元升至1166億新元。換言之，80億新元即8000百萬新元，是一個顯著的低估。
首相黃循財將這意外的收入增長主要歸因於企業所得稅徵收增加，但這僅佔不到30億新元。其餘超過50億新元的超額收入包括車輛配額權（COE）溢價增加近19億新元，消費稅（GST）增加12億新元。法定機構、印花稅和個人所得稅也有額外增長。
去年9月，財政年度中期，首相黃循財在回應工人黨議員蔡厖龍的質詢時，重申盈餘預測為7.8億新元。這引發一些疑問：當時是否已意識到與預測的重大偏差？如果是，是否應提供更新估算？如果否，為什麼未能及早發現差異？
先生，COE和GST高於預期反映了新加坡家庭近期承受的經濟壓力。生活必需品價格上漲，尤其是食品，令人擔憂。首相恰當指出，“新加坡人仍在適應這些新的價格現實。有些人不得不勒緊褲腰帶，重新考慮消費習慣，或做出艱難取捨以管理開支。”
雖然外部因素推動通脹，但必須認識到COE和GST是國內政策的結果。僅靠零散的代金券和補貼應對生活成本，可能是本末倒置。
先生，接下來談談可負擔性的定義。政府緩解生活成本壓力和確保公共住房可負擔性的做法值得審視。現有措施暗示新加坡人只能依賴代金券、補貼和資助來應付開支。例如，水電和家庭必需品。依賴回扣和代金券表明，若無此類援助，許多人可能難以負擔基本生活必需品。
在公共住房方面，2023年和2024年大幅增加的住房補貼表明，若無這些補貼，大多數公民難以負擔組屋。
在托兒和教育方面，依賴補貼和費用上限暗示，若無這些干預，普通家庭可能負擔不起相關服務。
2023年，當時的副總理黃循財指出，新加坡夢已不再是關於五個C——現金（Cash）、汽車（Car）、信用卡（Credit card）、公寓（Condominium）和鄉村俱樂部（Country club）；而是關於人生的滿足感、意義和目標。是否意味著五個C如今已不再相關，因為許多人已無法實現？特別是對住房補貼的日益依賴，引發了對未來住房負擔能力的質疑。如今的父母對孩子的住房前景 understandably 感到焦慮。這種對政府轉移支付的依賴引發了對這種支援可持續性的擔憂。
在2月24日《海峽時報》的一篇評論文章中，林麗達教授和彭榮豐教授質疑了這種長期做法。他們指出：“在世界上最富裕的國家之一，基本商品和服務如食品、住宿和公用事業持續需要補貼，表明價格過高，工資過低，導致相當一部分新加坡人難以維持生計。”
先生，這種擔憂不僅限於本議院，也不限於經濟學家。本週早些時候，一位名叫Joe的公眾人士在CNA電視節目中向政府提出了一個非常切中要害的問題：“部長能否向我們保證，政府正在關注生活成本上升，而不僅僅是提供救濟？”
先生，展望未來，我也想知道政府每年將從新加坡人那裡徵收多少稅款來資助這些救濟。價格和救濟是否會無休止地螺旋上升，以“負擔能力”為名？
先生，最後，我想談談支援社會中弱勢群體。值此新加坡獨立60週年之際，反思某些群體面臨的挑戰尤為及時，特別是家庭主婦，她們的財務安全需要關注。目前，公積金（CPF）成員有權自主指定其公積金儲蓄的受益人，甚至可以排除直系親屬。這對通常負責管理家庭、因此自身公積金儲蓄有限的非工作配偶（通常是妻子）構成潛在風險。
對於資源較少的家庭，公積金儲蓄構成員死亡時流動資產的重要部分。根據本月星展銀行對其兩百萬客戶的研究，65歲及以上退休人員依賴公積金資金支付其中位數支出的55%。這凸顯了公積金儲蓄在退休規劃中的重要性。在公積金成員指定非家庭受益人的情況下，倖存配偶及子女可能失去經濟保障。
值得注意的是，在離婚程式中，婚姻期間積累的公積金被視為婚姻財產，需進行分割。法院有權判給非工作配偶工作配偶公積金餘額的重大份額。其原則是，工作配偶之所以能專注於工作，是因為另一方專注於照顧家庭。因此，如果配偶在離婚中獲得認可，更有理由考慮為在婚姻中直至配偶去世的非工作配偶提供保護。
先生，為了保障這些弱勢配偶，我建議修改政策，要求配偶同意任何排除其的公積金指定。可通過規定配偶為此類指定的必要見證人來實施。此舉承認公積金資金為婚姻中的共有資產，確保雙方知曉並同意分配方案。若未獲同意，可設預設條款，將公積金餘額的50%分配給配偶，成員指定適用於剩餘部分。先生，我打算在人力部（MOM）預算辯論中提出此議題，希望該部在辯論中予以考慮。
先生，總結而言，這次預算作為大選前奏，惠及各階層，確保富裕及較弱勢的新加坡人均獲支援。這些措施暫時幫助家庭，但問題在於此類做法的可持續性。我認為必須認真關注我提出的三個領域：提高預算精準度；除救濟外管理生活成本；以及為可能被忽視的弱勢群體提供支援。
議長先生：陳炳輝議員。
下午1時03分
陳炳輝議員（荷蘭-武吉知馬）：議長先生，當前全球局勢動盪，衝突和經濟動盪頻繁登上頭條，新加坡的穩定不僅是優勢，更是我們最大的競爭力。這給予新加坡人對未來的信心，持續吸引投資，創造優質就業，保障繁榮。這種穩定源於良好治理、負責任的財政政策和團結的人民。若想在變局中持續保持穩定，必須繼續做出正確而非僅受歡迎的決策。
當今穩定的最大考驗之一是生活成本上升。作為正華區議員，我親眼見證居民面臨的挑戰。儘管資料顯示通脹有所緩解，價格依然高企，家庭仍感壓力。新加坡人正在調整，勒緊褲腰帶，重新考慮消費習慣。資源有限的家庭為維持生計做出艱難取捨。
因此，我們果斷行動，推出正華區每月1元優惠和“同心計劃”，確保家庭，尤其是資源有限者，能以實惠便捷的方式獲得基本食品和日用品。令人欣慰的是，這些關切反映在2025年預算中，如社群發展理事會（CDC）購物券和LifeSG積分等措施提供及時援助。但短期救濟雖必要，我們也必須解決結構性成本問題，確保生活成本上升不侵蝕新加坡人的生活質量。
政府在學前教育領域採取了大膽結構性舉措。通過限制“錨點”和合作運營商的學前費用，早教變得更負擔得起，補貼後費用與小學費用相當，且包含課後照顧。這是重大進步，確保每個孩子無論背景如何，都能有良好起點。
然而，先生，負擔能力不能以犧牲質量為代價。學前教師在塑造幼兒心智方面發揮關鍵作用，其工作應獲得公平報酬。鑑於費用上限，政府將如何調整對錨點運營商的資助，確保學前教師獲得公平工資並有足夠資源進行專業發展？負擔能力、工資和社會支援在財政管理上交織。由此引出下一點。
有人認為新加坡人的稅負過重，我們有足夠盈餘可減稅。但讓我們澄清事實：新加坡的稅負仍是發達國家中最低之一。與依賴個人所得稅和消費稅的國家不同，我們最大的兩項收入來源是企業稅和淨投資回報貢獻（NIRC）。
正如黃總理在預算演講中所述，新加坡預計2024財年和2025財年將實現預算盈餘。這些數字令人鼓舞，盈餘給予我們信心和資源投資於人民，保障人人擁有優質工作。
現實是，政府支出顯著增加，不僅用於社會和醫療支援，也用於保障新加坡經濟競爭力和應對氣候變化的舉措。今日預算盈餘不意味著明日可肆意揮霍。相反，我們必須保持紀律，專注於為新加坡人帶來實質成果。確保經濟增長轉化為優質就業和實際工資增長，是衡量成功的關鍵。
2023年，我提出關於實際工資增長趨勢和預測的質詢，因深切關心新加坡人的工資是否與生活成本同步增長。幸運的是，2024年新加坡人經歷了與超預期經濟增長同步的實際工資增長。經濟增長必須持續轉化為實際工資增長、優質就業和有意義的機會。但我們如何具體實現？
去年預算演講中，我倡導採用員工持股計劃（ESOP）。ESOP允許員工在達成績效目標後以固定價格購買股份，旨在長期留住關鍵員工。關鍵是，ESOP培養所有權感，提升動力和績效。這也轉化為高實際收入，使員工能積累資產。推廣ESOP可補充2025年預算宣佈的全球創始人計劃。鼓勵全球創始人在新加坡紮根並發展更多新企業時，應確保投資惠及被投資公司的員工。
為促進ESOP採納，應引入ESOP稅收減免，如員工行使股票期權時適用較低所得稅率。這將留住人才，幫助新加坡人增加收入和資產。此舉可配合全球創始人計劃，推動對初創企業的投資，吸引頂尖人才，並讓員工分享資產增值。
但除了ESOP，我們需要綜合多管齊下的方法，維持實際工資增長和有意義的就業創造。首先，必須利用已宣佈的企業成長投資基金和10億新元私募信貸增長基金，納入混合資本解決方案，推動影響力投資。通過將金融工具與企業宗旨和社會影響對齊，支援優先創新、可持續發展和有意義就業的企業。
混合資本結合來自基金會、橋接慈善和影響投資等多元來源的贈款、可回收贈款和股權，釋放額外資金流。為加速推進，經濟發展局（EDB）和國家志願與慈善中心（NVPC）等機構應合作，利用“善公司”框架和認證，開發擴大混合資本部署的專案。
混合資本不僅動員資源，還能降低融資成本，同時提升社會和經濟成果。它強化企業宗旨，促進可持續業務增長，創造有意義的就業機會，確保企業為經濟進步和社會福祉作出貢獻。
第二，必須加強中小企業（SMEs），其僱傭超過70%勞動力。無論是外籍人才還是跨國企業（MNEs），擔憂在於他們與本地求職者和企業競爭。此擔憂僅在零和遊戲中成立。現實是非零和遊戲，存在互補優勢。最大化個人互補優勢意味著政府持續支援技能提升，使新加坡人不斷增強能力，抓住新機遇。
對本地企業而言，需強化企業生態系統及本地企業與跨國企業間的網路效應。這是雙向的。儘管新加坡運營成本高，跨國企業仍承諾留在此地，因相關企業生態系統為其提供高質量供應和專業知識。本地企業可與跨國企業合作創新，創造新產品和服務，並藉助跨國企業網路和推薦實現國際擴充套件。
隨著全球化趨勢向本地化和回岸轉移，跨國企業可能將關鍵製造、研發和企業職能遷出新加坡等樞紐。為增強經濟韌性，應加強本地企業與跨國企業的聯絡和整合。正如一位大型本地企業CEO所言：“跨國企業可能根據全球地緣政治趨勢調整投資重點，但本地企業將永遠存在。這是我們的家園。”
通過培育強大的本地企業，我們能錨定關鍵能力，維持高質量就業，確保新加坡長期經濟穩定。加強本地與外籍員工及本地企業與跨國企業間的互補關係，創造協同效應，推動共同增長。確保合作非零和，而是協作努力，為本地員工和企業帶來更多機會和利益。
第三，必須繼續推進勞動力技能提升。僱主在使員工技能與產業轉型需求對齊中扮演關鍵角色。必須為他們提供更強支援，確保新加坡勞動力保持未來競爭力。技能未來企業信貸計劃的調整，為僱主提供線上錢包抵扣培訓費用，廣受歡迎，解決了現金流痛點。
我呼籲政府審視其他支援計劃，實施類似更新，解決企業轉型中的現金流難題，加快企業轉型並實現包容性。
全國職工總會（NTUC）CTC補助在共同資助僱主主導的提升生產力、崗位重塑和職業發展計劃中發揮了重要作用。技能未來勞動力發展補助進一步加強，通過增加資金支援和簡化申請流程，方便企業投資人才發展。
2023年預算宣佈的就業技能整合者（JSIT）計劃是拼圖中的關鍵一環。作為連線產業、培訓提供者和就業促進夥伴的中介，JSIT確保培訓專案直接符合市場需求。政府能否分享這些計劃如何相輔相成，支援企業和員工適應不斷變化的產業需求和技能要求？
同時，工學結合專案在彌合教育與就業間差距中至關重要。我完全支援技能未來升級計劃下工學結合專案的擴充套件支援，特別是引入兼職長期培訓，滿足兼職技能提升需求。新加坡社會科學大學（SUSS）新城市校區的開放，是另一積極舉措，使在職專業人士更易獲得工學結合機會。
在此，我想詢問政府是否有計劃鼓勵更多僱主提供工學結合安排？有哪些政策可減少工作場所幹擾，同時確保員工提升技能不影響生產力？
通過使勞動力技能提升與僱主轉型需求及產業趨勢對齊，我們使企業和員工能抓住新機遇，推動增長。聚焦增長和營收擴張，確保企業有資源投資人才發展，促進持續學習、創新和工資增長。
第四，必須迎接人工智慧（AI）挑戰，提升企業採納率。新設立的1.5億新元企業計算計劃，將為企業提供AI工具和資源，必將成為提升企業能力的變革者。鑑於AI採納的重要性，我想請教政府，擴大企業計算計劃規模的資源限制有哪些？特別是中小企業，有哪些專案幫助它們利用AI工具？賦能本地企業最大化AI工具使用，將提升整體企業生產力，轉化為新加坡人的持續實際工資增長。
最後，新加坡在研發投入巨大，但需更多努力將研究轉化為即插即用的產業解決方案。我建議加強產業與高等院校（IHLs）合作，在校園內共設研發辦公室。這種整合使學生、研究人員和企業緊密合作，加速創新，確保研究成果應用於實際。
國際上，成功模式展示了此類整合的影響。斯坦福大學與矽谷緊密聯絡，孕育了谷歌和惠普等開創性初創企業；麻省理工學院（MIT）的工業聯絡計劃連線企業與教師和研究人員，確保創新轉化為商業應用。
借鑑這些模式，新加坡可加強產業與高等院校合作，擴大共設研發辦公室，提供更多研究商業化支援，推動企業轉型、經濟增長和為新加坡人創造高質量就業。
議長先生，閣下，最後總結。2025年預算是在政府持續投資於我們的經濟和人民的基礎上制定的。我們能夠在保持個人稅負低於許多發達國家的同時，加深這些承諾。然而，這些投資的真正影響取決於有效的執行。在日益動盪的世界中，新加坡的穩定是我們的基礎，賦予我們信心和信念，使我們能夠落實這些政策，為所有人爭取更美好的未來。
最重要的是，閣下，我們作為新加坡人的團結仍然是我們最大的力量。我在正華親眼見證了這一點，居民們常告訴我，他們寧願讓別人受益於本地援助計劃，如每月的1元優惠和Sama Sama專案。這種無私的互助精神，關心鄰里的精神，正是定義我們作為新加坡人的特質。正是這種集體的社群意識將幫助我們度過任何危機，推動我們邁向更強大的新加坡。議長先生，閣下，我支援預算。
議長先生：梁文韜先生。
下午1時18分
梁文韜先生（非選區議員）：議長先生，閣下，早在2025年預算公佈之前，許多新加坡人就預期政府會慷慨發放補貼，因為今年是選舉年。
事實上，今年將發放約38億新元的特別轉移支付，而2023年和2024年均約為30億新元。
近年來，政府補貼已成為常態。每月監測補貼發放時間表幾乎成了一種全民娛樂，這些時間表也在媒體和組屋電梯大堂公佈。
這真的對我們的社會健康嗎？社交媒體上已經流傳著今天的新“五C”是現金、社群發展理事會代金券、氣候代金券、公積金補充和社群健康援助計劃（CHAS）卡。我相信第一代人民行動黨領導人絕不會允許這種情況發生。
雖然人民行動黨的代金券可能在短期內幫助許多新加坡人應對不斷上漲的生活成本，但它們不足以幫助新加坡人長期應對或解決新加坡的結構性經濟問題。進步新加坡黨（PSP）支援預算中一些短期財政援助，以應對高昂且不斷上漲的生活成本。然而，在過去四次預算辯論中，我們也主張，與其發放短期臨時補貼，不如建立長期永久性計劃，加強對新加坡人的社會支援。
PSP多年來提出的計劃，包括最低生活工資、可負擔住房計劃、由政府支付MediShield和CareShield保費的國家醫療保健計劃，以及照顧者津貼，將為新加坡人創造財務保障，使他們擁有資源追求職業理想、組建家庭和建設更美好生活。
另一方面，SG60代金券將同樣惠及住在高階洋房的億萬富翁和住在一房出租組屋的居民，這真的是財政資源的良好且公平的使用嗎？
正是人民行動黨拼湊的補貼和代金券計劃會助長新加坡人的依賴性，而非PSP的提議。
PSP認識到期望生活成本永遠不漲是不現實的，但我們堅持認為，人民行動黨當前的預算方法以及稅收、儲備和房價政策是新加坡高生活成本的主要驅動因素。早在烏克蘭戰爭和供應鏈中斷之前，新加坡人就已難以應對不斷上漲的生活成本。這是人民行動黨政府造成的持續結構性問題。
政府過去幾年通過消費稅、車輛配額和土地銷售收取了更多收入。這最終會增加新加坡人的生活成本。2022年、2023年和2024年，政府每年比原先估計多收約80億新元收入。2025年會再次如此嗎？
人民行動黨政府一直聲稱財政空間緊張，但如果年復一年盈餘總是比預估更大，那麼政府為何在全球高通脹期間於2023年和2024年提高消費稅，給新加坡人帶來如此多痛苦，確實值得質疑。
去年預算辯論中，當我質疑財政預算精準度時，財政部長黃循財表示，疫情前我們的預算精準度還不錯，疫情後預測準確性下降。財政部長是否期望今年預算精準度更好？還是我們會再次出現比預期更大的盈餘？預算精準度很重要，以便議會和新加坡人清楚瞭解可用財政資源。
去年公共財政動議辯論中，我解釋過，政府每年將淨投資回報貢獻（NIRC）產生的預算盈餘大部分轉入多個捐贈和信託基金，用於長期未來支出。這掩蓋了我們巨大的結構性預算盈餘。今年也發生了類似情況，約200億新元被存放起來。
是否應將如此多的當期資源用於某些專案也值得質疑。例如，政府又將50億新元存入樟宜機場發展基金，儘管多年來我們已投入60億新元。我們認為如此大型基礎設施專案應通過重大基礎設施政府貸款（SINGA）框架融資，以便更好評估專案的商業可行性。
我國財政狀況極為強勁，遠比人民行動黨政府所描繪的更為穩健。
昨日，傅美霞女士聲稱，如果我們像PSP建議的那樣用土地銷售收入來資助開支，新加坡可能面臨類似香港的財政脆弱性。PSP僅建議，如果土地以99年租賃方式出售，收益應按99年分攤入賬。這不太可能造成傅女士所說的財政脆弱性。我提醒傅女士，去年連資政李顯龍都說我們的建議並非不可想象。
田佩玲女士昨日建議應將疫情期間動用的儲備金歸還。她可能未意識到，動用的400億新元已被超過補回，自2020年以來官方外匯儲備通過發行儲備管理政府證券增加了超過2000億新元。
政府的財政狀況強勁，但普通新加坡人的財務狀況較弱。2023年11月，華僑銀行調查發現，越來越少的新加坡人能夠輕鬆支出基本生活以外的開銷。
2020年3月，政府提出了名為“韌性預算”的預算，因為需要增強新加坡人的韌性。經歷了過去五年預算中的社群發展理事會代金券和短期計劃後，新加坡人是否變得更具財務韌性？
根據PSP與許多新加坡人的對話，答案是否定的。因此，PSP認為迫切需要重新構想我們的預算方法和公共政策。我們的目標是賦能新加坡人，使他們無需依賴臨時補貼即可實現財務韌性。我們如何做到？
我們需要更好地利用淨投資回報貢獻和預算資源，惠及新加坡人，使他們真正具備韌性。2025年NIRC約為270億新元。然而，如我之前所述，約80%的NIRC預算資源並未在當年使用，而是存入捐贈和信託基金。
此類基金越來越多。需要對這些基金的使用進行更多審查，因為許多資金短期內不會直接惠及新加坡人。與其將資金存入捐贈基金並用於不創造長期財務保障的特別轉移支付，不如資助PSP的四項主要政策建議。
首先，我們建議在可負擔住房計劃下取消公共住房的土地成本，並在千禧公寓計劃下為年輕新加坡人建造優質出租組屋。我們可以實施可負擔住房計劃而不減少儲備金，這與印德拉妮部長反覆聲稱的不同，但將以以下方式賦能新加坡人。各代新加坡人都將享有可負擔的公共住房。
由於可負擔住房計劃的組屋成本較低，新加坡人無需動用公積金餘額償還組屋貸款。他們將擁有足夠的公積金儲蓄用於退休，無需在退休時降級至更小的組屋。
昨日，郭振輝先生建議我們的計劃會對轉售價值產生下行壓力。這不會發生，因為出售可負擔住房計劃組屋的新加坡人必須連同利息一併償還土地成本給政府。這將維持轉售市場穩定，並允許新加坡人如願升級至私人住宅。郭先生指出，許多居民視其組屋為退休規劃的關鍵支柱。我想指出，是人民行動黨對租賃期遞減問題的無作為威脅了轉售價值和部分新加坡人的退休計劃。PSP的可負擔住房計劃將賦能新加坡人，使他們擺脫此類擔憂。
第二項建議是通過政府支付所有新加坡人的MediShield和CareShield保費，有效建立國家醫療保健計劃。國家醫療保健計劃將以以下方式賦能新加坡人。所有新加坡人在需要住院治療或某些門診治療時，都能享受由國家支付的基本福利，無需擔心未來保險費上漲。新加坡人將擁有更多的醫療儲蓄餘額支付MediShield Life未覆蓋的其他醫療費用，釋放現金用於其他用途。
第三項建議是引入每月2250新元的最低毛工資。我們也支援逐步提高工資，直至中位數工資4500新元。這些政策將賦能低收入新加坡人，使他們比政府的漸進工資模型更快獲得在高生活成本環境下的最低生活標準。新加坡工人在提升技能後也將享有進一步的工資增長。
第四項建議是PSP家庭計劃，重新構想支援家庭的政策。2013年人口白皮書辯論中，資政張志賢表示，“我希望我們的出生率能至少提高到1.4或1.5，這曾是我們不久前的出生率，大約在1990年代末和2000年代初。”我們不確定張資政是否仍抱有此希望，但PSP肯定如此。因此，PSP家庭計劃是一項全社會方法，更好支援組建家庭。
我們最重要的兩項建議是加強版工作分享計劃和照顧者津貼計劃。這些建議將惠及所有父母，包括單親家長。
加強版工作分享計劃將賦能父母選擇彈性工作時間，使他們能留在職場，同時有更多時間照顧孩子。僱主也將受益於保留有子女的員工，並通過政府補貼僱傭更多員工。
照顧者津貼計劃將向全職照顧7歲以下兒童的父母或祖父母每月支付1250新元津貼。這將賦能家庭探索不同的托育安排，強化大家庭紐帶。
議長先生，閣下，總結而言，新加坡人在過去60年努力將新加坡從第三世界建設成第一世界。然而，過去20年許多新加坡人的生活和生計出現了更多問題。
我們不希望成為一個第一世界的新加坡，下一代不得不住在越來越小且相對於收入越來越昂貴的組屋裡。我們不希望成為一個第一世界的新加坡，公共交通只會變得越來越擁擠、昂貴和不可靠。我們不希望成為一個第一世界的新加坡，一小撮精英和外國億萬富翁來此繳納較低稅收，享受大型高階洋房，在鄉村俱樂部打高爾夫，駕駛賓利和蘭博基尼在無擁堵的道路上行駛，而老人和貧困者卻在小販中心賣紙巾。
我們希望新加坡人不再財務壓力重重，能在準備好時組建家庭，自由追求職業和創業，無需擔憂醫療和退休費用，享受充實的退休生活，自願照顧孫輩。這是我們應當努力創造的第一世界新加坡，這就是PSP將為之奮鬥的SG60。
我們敦促新加坡人超越短期思維，夢想比人民行動黨政府更宏大。
儘管有保留，PSP仍將支援2025年預算，為新加坡人提供所需的短期援助，直至長期計劃落實。為了國家，為了人民。
議長先生：任偉林先生。
下午1時37分
任偉林先生（馬西嶺-裕廊西）：議長先生，我今天發言支援2025年預算，意識到作為一個小型開放經濟體我們面臨的諸多挑戰，但隨著我們迎來SG60，我充滿希望。
這個預算的核心是對每位新加坡人的承諾。它將人民置於國家進步的核心。無論全球不確定因素如何，我們重申進步成果必須廣泛惠及新加坡人。這個預算也是我們準備應對更加競爭和分裂的全球格局的體現。
議長先生，顯而易見，我們看到經濟斷層線出現：新的貿易壁壘、聯盟轉變、技術競賽。我們是一個小城邦，但我們拒絕被掩蓋。我們已多次證明，規模是我們的優勢。我們的敏捷性、開放性和韌性是保持我們持續相關的決定性因素。
議長先生，雖然我們小，但我們的抱負從未渺小。讓我分享一個簡短的軼事。
我參加了一個後疫情國際論壇，大國爭奪主導話語權。偶然按字母順序，新加坡坐在一些大國之間——“U”、“R”。當他們爭鬥時，我們默默與其他小國合作，最終為會議帶來連貫和平衡的結果。
這個故事提醒我們，規模不決定我們的相關性。小國確實可以靈活、合作和創新。我們的韌性在於迅速適應、建立信任和倡導基於規則的秩序。當他國動搖或陷入競爭時，我們必須挺身而出，促進真正進步，不僅為自己，也為我們的地區和世界。
議長先生，關於選舉預算有很多討論。事實是，今年是選舉年。正如我們在其他地方看到的，也如我們在本次辯論及議會外所經歷的，激情自然高漲。
激烈辯論是健康民主的一部分。但讓我們記住，塵埃落定時，我們首先必須是新加坡人。我們每個人都肩負著維護和推進國家利益的責任。我們的生存最終取決於國家的團結。無論選舉結果如何，我們必須團結一致，共同努力，邁向更強大、更有凝聚力的未來。正是這種團結推動我們從建國初期的動盪走向今天全球互聯的新加坡。
即便如此，我們不能袖手旁觀。正如總理強調的，我們必須投資於人民和產業，特別是在半導體、生物技術和數字服務等領域，保持經濟機會的前沿。我們不能忘記這個事實——世界將小國視為早餐。我們不能自取其辱。
配合所有這些經濟戰略，我們還必須維護和加強社會基礎，尤其是家庭。我們必須記住，強大而有凝聚力的社會基石是家庭，是婚姻。從最根本意義上講，婚姻是承諾——締結終生紐帶，培養愛、尊重和責任。當夫妻結合時，他們形成穩定家庭的基本單元，而穩定家庭又是繁榮國家的基石。
孩子們在充滿愛意的環境中成長，日常感受愛，價值觀通過關愛成人的持續陪伴傳遞，這種成人彼此合作，就像我們與人民及彼此的關係一樣，孩子們受益最大且最深遠。
同樣重要的是，每個孩子都必須被珍視，絕不能被視為不便的經濟負擔。孩子是我們歡迎進入世界的禮物，每個孩子都擁有無可估量的潛力，不僅對我們的家庭，對穩定社會和強大國家亦然。
當我們的社會肯定每一個孩子的無價價值，無論是在母親腹中還是在教室裡，我們不僅保護了我們的人口未來，也保護了作為一個真正關心國家的道德核心。
預算中的這些措施在兩個關鍵方面體現了這些價值觀。首先，它通過將資源投入研究、創新和勞動力培訓，增強了新加坡的競爭力。其次，同樣非常重要的是，它建立在一個核心原則之上：強大的家庭，建立在堅固的婚姻和有愛護的家庭環境之上，塑造了我們國家的身份。
因此，我對大家庭計劃和LifeSG積分特別感到鼓舞。這些措施為有三個或更多年幼子女的家庭提供了額外的經濟支援。作為四個活潑孩子的父親，我深知雜貨賬單如何迅速增加，鞋子又如何快速磨損。對於低收入家庭來說，這種情況更為明顯。這個預算繼續支援婚姻和為人父母，並肯定我們相信家庭仍然是新加坡生活的錨點。
在地方層面，我們也看到類似的措施生根發芽。例如，在西北社群發展理事會，自2023年以來，小步計劃一直是我們KidSTART家庭的生命線。它為每個年齡在零到六歲之間的孩子提供每年500新元的補助。自啟動以來，我們已向該區的2,069名兒童發放了近130萬新元。
雖然小步計劃是通過慷慨的捐贈資助的，但我敦促政府考慮使國家計劃更加慷慨，並將支援延長至六歲以下至十二歲兒童。讓我們考慮如何最好地支援那些在任何激勵措施出臺之前選擇擁有大家庭的人，這樣他們也能受益，並感受到他們的貢獻沒有被忽視。
在過去的一天半里，許多議員也談到了幫助職業母親的問題。另一方面，我希望我們能夠超越“職業”這一標籤。所有母親都做出了重大貢獻，值得我們的認可和支援。因此，我相信我們可以做得更多。例如，平衡托兒補貼，確保無論母親是就業還是選擇在家照顧孩子，都能獲得同等水平的補貼。每一位母親，每一位父母，都為我們國家的未來做出了不可估量的貢獻，沒有任何母親或父親應因優先考慮家庭而受到懲罰。
現在讓我花點時間談談政策意圖以及對國家治理方式的不同看法。正如我之前所說，激烈的辯論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預料的。但人們總是很容易通過迎合流行情緒和發表誇張言論來搶佔頭條，從而得分。
但我們必須記住，真正的領導力不是通過我們說話的聲音有多大或姿態多麼戲劇化來衡量的。真正的領導力體現在安靜、一貫且堅定地追求真正為新加坡人長期服務的政策上，即使這些政策複雜且難以駕馭。任何人都可以詆譭並聲稱擁有所有答案；但願意忍受艱苦工作，尋找能夠經受時間和風暴考驗的真正解決方案的人卻少之又少。
治理一個國家總是充滿挑戰，在快速變化的全球環境中更是如此。這需要遠見來預見風險，需要謹慎來管理我們的資源，需要勇氣在決策不受歡迎甚至對選舉支援不利時堅持方向。
當我們討論這個預算時，我們不能忘記我們的目標超越了空洞的言辭。我們必須堅定不移地做對新加坡長期未來必要的事情，無論是加強社會支援、投資創新還是確保長期財政可持續性，即使這條路需要政治上的艱難選擇。這才是新加坡領導力的真正考驗。
讓我們不要自欺欺人。以烏克蘭為例。在我們所處的動盪世界中，我不僅認為我們需要神槍手，但神槍手並不能單獨贏得戰爭。我們需要整套預算武器庫，為未來可能到來的風暴做好準備。這就是我們的準備方式。說“現在這就夠了”很容易。但對於一個除了我們寶貴的人力資源幾乎沒有其他資源的國家，我們需要為長期做好準備。
因此，我們不能自滿，因為今天許多國家都被極化和不和撕裂。我們堅定的團結感是保護我們安全的盾牌，也是引導我們前進的指南針。
願這個預算激勵每一位新加坡人在新加坡60週年之際充滿信心地展望未來，知道政府致力於提升生活水平，支援我們的家庭並維護我們的主權。
確實，新加坡60週年提醒我們，開國一代如何克服重重困難。讓我們將同樣的精神帶入下一個篇章，打造一個新加坡繼續成為可能之光的未來。只要我們團結一致，我們就會勝利——正如我們過去六十年所做的那樣。議長先生，我支援這個預算。
議長先生：劉士豪先生。
下午1時48分
劉慶偉先生（盛港）：議長先生，作為本屆議會的最後一個預算案，我認為分享過去四年我觀察到的一些趨勢會很有趣。
不過，首先讓我說出顯而易見的事實：2025財年的預計盈餘68億新元是極其出乎意料的，而這基於2024財年預計盈餘的大幅增加，從去年最初提出的7.8億新元修正為64億新元。
與此形成對比的是，《商業時報》刊登的一篇文章中對新加坡私營部門經濟學家的調查，標題為“2025年預算可能在2024財年盈餘後出現高達66億新元的慷慨赤字”。2024和2025財年合計132億新元的財政盈餘，在去年年底議會的質詢背景下也令人驚訝。
2024年9月，我曾詢問本屆政府當前累計財政狀況的最新情況，財政部長黃循財分享說2024財年仍在進行中，但整體財政狀況估計為7.8億新元。2024和2025財年合計132億新元的財政盈餘，在這兩年向基金和信託基金注資416億新元的背景下也令人驚訝。
我們可以說，這些是為滿足未來實際需求而預留的資源，但這並不減損這兩年內產生的盈餘的重要性。換句話說，為應對新冠疫情動用的儲備約為430億新元。此前曾說我們動用了相當於過去20多年預算盈餘的儲備。我們用了一代人的儲蓄來應對一代人的危機。然而，僅這兩年我們為基金和信託基金預留的額外資源接近420億新元。實際上，過去四年接近720億新元。我們也不能忘記新加坡的會計方式不同於國際標準，如國際貨幣基金組織(IMF)，最顯著的是2024財年土地銷售收入排除在外，金額為250億新元，2025財年估計為194億新元。
高於預期的盈餘也不是最近才出現的現象。2021財年預計赤字110億新元，但最終盈餘19億新元。2022財年預計赤字約30億新元，但最終盈餘17億新元。2023財年預計赤字4億新元，雖然赤字比預期更大，為25億新元，但這是在為“Majulah計劃基金”額外預留75億新元之後，否則2023財年將出現50億新元盈餘。
我不否認不確定性是生活的事實，是的，收入和支出會隨著經濟週期上下波動。議長先生，我所有這些觀察的重點是，如果政府持續收取超過所需的資金，並年復一年地執行鉅額盈餘，就會讓人質疑提高新加坡人稅負的智慧，比如通過提高消費稅及其實施的緊迫性，尤其是在過去幾年許多人面臨高通脹率和生活成本壓力的情況下。
在這方面，去年我談到了結構性變革的重要性，而非一次性補貼。生活成本問題是新加坡人關注的焦點，任何額外支援以應對成本壓力無疑受到許多人的歡迎。今年似乎是代金券之年，無論是社群發展理事會代金券、氣候代金券，還是我們代金券列表中新加入的SG60代金券。
鑑於政府享有創紀錄的盈餘，將這些分享給直接為政府財政做出貢獻的新加坡人是合情合理的。隨著大選臨近，新加坡人自然會對此持懷疑態度，認為這些是與政治週期相關的選舉補貼，而非經濟週期。
因此，我認為，首先，重要的是在我們的體系中建立結構性槓桿，而不是依賴一次性計劃，這些計劃可能被政治化，給公務員系統帶來大量行政成本和資源消耗，並給新加坡人帶來許多不必要的不確定性。
其次，重要的是將資源導向最需要的人，而不是向所有人發放普遍補貼。我相信許多議員都看過一段病毒影片，影片中財政部長黃循財宣佈社群發展理事會代金券的2025年預算演講與陳振聲部長的競選集會演講形成對比，後者優雅地說：“如果我們給每個人一樣——無論貧富——我們怎麼幫助窮人？”
以社群發展理事會代金券計劃為例。雖然我相信許多新加坡人在生活成本危機中歡迎現金補貼，但該計劃已從2020年旨在幫助新加坡低收入家庭分擔生活成本，演變為所有新加坡家庭均有資格獲得相同金額。發放金額多年來也有顯著變化，且該計劃是否會成為永久性計劃，若是，所有家庭是否繼續符合資格，以及代金券的價值將是多少，仍是疑問。
關於個人所得稅，我注意到2025評稅年度引入了相當於應納稅額60%或最高200新元的稅收回扣，類似於2024評稅年度的50%應納稅額回扣，最高200新元，以及2019評稅年度的情況。如果這成為年度預算的常規特徵，這將有效提高當前首2000新元應納稅收入的免稅門檻。然而，這一措施作為SG60方案的一部分被放棄。與其採用逐步回扣，我們更應提高邊際居民個人所得稅的底層稅率區間，並隨著時間推移提高首2萬新元應納稅收入的免稅門檻以反映通脹。這是我在2022年的質詢中提出的，也是在去年預算演講中提到的。尤其是根據我的估計，近80%的居民納稅人只會獲得200新元的稅收回扣上限，這聽起來並不像60%回扣的表面數字那麼慷慨。
接下來，我想重點談談政府如何實施結構性改革以增強新加坡人的退休保障，這是我經常提出的問題，隨著我們社會快速老齡化，這一問題將變得更加重要。這也是我反覆懇請政府採取緊急行動的議題，因為政府的不作為帶來了巨大的機會成本。
退休前應如何儲蓄？一份最近的星展銀行報告根據個人的消費習慣和生活方式提供了幾個大致數字。例如，生活保守、每月開銷1600新元的退休者，退休時需要約55萬新元儲蓄。另一方面，若退休者希望享受每月4000新元的理想生活方式，則需要約130萬新元的退休儲蓄。與此同時，追求均衡生活方式、每月開銷2800新元的人則需積累約95萬新元的退休儲蓄。
無論偏好何種生活方式，我相信大多數新加坡人都希望在退休時輕鬆享受生活。然而，許多新加坡人在積累足夠的退休儲蓄方面面臨困難。根據2024年華僑銀行（OCBC）的一項調查，只有35%的受訪新加坡人退休計劃進展順利，只有60%的受訪者正在制定退休計劃。這主要歸因於財務困難，如家庭開支增加和債務償還，阻礙了他們為退休儲蓄。
在最近的一次議會答覆中，人力部長還指出，52%的公積金成員的綜合公積金餘額至少有6萬新元。若僅考慮活躍公積金成員，這一比例升至74%。我相信大家都會同意，6萬新元是一個非常低的門檻。雖然我一直反覆強調這一點，但我希望我們能緊急實施“終身退休投資計劃”（LRIS），該計劃早在2016年就已被政府接受。這也是我在過去四年中每年都重複提出的建議，以更好地支援新加坡人的退休需求。
當然，公積金回報由政府擔保，但在當今環境下是否足夠？是的，公積金成員今天可以通過公積金投資計劃提升回報，該計劃允許成員將普通賬戶（OA）和特別賬戶（SA）餘額投資於外部提供商的多種投資產品。
但我們能否假設每個人都有信心和能力做出明智的投資決策？因此，我對《聯合早報》最近對財政部長黃循財的採訪非常感興趣，他也指出政府已研究該計劃一段時間，並引用他說：“挑戰是，這樣的基金能否產生比政府已經提供的非常慷慨的無風險保證回報更好的回報？而且它是否仍會有一定波動性，使公積金成員在退休時面臨金融市場風險？”對此，我有三個簡單的回答。
第一，這一問題大約十年前已由公積金諮詢小組廣泛研究，他們在我看來提出了經過深思熟慮的解決方案，即LRIS。
第二，想想十年後新加坡人退休資金的差異。若當時實施該計劃，例如，Endowas，一家獲公積金投資計劃批准的投資諮詢公司，在廣告中指出，從2014年到2024年，“我們預計80:20股票與債券組合的年潛在回報率為7.99%，而如果資金留在公積金普通賬戶，年利率僅為2.5%。”
第三，如果政府不相信我們的投資實體，無論是淡馬錫還是新加坡政府投資公司（GIC），長期能產生比公積金回報更好的風險調整回報，那麼我們就有大麻煩，國家投資回報委員會（NIRC）框架應當被徹底重新審視。
因此，我希望政府意識到，拖延越久，機會成本和對新加坡人退休儲蓄的實際損失就越大。
最後，讓我談談不平等問題。我相信當今社會最深層的分裂不是基於種族、語言或宗教，而是基於社會經濟地位。如果我們不採取協調一致的努力正面解決這一問題，就像我們處理種族和宗教和諧一樣，這些分裂只會隨著時間加深。
在2025年預算宣告中，財政部長黃循財提到，政府稅收和轉移後收入不平等處於2000年以來的最低水平。確實，如果以基尼係數衡量，考慮政府轉移和稅收後，收入不平等似乎呈下降趨勢。然而，這主要是基於各種短期和一次性轉移，如消費稅保障計劃、社群發展理事會代金券和其他臨時補助。這些措施是否可持續並預計持續存在？
此外，關於中位數和平均家庭收入多年來的增長，有許多值得關注的統計資料，我希望從新加坡統計局最新發布的關鍵家庭收入趨勢報告中強調幾項。
自新加坡推出進步工資模式（Progressive Wage Model）以來已有十多年，該模式相當於我們的最低工資，即本地合格薪金（Local Qualifying Salary，LQS），但仍有相當數量的家庭的家庭收入低於2022年研究估算的每名工人平均生活工資每月2,990新元的等值水平。撇開沒有就業人員的家庭（這可能包括退休人員），估計仍有約17,600個家庭每月收入低於1,000新元，61,500個家庭每月收入在1,000至1,999新元之間，57,100個家庭每月收入在2,000至2,999新元之間。
根據當前的平均家庭規模，這部分本地居民人數接近50萬人。我們真的能說所有新加坡人都能足夠支付他們的基本生活需求嗎？
讓我們也對比另一端的情況。從2014年到2024年，新加坡居民家庭總數增長了近263,000戶，從2014年的120萬戶增至2024年的146萬戶。當我們按月家庭就業收入細分這段時間的增長時，收入在20,000新元及以上的家庭收入組增長最大，從2014年到2024年增加了近158,000戶，遠遠超過其他任何收入組。
基尼係數背後隱藏著一個分層的現實，我們看到社會中收入和財富差距正在擴大。因此，除了收入不平等之外，我們還必須解決近年來擴大的財富不平等問題。根據2024年瑞銀（UBS）報告，在報告涵蓋的29個主要國家中，新加坡從2008年到2023年的財富不平等增長最高，增加了近23%。引用同一報告的話，在平均財富增長遠超中位數增長的市場，如新加坡，財富增長的大部分似乎惠及了高收入階層。
即使我們歡迎家族辦公室和高淨值個人來到新加坡，我們也必須探索更大膽的政策，例如更強有力的最低工資框架、進一步提升工資補貼以及更積極的持續再分配措施。我們還應研究財富稅如何在縮小差距和確保資源更公平分配方面發揮更大作用。
除了收入和財富，我們還必須關注其他形式的不平等：教育機會、就業機會和社會流動性。雖然我們已採取措施改善教育系統的包容性，但必須做更多工作，確保每個孩子，無論背景如何，都有公平的成功機會。這應從小學階段開始，在小學入學安排中，父母身份和所就讀學校不應像現在這樣成為決定因素。請允許我用中文結束髮言，議長先生。
（中文）：【請參閱本地語言發言。】首先，當政府年復一年持續徵收超過支出的稅收併產生大量預算盈餘時，新加坡人不禁質疑在高通脹和生活成本高企期間提高消費稅（GST）等稅收的智慧和緊迫性。
其次，我希望政府能對我們的公積金（CPF）制度進行結構性改革。許多新加坡人深切關心他們是否有足夠的退休資金。鑑於我們社會快速老齡化，這一問題將變得越來越重要。我希望我們能加快實施政府於2016年首次接受的終身退休投資計劃（Lifetime Retirement Investment Scheme，LRIS），讓那些渴望更高投資回報但缺乏金融知識的新加坡人參與其中。
最後，我認為當今社會最嚴重的分裂不是基於種族、語言或宗教，而是基於社會經濟地位。我希望我們能正視這一問題，探索更大膽的政策，如加強最低工資框架、進一步改善工資補貼以及持續實施更積極的再分配措施。否則，這種分裂將隨著時間加深。
議長先生：李馬克先生。
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李馬克先生（提名議員）：議長先生，1939年，世界處於混亂邊緣，國家紛紛退回保護主義，設定貿易壁壘，全球經濟分裂。1930年的斯穆特-霍利關稅法案引發貿易戰，導致全球貿易崩潰。企業面臨不確定性，供應鏈中斷，進入外國市場變得越來越困難。缺乏國際合作使經濟易受衝擊。
快進到2025年，情況驚人相似。雖然未處於戰爭邊緣，但世界同樣分裂，保護主義抬頭，經濟民族主義興起，對多邊機構缺乏信任。企業必須應對外部挑戰和土地、人力及碳排放的國內限制。這些逆風凸顯了韌性、適應性和抓住新機遇的準備的重要性。2025年預算提供了關鍵路線圖，推出措施以加強經濟基礎，提升企業和勞動力能力。
最近新加坡工商聯合會（SBF）的一項快速調查顯示，八成商業領袖對預算表示滿意，七成對新加坡商業環境的信心增強。我們也欣慰地看到，許多來自商業界的建議，包括SBF關於商業競爭力的行動倡議（AfA）和與普華永道新加坡合作的預算前建議，已被納入預算。企業感到政府支援他們，並重申長期經濟增長的重要性。
2025年預算的一個重點是確保支援不僅惠及大型企業，也惠及面臨全球不確定性、國內成本和人力壓力及轉型需求的中小企業（SMEs）。為它們配備合適的工具和資源對其生存和發展至關重要。
技能未來企業信用（SkillsFuture Enterprise Credit）的增強，現採用錢包系統而非報銷模式，體現了政府對中小企業現金流關注的響應。這一實用調整將大大惠及小型企業。我同意議會其他議員的看法，其他政府計劃也應審視採用類似有利現金流的模式，以更好支援中小企業。
50%企業所得稅回扣，最高限額為40,000新元，為各類企業提供即時減負，而最低2,000新元現金支付為面臨成本壓力的小企業提供關鍵現金流支援。
新推出的社群發展理事會（CDC）代金券和SG60代金券將惠及家庭，促進社群企業和本地零售商，可能推動國內零售銷售，尤其是在許多中小企業運營的地區。
除即時成本支援外，1.5億新元的企業計算計劃將幫助中小企業利用人工智慧和數字工具，提高生產力和競爭力。
市場準備援助（Market Readiness Assistance）補助計劃的延長也將支援中小企業拓展海外市場，鑑於國內市場限制，這一點尤為必要。
可持續發展也是重點，向綠色經濟轉型為創新和增長開闢新途徑。重型車輛零排放計劃和電動重型車輛充電器補助將降低向清潔車輛過渡的成本。
然而，為最大化這些計劃的影響，中小企業必須能夠輕鬆獲得支援。簡化申請流程和提供更清晰的指導至關重要。我鼓勵政府繼續與行業協會和商會合作，簡化訪問和諮詢支援。同時，企業應積極利用新加坡工商聯合會等組織提供的資源，這些組織在管理部分計劃中發揮關鍵作用。
議長先生，新加坡面臨嚴峻的人口結構挑戰，勞動力老齡化和外籍勞工限制。企業因此必須充分利用年長員工這一寶貴資源。我強烈支援將高階就業補貼（Senior Employment Credit）和支援就業補貼（Enabling Employment Credit）延長至2026年，這在短期內減輕企業成本負擔。
但長期解決方案不僅僅是臨時工資補貼。我們需要工作重新設計和職場轉型，以充分發揮年長員工的經驗和能力。
計劃提高55至65歲工人的公積金繳納率對退休保障必要，但對企業構成成本壓力。雖然公積金過渡補貼（CPF Transition Offset）提供緩解，但企業最終將承擔更高繳費和醫療成本的全部影響。
企業認識到年長員工帶來數十年的經驗、機構知識和指導能力。但要釋放他們的價值，我們需要根本改變他們的工作結構。這就是即將成立的三方高階就業工作組的重要性所在。它必須超越財政激勵，解決工作重新設計和職場轉型的根本問題。我想為工作組推薦幾個重點領域。
首先，靈活工作安排必須成為年長員工的常態。許多年長員工希望繼續活躍於職場，但僵化的工作結構阻礙了他們的有效參與。因此，我們需要更多的工作共享、混合工作模式、錯峰工作時間和兼職崗位，讓年長員工在不過度勞累的情況下保持生產力。
第二，工作重新設計必須成為優先事項。技能需求快速變化，年長員工雖有寶貴經驗，但必須具備保持相關性的能力。應擴大增強培訓支援計劃（Enhanced Training Support Package），提供實用的數字和技術技能提升，幫助年長員工轉型到體力要求較低但仍能發揮專長的崗位。
第三，企業需要更明確的行業特定指導，瞭解如何有效整合年長員工。不同產業需求不同，應制定行業策略。在知識密集型行業，年長員工可指導年輕員工，提供風險管理和繼任規劃等諮詢。在服務業，他們的經驗和人際交往能力使其適合客戶服務崗位。在技術領域，他們可專注於質量保證、培訓和監督。
同時，我敦促企業，尤其是中小企業，將年長員工視為機遇，而非僅是必要。面對人力短缺，年長員工提供穩定性、知識和指導，是寶貴且未充分利用的資源。
除了年長員工，我也歡迎預算中對殘疾人士（PwDs）從學校過渡到職場的增強支援。像年長員工一樣，殘疾人士代表了一個未充分利用的人才庫。擁抱包容性的公司不僅能受益於多元視角，還能打造更具韌性和創新力的團隊。但僅包容年長員工和殘疾人士還不夠。企業還必須為技術帶來的巨大變革做好準備。
技術變革速度快，正在重塑產業，使技能過時成為日益嚴重的問題，不僅影響基層員工，也影響專業人士。人工智慧和自動化重新定義崗位，迫使企業重新評估人力資本的價值。
企業轉型和勞動力轉型必須同步進行。採用新技術的企業需要具備相應技能的員工，員工提升能力也需要崗位充分利用這些技能。缺乏這種匹配，人才將被低估或被替代。
技能未來勞動力發展補助（SkillsFuture Workforce Development Grant）是正確方向，但其實施可進一步最佳化以提升效果。不應僅側重於高等教育機構的正規課程，應加強對職場培訓的支援，使技能能立即應用，培訓直接滿足企業需求。
去年，我向教育部提議引入技能未來課程分類框架，設立流動指數（Mobility Index），衡量技能提升跨行業職業前景的能力，以及產業熱度指數（Industrial Heat Index），跟蹤熱門行業需求。該框架可與行業協會和商會合作開發，幫助員工做出明智的培訓選擇，引導企業投資相關技能發展。我敦促教育部重新審視該提案，並將其納入MySkillsFuture門戶。
另一項改進是提高未來相關技能的定向補貼。高需求未來技能領域的課程應獲得更高補貼，甚至對政府認定需再培訓的特定員工群體（如中年轉職者、萎縮行業員工、年長員工或殘疾人士）提供全額補貼。還應考慮分級補貼模式，首批學員完成課程並達到高通過率可獲全額資助，既鼓勵參與又確保問責。
除了開發本地勞動力，我們還必須認識到外籍勞工在維持企業運營和經濟增長中的關鍵作用。新加坡一直通過開放全球人才而繁榮，這必須繼續作為經濟戰略的支柱。全球創始人計劃（Global Founder Programme）和海外網路與專才通行證（ONE Pass）體現了吸引頂尖人才推動生物科學、醫療技術和半導體等關鍵領域創新和增長的明確認識。全球創始人計劃鼓勵經驗豐富的創業者、運營者和創新者在新加坡設立新企業，助力打造更具全球競爭力的初創企業和企業群體。ONE Pass確保新加坡繼續成為高技能專業人士的首選目的地，確保維持競爭優勢所需的專業知識。
然而，同樣重要的是調整和跟蹤向本地勞動力和企業的技能轉移和創新，提升本地能力，緩解新加坡人對外籍專業人士在經濟中角色的擔憂。我敦促政府繼續努力。
在推動這些高增長領域的同時，我們還必須解決製造業等基礎行業技能和半技能工人短缺的問題，這些行業支撐著先進產業。為此，我提出四項外籍勞工政策的改進建議。
第一，擴大非傳統來源職業清單，特別是製造業，允許企業招聘更高技能的工作準證持有者，擔任難以本地化的專業崗位。
第二，擴大工作準證持有者的非傳統來源國名單，以應對傳統來源國如馬來西亞和中國勞動力供應減少的問題。
第三，擴大對轉型企業的傳統支援，如有條件地提高外勞依賴比率上限，延長戰略經濟優先人力計劃（Manpower for Strategic Economic Priorities Scheme）的支援期限。
最後，我們必須引入更大靈活性，允許外勞跨企業調配，尤其是技能和半技能崗位。現有人力限制阻礙企業最佳化外勞配置，即使有明確經濟理由。政府可考慮試點跨行業多數股權實體間的調配，允許企業將勞動力重新分配至最需要的地方。同時，促進供應鏈合作或生態系統叢集內有戰略合同關係的企業間人員流動，將使企業更有效共享人力資源。
這些建議的改進不會削弱政府推動勞動力本地化的總體目標，反而幫助企業更好利用現有資源，避免不必要的瓶頸，保持競爭力。
議長先生，儘管人力仍是關鍵挑戰，企業還面臨土地成本上升帶來的重大壓力。雖然2025年預算未宣佈具體措施應對，但確保工業用地政策繼續支援企業競爭力至關重要。
基於我們關於商業競爭力的行動倡議報告，我繼續敦促政府考慮延長工業用地租賃期限，更好反映開發和資本投資攤銷所需的長週期。此外，更靈活的租賃續約結構，如對投資生產力的企業提供更長續約期，或對經濟貢獻顯著的企業實行滾動續約，可為企業，尤其是中小企業，提供長期投資的更大確定性。這些調整將有助於緩解土地成本上升的影響，支援企業持續增長和轉型。
議長先生，沒有什麼比資金更能激勵商業界了。對生產力、研發、樟宜機場發展和未來能源專項資金的140億新元追加撥款令人振奮，將助力新加坡進一步鞏固全球樞紐地位，克服能源限制。
然而，讓我們也確保我們的中小企業能夠從這些投資中受益。我建議鼓勵獲得部分投資的大型企業和政府關聯公司通過“能力轉型夥伴計劃”等舉措與中小企業合作，幫助擴散能力並在我們的商業生態系統中創造機會。
最後，10億新元的私人信貸增長基金多樣化了融資選擇，特別是為缺乏傳統抵押品或業績記錄的企業提供耐心資本和替代融資方案，以支援高增長企業。我敦促政府考慮與私營部門合作管理這些基金，以便有效部署資金，支援大型本地企業以及我們的中小企業生態系統。
議長先生，我想以著名經濟學家約翰·梅納德·凱恩斯的一句話結束。他曾說：“人類的政治問題是將三件事結合起來：經濟效率、社會正義和個人自由。”
一個好的預算不僅僅是電子表格上的數字。它是我們優先事項的宣告，是我們價值觀的反映，也是對未來的承諾。我不是政治家，也不理解選舉預算和非選舉預算的區別。但我知道的是：一個好的預算必須在財政上負責任、包容且面向未來。
2025年預算滿足所有正確的條件。它審慎而不限制，支援而不過度，戰略而不短視。它在需要時提供即時救助，投資於長期競爭力，並確保新加坡保持強大、有韌性，準備迎接未來挑戰。最重要的是，它做到這一切而不損害未來幾代人的穩定。
議長先生，閣下，這正是新加坡所需要的預算，不僅僅是今年，不僅僅是下一次選舉，而是未來幾十年。讓我們擁抱它，付諸行動，共同建設一個在新加坡建國60週年之後依然繁榮的新加坡。我支援這份預算。
議長：秩序。我建議現在休會。我宣佈休會，下午2時45分繼續主持會議。
會議因此休會
下午2時25分至2時45分。
會議於下午2時45分恢復。
[副議長（陳順娘女士）主持]
年度預算陳述辯論
[(程式文本)辯論繼續。(程式文本)]
副議長：秩序。費薩爾·馬納普先生。
下午2時45分
穆罕默德·費薩爾·賓·阿卜杜勒·馬納普先生（阿裕尼選區）：女士，首先讓我肯定製定2025年預算時所付出的深思熟慮和努力。
世界日益複雜，全球發展對新加坡必然產生重大影響，鑑於我們依賴國際貿易和投資。我對諸如增加“關懷援助計劃”(ComCare)的援助水平和“漸進式工資補貼計劃”(Progressive Wage Credit Scheme)下政府支援的提議感到欣慰。同時，我再次敦促新加坡政府審視引入法定最低工資的必要性，以確保新加坡最低收入者能夠更好地應對生活成本上漲。
女士，新加坡人是務實的民族。他們總是首先關心溫飽問題。過去幾年，生活成本的上升讓所有新加坡人感受尤深。新加坡政府對此也有認識，因此宣佈了諸如社群發展理事會(CDC)購物券、U-Save回扣等措施。
不過，我注意到彭博社於2025年2月22日報道，Milieu Insight對1002名新加坡人進行的民調顯示，55%的受訪者認為這些措施不足以幫助他們應對生活成本上漲。我知道前年進行的類似民調情況更糟，62%的人認為支援措施不足。
綜合來看，顯然新加坡人希望政府超越單純發放補貼，考慮對現有計劃進行結構性調整，以保持生活成本對所有新加坡人都負擔得起。
我的工人黨同僚們此前在本院提出過多項建議——最著名的是我們提出動議，呼籲政府審視政策，以減輕新加坡人及其家庭的生活成本壓力。
女士，今天我想關注新加坡中產階級的困境；他們有時被稱為“夾心階層”，因為他們收入過高，不符合大部分社會援助資格，但收入又不足以擁有顯著的經濟緩衝，應對生活中的各種考驗，可能會影響他們的人生旅程。這個群體中還有一個特定子集，按年齡劃分，他們處於一個尷尬的位置，既要承擔照顧年邁父母的責任，也要撫養年幼子女。
女士，我選區加基武吉和阿裕尼集選區的居民曾向我求助。例如，一位居民因其兄弟的保險索賠問題需要法律援助。他被法律援助局認定不符合援助資格，但聘請律師的費用對他和家人來說負擔沉重。另一位居民告訴我，因為其家庭收入未達到經濟狀況測試門檻，他的母親不符合醫療基金(MediFund)計劃資格。
他將自己與一位親戚作比較，後者的年邁母親住在租賃組屋並獲得醫療基金援助，儘管該親戚經濟狀況比他更好。他感嘆說，由於母親與他同住並由他照顧，他感覺因孝順而受到懲罰。
在這種情況下，新加坡中產階級就像夾心麵包沒有夾心。他們面臨的選擇既不令人滿意，也不令人愉快。
女士，我理解我們不能把國家財政當作無底洞。必須做出權衡，援助應指向最需要的地方。我也承認我舉的例子可能不代表整體情況。即便如此，當此類情況出現時，我希望相關機構能靈活處理，更全面地審視申請者的援助資格。
女士，我接下來要談的是就業問題。應對生活成本的能力不僅取決於商品和服務的價格，還取決於支付能力。《海峽時報》2025年2月8日報道了幾位新加坡人遭遇就業中斷的經歷。
報道指出，居民失業率和長期失業率仍然較低，失業者放棄找工作的比例也處於低點。接受採訪的經濟學家指出，儘管如此，新加坡人存在就業不穩定的合理原因。裁員訊息、合同工增多、技術變革帶來的衝擊是導致就業不安全感的因素。
女士，我注意到總理宣佈加強“技能未來”(SkillsFuture)和“工作技能支援”(Workfare Skills Support)計劃下的再培訓和技能提升支援。我並不反對勞動力需適應市場需求並接受培訓的觀點，但我認為我們需要採取更積極的措施。
2025年1月釋出的畢業生就業調查結果顯示，五所本地理工學院畢業生的就業率為54.6%，低於2023年的60%和2022年的59%。針對大學畢業生的類似調查顯示，就業率從上一年的84.1%降至79.5%。這些資料令人擔憂，如果未來幾年持續下降，將加劇新加坡人，尤其是新入職場者的就業不安全感。
我呼籲政府考慮為僱傭超過依賴比率要求的新加坡人的企業提供激勵措施。激勵可包括稅收減免、政府收費減免或優先獲得國家激勵。相關地，政府在吸引全球企業投資新加坡的同時，也應鼓勵這些企業參與培養和發展本地勞動力。
總體而言，女士，我關心的是新加坡中產階級所承受的心理負擔。議員們應記得2024年2月通過的心理健康與福祉動議。政府也承認心理健康的重要性，並宣佈了多項應對措施。今天我強調了兩個影響新加坡中產階級的問題，希望能引起更多關注，以便更好理解他們的憂慮並採取措施。
副議長：納迪婭·薩姆丁女士。
下午2時53分
納迪婭·艾哈邁德·薩姆丁女士（宏茂橋選區）：女士，請用馬來語發言。
（馬來語）：[請參見方言發言。]在2025年預算演講中，總理提醒我們，60年前我國經歷了相當艱難的挑戰。那時，如果不在社會中建立秩序和效率，我們無法抵禦複雜的全球環境。
如今人們想到新加坡，通常會聯想到什麼？乾淨的街道、安全的城市、嚴格的法律和穩定的國家體系。短短60年，我們已轉變為現代大都會。今天人們的夢想、抱負和選擇將塑造未來60年的國家。
面對未來，我想強調兩點。首先，我們必須確保新加坡繼續是一個人人都有夢想並獲得支援實現夢想的國家。其次，我們還必須形成新的社會契約。這種精神應慶祝社會差異，並進一步加強各社群間的紐帶，正如我們的先驅們當年共同建設國家時所做的那樣。
（英語）：女士，60年前，很難想象新加坡會成為今天的城市。這個國家是建立在先驅們在充滿挑戰的世界秩序中做出的夢想和務實選擇之上的。
今天，我們面臨新的動盪時期。如果沒有在社會中建立秩序和效率，我們無法在混亂中生存。
當人們想到今天的新加坡，會想到什麼畫面？乾淨的街道、安全的城市、嚴格的法律、穩定的體系，但是什麼樣的夢想、抱負和選擇將構建我們的下一個篇章？我將提出兩點。
我們必須確保繼續成為一個充滿希望機會、無限可能和沒有人被落下的未來的新加坡。我們必須培養新的社會契約——歡迎多樣性，加強各社群間的紐帶，無論多麼不同，就像我們的先驅們共同建設這個國家時那樣。
今天，隨著技術創新使生活更美好，我們的壽命更長。在預算陳述中，總理談到我們以強勁的姿態結束2024年。經濟增長，新加坡人普遍獲得超過通脹的工資增長，政府稅收和轉移支付後的收入不平等處於2000年以來最低水平。但在咖啡店和網路上，一些情緒表明生活感覺並非如此。統計資料和指數無法完全反映。
新加坡人繼續感受到物價上漲的壓力，學生和工人中存在壓力流行，日常生活似乎缺乏樂趣。新加坡夢的承諾似乎遙不可及。隨著第四代領導班子的交接，我希望看到新的活力，在全球力量競爭中保持謹慎樂觀，打造新加坡夢4.0版本，讓人民能以自己的標準定義成功，讓新加坡容納多種生活和成功模式，為每個人提供空間；讓我們發揮優勢，而不是被社會對弱點的看法所束縛。
並非每個人的人生起點相同，但提供量身定製、及時滿足需求的支援至關重要，必須成為我們設計計劃的核心。
以大家庭的夢想為例。對一些新加坡年輕夫婦來說，由於養育孩子的成本，這個夢想顯得遙不可及。每位父母都希望給孩子最好的。平衡工作、育兒和維持家庭的壓力，有時讓年輕夫婦不敢擴大家庭，因為他們不確定是否能為更多孩子提供同等支援和機會。
我對政府最近採取的緩解部分負擔的措施感到欣慰，比如去年推行的共享帶薪育嬰假，以及為所有12歲及以下兒童發放500新元的Child LifeSG積分。對第三個及以後子女提供最高1.6萬新元的額外支援，是一項受歡迎的措施，承認了在當前經濟環境下養育家庭的挑戰。
該計劃具有戰略意義，不僅針對新生兒，也適用於至少有一名6歲或以下子女的現有家庭，緩解新增子女帶來的家庭財務稀釋，實現資源更公平分配。
我也感激該措施立即實施，這在時間安排上相當罕見，但面對我們不斷下降的總和生育率，這是必要且果斷的。我希望我們還能做更多支援祖父母，他們常在照顧中扮演重要角色，包括學習新技能和建立照護網路。
雖然財政支援重要，但同樣關鍵的是解決使組建和養育家庭如此困難的根本問題。我在最近關於家庭動議的演講中提及了部分內容：例如，許多人晚婚，涉及生育健康和治療。
其次，儘管政府在住房、教育和醫療方面提供了大量補助和資助，超出財務成本，但父母最寶貴的資源——時間，尤其是與孩子共度的時間卻很稀缺。調查也反映，長工時和工作壓力是阻礙夫婦懷孕的主要障礙。
最終，我們必須努力營造一個環境，讓家庭因決定生育而感到有力量。這不會在一份預算或政府單方面解決，而需要社會心態轉變、僱主支援以及重新定義成功的標準，超越企業階梯，並能按自己的方式生活。
隨著產業演變和技術融入各行業，中年工人越來越面臨十字路口。一些跨國公司決定不再在新加坡運營某些崗位，轉而遷往勞動力成本更低的鄰國，或用自動化替代人工。這是我們的現實。
可能有人更便宜，但憑藉我們靈活的規模和新加坡人的才華，我們可以更快、更好。
對於失業者，被落下的恐懼令人難以承受。他們的夢想暫停了，整個家庭的夢想也被推遲。我們如何確保他們能迅速掌握相關技能，重新加入勞動力市場？
整個“技能未來”框架已重啟——例如去年宣佈的求職者支援計劃，以及針對中年新加坡人的技能提升計劃擴充套件，允許繼續兼職者領取月度津貼。這是積極舉措，承認並非人人能全職學習。
除了結構性失業和因成本壓力導致的崗位流失外，有些人因照顧需求被迫放慢腳步。到2030年，約四分之一的新加坡人將年滿65歲以上，照護需求日益增長。
為此，雖然尚未達到完整的照護者津貼水平，我支援提高家庭人均收入資格上限以獲得居家照護補助，並增加補助金額以抵消照護成本。我希望未來能更多關注照護者的心理健康和經濟福祉，認可他們的關鍵角色。
這引出我最後關注的群體——我們的長者。女士，曾為新加坡發展繁榮作出貢獻的長者們，如今面臨不同的新加坡現實。有些人正掙扎於未曾預見的境況。雖然退休生活曾被視為放鬆時光，許多人卻面臨健康狀況不佳和有限經濟資源的困境。
截至2024年10月，新加坡有64,000名高齡長者，其中60%處於虛弱至嚴重虛弱狀態，4%面臨高度社會孤立風險。新加坡管理大學成功老齡化研究中心2023年的一項研究顯示，受訪者中僅有一半認為他們有至少50%的可能性需要降低生活標準。
我也很高興我們已經開始著重於預防健康，鼓勵更長的健康壽命。
我們還必須擴大服務範圍，關懷那些孤立的長者，確保他們能夠獲得所需資源。無論是將服務送到他們家門口，還是鼓勵他們走出來參與更具包容性的社群活動，外展工作都不能是走馬觀花的，因為一些長者起初可能會猶豫。我希望我們能找到解決方案，為居住在私人住宅區的長者提供積極老齡化專案、心理健康服務和日常康復鍛鍊，而這些地方往往難以找到建設中心的空間。我很想看到在公園裡設立積極老齡化中心，或者利用集裝箱概念等方式。
對於居住在較老舊私人住宅區的長者，延長“積極長者提升計劃”是一個好舉措，回應了我和許多同事的呼聲。這些長者可能被認為資產豐富但現金緊缺，感到被各種計劃排除在外。我期待聽到更多關於該部如何推廣此計劃的訊息，也希望我們能提高對諸如“居家照顧津貼”等支援計劃的認知。
女士，我們繼續書寫新加坡的故事，在新加坡日益多元化的時代，許多人越來越孤立於自己的泡沫中。全球範圍內，我們看到人們分裂為“我們”與“他們”。我們變得不容忍不同的觀點，專注於必須正確而別人錯誤，在挫折中忘記了社會因多元觀點而更強大，集體的力量大於各部分之和。
逆境中，我們建立了一個不同文化、觀點和背景相對和諧共存的社會。和諧不是沒有差異，而是在差異存在的情況下依然存在。我們的和諧只有在認識到我們由同一集體責任相互連線，並擁有一個不僅信任政府也信任彼此的積極公民社會時才能持續。
我希望在SG60精神下，能做更多鼓勵基層活動和社群及不同群體間專案的工作。社會契約不是紙上談兵，也不是單一預算週期後就失效的東西。它是一個有生命、有呼吸的承諾——超越世代，由每屆政府和每位公民共同維護。
2025年預算重申了這一承諾——政府致力於建設一個無論年齡和境遇，每個人都能茁壯成長的社會。這是一個攜手共進的號召。
為了那些奠定新加坡基礎的人，為了今天稱這裡為家的我們所有人，以及將繼承這份遺產的未來世代，我們必須更新共同的承諾，重新點燃新加坡夢——保護和管理我們取得的進步，在最不確定的時期提供穩定和安全，並開闢新天地，讓未來世代的夢想比我們曾經想象的更大。
這就是我們為新加坡未來所承載的願景。我期待參與COS辯論。
副議長女士：高階國務部長陳振聲。
下午3時05分
總理辦公室高階國務部長（陳振聲）先生：副議長女士，今年的預算在企業和人民及工人面臨重大不確定性的背景下出臺。
在工會層面，我們看到複雜的局面。一方面，一些公司在招聘；另一方面，公司也在進行重組和裁員。
例如，航空航天產業自COVID-19以來複蘇強勁，但也面臨運營成本上升和招聘困難。在服務業，工會報告國內餐飲和零售業前景更為謹慎，原因是運營成本增加以及與鄰國的競爭。即使是一些製造業公司也採取觀望態度，取決於國際貿易和關稅的走向。
在工人方面，雖然我們調查的三分之二工人對工資、福利和工作前景表示滿意，但三分之一也擔心未來三個月內失業。生活成本仍是首要關注點，食品、醫療、雜貨和公用事業是調查中的四大憂慮。
因此，看到今年預算能夠回應基層人民和企業的實際困難並直接應對，令人感到寬慰。但更重要的是，我覺得這也是一個負責任的預算，因為它提出了企業和經濟的長期戰略，確保它們保持競爭力，工人的技能保持最新和相關。
總理在演講中提到，要實現2%至3%的年增長率，我們必須繼續堅持一些基本原則。其中之一是深化三方夥伴關係，作為經濟穩定的基石。
隨著新加坡邁向SG60，這是反思全國職工總會（NTUC）在促進產業和平與經濟穩定及提升工人福利方面關鍵作用的合適時機。
NTUC誕生於動盪的1960年代，作為混亂中的統一力量，團結工會優先考慮長期利益和穩定，而非短期干擾和收益。儘管人數不及親共工會，NTUC在戴文·奈爾和何思明等領導下，專注於工人福利，最終贏得工會支援，為產業和諧奠定基礎。
獨立後，NTUC在應對英國軍隊撤離等危機中發揮關鍵作用，勸說工人接受艱難但必要的變革，如《工業關係（修訂）法》，優先考慮穩定和投資以實現新加坡的長遠利益。1969年現代化研討會是重要轉折點，重新定義工會為進步夥伴，確立了新加坡獨特的三方模式。
儘管COVID-19危機似乎已成往事，但它是對我們三方合作的嚴峻考驗。工人的生命和生計都面臨巨大危險。NTUC站在最前線，為成千上萬工人，尤其是航空航天業、零售業及自僱人士，爭取工作穩定、工資支援和培訓機會。
在最近一篇題為《新加坡工會是否存在公關問題？》的媒體文章中，我和我的工會同事承認NTUC形象存在問題，以及部分公眾對勞工運動的懷疑，尤其是在2024年一系列高調裁員事件後。同一篇文章中，CNA報道了2022和2023年工會處理的約2000起爭議案件，以及同期三方爭議管理聯盟處理的約3000起案件。
雖然部分案件公開處理，但大多數實際上是在幕後協商解決。經過近三年在NTUC工作，與許多工會領導和員工共事，我非常欽佩他們不懈、常常在幕後進行的有效工作——無聲但警覺的談判和共識構建，確保各類工人無論職位、年齡或國籍都能獲得最佳結果，同時確保企業和經濟蛋糕持續增長。
展望未來，地緣經濟分裂、經濟波動、人口變化以及技術和可持續發展進步將重塑全球勞動力市場，推動就業創造、技能需求和工作模式的變化。在這個快速變化的環境中，有一點很明確——昨日帶來成功的技能可能不足以保障未來。為了保持競爭力，無論是個人還是國家，我們必須擁抱創新、學習和持續提升技能的文化。
最新的《未來就業報告》顯示，39%的現有技能將在未來五年內演變或過時，幸運的是，這低於2023年的44%和2020年的57%，這可能是因為更多工人完成了培訓、再培訓或技能提升。
這些發現反映了工人對提升和再培訓價值的日益認可。我相信我們倡導更多培訓機會以及政府的支援已取得積極成效。
我敦促更多僱主優先考慮員工培訓計劃。我希望僱主不要害怕員工因培訓更好而離開。關鍵是要超越短期的干擾或損失，投資於所有工人和員工的長期成長和發展，這最終將惠及整個行業和經濟。
信息通信媒體發展局（IMDA）的資料顯示，新加坡大型企業採用人工智慧的比例從2018年的16.7%上升到2023年的44%。中小企業的增長略低，從3.5%升至4.2%。中小企業表示，由於業務規模和實施成本與投資回報的考慮，認為不需要人工智慧。這凸顯了本地中小企業提高人工智慧採用率的緊迫性，以享受人工智慧帶來的好處，並促進新加坡人技能提升。
CTC計劃是NTUC於2019年推出的應對快速變化環境的舉措，通過提升企業生產力和工人技能，支援企業轉型。
我工會——新加坡工業與服務員工工會下屬的Chew's Agriculture公司總經理周子軒表示：“CTC補助對我們來說是生命線，確保年長員工保住工作並接受培訓。他們學會了操作新機器和進行質量控制檢查。這種支援讓我們的資深員工感到真正被重視和賦能。”
聽到僱主對CTC帶來的積極反饋，我總是感到欣慰。讓我分享一個具體例子，說明CTC如何支援企業並惠及工人。
STMicroelectronics是全球半導體領導者，自1969年以來一直是新加坡製造業的支柱。該公司操作員需在12小時輪班中手動裝卸每個重達5公斤的晶圓盒。
這種體力負擔導致疲勞、生產速度減慢和高員工流失率。認識到變革的必要，STMicroelectronics通過CTC與電子電氣工業聯合工會合作，實施了五套機器人系統接管這些手工任務。
結果非常顯著。機器人現在操作22臺不同機器，全天候高效執行，生產力提升不少於10%。更重要的是，工人沒有被替代，而是接受了機器人操作、維護和工業4.0技術培訓，為未來更高價值崗位做好準備。
這對他們的成長影響巨大。操作員晉升為技術員，技術員晉升為助理工程師，助理工程師晉升為正式工程師。這個結構化的職業發展計劃確保工人有職業晉升。數字說明一切：共有111名員工受益，其中91名是專業、管理、執行和技術人員（PMETs），20名基層員工實現職業晉升和工資增長，直接受益。
因此，我們非常感謝政府在預算中認可我們的CTC努力，宣佈為CTC補助追加2億新元資金，並延長CTC 2.0補助，支援僱主主導的培訓，獲得正式資格和認證。
我很高興更新，截至目前，我們已成立超過3000個CTC，批准超過480個轉型專案，幫助7000多名工人獲得平均5%的工資增長，超出年度加薪，或受益於職業發展計劃或技能津貼。
我呼籲更多公司加入，與NTUC合作，參與CTC計劃，利用可用補助加速業務轉型和提升員工技能。
CTC的成功促使我們擴大覆蓋範圍，探索CTC如何惠及更多公司、更多叢集甚至整個行業。一個例子是NTUC、SkillsFuture Singapore和ST Engineering之間的三方合作。該合作結合SkillsFuture Singapore的“蜂后”計劃和NTUC的CTC計劃，為ST Engineering陸地系統及其供應商生態系統提供全面支援，推動業務轉型和員工升級。ST Engineering員工工會也支援該計劃。
作為首創的合作伙伴關係，該計劃旨在提升ST Engineering陸地系統供應鏈中精密工程領域至少1000名工人和約40家中小企業的技能，同時構建一個技術和工程能力廣度與深度兼備的強大生態系統。
這就是CTC的意義：無論支援單一公司、公司叢集還是整個行業，都是為了未來保障企業，同時提升工人。
NTUC長期以來推動提升和再培訓的另一舉措是NTUC教育與培訓基金協作基金（NCF）和工會培訓援助計劃（UTAP），通過分擔培訓費用支援工人。工會企業每年享有5萬新元的NCF資金支援，工會會員可使用最高250或500新元的UTAP培訓額度。
2022年至2024年，超過7.5萬名工會會員通過NCF和UTAP受益，技能發展年均增長22%。其中一位受益者是Hamilton Sundstrand Pacific Aerospace Pte Ltd的製造運營經理Phil兄弟。35歲的他在公司有11年經驗，一直致力於運營卓越。但為了提升領導能力，他需要加強輔導、衝突解決和績效管理技能。通過NCF共同資助的培訓，Phil兄弟掌握了新軟技能，提升了領導團隊、營造積極工作文化以及推動創新和生產力的能力。
在過去兩次預算演講中，我呼籲加大對中年職業工人的支援。勞工運動因此很高興聽到，個人可申請最高每月3000新元的SkillsFuture中年培訓津貼，適用於部分全日制課程，並將於2026年初擴充套件至部分兼職課程。我們希望此舉鼓勵中年工人終身學習。
我對這群工人感同身受，部分原因是我們在巴西立區有不少中年轉型工人，他們面臨就業安置和技能提升的挑戰。我希望我們繼續推動，幫助他們轉型職業，掌握相關技能進入新領域。
為支援工人培訓和就業促進，NTUC已將全國個性化就業服務中心從2個擴充套件到27個，自2020年2月以來已安置約11萬名求職者。我們還開發並使用更強大的人工智慧平臺，指導求職者職業搜尋。
Angela Guo女士希望從餐飲業轉行至人力資源（HR），以獲得更好的工作生活平衡和更多陪伴孩子的時間。儘管缺乏HR經驗，她向NTUC的e2i求助。她的職業教練王先生引導她參加就業能力專案，提供行業指導、簡歷建議並鼓勵她提升技能。Angela現正攻讀兼職HR學位，成功轉入HR崗位，實現目標併為新職業路徑積累技能。
在技術和行業變革中，工作保障至關重要，因為它為員工和工人提供適應和成長的穩定性和信心。NTUC將繼續通過擴大培訓和技能提升機會的舉措支援工人。
副議長女士，請允許我用普通話發言。
（普通話）：[請參閱方言發言。]議長先生，黃總理的“攜手共進，邁向更美好的明天”預算不僅應對當前挑戰，還制定了長期增長戰略，幫助工人提升技能以迎接未來，確保我們的經濟保持競爭力。
預算獲得工人積極反饋。政府推出多項措施支援中年工人、平臺工人、自由職業者、低薪工人、年輕工人和家庭、中年工人的退休保障，並幫助新加坡人應對生活成本。這些措施和計劃充分考慮了工人的意見和關切。
今年，我們的經濟面臨許多不確定因素，例如由全球局勢引發的通脹，以及顛覆性技術對企業人力需求的影響。在就業方面，企業發出了混合訊號：一些公司正在進行分階段裁員，而另一些則積極招聘。
面對這些不確定性，工人應主動加強自身能力，抓住經濟機遇。全國職工總會（NTUC）提供各種提升和培訓專案，我鼓勵大家充分利用這些資源。
自2019年以來，全國職工總會推動在企業內設立公司培訓委員會（CTC），以有針對性地提升員工技能，促進轉型。截至目前，全國職工總會已協助成立超過3,000個CTC，並資助了480個培訓專案。今年，政府宣佈額外撥款2億新元支援CTC計劃。我們希望更多員工能發起CTC，提升技能，增強未來經濟和企業競爭力。
另一項舉措是全國職工總會教育與培訓基金協作基金（NCF）和工會培訓援助計劃（UTAP）。加入工會的公司每年可獲得最高5萬新元的NCF資金支援培訓專案，而加入工會的員工則可獲得250或500新元的UTAP培訓補貼。
各位同事，這些專案和補貼都是為你們量身定製的，請善加利用，提升技能。
俗話說，“30%是命運，70%是努力”。這份努力包括不斷尋求創新和變革，學習新技能。努力學習的人將會勝出。讓我們團結一致，繼續努力，提升自我，共創美好未來！
（英文發言）：展望未來，未來十年的挑戰將不同於以往。然而，由歷代政府、僱主和工會領導人共同建立的堅實三方合作基礎，使我們有能力應對未來。
全國職工總會和勞工運動將堅定支援所有工人。無論你是頂風冒雨的外賣騎手，還是適應人工智慧的中年專業人士，或是尋求新目標的資深員工，勞工運動都將不懈努力，提升你的聲音，保障你的生計，確保你的潛力得到未來保障。
因為工人贏了，新加坡就贏了。在這個具有里程碑意義的SG60年，勞工運動將與我們的三方夥伴團結一致，與工人一道，為我們的國家新加坡奮進。副議長女士，我支援預算案。
副議長女士：許凱思先生。
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許凱思先生（提名議員）：議長女士，首相在預算演講中提醒我們，自60年前獨立以來，我們作為一個國家走過了多遠。我們已從第三世界邁向第一世界，經濟從勉強生存發展到具備韌性。我們大多數人的基本需求在住房、教育、醫療和就業方面都得到滿足。
儘管全球和外部不確定因素持續存在，我們仍處於良好位置，共同應對這些挑戰。我們的多種族、多宗教社會保持團結和諧，儘管外部緊張局勢存在，我們依然享有政治穩定、和平與安全。我們必須珍惜這一切，維護歷經數十年建設的成果。
我去年將預算歸納為三個廣泛主題。
首先，忠實管理我們這個初創國家有限的資源，並見證其穩步增長至現有水平。2025年預算，我們繼續保持財政審慎和良好管理。
其次，持續推出直接針對人民福利的措施和計劃，也包括我們境內的外籍勞工。2025年預算，我們加強對多個群體的援助。
第三，成為彼此的祝福，分享我們所受的恩惠，並超越國界分享。2025年預算，我們增強了奉獻精神。
2025年預算繼續前進道路，深化和加強去年預算涵蓋的多個領域。值得稱讚的是，我們通過去年的預算取得了許多成就，且預計2024財政年度將以64億新元的盈餘結束。
同樣，2025年預算通過廣泛的即時支援措施和對未來的重大長期投資，預計將以68億新元的盈餘結束。今年的預計盈餘對於應對本地和全球不確定性極為有利。
議長女士，我們繼續審視支援所有新加坡人的措施，致力於確保無人被落下。請允許我宣告本人為兩家精神健康服務、自殺預防社會服務機構董事會成員，並參與“生命計劃”工作組。
2025年預算將使許多人繼續繁榮，同時推動其他人不僅生存，更能繁榮。然而，我們必須認識到仍有脆弱群體需要我們當前和未來政策的關注。讓我先談談殘疾人士和特殊需求者，包括自閉症患者。預算為18歲以上此類人士提供支援途徑，尤其是在就業領域。
然而，我們也必須為那些可能無法工作的群體尋找支援途徑。這些人同樣應享有可接受的生活質量。僅因他們可能不被視為經濟生產者，就將其視為社會負擔是不恰當的。
精神疾病患者也是一個廣泛的脆弱群體。議會中已就心理健康和福祉及我們持續推出的多項干預措施進行了大量討論。在此前的發言中，我曾建議為精神疾病康復者提供更好的就業支援。政府是否會重新考慮為康復者提供某種形式的殘疾津貼或在治療和康復期間無法工作時的支援，特別是當其經濟狀況需要此類支援時？此外，政府是否會考慮為僱傭康復者的僱主提供類似於“啟能就業津貼”和“新加坡啟能”補助的支援？在此，我也感謝許多僱主已通過僱傭康復者提供了支援。
在某些情況下，精神疾病可能極為嚴重，患者需要很長時間康復。我們能否更好地支援他們，確保無人被落下？
本預算繼續倡導終身學習。我們是否應更細緻地審視選項，並考慮為脆弱群體量身定製課程，使他們也能受益？智障或自閉症人士在成年後可能需要定製課程。有些人可能需要或希望重新技能培訓。我希望我們能提供這些選項，尤其是在學習水平需要調整的情況下。換言之，議長女士，我建議為這些特殊群體提供或擴充套件適當的技能及其他課程。
我很高興看到對照顧者的支援被納入預算。我希望我們能逐步全面梳理所有照顧者，並隨著時間推移給予必要支援。
議長女士，我現在想談談自殺預防及對受自殺影響的個人和家庭的支援。自殺是悲劇，是家庭、朋友和社群最痛苦的經歷。根據新加坡撒瑪利亞人協會2023年的統計，我們失去了322條生命。自殺是10至29歲年齡段的主要死因。老年人自殺風險也在增加。自殺跨越所有年齡和社會階層。一例自殺影響眾多，包括家人、朋友和社群。
許多人嘗試自殺，需要支援。關心有自殺傾向者的家人和朋友也需要幫助。
“生命計劃”是由政策制定者、自殺專家、研究人員、社群工作者和幫助專業人士、宗教領袖、企業領袖、媒體代表及受自殺影響者組成的工作組指導的社群主導專案。
“生命計劃”於2024年9月底向政府提交了一份白皮書，涵蓋23項新加坡國家自殺預防戰略建議，採用S.A.V.E.L.I.V.E.S框架，每個字母代表一項具體行動。白皮書研究包括對擁有國家自殺預防戰略國家（如印度尼西亞和韓國）關鍵利益相關者的直接訪談；與新加坡直接和間接受自殺影響者（包括家長、青年、教育者、急救人員、醫療和緊急服務人員、宗教領袖、媒體代表）的焦點小組討論；以及首階段公眾諮詢，超過500名受訪者分享了對自殺及自殺預防的看法。我瞭解到政府已通過衛生部長對該白皮書作出初步回應。白皮書指出了幾個脆弱群體，我將重點談及其中三組。
首先，青年和青少年作為脆弱群體。根據撒瑪利亞人協會資料，如前所述，自殺連續五年是10至29歲年輕人近30%的主要死因，直至2023年。根據對2021年221名10至19歲因自殺或自殘行為就診醫院急診部患者的研究，並非所有有自殘和自殺行為風險的青少年都患有嚴重精神疾病，而是存在心理社會問題和情緒調節困難。研究中僅48.4%的患者接受持續的精神或心理支援。超過一半患者存在“矛盾意圖”，即對是否真想結束生命感到困惑，反映出衝動性和情緒調節缺失。
研究發現女性患者佔主導地位，達85.5%。因此，關注女性風險因素，如飲食失調和自殘史，有助於制定學校和社群的風險管理策略。
第二，外籍勞工作為脆弱群體。2021年一項針對2011至2014年新加坡非居民自殺的研究發現，大多數居民自殺案例在自殺嘗試或遺書前無已知身體或精神健康問題。
根據對現有遺書的分析，關係和健康問題是自殺的兩大疑似誘因。研究人員推測，海外工作這一獨特情況可能普遍增加非居民的脆弱性，而關係和健康等不利生活事件可能過於沉重，尤其當支援服務難以獲得時。
第三個白皮書指出的脆弱群體是神經多樣性人群。我分享一則焦點小組討論中自閉症譜系障礙（ASD）兒童去世父母的軼事：“我覺得他可能不理解為什麼他似乎不能像同學那樣與其他孩子相處，所以我認為他也感受到被拒絕……我一直認為如果他能挺過新冠疫情，也許他還活著，因為我們都在自己的安全小空間裡，他不必外出社交。我一直希望他能多活兩年，但這沒發生。”
白皮書還指出其他三個脆弱群體，包括老年人、照顧者和女同性戀、男同性戀、雙性戀及跨性別（LGBTQ）群體。
白皮書對脆弱群體的建議包括加強治理和政策，確保自殺風險群體及有自殺經歷者參與自殺預防政策的制定和實施。
全球自殺預防工作的關鍵特徵是確保受自殺影響者參與所有自殺預防環節，包括政策制定、執行、研究和倡導。讓高風險群體、倖存者及有自殺經歷者參與，有助於彌合自殺預防的缺口。
我們需要重視資料和研究：投資研究脆弱群體自殺的上游決定因素，進一步研究確定新加坡的優先群體。上游因素與社會決定因素密切相關，增加脆弱群體及感到孤獨或絕望者的自殺風險。需對高風險心理健康挑戰、自殘或自殺的優先群體開展更多研究，制定針對性證據基礎干預措施。
另一建議是加強家庭和社群參與：強化家庭支援計劃以管理心理健康和自殺預防，加強與宗教和社群領袖的合作。應開發以家庭為中心的專案，賦予家庭識別早期困擾跡象、促進開放支援性溝通及提供實用策略幫助心理健康困擾親人的知識和技能。
作為社群中受信任的人物，宗教和社群領袖具有重要影響力，常被視為支援和指導來源，適合推廣心理健康意識，減少自殺汙名。領袖們可營造同情、理解和接納的環境，減少汙名，並在識別風險個體和提供及時支援方面發揮關鍵作用。
支援學校和教育者，特別是青少年：建立學校自殺預防、危機應對和事後支援協議。生命計劃的焦點小組討論中，參與者表達了對學校工作人員、輔導員和教師可能缺乏提供心理支援或進行自殺風險評估能力的擔憂。還發現許多教育者缺乏識別預警訊號、危機管理或有效干預自殺相關情況的培訓，導致脆弱學生支援網路存在關鍵缺口。
通過制定和實施明確協議及全面培訓計劃，學校可確保教育者、輔導員和學生更好地應對自殺風險。這包括為學校人員配備識別早期困擾跡象、適當干預及持續支援面臨心理健康挑戰學生的工具。
議長女士，作為面向全體新加坡人的預算，我們必須繼續尋找方法，充分支援尚未覆蓋的眾多脆弱群體。
我已談及精神健康狀況者、殘疾及特殊需求者、照顧者，並建議加強自殺預防。政府與社會需攜手合作，確保無人被落下。
我想以奉獻精神和預算中增加的支援鼓勵慷慨社會作為結尾。許多大型慈善機構最初規模很小。正如我們的國家，這需要時間，極可能是數十年無數奉獻者及支持者（包括政府和私人捐助者）的不懈努力——
副議長女士：許先生，您還有一分鐘半，請您總結髮言。
許凱思先生：好的。我們的慈善機構，無論大小，繼續構成社會支援網路的一部分，為眾多受益人提供日常關懷。許多小型慈善機構將持續面臨資金挑戰。小型慈善機構對於填補服務空白至關重要，助力實現關懷所有需要幫助者的目標。
我希望首相提及的三個團體——社群基金、強社會聯盟和總統挑戰賽，能找到方式將增加的資源引導至一些小型慈善機構，這些機構對於確保無人被落下至關重要。我們正成為一個日益關懷和慷慨的社會。當每個有能力者都奉獻時，其乘數效應將非凡。我希望未來預算繼續培育奉獻精神，促進公私合作，確保無人被落下。議長女士，我支援2025年預算。
副議長女士：莫哈末·法米·賓·阿里曼先生。
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莫哈末·法米·阿里曼議員（海洋坊）：副議長女士，今年的預算案主題為“攜手前進，共創美好明天”，體現了我們共同的願景，即在新加坡人面對生活成本上升和就業不穩定的情況下，建設一個更加包容和有韌性的社會。這是一個優先提升所有新加坡人，尤其是低薪工人的預算案，通過加強社會保障網和確保經濟可持續增長來實現。展望未來，強化對這些工人的承諾至關重要，確保他們獲得公平的工資、改善的工作條件以及應有的尊重。
新加坡提升低薪工人的方法從未依賴單一措施，而是採用包括工資補貼計劃（PWM）、本地合格薪金（LQS）、工作技能支援（WSS）和工作收入補充（WIS）在內的綜合干預措施。這些政策構成了我們確保低薪工人實現可持續和包容性工資增長承諾的基礎。
今天，我想重點關注以下三個領域，以加強對工人，特別是低薪工人的保護：一、加強工作收入補充計劃，提高年長低薪工人的退休保障；二、改善低薪工人的工作條件，尤其是外包工人；三、通過M3重點領域4（FA4）賦能工人。
隨著經濟的發展，工人，尤其是低薪崗位的工人，必須獲得更好的保護、更強的財務安全和長期穩定的機會。加強工作收入補充計劃可以為年長的低薪工人提供更充足的退休保障，確保他們能夠有尊嚴地過渡到晚年。同時，改善工作條件，特別是外包工人的工作條件，對於促進公平和可持續的就業實踐至關重要。這些重點領域旨在建設一個能夠在快速變化的經濟環境中茁壯成長的有韌性和包容性的勞動力隊伍。
讓我先從兩個關鍵支援支柱——本地合格薪金（LQS）和工作收入補充（WIS）開始，探討如何進一步加強它們，以更好地支援未來的工人。工作收入補充計劃在補充低薪工人的收入和退休儲蓄的同時，鼓勵他們保持穩定就業，發揮著關鍵作用。
我讚賞政府持續提升工作收入補充計劃的承諾。今年，工作收入補充計劃的支付將增加至14億新元，惠及50萬低薪工人。我也很高興看到大部分提升針對的是弱勢群體，如年長工人和殘疾人士。隨著政府定期審查工作收入補充計劃，我希望能獲得一份評估報告，說明該計劃在提升新加坡低薪工人的工資和退休保障方面的成效。
我們還必須做更多工作，保障年長低薪工人的長期財務福祉。許多低薪工人退休時的公積金儲蓄顯著偏低，影響他們晚年負擔醫療和日常生活必需品的能力。工作收入補充計劃的支付隨年齡增加，但目前最高只到60歲，儘管許多工人工作遠超此年齡。我敦促政府在60歲以上設立更多年齡層級，逐步提高工作收入補充支付，以更好支援仍在職場活躍的年長工人。
此外，工作收入補充計劃的最低支付額（現金和公積金合計）僅為每月10新元。鑑於生活成本上升，我呼籲政府審查並提高這一金額，為工人提供更有意義的支援。
本地合格薪金確保本地工人獲得有意義的就業，而非企業以象徵性薪金僱傭本地員工以便引進外籍勞工。它作為重要的工資底線，確保低薪工人在各行業獲得最低工資水平。我們感謝政府努力提高本地合格薪金以跟上本地工資上漲的步伐，例如2024年預算中宣佈將其從1400新元提高至1600新元，兼職本地員工的合格薪金門檻也提高至每小時10.50新元。
因此，我呼籲政府更新自本地合格薪金實施以來的成效評估，並說明其執行是否帶來了意外後果，如就業崗位流失。特別是，我希望本地合格薪金確實促進了低薪工人整體工資的提升，且資料能反映這一預期趨勢。相關地，政府若能闡明其對本地合格薪金實施的更廣泛政策取向，將非常有幫助。例如，應將本地合格薪金設定於哪個工資百分位，以有效支援本地低薪工人，同時兼顧企業成本和可持續性。
雖然我們在提升工資方面取得進展，但必須確保低薪工人擁有良好的工作條件，不被剝削。一個關鍵問題是為外包工人，如清潔工和保安，提供適當且便捷的休息區。許多此類工人在休息時仍難以找到足夠的休息空間。缺乏休息區可能導致他們超時工作，保安的加班上限為每月72小時。
2021年，我在議會提出了這一問題，同年人力部推出了工作關懷補助金，為設立外包員工休息區的公司提供財政支援。然而，該補助金的申請已於2023年8月31日截止。我詢問人力部長是否已對工作關懷補助金的標準和資格進行審查？政府是否考慮採取上游政策措施，例如在新開發專案中將專用外包工人休息區從建築總面積（GFA）計算中豁免？這可激勵業主和開發商在規劃階段納入適當的休息設施。
另一個持續存在的問題是外包工人的假期重置。人力部資料顯示，18800名第一年就業的全職本地員工僅享有7天帶薪年假，其中許多是低薪和外包工人，如清潔工和保安。
對於外包工人，每當服務買方更換承包商時，即使他們繼續在同一崗位、同一地點工作，假期權益也可能被重置。這造成不穩定，工人可能反覆失去已累積的福利，儘管他們在同一崗位持續工作。儘管三方諮詢鼓勵福利連續性，但效果似乎不足。我呼籲政府與全國職工總會及工會合作，徹底審查外包工人的假期重置問題，探索更有力的措施保護他們免受不公平待遇。
副議長女士，請允許我用馬來語發言。
（馬來語）：全球經濟的演變和快速的技術進步要求我們為勞動力配備必要的技能和職業流動性，以實現繁榮。M3的重點領域4（FA4）關於就業和就業能力，提供了通過多項策略實現這一目標的結構化框架。
首先，FA4通過促進獲取職位空缺、瞭解行業需求和提供職業指導，連線工人與就業機會。它確保個人匹配適合的職業路徑，實現長期發展，而不僅僅是填補職位空缺。通過招聘會、職業諮詢、研討會和行業合作等舉措，我們可以幫助工人有效過渡到可持續就業。
其次，技能提升和終身學習至關重要。鑑於當今經濟所需技能不斷變化，尤其是在綠色、數字和護理行業，我們必須賦能個人適應變化的工作要求，保持競爭力。培訓專案和技能提升計劃應設計為彌補技能差距，為新興產業培養人才。
FA4還關注幫助個人應對變化並建立韌性，包括數字素養培訓、推廣數字經濟相關能力以及為轉行工人提供支援。請允許我概述我們的重點，將資源集中於三個關鍵勞動力群體：平臺工人、中年職業轉換者（PME）和年長工人。
這三類群體代表經濟中的重要部分，各有獨特需求和挑戰。我們認可平臺工人的寶貴貢獻，認可中年PME在職業轉型中的潛力，以及年長工人豐富的經驗。支援和賦能這些群體在不斷變化的經濟環境中茁壯成長至關重要。
作為確保FA4成功的努力之一，我呼籲政府繼續加強對技能提升、就業安置和職業轉型計劃的支援。通過這樣做，我們可以為勞動力未來做好準備，確保每位工人都能獲得有意義的就業機會。
（英語）：女士，“攜手前進，共創美好明天”不僅是一個主題，更是包容和進步新加坡的願景。今年的預算為提升低薪工人、加強退休保障和改善工作條件奠定了堅實基礎。它還強化了尊嚴、尊重和公平的價值觀，適用於所有工人，無論其職位如何。
除了關注低薪工人，預算還照顧家庭、企業和經濟的需求，確保新加坡在快速變化的世界中持續繁榮。這是一個全面的計劃，支援社會的多個方面。
全國職工總會將以堅定的決心，繼續為新加坡工人的需求和利益發聲。全國職工總會持續為低薪工人爭取，改善他們的生活和生計。全國職工總會關心並採取行動提升他們的工作條件和福利。因為每一位工人都重要。請放心，全國職工總會將為您行動，也與您同行。基於這些理由，副議長女士，我支援預算案。
副議長女士：賈米爾·吉安松議員發言。
下午4時
賈米爾·吉安松議員（亞歷山大）：副議長女士，許多中年專業人士、經理、執行人員和技術人員（PMET）正面臨壓力。一些人所在的行業正在萎縮或被顛覆，職位消失速度快於新職位的創造。另一些人因自動化或人工智慧而看到其角色發生變化。有些人甚至面臨被要求重新申請自己職位的焦慮，作為重組的一部分，實際上迫使他們與同事或外部候選人競爭已在執行的崗位。這種做法不僅製造壓力和不確定性，還成為企業規避裁員義務、調整勞動力的手段。
儘管總體就業水平隨著人口增長持續上升，一些被裁員工在同等技能和薪資水平上轉崗遇到困難。許多人儘管努力提升技能，仍難進入增長行業，因為僱主通常偏好具備行業經驗或更年輕的候選人。雖然大多數僱主重視能力，但部分招聘過程仍受非正式關係網影響，給中年求職者進入新行業帶來額外挑戰。
《2024年勞動力報告》顯示約有41200名PMET居民失業，其中10700人失業超過六個月。資料還顯示長期失業對PMET的影響大於非PMET。這些PMET是多年在行業內積累經驗、為經濟做出貢獻的工人。許多人負擔重大財務責任，包括房貸、子女教育和贍養老人。
當這些PMET被裁員或因照顧責任暫時離開職場時，重新進入就業市場成為艱鉅挑戰。即使目前在職，也可能因日常運營工作繁忙而忽視技術變革，導致技能過時。例如，一名長期從事企業運營的工人，若無結構化路徑彌補差距，難以轉型為技術驅動崗位。即使獲得面試機會，通常也只能獲得大幅降低的薪資，難以維持財務責任。有些人被迫從事合同或零工工作，缺乏穩定性和發展機會。
失業或就業不足時間越長，重新進入職場越難，因僱主視其為過時或過度資格，而非認可其積累的技能和經驗。一些人可能因多年挫折而完全退出勞動力市場。
政府推出多項計劃幫助工人提升技能和轉崗。技能未來升級計劃為40歲及以上新加坡人提供4000新元技能未來積分，以及相當於最近12個月平均收入50%的培訓津貼，最高每月3000新元（全職課程）或300新元（兼職課程）。技能未來求職者支援計劃類似於工人黨自2006年以來提出的失業保險計劃，為非自願失業工人參與求職或相關活動提供最高6000新元的六個月財政支援。
此外，新加坡勞動力發展局及其合作伙伴運營的職業匹配服務幫助求職者完善簡歷和麵試準備。預算中宣佈未來將在所有社群發展理事會設立更多就業安置中心。這些都是重要舉措，但仍需更多努力確保中年工人獲得有意義的就業。
僅靠培訓和技能提升無法確保就業。對於面臨即時失業的中年工人，等待這些計劃成效顯現數年並不可行。許多人無法承受轉行帶來的臨時收入下降，難以全職參與培訓。
雖然部分行業萎縮，醫療保健、可持續發展和先進製造等行業正在擴張。中年PMET應通過結構化的就業安置和行業合作，有更清晰的路徑轉入這些高需求行業。職業轉換計劃（CCP）旨在通過培訓和薪資支援，幫助中年人士轉崗至前景更好的新職位或行業。這是一個善意的計劃。
然而，仍存在深層結構性障礙，使這些工人難以獲得同等技能和薪資的新職位。CCP要求僱主先僱傭工人後方可接受培訓，這對已難以通過初步篩選的求職者構成障礙。我們需要更結構化和有針對性的就業安置計劃，讓中年求職者的申請和簡歷由領域專家審查和完善。這些專家可主動匹配並推薦他們給僱主，包括參與CCP的僱主，提高其獲得崗位的機會。獲聘後，工人可通過CCP獲得必要培訓和薪資支援，順利過渡新崗位。
此外，勞動力發展局可推出結構化迴歸計劃，幫助專業人士在因裁員或照顧責任中斷職業後重返職場。與需職業轉換的CCP不同，這些迴歸計劃提供就業和指導路徑，使中年專業人士無需從入門級職位重新開始，即可重建行業相關經驗。
副議長女士，中年及年長PMET需要更結構化的再部署路徑和更強的職業轉型財政支援。他們多年為新加坡經濟貢獻，許多人創辦企業、培訓年輕同事、助力行業發展。我們的國家和經濟不能忽視這些工人的經驗和技能。讓我們為每位願意工作、再培訓和貢獻的新加坡人提供最佳機會。女士，我支援動議。
副議長女士：許德立議員發言。
下午4時07分
許德立議員（義順）：副議長女士，首先我要宣告，我是星展銀行集團內部審計主管。副議長女士，2025年預算是在日益複雜的環境中為新加坡規劃未來的關鍵機會。這是推動“前進新加坡”第二個預算，旨在更新我們的社會契約，建設更強大、更團結的社會，由總理黃循財領導。通過重申新加坡的韌性和團結，在慶祝新加坡60週年之際，2025年預算概述了提升民生、強化經濟和鞏固社會結構的關鍵策略。
隨著新加坡在日益波濤洶湧的水域中揚帆前進，我們必須在不確定中保持韌性，並在團結中尋找力量。為此，我想強調與2025年預算相關的三個關鍵主題：第一，在動盪的世界中堅持財政審慎；第二，推動新加坡經濟增長；第三，加倍加強社會韌性和安全。
女士，Forward Singapore的一個關鍵原則是堅持財政審慎和責任。經合組織最近的一份報告稱讚了新加坡穩健的財政框架，這使我們比其他國家更有效地應對不確定性。尤其對於像新加坡這樣的小國，烏克蘭局勢是一個嚴峻的提醒，表明在危機時刻，我們只能依靠自己的人民和財政資源。
這一原則如今置於充滿風險、加劇的地緣政治競爭和不斷演變的貿易戰的外部環境背景下。預計2025年經濟增長將放緩至1%至3%，反映全球逆風和貿易不確定性。
鑑於新加坡人面臨的生活成本問題，我歡迎額外措施提供救助，例如增強版社群發展理事會（CDC）購物券，作為保障計劃的一部分，繼續使我們的商品及服務稅（GST）方案在整體上保持進步性。與SG60計劃合計，這類似於“新加坡紅利”，讓每位公民分享國家的成功，且需要更多幫助的人獲得更大支援。
2024財年，新加坡報告預算盈餘64億新元。這主要歸因於企業所得稅收入意外激增，而2025年預算預計盈餘68億新元，主要由更高的預期運營收入驅動，其中企業所得稅為最大驅動力，達327億新元，比2024財年增長5.8%。
女士，鑑於老齡化社會醫療保健和基礎設施建設需要大量投資，我們不能自滿，也不能依賴週期性意外收入。基本的財務規劃理念是，長期某些支出必須與同等確定的收入來源相匹配。香港在平衡預算方面的挑戰源於其稅基狹窄且依賴週期性房地產稅收。僅因近期財政盈餘而批評GST上調，忽視了這一基本點，也只看到了GST方案的區域性。
作為一名財務專業人士，無論盈餘是預期內還是意外的，都體現了審慎和保守的做法，我相信所有負有管理重任的理智財務專家都會採納。這是“不花超出擁有”的基本價值體系。
對我而言，更重要的問題是我們將如何利用這些盈餘進一步提升基礎設施和能力，使新加坡成為更具活力的金融中心、吸引人的旅遊目的地和繁榮的大都市。除了第五航站樓外，之前分享了許多令人興奮的計劃可以加速推進，例如重新開發巴耶利峇和裕廊創新區，振興克拉碼頭，提升我們的藝術場景，實現倫敦之於歐洲的地位。
我期待總理分享他對這些方面的見解，並想問鑑於全球形勢比首次推出Forward SG時更復雜，政府是否會加強Forward SG的計劃，以及政府如何思考加快實現這些計劃。
關於預測，淨投資回報貢獻（NIRC）預計將從2024年的240億新元增至2025年的271億新元，增幅高於前一年。鑑於當前全球不確定性可能減緩長期回報，以及2025年GDP預測已較為溫和，請總理分享財政部對此的假設和見解。
此外，如果盈餘確實預計將持續，是否有機會重新調整稅收的速度和金額，以提高市場效率，緩解租金和勞動力成本壓力，同時仍堅持財政審慎？
我現在轉向推動新加坡經濟增長。
女士，開放且充滿活力的經濟是我們實現Forward SG議程的基礎。它促進就業創造、社會流動和持續繁榮。因此，我很高興2025年預算推出了多項支援企業和提升金融市場的舉措。
中小企業仍是我們經濟的支柱，貢獻近半數GDP，僱傭70%的勞動力。除了財政激勵外，關鍵是要提升中小企業在人工智慧興起中的知識，並明確其可持續發展的承諾和路徑。工人也需適應快速變化的世界。儘管新加坡在數字化採用方面取得進展，許多中小企業仍面臨資源限制和專業知識缺口。
在這方面，請總理保證將有更強的安全網支援面臨技術進步挑戰的中小企業和工人嗎？配合Forward SG計劃，我們如何更好地緩解這類焦慮，提高技能提升的效果？在即將舉行的財政預算辯論中，我計劃尋求澄清是否會提供更多支援，幫助中小企業加速人工智慧採用，開發定製化AI解決方案，並促進與研究機構合作試點新創新。
關於可持續發展，雖然新加坡承諾到2050年實現淨零排放，但我們必須平衡經濟和政治現實的變化。全球趨勢的重大變化，包括美國退出巴黎氣候協定和主要銀行退出淨零銀行聯盟，凸顯了脫碳承諾的複雜性。
我贊同政府為脫碳發揮作用的方向，但全球發展令人困惑。新加坡的碳稅計劃從目前的25新元提高至2030年最高80新元，這也將增加企業成本。企業會懷疑這些成本最終是否值得，面對世界對氣候變化鬥爭的混合訊號。
在這一變化的背景下，政府能否澄清對綠色轉型的立場；是否會重新調整先前計劃的速度和軌跡，以便中小企業更好地管理相關成本，並激勵其推進脫碳程序？我將在財政預算辯論中尋求額外支援，幫助企業實現這一目標，並澄清碳稅收入是否會再投資以協助中小企業採用脫碳措施。
在加強金融市場方面，我強烈支援政府振興新加坡交易所（SGX）的舉措，進一步提升我們作為國際金融中心的地位。新加坡金融管理局最近宣佈的50億新元股票市場發展計劃是受歡迎的舉措。然而，我強烈主張在此過程中採用生態系統方法。這可以包括：一、融入政府已支援的特定高增長行業，如製藥、生物技術和精密工程；二、鼓勵新加坡本土旗艦公司，或由新加坡人或新加坡新公民擁有的福布斯榜單公司，在SGX上市或雙重上市；三、敦促家族辦公室和高淨值個人上市或雙重上市其企業。
新加坡還必須保持靈活，以抓住波動中的新興機遇。柔佛-新加坡特別經濟區體現了這種戰略靈活性，旨在增強經濟韌性和深化雙邊關係。但我們必須確保這種合作不損害新加坡的競爭力。借鑑香港和深圳的經驗，柔佛-新加坡特別經濟區應補充新加坡的優勢，實現兩國共贏。
女士，Forward SG旨在加強我們的社會契約，並確保所有新加坡人感到安全和團結。如今，詐騙、毒品濫用、火災隱患和激進化等威脅對社群構成日益增長的風險。雖然我國仍是全球最安全的國家之一，但近期趨勢顯示需要更多措施。
2024年詐騙案件增長逾10%，接近5萬宗，損失激增70%，超過11億新元，儘管執法和技術防護加強。尤其令人擔憂的是，超過80%的詐騙案件涉及“自發”轉賬，凸顯犯罪分子如何利用人類心理和人工智慧驅動的欺騙手段。
同樣，青少年接觸有害物質的增加需要更強的緩解策略。2024年，20歲以下新毒品濫用者被捕126人，比2023年增長30%，儘管相關機構加強了措施。這一趨勢因含毒品的有害蒸汽器出現而加劇。鑑於青少年是新加坡的未來，我敦促政府加強中央禁毒局、衛生科學局和學校等機構間的合作，引導青少年走向更健康的道路。
關於社群凝聚力，鄰里糾紛持續高發，月均噪音相關反饋超過2100宗，仍是2019年的五倍以上。令人深切關注的是，一些鄰里糾紛已升級為暴力事件，部分後果嚴重。這凸顯了建立強有力糾紛解決機制的迫切需求。
《社群糾紛解決（修訂）法案》已通過並生效，將加強調解和社群參與工作。我期待其早期試點，並希望能更快在全島推廣，讓更多居民和鄰居，包括義順區居民，儘早受益。建設更安全、更有凝聚力的新加坡是共同責任，我期待在財政預算辯論中對此作更多發言。
女士，我現在結束髮言。在動盪中，Forward SG為我們指明前進道路，確保每位新加坡人都能在未來擁有有意義的份額。值此新加坡60週年之際，2025年預算提醒我們國家走過的漫長曆程，這一切建立在人民的共同決心之上。正如所言，我們無法掌控風向，但可以調整帆船。我們可以自信地迎接未來挑戰，因為新加坡歷來在不確定中展現韌性，在團結中汲取力量。讓我們堅定勇敢，共同塑造更光明、更包容的未來。讓我們攜手前進，邁向更美好的明天！
副議長女士：周德明先生。
下午4時22分
周德明先生（淡濱尼）：副議長女士，感謝給予我機會參與預算辯論。
今年的預算真正提升了所有新加坡人的福祉。它特別將工人利益置於核心，重點支援家庭和家庭成員。在第十四屆國會期間，我們政府也始終將年輕工人置於國家政策的中心。
我們看到國家青年理事會支援的青年小組讓年輕人在國家話語中發聲。我們見證了工藝教育學院（ITE）進步獎為30歲以下畢業生提供職業機會和經濟穩定。我們在邁向更公平社會方面取得顯著進展，提升了工作技能支援計劃，使低薪工人更早提升技能。
[議長在主席臺]
今天，我想特別關注如何更好支援我們的青年和年輕工人。
我們的年輕新加坡人正踏入充滿希望的職場。多項指標顯示，新加坡經濟穩健。去年增長4%。今年預測增長2%至3%。最近一項IPSOS全球研究將我們的青年發展評為全球最高。我們的年輕人有能力、充滿活力且積極參與。這值得驕傲，體現了新加坡人民的努力和國家對未來的投資。
但在這些統計數字背後，我們必須面對另一現實。我們傾聽了年輕新加坡人的聲音。超過一萬名青年向全國職工總會（NTUC）青年工作組分享了他們的希望與擔憂。職業是首要關切。尤其在2024和2025年，這種擔憂有充分理由。聯合自治大學畢業生就業調查顯示，去年79.5%的大學畢業生在六個月內找到工作，低於一年前近84%和兩年前94%。理工學院畢業生全職就業率從60%降至54.6%。
但這些數字絕非糟糕。與國際水平相比，我們仍處於良好位置。但這不僅是統計數字。他們的焦慮是真實的，這是真實的生活、真實的夢想和被憂慮染色的未來。
確實，我們的青年已知曉並必須擁抱適應力和機智，以應對日益激烈的就業市場競爭。人工智慧和可持續發展等趨勢將繼續取代現有職位，同時創造新崗位。年輕新加坡人必須不斷提升現有技能，甚至超越正規教育，學習新技能以跟上市場趨勢。
為確保年輕新加坡人在這一動態環境中茁壯成長，我們必須幫助他們建立終身學習和適應力優先的心態。俗話說，“未來屬於那些學習更多技能並創造性地結合它們的人。”這就是我想聚焦支援年輕新加坡人的具體措施的原因。
以文琪為例——一位學習商業分析的年輕女性。她分享了完成必修實習的經歷，卻看到朋友們為了競爭第一份工作，做兩、三甚至四份實習。她感受到的焦慮是真實的——擔心按要求完成是否足夠，因為世界不斷要求更多。幸運的是，文琪找到了一位重視質量勝於數量的僱主。她現在表現良好。但並非人人如此幸運。
青年的實習經歷因公司資源和實習主管的日常管理而異。這些趨勢反映了實習領域的兩個關鍵問題：市場上實習機會的可用性和實習質量。
因此，今天我提出兩條通向更有希望未來的路徑。我們不僅需要更多實習機會，還需要更優質的實習。
多年來，我們的體系演變成學生感到必須堆疊實習，常常延遲畢業，有時無薪工作，只為爭取第一份工作。實習重要且必要。它們開門、培養技能、建立聯絡，使年輕新加坡人準備好進入職場。但衡量實習的標準不能僅是實習發生了，而應是年輕人學到了什麼，如何成長，實習實際打開了哪些門。
我們需要產業夥伴更多幫助。創造有意義的機會給年輕人。也必須支援那些對學生負責的公司。政府可以增加對新加坡企業的資金支援，讓年輕新加坡人獲得優質實習機會，無論本地還是海外。這些舉措可基於企業新加坡的全球人才準備計劃等現有專案。
政府或許也可放寬30%本地股權要求，納入更多跨國公司作為實習東道主，增加實習數量。我們還可借鑑歐洲的Erasmus Plus計劃，該計劃不僅為年輕人提供工作和實習崗位，還在學習期間給予經濟支援。
其次，我們需要為實習設立明確標準。標準應保護年輕人免受剝削或無意義工作，確保他們為真實職業積累真正技能。目前，各高等院校為實習生制定各自指導方針，包括簽訂服務合同，明確超出現有職場保護的關鍵僱傭條款。建立實習質量標準將提升整體質量，為實習生提供結構化學習環境。國家實習標準可定義明確的實習範圍，確保結構化學習，設定硬技能和軟技能的可衡量學習成果，推廣最佳實踐、監督、指導和績效評估。
我們可借鑑法國、比利時和盧森堡的《實習協議》（Convention de Stage），該協議要求實習生、僱主和學校三方簽訂協議。全國職工總會支援青年，願與三方合作伙伴共同制定這些標準。
我的第二項提議針對一個緊迫現實。終身單一職業的時代可能已結束。我們的年輕工人將在職業生涯中經歷多次轉型。即使是年輕專業人士也未能倖免，如2023和2024年科技行業的裁員。全國職工總會和政策研究所的調查發現，年輕工人預計會多次換職業，但自我準備程度僅屬中等。這意味著我們的年輕人需要準備好適應、學習新技能，並在職業生涯中不斷自我革新。
新加坡職工總會致力於為年輕工人提供他們在這個快速變化的就業環境中茁壯成長所需的技能。下個月，青年職工總會和Mentoring SG將啟動一個可持續發展導師計劃，幫助青年進入這一不斷增長的領域。然而，我們仍然需要更廣泛的系統性支援，幫助面臨工作中斷的年輕專業人士。早期職業人士必須有機會探索新的職業興趣，並在為時未晚之前承擔諸如轉行等經過深思熟慮的風險。
例如，37歲的職業導師盧克體現了擁抱變化而非恐懼變化時的可能性。大學畢業後，盧克沒有停止學習。他利用SkillsFuture學分獲得了反洗錢研究生文憑，幫助他獲得晉升。隨後，看到行業格局的變化，他學習了資料分析課程，成功轉型到新崗位。現在，他計劃掌握人工智慧和機器學習。
盧克不僅適應了變化，還搶先一步，從而書寫了自己的未來。
但關鍵是：盧克不應是例外，他應成為常態。
我曾呼籲政府為第二學位或文憑提供補貼。我很欣慰SkillsFuture提升計劃現已補貼中年職業者的文憑課程和培訓津貼。但對年輕專業人士來說，還可以做得更多。
因此，我建議將SkillsFuture中年職業培訓津貼擴充套件至40歲以下的工人。我們應擴大職業轉換計劃的課程範圍，以匹配增長行業，如人工智慧和可持續發展。應將SkillsFuture學分的資格年齡從目前的25歲降低。應將這些學分的使用範圍擴大到課程之外，包括職業輔導和技能評估。
無論年齡大小，我們都需要幫助那些可能處於增長曲線不利一方的人。
我們的年輕新加坡人是未來的建築師。在慶祝獨立60週年之際，讓我們認識到他們的貢獻將定義新加坡的下一篇章。
今年迎來20週年的青年職工總會致力於與青年更深入互動。讓我們為年輕的新加坡人提供政策、資源和導師支援。青年的成功就是新加坡的成功。
議長先生，我支援預算案。
議長先生：Jean See女士發言。
下午4時32分
Jean See Jinli女士（提名議員）：議長先生，感謝總理詳盡的預算陳述。
我欣賞2025年預算將加強現有專案並推出新舉措，如大家庭計劃，回應新加坡人不斷變化的願望和需求，以及SG文化通行證——ActiveSG積分充值，將促進藝術、文化遺產和體育的興趣與職業發展。
議長先生，我支援預算案。它將助我們揚帆乘風，在不確定的經濟環境中前行。即便如此，社會和經濟變革仍然不均衡且令人不安，尤其對弱勢新加坡人影響更大。
2022年《哈佛商業評論》關於美國工人感知工作不安全的文章指出其影響：“無論你是被裁員、縮編、被迫提前退休，還是合同工作減少，失業都是人生最具壓力的經歷之一。除了明顯的經濟痛苦，失業的壓力還會嚴重影響你的情緒、人際關係以及整體心理和情感健康。”
在新加坡的背景下，哪些新興弱勢工人群體需要我們主動關注？
我想到兩類：一是企業重組或調整時可能遭受嚴重裁員的群體；二是因市場變化而受衝擊較大的群體，如自由職業者和勞務派遣工。這兩類群體都面臨同樣的陰雲——可能失業。請允許我詳細說明。
首先，是那些企業重組或調整時可能遭受裁員的工人。
我在一家擁擠的食閣旁聽到一對母女的對話。女兒三十多歲，她說：“我最怕的就是裁員。”
裁員是飯桌上的沉重話題，但隨著企業推進併購和業務重組，這已越來越常見。
沒有哪個年齡段的工人能免於裁員。2024年第一至第三季度的季度勞動力市場報告顯示，雖然50至59歲居民工人的裁員率最高，但30至39歲工人的裁員率也有所上升。
許多人通過更努力工作來尋求免疫，往往以健康為代價。健康科技提供商Telus Health 2024年的調查顯示，三分之二的新加坡工人表現出倦怠跡象，尤其是40歲以下者。
如果政府、僱主和工會未能認識並應對普遍的工作不安全感，工人可能會變得更加壓力重重和失望。
其次，是那些因市場變化而受衝擊較大的群體，包括自由職業者和勞務派遣工。
2024年7月，好萊塢電子遊戲表演者罷工，尋求對遊戲行業的人工智慧公平監管，因為表演者聲稱遊戲公司未經知情同意和公平補償，複製了他們的形象和聲音。由於表演者多為按小時計酬的自由職業者，公司減少合同工時以利用人工智慧替代，導致他們收入受損。
如果服務買家不尊重和維護人工智慧的公平使用，創意自由職業者將面臨收入和前景不斷下降的風險。
除了創意自由職業者，勞務派遣工在使用者企業應對市場變化時也可能遭受重創。使用者企業按專案和特定崗位臨時聘用派遣工，許多派遣工服務於酒店、餐飲、超市、電商物流和銀行。與過去將派遣工視為臨時補缺不同，企業越來越多地將派遣工作為實現組織靈活性和流動性的捷徑。
2021年《調查新聞局》文章中，英國工會大會就業權利政策官員Matt Creagh表示：“僱主僱傭派遣工很容易，因為沒有直接僱傭員工的固定成本，解僱派遣工也更簡單。你只需打電話給派遣機構說‘我們不需要他們再來了’。派遣工通常享受法定的基本條款和條件——最低假期、最低工資、最低休息時間。”
如果使用者企業和派遣機構未能尊重和維護就業法規及公平就業實踐，派遣工尤其是低薪低技能者將面臨技能退化和薪酬被剝削的風險。
變化的步伐加快，工人將深切感受到衝擊。我們如何主動作為，保護和提升這一新興弱勢勞動力？
世界就業聯合會和世界經濟論壇《未來就業報告》的獨立報告指出，今年出現兩大趨勢：一是更多企業努力構建靈活的勞動力；二是更多企業尋求在職能層面利用人工智慧。這些趨勢將共同擾亂工作方式和價值。儘管如此，新加坡必須繼續推動創新和增長，以抵消人口結構驅動的創新減少。請允許我解釋。
2010年，日本發明人在全球35個行業中專利產出最多。到2021年，僅在三個行業領先。《經濟學人》將日本顛覆性創新的衰退歸因於人口下降，而人口下降又是生育率下降和移民有限的結果。
回到新加坡，新加坡的總和生育率從2021年的1.12下降到2023年的0.97。
新加坡必須繼續推動創新，以抵消人口結構驅動的創新減少。創新提升生產力，最終提高生活水平。
因此，2025年預算既進步又具保護性。
進步之處在於預算撥出大量資金，加強創新和技術作為經濟和企業增長引擎。預算還提供財務激勵和稅收優惠，鼓勵企業通過併購戰略性增長，並提供重大補助以轉型崗位和提升勞動力能力。加上50億新元加強新加坡股市的計劃，2025年預算將推動新加坡經濟的活力和演進。
保護性體現在預算也撥出大量資金用於各種就業補貼計劃和漸進式工資補貼計劃，支援包括低薪工人、年長工人、殘疾人士和前罪犯等弱勢群體的就業。
預算還承擔40歲及以上新加坡人兼職長訓課程的費用，並提升低薪工人的培訓津貼。結合2024年宣佈的SkillsFuture求職者支援計劃，2025年預算將改善這些群體的就業和就業能力成果。然而，工作保障的範式正在改變。包括我在食閣遇到的那位女士在內，許多人仍在努力理解這一變化。
我們掙扎是因為對工作保障的不確定感讓我們感到無助。無助感違背了新加坡人從小培養的自我韌性精神。我們的精神促使我們展示能夠應對各種挑戰，以至於當工作被裁撤時，我們甚至可能自責。
這就是自我韌性的悖論。我們以從容面對困難為傲，但這種從容是建立在經歷苦難的基礎上的。當生活給我們沉重打擊時，支撐自己並不容易。因此，無論是因裁員失業，還是自由職業者和派遣工因任務取消失業，失業都是一種帶來長期心理、情感和經濟痛苦的打擊。
因為我們推崇自力更生，即使在這種情況下，我們也猶豫尋求幫助。
我們可以做更多，主動保護和提升新興弱勢工人。除了澄清，我想提出三點建議，說明我們作為一個國家如何主動作為。
第一，重新定義自我韌性，使尋求幫助不被視為軟弱，而是勇氣和決心的體現。失業經歷令人痛苦，尤其當家人依賴我們的經濟支援和照顧時。有些失業者還需照顧年邁父母，有些是年幼子女的父母。
政府是否考慮對家庭支援計劃的收入標準靈活處理？這將允許非自願失業者或能證明其平均月淨貿易收入較過去兩年顯著下降的自由職業者，在滿足其他條件的情況下，即使未達收入標準，也能符合資格。
這樣做可進一步鼓勵被裁工人申請SkillsFuture求職者支援計劃，尤其是專業人士、經理和高管。若申請者能同時獲得其他援助，如補貼心理諮詢和不公平離職的職場諮詢，將更為有益。
第二，重新定義共同責任，使企業和工人共同維護社會契約。例如，派遣工的技能提升常被忽視。由於派遣工由派遣機構僱傭，但在使用者企業工作，他們的培訓需求往往被忽略。缺乏支援和帶薪培訓時間，派遣工技能可能退化，市場價值下降。
我讚賞政府額外撥款2億新元給職工總會的公司培訓委員會補助，幫助更多企業轉型和提升員工技能。但作為與企業互動的工會人士，我觀察到企業在討論使用該補助購買新系統或技術時表現積極，但當工會提及崗位重設計或培訓時，企業需要更多說服。
對此，我分享商業研究者Jim Collins《從優秀到卓越》一書的體會。補助可幫助企業引進合適技術啟動生產力提升。要實現規模化和可持續發展，企業必須“讓合適的人上車”。
我對老闆們的建議是：利用CTC補助，與工會合作，推動動力飛輪，強化與你們共建企業的人才。因此，政府是否考慮將CTC模式推廣至由行業機構管理的補助計劃？通過此舉，我們可鼓勵更多企業踐行公平合理的就業和招聘，重設計崗位提升崗位價值，培訓低技能工人（包括企業內的派遣工），並啟動吸引和培養新加坡人才的專案。這樣將強化共同責任，發展和重視新加坡工人，整體提升勞動力水平。
第三，重新定義共同責任，使主要政府機構積極與工會、僱主及相關機構作為核心利益相關者，共同制定發展路線圖。例如，作為代表食品行業工人的工會人士，我注意到食品行業利益相關者需應對食品安全與保障法案等食品領域新發展，以及食品服務業漸進式工資模式、外勞規定、職場公平法和靈活工作安排等人力資源領域發展。
由於各機構優先事項重疊，主要機構在設定目標和設計監管實施時，若能從一開始就與核心工會和僱主團體接觸，將有助於確保工人利益同樣被重視。
類似方法也適用於影響跨行業廣大工人的領域，包括殘疾人士、派遣工和自由職業者。隨著經濟演進，這些群體若缺乏更新的工作保護和培訓，可能變得更加脆弱。因此，主要部委和機構可發起多方利益相關者工作組，討論新興弱勢群體的保護和保障。
我們可以借鑑政府對平臺工人的做法。當時，全政府積極支援平臺工人，今年推出了新《平臺工人法》，獲得平臺運營商和職工總會平臺工作協會的大力支援。平臺工人現可獲得代表、保護和支援。
因此，政府是否考慮加強對自由職業者和派遣工的法律保護？創意自由職業者期待政府促使服務買家尊重創意者的智慧財產權、及時支付和公平條款，並在買家故意侵犯時維護正義。派遣工尤其是受漸進式工資模式覆蓋的使用者企業僱傭者，也依賴政府關注。加強對這些新興弱勢工人的法律保護，將為他們提供安心保障。
為進一步提升殘疾人士，政府是否考慮擴大可訪問的SkillsFuture培訓課程範圍，包括指導培訓機構為殘疾人士提供合理便利以參加培訓？
最後，請允許我分享19世紀美國詩人Ella Wheeler Wilcox的詩句《命運之風》：
“一艘船向東駛去，另一艘向西，
同樣的風吹拂。
決定航向的，
是帆的調整，
而非風的強勁。
命運之風如海風，
伴隨我們人生航行，
靈魂的定向，
決定目標，
而非平靜或風暴。”
我們正處於新加坡旅程的轉折點。如果我們團結一心，SG60將成為一個以同理心韌性、共同責任和對同胞尤其是弱勢群體成長與福祉的共同擔當為特徵的時代。無論是政府、企業主、僱主、工會還是工人，選擇權在我們手中，成為自己故事的英雄。
議長先生：Patrick Tay先生髮言。
下午4時47分
Patrick Tay Teck Guan先生（先鋒選區）：先生，我支援2025年預算。我將今年的預算總結為我稱之為的“三C預算”——應對生活成本；關懷所有人，重點關注長者、家庭、殘疾人士和前罪犯，包括學生；第三個“C”——推動企業培訓和轉型。
過去60年，通過與工人的團結，新加坡克服了經濟困難，實現了更高工資、更強勞工保護和為所有人擴充套件的機會。
這種團結仍然是我們成功和共同繁榮的關鍵。在全球貿易緊張局勢、成本上升和快速技術變革的背景下，我們必須堅定承諾，確保沒有一名工人被落下，而是配備必要的技能和保護，以在不斷變化的經濟環境中茁壯成長。
因此，這個具有里程碑意義的3C預算必須認識到，可持續增長只有在工人得到公平報酬、其權利受到保護、其福祉被優先考慮時才有可能實現。
為此，我將重點談論我所稱的加強“三個C”：核心、能力和素質。首先，加強新加坡核心；其次，加強工人契約；第三，加強人力資本能力。
第一個“C”——加強新加坡核心，是我自2011年首次在議會發言以來一直堅持的呼籲。從那時起，我與許多新加坡工人進行了交流，聽到了他們對與外國勞動力，尤其是專業人士（PMEs）競爭日益激烈的擔憂和焦慮。
他們擔心工作被取代、工資停滯以及晉升機會減少。這些情緒在全國職工總會（NTUC）通過聯合全國職工總會-新加坡全國僱主聯合會（SNEF）專業人士工作組與約一萬名新加坡專業人士的交流中得到了呼應，我與新加坡全國僱主聯合會共同主持該工作組，時間是在2020年至2021年疫情期間。
在過去十年中，我倡導了一系列措施，以為本地專業人士創造公平競爭環境，包括加強對歧視新加坡人的違規僱主的威懾、設立外國專業人士依賴比例、嚴格就業準證申請條件、持續完善公平考慮框架等。
我很欣慰這些呼籲已通過實施互補性評估框架（COMPASS）和最近通過的具有里程碑意義的《職場公平法》得到回應，該法保護工人免受最常見的職場歧視，如年齡和國籍歧視。該法還通過賦予擴大的一系列個人救濟和對歧視性就業行為的處罰，加強了工會代表會員的能力。
當前的經濟形勢充滿不確定性，挑戰在前。去年，我們看到許多高調的裁員行動影響了本地專業人士。隨著生成式人工智慧和地緣政治動盪等趨勢，今年我們也可以預期類似情況。
我們必須採取積極主動的態度保護本地就業，投資技能培訓，使我們的工人保持準備、相關和韌性。準備好掌握新技能，適應新工作，並對新變化保持韌性。
全國職工總會一直密切合作併為專業人士做更多工作，以增強他們的就業保障並確保公平的就業機會。
2020年，全國職工總會提出了公平裁員框架，概述了指導企業負責任裁員的三項關鍵原則，其中第一項是“保護新加坡核心”，即幫助新加坡人保住工作，同時給予外國工人適當考慮。該框架隨後被納入三方關於管理過剩人力和負責任裁員的諮詢意見中。
在裁員不可避免的情況下，我強烈敦促政府採取更堅定立場，確保僱主不僅提前通知工會和受影響工人並給予公平補償，還優先考慮新加坡人獲得就業機會和職業支援。
外國勞動力可以幫助填補關鍵技能缺口，支援勞動力短缺的行業，但我們不能過度依賴外部勞動力。我們還必須共同努力建設本地人才儲備。這意味著投資技能培訓，創造更多職業晉升機會。
因此，我歡迎技能未來勞動力發展補助金、重新設計的技能未來企業信貸以及全國職工總會職業轉型補助金（CTC）2億新元的追加撥款，以幫助企業抵消勞動力轉型成本並支援崗位重塑。經過多年的遊說，我也很高興看到更多資源將用於培養新加坡工人成為企業領導者的計劃，通過派遣他們海外工作和參加領導力里程碑專案。
更強大的新加坡核心意味著新加坡經濟更強大，更具競爭力，且對外部勞動力的依賴更少。除了公平機會，我們還需要確保為新加坡工人提供優質機會。這意味著良好的工資、福利、良好的工作前景、無歧視和騷擾的工作場所以及更有意義的工作任務，以充分發揮每位新加坡工人的真正潛力。支援本地就業必須成為政府的戰略重點，幫助新加坡人，尤其是新加坡工人，獲得更好的收入和生活。
我想強調的第二個“C”是加強工人契約。2023年，在通過#每位工人都重要對話與超過42,000名工人進行為期一年的交流後，全國職工總會發布了更新的工人契約，提出了針對五類工人的建議，包括中年工人、年長工人和弱勢工人。
工人契約和全國職工總會-新加坡全國僱主聯合會專業人士工作組的建議之一是為非自願失業者提供短期失業支援。我感謝政府聽取全國職工總會的呼籲，推出技能未來求職者支援計劃，幫助工人從就業挫折中恢復。在全國職工總會最新的經濟情緒調查中，34%的工人，包括專業人士，表達了未來幾個月失業或合同不續簽的擔憂。在專業人士中，50至59歲年齡段的擔憂最為突出。因此，我繼續呼籲政府考慮將求職者支援計劃的資格範圍擴大至中年和高階工人這一廣泛中間群體。
中年專業人士是我一直倡導的工人群體。他們面臨獨特挑戰，但由於收入較高，可能獲得的政府支援較少。中年專業人士常常面臨職業發展停滯或行業轉型帶來的工作不穩定。作為“夾心一代”，他們通常有更多的贍養責任，失業後找到新工作的時間也更長。重新就業時，他們遭受工資損失的可能性也在增加。
全國職工總會2022年#每位工人都重要對話調查顯示，定義為30歲至50歲初的中年工人對工作焦慮程度相對較高，超過年輕和年長群體。儘管如此，他們仍積極看待提升技能作為承擔更高價值工作的助力。因此，我很高興政府採納了我們關於通過技能未來升級計劃加大對中年工人支援的呼籲，該計劃為參加全日制培訓的人員提供4000新元的學分補充和每月津貼。
根據世界經濟論壇的資料，到2030年，新加坡70%的勞動力需要進行再培訓或技能提升。同一報告還發現，六成新加坡企業認為技能缺口是其業務轉型的潛在障礙。技能未來升級計劃是提升中年專業人士職業流動性的積極舉措，使他們能夠深化技能並轉向新的增長行業。
下一步可以擴大專門為有經驗專業人士轉型新行業設計的職業轉換計劃。工人還可以選擇使用技能未來學分進行職業輔導和指導，這將有助於中年工人應對技能提升或職業轉型。在這方面，全國職工總會正與專業人士合作創新，量身定製崗位安置和職業輔導支援。
關於年長工人和弱勢工人，我認可政府加強30歲及以上低收入工人的工作技能支援計劃、延長年長工人高階就業補貼、提升前科人員就業補貼和殘疾人士就業補貼的努力。我希望政府繼續加強工人契約，通過建立支援生態系統，賦能這些工人實現技能提升願望並轉型至更具韌性的職業路徑。
我第三個也是最後一個“C”是加強人力能力，這在我們適應“新常態”工作時至關重要。上週四，我有機會在人力資源專業人員協會（IHRP）組織的活動中與一群高階人力資源領導和高管交流。我們一致認為，人力資源和人力資本專業人員在確保勞動力公平、進步和負責任的實踐中發揮著重要作用。因此，人力資源專業人員必須具備紮實的知識，不僅包括新加坡的就業法律法規，還包括勞工運動、三方合作及更廣泛的三方框架，包括如何建設更進步的職場實踐和維護多樣性、公平和包容價值的工作場所。
聯合全國職工總會-新加坡全國僱主聯合會專業人士工作組提出的一項關鍵建議是通過提升人力資源標準來加強公平就業實踐。我敦促政府與三方夥伴合作，制定基本人力資源認證要求，由IHRP或其他國際認可的同等組織頒發。這對跨國公司僱傭在新加坡及海外運營的外國人力資源專業人員尤為重要。
隨著自動化就業決策工具（AEDT）的興起，這些是顯著輔助或替代招聘或晉升中自由裁量決策的人工智慧技術，我還建議出臺指導方針或法規，確保企業和人力資源負責任地使用人工智慧。可以考慮的措施包括要求企業進行第三方偏見審計，或披露使用此類工具對候選人排名、員工晉升甚至解僱的情況。
在不斷變化的經濟、人口和監管環境中，經歷疫情期間的考驗後，人力資源專業人員在關鍵業務決策中扮演越來越戰略性的角色，並且希望在董事會中發揮更大作用，除了運營和合規之外。
加強我們的人力資本能力和領導力，以及培養下一代人力資源領導人才，不僅確保企業吸引、培養和留住頂尖本地人才，還促進支援各級工人的進步和包容性工作場所。
總之，我感謝政府接受並實施了專業人士工作組的全部九項建議。為了乘風破浪，領先一步，不被意外擊中，我們需要加強“三個C”——核心、契約和能力。這也是重申我們保護新加坡工人生活和生計的承諾。
過去60年，新加坡在危機和變革時期與工人團結一致。從早期工業化，到2008年金融危機，再到最近的新冠疫情，我們知道前進的唯一途徑是作為一個團結的人民共同前行。今天，工作的性質、工作場所和勞動力都發生了變化。然而，有一個真理始終不變——當我們投資、保護並裝備工人終身發展時，我們整個國家都會繁榮。正是這種團結精神指引我們，以包容的方式推進增長前沿，共同邁向更美好的明天。議長先生，我支援預算案。
議長：謝耀權先生。
下午5時02分
謝耀權先生（裕廊選區）：議長先生，首先我想說的是：我更願意將2025年預算視為又一個典型的“新加坡預算”，也是又一個典型的“人民行動黨（PAP）政府預算”，而不是“選舉預算”——因為這個預算深思熟慮，平衡地兼顧當前和長期優先事項，包容性強，最重要的是，將新加坡人，無論是已出生的還是未來的，置於人民行動黨政府所做一切工作的核心。正如過去幾十年歷屆人民行動黨政府的歷次預算一樣。
我們已經習慣了我們的預算呈現出這樣的風格和氣息，但我們絕不應視為理所當然。因為這體現了我們在新加坡所幸運擁有的一種特殊治理和政治領導風格，一種為人民行事的特殊政治意願，以及政治領導與公民之間的特殊契約。這已成為典型的新加坡特色，貫穿於我們的所有預算中，但它是特殊的，確實是卓越的。
本預算是在2024財年超過60億新元盈餘和2025財年預計超過60億新元盈餘的背景下出臺的。如果選舉真的是本預算的主要動機，政府肯定會瘋狂地將更多盈餘用於短期措施，無論是現金還是代金券。相反，政府僅在本預算中為社群發展理事會（CDC）和SG60代金券預留了約30億新元，整體生活成本支援措施和SG60方案約佔預算的5%，並在選舉年將這130億新元盈餘留在桌面上。
為什麼？我認為，很簡單，因為這使政府能夠在2020年至2025年整個任期內實現或多或少的財政平衡，前提是不包括本屆政府任期內動用的過往儲備。
疫情時期的預算對一些人來說可能已經是遙遠的記憶，但在2020財年，僅五年前，在本屆政府任期開始時，我們經歷了超過500億新元的前所未有的赤字。不是5億或6億，而是超過500億的赤字。隨後，我們在2021、2022和2023財年基本實現了收支平衡。因此，2024財年的盈餘和2025財年預計的盈餘——重要的是，不包括動用過往儲備——合計將使政府能夠基本完成其五年任期的財政平衡。這也是歷屆人民行動黨政府承諾要做的。
因此，與其將這些盈餘視為可能引發新加坡人懷疑政府收稅和資金超過國家需求的原因，我認為新加坡人應當從中獲得信心，這些盈餘代表了人民行動黨政府在整個任期內保持財政審慎的一貫性和意願，這種意願也貫穿於過去多個任期，並將持續到未來多個任期，前提是人民行動黨繼續獲得組閣授權。這就是我們應當看待這兩個財年盈餘的方式。
議長先生，這是一個創紀錄的預算，預計支出達1430億新元。因此，政府為照顧新加坡和新加坡人投入的資源量毋庸置疑。但同樣重要，甚至更重要的是，在投入越來越多資源的同時，確保這些資源得到有效分配。
財政部長兼總理本人在預算陳述中也強調了這一點。因此，基於此，我想提出三點建議——不是關於投入更多資源，而是關於實現資源更有效分配。
首先，關於對老年人的支援。我向議會提出，我們目前基於人均收入（PCI）為主的資助框架，即通過收入狀況確定老年人獲得多少支援的現行資助框架，亟需進行根本性重新思考，以確保其在我們超高齡未來仍然適用。
當前基於人均收入的資助框架帶來的典型痛點是：假設一對退休的老年夫婦有一個已成年的單身子女。如果這個單身成年子女繼續與老年夫婦同住，那麼三人被視為一個家庭；該子女的工作收入計入家庭人均收入評估；根據現行資助框架，老年夫婦因家庭人均收入較高而被認為經濟條件較好。
但如果該單身成年子女搬出，與父母分開居住，那麼老年夫婦被視為單獨一個家庭，收入為零，根據現行資助框架，他們的經濟條件被認為較差。即使可以說，能夠買房並搬出獨立居住的單身子女，經濟條件可能更好，更有能力支援父母，相比仍與父母同住的人。
基於人均收入的現行資助框架對我們的老年人影響巨大；決定他們是否符合藍卡或綠卡資格；是否每三個月獲得銀髮支援；是否在公立醫院B2/C級病房獲得80%、60%或更低的補貼，等等。
明確地說，沒有任何收入審查是完美的，或者用經濟學術語來說，沒有任何收入審查是完全高效的。每一種收入審查都會存在低效和權衡。在早期，我們的人口結構較年輕，支援老年人的資源需求規模較小，當前針對老年人的收入審查框架中的低效可能並不那麼重要。
事實上，雖然在資源分配給老年人方面存在低效，但整體上採用統一的收入審查框架對整個社會人口，包括工作成年人和幼兒，可能也帶來了效率；即同一收入審查框架適用於老年人、工作成年人和幼兒，這種統一性帶來了效率。
確實，在人口較年輕時，這些效率很可能超過了低效的影響。但隨著人口迅速老齡化，老年人口增多，且每位老年人的支出大幅增加，同時老年人周圍的平均家庭結構也在不斷變化，我認為這種平衡已經發生了根本性轉變。當前框架中資源分配給老年人的低效問題現在變得更加重要。因此，我們應當把握好方向，徹底重新思考，確保我們的資源分配框架繼續適應其目的。
我的建議是，將老年人的收入審查框架與其他人口——工作年齡成年人和幼兒——的收入審查框架分離開來。同時，基於兩個對老年人最重要的關鍵考慮，重新構建老年人的收入審查框架。
第一，老年人處於不同的人生階段。他們很可能完全不工作，或者以適合其當前人生階段的較低節奏工作，收入也較低。換言之，當前可評估收入並非評估老年人整體經濟狀況最準確或最公平的方式。相反，我認為以終身收入為依據，通過終身公積金（CPF）繳納額作為代理，可能是評估老年人當前經濟狀況最準確且最公平的方式。
第二，老年人不希望成為子女的負擔，無論子女經濟狀況多好，或多麼孝順。因此，雖然我們非常重視個人責任和家庭支援，但也必須認識到大多數新加坡老年人不願給子女添麻煩的基本願望。我向本院建議，我們的公共政策應傾向於支援老年人不願成為子女負擔的這一基本願望。換句話說，針對老年人的收入審查應避免將子女的經濟狀況納入考量，無論子女是否與他們同住。
總之，我的第一個建議是專門重新思考並重構針對老年人的收入審查框架。摒棄以家庭人均收入為基礎，轉向以個人終身收入為主，代理指標為其終身公積金繳納額。
先生，我的第二個建議是關於我們對學生全日制教育的資源分配，尤其是在他們進入職場之前。具體來說，我敦促政府向工藝教育學院（ITE）學生投入更多資源，縮小ITE與其他高等教育學生之間的資源分配差距。明確地說，歷屆人民行動黨政府一直高度重視教育，致力於投資新加坡人並通過教育開發他們的潛力。事實上，首屆人民行動黨政府在1959年至1963年間，每年預算的三分之一用於教育，特別是為年輕且不斷增長的人口提供基礎教育。近年來，歷屆政府也特別重視對ITE的投資。因此，我們的ITE體系取得了飛躍發展，產出非常優異的成果。
我現在有年輕居民，剛進入ITE一年級，他們告訴我選擇進入ITE是他們人生中最好的決定。因此，我們應為ITE體系取得的成就感到自豪。
然而，我認為我們可以做得更多，在ITE與其他高等教育領域的資源分配上取得更好的平衡。
目前，我們在ITE每名學生上的支出約為16,000新元，而在全日制文憑課程學生（主要是理工學院）上的支出約為18,000新元。因此，政府對ITE的經常性支出比理工學院每名學生低約2,000新元；這一差距自2012、2013年以來一直較為穩定。
當然，增加教育支出並不總是自動帶來更好的教育成果。但我認為，政府在ITE與其他高等教育領域之間存在的結構性經常性支出差距，在公平性和合理性方面值得探討。我相信有空間考慮重新分配資金，實現更好的平衡和縮小差距。
有了額外資金，ITE可以在多個方面更有效地培養學生，幫助他們更好地發現自己的志向、激情、多樣興趣以及個人優勢和才能。最終，這將有助於維護和提升新加坡的社會流動性。
先生，我的第三個建議是關於我們對成人教育及整個SkillsFuture運動的資源分配。具體來說，雖然我讚賞政府大膽將資源直接交到工人和成人學習者手中，賦予他們掌控自身學習的能力，即在需求側採取重大舉措，但我也敦促政府在供給側大膽投資，適當分配資源，建設深厚、廣泛且持久的能力，提升整個成人教育生態系統。
我看到三個方面的機會。第一，讓我們提升新加坡成人教育者和培訓師的整體質量。在學前和正規教育體系中，我們通過新加坡國立早期兒童發展學院和國立教育學院，建立並保持了對教育者培養的高度關注，確保這些領域的教育者質量。我們可以，也應該對成人教育採取同樣的做法。
通過賦予成人學習學院更明確的使命，建立對成人教育者培養的高度關注。我們的目標是打造一支世界級的成人教育者和培訓師隊伍，一支專注且全職的成人教育從業者隊伍，在供給側發揮作用。
第二，讓我們提升新加坡成人教育者和培訓師的地位、認可度和職業晉升路徑。我們必須打造一個統一的成人教育者和培訓師群體，擁有高度的職業自豪感和身份認同。
相關地，教育部長陳振聲最近在一次演講中表示，我引用：“不能；不應；絕不能出現‘只有好老師才去好學校’的情況”，這適用於我們的正規教育體系。
我向本院建議，我們應在成人教育和培訓領域，特別是在高等教育機構（IHLs）中，追求同樣的目標。在我們的自治大學、理工學院和ITE學院中，最優秀的教育者和教職員工不應僅限於本科教學；他們也必須參與成人教育和培訓，成為成人教育從業者群體的一部分。
議長先生：謝先生，您還有不到兩分鐘。
謝耀權先生：第三，讓我們為成人教育和培訓領域設立獎學金，就像我們為學前和正規教育體系所做的那樣。設立獎學金，吸引並留住我們最優秀的人才，成為成人教育者以及成人教育者的教育者。
先生，最後，儘管有這些建議，我仍支援本預算案。
議長先生：楊婉玲女士。
下午5時21分
楊婉玲女士（巴西立-榜鵝）：議長先生，在回顧新加坡在促進婦女發展方面取得的顯著進展時，我想肯定勞工運動在推動這一轉變中發揮的關鍵作用。多年來，我們見證了婦女權利、機會和賦權領域的深刻變化。在這段歷程中，勞工運動始終堅定致力於倡導政策和專案，不僅提升婦女地位，還確保她們在生活的不同階段茁壯成長。
全國職工總會（NTUC）婦女與家庭單位優先與婦女接觸，通過多種渠道收集反饋，保持對基層的敏感。定期調查、咖啡聊天、由工會領導主持的小組討論以及廣泛的外展活動，確保我們職場女性的聲音被聽見並反映在政策決策中。
2020年，NTUC與新加坡婦女組織理事會及人民協會婦女融合網絡合作，主導了“新加坡婦女發展對話”。這些對話吸引了近6,000名參與者，舉辦了160多場對話會議。收集的見解匯聚成《新加坡婦女發展白皮書》，將國家優先事項與婦女的真實經歷對齊。
NTUC婦女與家庭單位與人民行動黨婦女組的研究小組密切且定期合作，我在此宣告我是婦女組研究小組負責人，共同探討影響職場女性的關鍵問題。通過季度調查，我們反映數千名女性的聲音，研究靈活工作安排、重度月經過多相關挑戰、照顧者的經濟負擔及資源，以及退休和再就業的關注點。
通過廣泛的基層反饋，我們得以影響政策並實施具體行動計劃。這些努力的例子包括引入《三方靈活工作安排請求指引》（TG-FWAR）和《職場公平立法》。
確實，NTUC一直採取行動，創造包容性職場，改善職場照顧者的生活和生計。早在2013年，NTUC婦女與家庭單位啟動了“液態黃金計劃”，倡導為希望返工後繼續哺乳的職場母親提供更好支援。該計劃旨在提高對哺乳重要性的認識，鼓勵僱主在職場提供專門的哺乳空間。
雖然該計劃引發了許多良好討論，但即使到今天，母親們仍難以找到合適的哺乳空間。有些人被迫在洗手間或會議室擠奶，有時僅用麻將桌紙遮擋。我曾與一位哺乳母親交談，她因老闆要求她在公共廁所哺乳而感到非常沮喪。在老闆慶祝孫子出生時，她藉機禮貌而堅定地問他，是否會考慮讓孫子喝在公共廁所準備的奶。真棒，姐妹！正是這樣的對話推動了職場公平和可能性的邊界。
如今，“液態黃金計劃”已發展為“更好職場運動”，擴大關注範圍，支援女性並促進工作與生活的和諧。該運動認可並表彰實施靈活工作安排和工作生活和諧實踐的進步僱主，以及採取政策應對職場騷擾的僱主。獲獎僱主將在辦公室獲得健康角或哺乳空間。該運動不僅激勵其他僱主採納類似做法，還通過創造更包容、公平和支援女性員工的工作環境，幫助縮小性別認知差距。
除了倡導，NTUC婦女與家庭單位與合作伙伴共同推出了多項旨在賦權女性和照顧者的舉措。其中一項是“女性支援女性導師計劃”，於2020年首次推出。自啟動以來，該計劃穩步擴充套件，現覆蓋全島10個選區，擁有300名導師和300名受導者。
鑑於並非所有女性都適合一對一密集輔導，我們與合作伙伴SG Her Empowerment共同推出了“SHE支援友誼圈”，這是一種多對多的導師模式。如今，我們的友誼圈獲得了22個專業女性團體的支援，涵蓋建築女性、網路安全女性、職場照顧者以及希望重返職場的女性。我們的圈子形成了一個3萬名女性的網路，彼此支援，解決工作與照顧平衡等問題，並助力女性進入非政府組織和數字創業等新興職業領域。
導師制對裝備和賦權女性實現職場和生活潛力至關重要。52歲的Nurhani女士是五個孩子的母親，在COVID-19疫情期間被裁員。她曾參加Yayasan MENDAKI的“女性@工作”專案和NTUC“女性支援女性導師計劃”，遇到了工會領袖兼NTUC導師Noorfarahin Bte Ahmad女士。通過共同的生活經歷，Nurhani女士重拾信心，成功獲得INSEAD商學院發展協調員職位。我們還有許多類似例子，展示導師制和女性支援如何積極影響生活。我們呼籲政府和進步企業為社群和國家層面的導師計劃提供更多資源，賦權並激勵女性在家庭和職場追求卓越。
議長先生，關注職場女性的心理健康和自信固然重要，另一個關鍵支柱是支援女性留職和重返職場的進步職場政策和文化。最近完成的婚姻與育兒調查，由NTUC婦女與家庭單位和人民行動黨婦女組聯合進行，超過1,000名受訪者，揭示了政府對父母的關鍵優先事項。他們優先考慮靈活工作安排、改善負擔得起的托兒和醫療服務的可及性，以及增加家庭的財政援助和補貼。
勞工運動自1990年代以來一直倡導靈活工作安排（FWA），照顧者表示FWA是他們平衡工作與照顧的首選支援形式。我們感謝政府響應呼籲，增強了陪產假和共享育兒假，確實推動了育兒性別刻板印象的轉變，調查中三分之二受訪者同意伴侶平等分擔育兒責任。但育兒/照顧假只是更廣泛照顧生態系統的一部分。其他舉措如FWA和托兒服務、可信賴的家庭幫手，構成了對女性及其家庭的全面支援體系，使女效能夠安心重返職場。
我們的年輕家庭反映養育子女面臨經濟壓力。我曾在人民行動黨議會動議中談及支援新加坡人組建和養育家庭，強調需提供更多就業機會給返工母親，實現更可持續的長期經濟獨立。我提到將擴大我們受歡迎的“C U Back (CUB) at Work”專案，幫助照顧者，尤其是女性，以靈活工作選項重返職場，覆蓋更多服務不足的女性工人群體。
FWA是照顧者留在職場的可持續方式，需做更多工作使FWA在不同工作型別中更具包容性和可及性。CUB專案將擴充套件至專業、管理及行政職位，如會計和辦公室管理。此外，NTUC婦女與家庭單位將重新設計CUB專案，覆蓋新入職的孕婦，確保她們享有完整產假福利，並在產後獲得永久就業保障。通過CUB，我們希望向所有僱主展示，他們可以支援員工在生活各階段更好地平衡工作與生活，同時利用更大且高效的新加坡人才庫。
議長先生，為使FWA可持續，關鍵是將FWA在企業文化中常態化。中小企業（SME）僱傭了多達70%的新加坡勞動力，資源有限的中小企業僱主常因員工休FWA或育兒假難以找到臨時替代者而苦惱。中小企業主在支付育兒假工資時也可能面臨財務壓力。
鑑於新加坡2025年預算鼓勵新加坡人組建更大家庭，且女性作為生育者傳統上承擔更多照顧責任，我們呼籲政府考慮對僱傭較多女性的中小企業提供額外支援。這種針對性的援助將與政府推動大家庭和提高女性勞動力參與率的政策相契合。
此外，本著促進包容性工作空間的精神，靈活工作安排（FWA）在為殘疾人士（PwDs）提供謀生手段方面發揮了重要作用。確保有適合的靈活工作崗位，對於保障新加坡職場成為殘疾人士能夠獲得獨立和尊嚴的賦權場所至關重要。我們呼籲政府建立一支職業輔導員隊伍，以便有效地重新設計工作，實現僱主與殘疾員工的雙贏。
我也感謝政府將“促進就業津貼”延長至2028年底，該津貼為僱傭殘疾員工的公司提供工資補貼。事實上，殘疾員工也希望通過再培訓和技能提升，保持技能的相關性。根據具體情況，殘疾人士可能需要更多培訓支援，政府通過新加坡輔助發展機構（SG Enable）的“促進就業學院”提供開放門培訓計劃補助，資助僱主最高達95%的課程費用。
然而，僱主和員工可能需要更多由輔助學院以外提供的行業特定培訓。能否將“技能未來企業津貼”擴充套件至支援不同能力員工的培訓，這些員工可能需要根據其需求及行業要求定製某些培訓？
議長先生，隨著新加坡家庭核心規模變小，許多家庭依賴可信賴的育兒和家政幫工提供家庭重要支援。鑑於促進僱主與外籍家政工之間建立強健和諧關係的重要性，全國職工總會（NTUC）婦女與家庭單位與家政員工中心合作，於2021年啟動了每月諮詢診所。這些診所為僱主提供瞭解其責任並建立積極、尊重關係的平臺。
通過這些診所，我們觀察到大多數僱主希望獲得關於如何與幫工建立強健健康關係的建議和技巧。許多人指出勞動力的變化：外籍家政工越來越年輕，通常屬於千禧一代。一位僱主分享說，她不確定如何與20多歲的年輕幫工相處，因為她之前的幫工都是40多歲。她提出了非常務實的關切，比如如何在家中設定手機和社交媒體使用的界限。與社交媒體上頻繁渲染的極端仇恨關係不同，我很欣慰看到許多新加坡僱主真心關愛他們的外籍家政工，儘管他們往往不瞭解可用的支援資源。
我們的診所隨後發展成一個名為“攜手同行：女性力量（POW）”的專案。該專案引入資源和合作夥伴，如家政員工中心、米飯公司和就業代理協會等，致力於建立健康的僱主與外籍家政工關係。我們的POW活動吸引數百人參加，舉辦關懷嘉年華和表彰獎項，慶祝外籍家政工與僱主之間的積極關係。這顯示了外籍家政工在新加坡家庭關懷生態系統中的重要角色。我們呼籲政府在外籍家政工的獲取和負擔能力方面，為家庭提供更多支援和幫助。此外，家庭也希望獲得更多協助，以便在其固定幫工回國休假時，能夠獲得臨時月度工作準證以替代幫工。
總之，雖然我們在支援女性和照顧者、打造包容性職場方面取得了不少進展，但仍任重道遠。從政策倡導、靈活工作安排，到導師輔導和復職計劃，全國職工總會始終致力於確保所有女性——無論其處境如何、人生階段如何——都能獲得所需支援，在家庭和職場中追求卓越。
我們共同努力，創造一個更包容的社會，讓女性獲得賦權、支援，並有機會發揮最大潛能。每一位女性工作者都至關重要。議長先生，我支援本預算案。
議長先生：楊益財議員。
下午5時35分
楊益財議員（拉丁馬士選區）：議長先生，我支援本預算案，旨在幫助新加坡人應對成本壓力和通脹相關的焦慮。
先生，我很高興看到2024年實際收入有所增長，繼2023年下降之後。這表明人民行動黨政府採取的措施——包括引入優質投資和創造優質就業機會、保持新加坡元強勢以抵禦輸入性通脹、擴大漸進式工資模式以提升低收入工人工資以及其他多項計劃——已見成效。
雖然今年通脹有所緩解，預計平均在1.5%至2.5%之間，但過去的價格上漲不會消失，我們必須適應價格更高的新常態。這就是我高興政府採取果斷措施幫助新加坡人應對更高物價的原因。
在今天的發言中，我想強調我們必須加強消費者保護，使消費者能夠充分受益於政府提供的各種支援措施。我們不能允許不良商家藉機牟利，損害消費者利益。我還將強調如何進一步提升低收入兄弟姐妹的工資，確保他們在新加坡發展中不被落下。
先生，在全國職工總會去年11月至12月進行的最新經濟情緒調查中，超過半數受訪者認為過去12個月收入增長不足以應對生活成本上漲。額外800元的社群發展理事會（CDC）購物券、額外的U-Save回扣、增加的社會援助計劃（ComCare）補助以及新的SG60購物券，肯定能幫助各階層新加坡人更好地應對當前高物價。
在拉丁馬士選區，我們去年推出了多項社群舉措，幫助居民應對成本壓力。我們發放“拉丁馬士關懷購物券”，每月向3,000戶符合條件的家庭發放一套本地折扣券。由三個小販和商戶協會牽頭，參與的小販、商戶和市場攤主在過去七個月貢獻了超過50萬新元的折扣。
我們開設了JamPacked@Radin Mas社群小超市，允許低收入居民每月兌換價值50新元的日常必需品。這些物資由超市和善心捐贈者提供。居民不是領取預先包裝的食品包，而是親自到小超市兌換所需物品，減少浪費，鼓勵捐贈者更頻繁和慷慨地捐贈。
我們還在直落布蘭雅環路設立了社群冰箱，供居民領取從附近市場救助的免費水果和蔬菜。自2024年11月推出“魔法冰箱”以來，我們已贈送超過1,000公斤免費水果和蔬菜。
先生，這些舉措得以實現，離不開個人和組織的慷慨捐贈和支援。在拉丁馬士，我們擁有強烈的社群精神，有能力者幫助有需要者。我藉此機會感謝所有慷慨的贊助商和社群夥伴，與我和團隊攜手幫助最脆弱的居民。
總理在預算演講中宣佈，政府和賽馬委員會將撥出超過6億新元配對捐款，鼓勵慈善和社會事業。我完全支援這一舉措。但我們應進一步鼓勵各種形式的慈善，不僅限於金錢捐贈。我希望政府能推動更有愛心的新加坡，鼓勵更多自發的基層倡議，如我們在拉丁馬士啟動的專案，遍及全國。
除了政府舉措和社群主導專案，私營部門也必須在全社會努力中發揮作用，幫助抑制成本壓力。全國職工總會及其企業致力於確保必需品對新加坡人保持可及和負擔得起。
2019年至2024年間，全國職工總會公平價格集團向先驅一代、獨立一代、老年公民及社群健康援助計劃（CHAS）持卡人提供約3.3億新元的折扣及LinkPoints回扣，減輕家庭經濟負擔。同一時期，公平價格還向全國職工總會會員和公平價格會員返還超過2.5億新元回扣。
但先生，我們必須確保新加坡擁有健全的消費者保護制度和價格透明市場，確保消費者充分受益於政府和社群推動的緩解生活成本上漲的舉措。根據新加坡消費者協會（CASE）年度投訴統計，2024年消費者預付款損失近200萬新元，是2023年報告損失的四倍多。這些損失主要來自裝修、婚禮及美容水療等大額支出行業。
除預付款損失外，電子商務相關投訴也創歷史新高，甚至超過了新冠疫情期間的峰值。這些趨勢令人擔憂，我們必須採取果斷行動，營造更受信賴的商業環境，保護消費者免受不良商家侵害。
議長先生，消費者保護（公平交易）法的最後一次重大修訂是在2018年，遠早於電子商務的爆發，而電子商務因新冠疫情而迅速增長。作為消費者協會會長，我敦促政府召集專家小組，全面審查並更新消費者保護法律。消費者協會願意領導此項工作，將廣泛與商界、法律界和學術界溝通，確保在保護消費者與維護新加坡營商便利聲譽之間取得平衡，提出立法及非立法建議。
先生，我們還必須提升市場價格透明度。過去幾年，我一直倡導在新加坡全國推廣單位價格標示。我於2022年首次在議會提出此議題，強調單位價格有助於應對“縮水通脹”——零售商保持價格不變，但縮減商品容量或質量的現象。
單位價格幫助消費者快速輕鬆識破價格伎倆。英國、澳大利亞和紐西蘭等多國早已實施單位價格。新加坡消費者協會於2023年推出的“價格腳印”應用已實現單位價格，涵蓋6,000多種商品，包括食品雜貨和家居用品。自實施以來，單位價格功能獲得大量積極反饋；我認為現在是將單位價格推廣至價格腳印應用之外的合適時機。
我敦促政府強制要求所有主要線上和實體零售店展示單位價格。作為起點，我們可採用與一次性購物袋收費相同的標準，僅要求較大商家遵守。實施單位價格將幫助消費者應對縮水通脹，購物時更好地精打細算。
先生，雖然通脹重要，但幫助工人應對生活成本的最可持續方式是確保實際工資持續增長和提供更好就業機會。林瑞生先生說得好，“工作是最好的福利，充分就業是工人最好的保障。”雖然我欣慰新加坡基尼係數在2024年降至歷史最低，但我們必須繼續努力提升低薪工人的收入。
去年，我們慶祝漸進式工資模式（PWM）十週年。PWM是一種獨特的工資階梯模式。全國職工總會從一開始就倡導根據工人的技能、生產力和工作職責設立工資階梯。在三方夥伴的大力支援下，PWM從清潔行業起步，現已擴充套件至九個行業和職業，覆蓋超過155,000名低薪工人。
更重要的是，這帶來了實際工資增長。2017年至2022年，清潔、安全和園林行業的PWM工人工資累計增長11%，高於同期中位數工人。除了工資增長，工人還利用PWM作為積極推進職業發展和技能提升的催化劑，確保他們為未來更好工作機會和更高薪職位做好準備。
我呼籲政府繼續大力支援PWM。讓我們共同提升低薪工人的收入，提供穩定工作、漸進式工資階梯和良好職業前景。全國職工總會將始終與低薪工人站在一起，採取行動提升他們的工資和工作前景，確保沒有工人被落下。
議長先生，2025年預算案出臺之際，地緣政治環境極為不確定。全球大國間緊張局勢加劇，貿易戰隱現。主要經濟體以報復性關稅作為外交工具，將影響新加坡這個開放且依賴貿易的經濟體。
我欣慰2025年預算案採取果斷措施，幫助新加坡人應對不確定性，投資工人並向各階層提供一系列生活成本支援。在審慎支出支援國家的同時，我們必須重視加強消費者保護和價格透明。我們必須幫助消費者做出明智購買決策，避免輕易受不良商家欺詐。
全國職工總會關心低薪工人，始終致力於改善他們的生活和生計。我們必須持續審視哪些行業引入PWM能帶來更好工資和工作前景，惠及低收入兄弟姐妹。
我也將繼續與政府機構和行業利益相關者合作，改善工作環境、職場安全和所有工人的心理健康。在此，我感謝尊敬的議員Poa Hazel昨日發言中提出的“斷線權”建議，這是我自2020年以來一直倡導的。我很高興包括進步新加坡黨在內的更多議員現已支援這一主張。
先生，值此新加坡60週年慶之際，我們有許多值得驕傲的成就。但我們必須繼續努力，確保經濟發展過程中無人被落下。
先生，我支援本預算案。
議長先生：國防部高階國務部長王瑞豪。
下午5時49分
國防部高階國務部長（王瑞豪先生）：謝謝議長先生。感謝允許我參與本次辯論。雖然現在已是下午晚些時候，但還不是斷線的時候。我作為工會議員，再次站出來為提升年長工人的利益發聲。
首先，我必須指出，過去幾十年，我們年長工人在就業、工資和就業能力方面取得了顯著進步。
這是為什麼？歸功於人民行動黨政府的開明政策和三方夥伴的辛勤努力。
55至64歲年長工人的就業率從2014年的66.3%提升至去年70.4%。50歲及以上工人的工資增長速度也超過了中位數收入。50至64歲本地勞動力的培訓參與率從2014年的27.1%提升至2024年的33.5%。
達到55歲且已儲蓄至其同齡基本退休金（Basic Retirement Sum）的活躍公積金成員比例，從2016年的六成提升至2022年的約七成。人力部預計到2027年將達到八成。
勞工運動非常欣慰，我們為年長工人爭取改善的工作，在三方夥伴的支援和合作下，系統性地改善了年長工人的生活。年長工人未來還有更多改善可期。
為提升當前及未來年長工人的退休保障，全國職工總會倡議提高年長工人的公積金繳納率。感謝政府將於2026年再次提高年長工人的公積金繳納率，並向企業延長公積金過渡補貼（CPF Transition Offset），以促進這一改善。我期待根據三方年長工人工作組的建議，至2030年按計劃逐步提高繳納率。這些提高將使55歲至60歲年齡段的繳納率與年輕工人持平。
政府也支援三方共識，並宣佈下一次法定退休年齡和再就業年齡分別提高至64歲和69歲，將於2026年7月1日起實施。我們方面，全國職工總會（NTUC）及我們的企業已提前行動，自2025年1月1日起提高退休和再就業年齡。公共服務部門也宣佈將於2025年7月1日起提高退休和再就業年齡，提前一年於全國時間表。
此外，新的配對醫療儲蓄計劃將幫助符合條件的年長工人增加他們的醫療儲蓄餘額，更好地滿足他們的醫療需求。延長至2026年底的長者就業補貼也值得歡迎，這將幫助企業分擔部分僱傭年長工人的成本，從而使年長工人更具吸引力。
就在今年一月，國會通過了《職場公平法案》。該法案是我們抗擊職場年齡歧視及各種形式歧視的重要一步。工會將積極且理智地與企業合作，促進職場對年長工人的年齡中立和公平對待。
我們確實取得了很多成就。但我們如何確保能夠保持這些成果，並在未來積極發展？
這不是一句輕描淡寫的話，因為我們不能低估挑戰的巨大。正如許多同事在發言中所說，世界正進入一個極其困難和動盪的地緣政治及地緣經濟時代。我們現在看到的是一個雙贏思維減弱的世界，取而代之的是叢林法則和鄰避本能的上升。
在這樣的環境下，維護我們的成果並取得進一步進展並不容易。這需要三方夥伴持續、強烈的共同利益理解和日益緊密的合作，尋找大膽且創新的前進路徑。
我無法過分強調這一點，因為回顧過去，進展並不容易。但與前方的道路相比，我認為我們迄今走過的路相對穩定。未來的道路不會如此，我預計將更加坎坷。
儘管近年來我們年長工人的就業率和勞動力參與率達到新高，甚至逆轉了全球趨勢，但這並非沒有挑戰。
通過全國職工總會通過專業人士和管理人員（PME）工作小組與PME的廣泛接觸，許多年長PME分享了他們在中年失業後重新就業面臨的重大障礙。許多人還表示，新工作往往意味著薪酬和工作性質的大幅下調。這表明需要更有力的努力幫助中年求職者調整和過渡，以便他們能繼續貢獻，同時管理負面影響。
全國職工總會理解年長PME面臨的這些挑戰。諸如“技能未來求職者支援計劃”等舉措，源自我們與三方夥伴合作創新的實際幫助。我們感謝政府推出該計劃。展望未來，這種密切合作、基於年長工人實際挑戰分析、尋找雙贏、實用且可持續的路徑並及時實施，是我們的標誌。這必須繼續成為我們未來的共同方法。
我之前說過，我預計未來道路將更加坎坷。
首先，因為過去幾年政策槓桿能取得的低垂果實已被充分採摘。更重要的是，我們必須預期國際商業環境將出現明顯增加的本土主義和保護主義行為，無論大國小國，這將對企業成本和市場準入施加壓力。
因此，這將對企業及其勞動力產生連鎖反應。年長工人的固有脆弱性可能面臨更大壓力。在這方面，我們三方夥伴必須密切監測外部環境及其對經濟和勞動力市場的影響，同時共同提前規劃，迅速行動，抓住機遇，保護我們的共同成果，不讓其流失。
在這方面，政府召集三方高階就業工作組，坦誠且有凝聚力地評估這些持續的逆風，達成新共識並尋找最大化企業和年長工人價值的有效方法，正當其時。我完全支援這種前瞻性方法。我們確實需要這樣做。我們必須共同審視全域性，共同尋找前進道路。
接下來，我想談談在這種不確定性面前培訓的重要性。
在這種高度不確定和經濟挑戰的背景下，保持強化基本功是重要的。這仍是應對各種情景的最佳策略。對於年長工人及其企業來說，基本功之一必須是勞動力能力。這直接關係到企業的競爭力和韌性，以及年長工人的就業能力和工作前景。
全國職工總會2025年經濟情緒調查發現，隨著年齡增長，工人的職業信心下降。66%的年輕工人（35歲以下）表示市場上有足夠的好工作，而55歲及以上的年長工人中只有43%有此信心。
全國職工總會“每位工人都重要”對話的早期發現也顯示，許多年長工人擔心他們在技能提升和培訓機會方面不會獲得與年輕同事平等的考慮和機會。
如果在穩定環境中談論這些擔憂，這是一種挑戰。但在如此動盪時期，我們必須更加大膽，我相信這是新加坡企業再次挺身而出、提升包括年長工人在內的勞動力技能、提升競爭力、增強企業韌性、改善職業適應性並領先其他經濟體的絕佳機會。我們以前做過，每次危機我們都扭轉了下滑，不僅把檸檬變成檸檬水，還把挑戰變成機遇。我們必須這樣做，否則如果別人做了，我們的企業和工人將付出沉重代價。
全國職工總會準備與企業和政府攜手努力，在這些領域前進。在企業層面的業務規劃和勞動力培訓方面，全國職工總會的職工培訓中心（CTCs）繼續擴大、拓寬和深化其在企業和行業內的效能，惠及各級別和薪資的工人。在此，我與其他工會議員一同感謝政府追加2.5億新元支援CTCs。
全國職工總會也在重新構想我們的就業保障理事會，以實現更快、更廣、更好的行業人力、技能、崗位設計和匹配成果，並與政府和行業密切合作。
除了保障當前勞動力中年長工人的利益外，三方夥伴還必須繼續創新思維，進一步啟用、動員和支援更多新加坡人重新加入並參與我們的經濟。讓更多新加坡人參與經濟對企業、迴歸工人以及國家整體韌性都非常重要。
我在2019年預算辯論中曾特別指出，讓大量中年照顧者繼續工作或重返工作崗位，有助於提高新加坡人在勞動力和經濟中的參與度。
當時我指出，要實現這一點，企業、工人和政府政策都必須做出一系列調整，包括靈活工作安排、崗位重新設計和自僱等，因為當工作更靈活時，就不再是零和選擇，即全職工作或無工作。人們可以通過不同組合繼續工作，同時兼顧照顧責任。
但對於那些因各種原因已離開工作崗位的人，包括企業尚未提供靈活安排者，重返工作崗位是另一回事，因為他們需要照顧家人。因此，他們不僅需要有靈活工作安排的潛在僱主願意接納，還需要一個提供負擔得起、可及且可持續的多樣化長者照護體系，使他們作為照顧者有切實可行的選擇，照顧親人後才能重返工作崗位。結合企業提供的靈活工作安排，這將促成實際成效。
我相信，自那時起，隨著衛生部（MOH）“健康新加坡”（Healthier SG）、“安享新加坡”（Age Well SG）及人力部（MOM）等相關舉措的推出，現在是我們重新審視如何整合人力市場和社會健康解決方案的時機，以連續性方式促進中年照顧者實質性重返工作崗位。我認為我們比以往更準備好了。
議長先生，作為政府和三方夥伴，我們已通過言行展現對年長工人的關懷。因此，我們為年長工人取得了非常顯著的進展，常常逆轉全球趨勢。
我們必須應對的環境將日益嚴峻。我們必須更加團結，共同抓住機遇，克服限制，為年長工人和新加坡的未來奮進。
新加坡前進！議長先生，我支援預算案。[掌聲]
議長先生：黃瑞秋女士。
下午6時06分
黃瑞秋女士（西海岸選區）：議長先生，我非常感謝2025年預算案，這是一個深思熟慮且負責任的預算，涵蓋廣泛需求，支援新加坡人，從減輕生活成本到為不同群體提供有意義的援助。我感謝總理兼財政部長黃循財及其團隊的領導。
在與居民交流時，許多人表示，今年預計的發放款項正值家庭規劃年度預算的關鍵時刻。
今天，我想聚焦一個緊迫且關鍵的問題：加強新加坡老年人的心理健康支援。今月早些時候，我在國會談及兒童和青少年的心理健康支援重要性。在本次預算辯論中，我呼籲立即採取行動，應對老年人日益嚴峻的心理健康挑戰。
心理健康困擾與自殺之間的關聯已被充分記錄，尤其對老年人而言，這一問題尤為令人擔憂。60歲及以上的老年人現佔新加坡自殺案例近30%。他們許多人面臨深刻的悲痛、失落及顯著的社會變遷。然而，與年輕群體相比，他們最不可能尋求專業醫療或非正式網路的幫助。這凸顯了針對性干預以支援其心理健康的緊迫需求。
儘管現有心理健康策略取得進展，但仍可為老年人提供更多支援。新加坡不僅在老齡化，我們很快將成為超級老齡社會。是時候認識並應對老年人獨特的心理健康挑戰。
我們的老年人面臨一系列不可逆轉的失落：配偶、朋友、身體健康、就業和獨立性。許多人，尤其是男性，對喪偶或退休準備不足，孤獨感加劇，努力建立新的支援系統。
心理健康的汙名化加劇了問題。許多老年人害怕被貼上“siao”（瘋子）標籤，精神問題一詞帶有強烈負面含義。精神科護理常被等同於被送入機構。與受益於宣傳活動的年輕一代不同，老年人往往默默承受，因社會觀念而避免尋求幫助。
針對老年人的詐騙案件增加，帶來額外困擾。許多因金融和情感詐騙失去畢生積蓄的人感到羞愧或害怕向家人傾訴，加劇情緒困擾。這種羞恥感根植於亞洲“面子”文化，可能導致嚴重抑鬱甚至自殺。
此外，數字孤立日益成為關注點。隨著社會數字化，許多老年人難以跟上步伐，無法訪問重要服務或與親人保持聯絡。網上銀行、遠端醫療和數字政府服務的普及，使缺乏數字素養者難以獲得必要資源，增加挫敗感和無助感。
兩天前，一位來自Depot Road的長者告訴我：“我英語不好，電腦不會”。這位親切的居民真誠呼籲社會給予更多耐心和理解。
此外，年輕一代越來越依賴數字溝通，導致與老年人的面對面交流減少。有些老年人觀察到，子女或大家庭成員常選擇視訊通話而非親訪，加深孤獨感。以下是支援老年人心理健康的建議措施。
首先，我要肯定政府及相關機構為老年人福利所做的卓越工作，包括綜合護理署（AIC）、安享新加坡（Age Well SG）、健康新加坡（Healthier SG）、新加坡數字辦公室（SG Digital Office），以及我有幸合作的多佛、Depot和直落布蘭雅的活躍老齡中心；還有Active Global、FaithActs、蒙福關懷、全國職工總會健康、聖安德烈長者關懷、聖安德烈醫院和Sunlove。基於這些努力，我們必須將心理健康作為確保新加坡成為安全老齡化之地的下一前沿。
在提出具體措施前，必須認識到老年人的多樣性。他們經歷不同的人生階段：60至70歲的年輕老年人、70至80歲的老年人，以及80歲以上的高齡老年人，每個階段面臨獨特挑戰，需要量身定製的心理健康策略。
第一項建議措施：退休前心理健康準備及職場支援。心理健康必須及早培養。正如我們鼓勵退休財務規劃一樣，也必須倡導老年人退休前的心理健康準備。錯過這一視窗，可能意味著錯失裝備應對策略的機會。
離開積極就業階段是心理健康的關鍵轉折點。對許多人來說，工作不僅是收入來源，更與身份、目標和社交聯絡相關，尤其是男性。失去這些可能導致焦慮、抑鬱甚至認知衰退，若不及早應對。
我呼籲衛生部和人力部與僱主及工會合作，將退休前規劃納入情緒準備，幫助60多歲的年輕老年人適應新生活節奏、社交網路和目標導向活動。此外，政府可考慮激勵企業、工會及新加坡全國僱主聯合會等協會，為老年人實施結構化心理健康專案，類似於我們對僱傭老年企業的支援。
第二，加強社群支援網路和老年人主導的倡議。老年人離開職場後，參與有意義活動對心理健康至關重要。社交聯絡是防止老年人心理健康惡化的最有力保障。社群參與和支援小組應成為核心策略，為老年人提供歸屬感和目標感的空間。
首先，我們需要針對新退休者、鰥寡者及憂鬱症患者的支援小組。銀絲帶協會和新加坡撒瑪利亞人協會（SOS）已證明，同行領導的支援，尤其是由經歷過類似挑戰者領導，能有效減少老年人孤立感。特別重要的是確保80歲以上老年人的支援，他們常經歷親友和配偶的離世，社交圈縮小。
代際互動也是有意義的社群參與形式。
在直落布蘭雅，全國職工總會健康中心每月第三個星期一與布蘭雅崛小學校合作開展體育活動，促進老年人與學生的交流。反饋顯示，這些寶貴的老年人期待年輕人的純真和無拘無束，而孩子們也喜歡與老年人共度時光，尤其是那些思念祖父母的孩子。我希望在更多社群推廣此類活動。
讓我們也重新思考為老年人提供的志願服務機會。許多老年人渴望貢獻力量，但發現傳統模式過於僵化。最近，我遇到一位七十出頭的居民，她希望傳授自己幾十年來一直從事的推拿技藝，作為退休後回饋社會的一種方式。
通過提供超越興趣愛好型專案的技能型倡議，我們可以吸引那些願意且能夠分享技能和專業知識的老年人。例如，在我們直落布蘭雅法律診所，一位退休律師繼續為志願團隊和居民貢獻他的知識。
除了結構化的專案外，我們還應賦予老年人對社群空間的自主權。日本的“Ibasho”模式就是一個引人注目的例子。最初只是由老年人在大船渡經營的一個簡單咖啡館，現已發展成為擁有花園、拉麵店、農貿市場和託兒所的繁榮中心。
在本地，我們在皇后鎮健康區的FaithActs積極老齡化中心看到類似的概念，該中心包括舊物改造工作坊、數字診所和烹飪課程。這些努力賦予老年人目標感，促進代際間的聯絡。想象一下，退休小販指導年輕居民為弱勢家庭準備餐食，或者熱愛園藝的老年人教學生在學校建造花園。在直落布蘭雅，廚師Benny Se Teo與社群分享烹飪技巧，課程非常受歡迎，我們計劃在三月再舉辦一次。
隨著未來越來越多的老年人與今天的老年人不同，我們需要調整方法以滿足他們不斷變化的需求和願望。為了進一步賦能他們，我建議向有興趣啟動社群專案的退休老年人提供類似於青年主導專案的資助。在適當支援下，他們的經驗和智慧可以推動有意義的專案，加強社群並解決本地挑戰。
第三，消除心理健康的汙名。解決老年人的心理健康問題需要理解他們面臨的獨特挑戰。與越來越多接受“情緒不佳也是正常”的年輕一代不同，許多老年人仍然對精神疾病抱有根深蒂固的恐懼和誤解。
新加坡的大多數心理健康資源都是英文的，導致非英語老年人服務不足。為彌補這一差距，我們必須利用他們熟悉的媒體平臺，如8頻道、Suria和Vasantham，通過電視劇和脫口秀公開討論心理健康問題。這將激發咖啡店和小販中心的討論，這些地方往往是老年人聚集的場所。廣播仍然是資訊和娛樂的可信來源，是播出各種方言心理健康節目理想的媒介。
本週六，直落布蘭雅社群俱樂部將舉辦一場面向講中文老年人的“心理健康康樂嘉年華”，希望將來擴充套件到其他語言。政府在新冠疫情期間通過有針對性的傳播取得的成功，展示了在老年人所在之處接觸他們的力量，實現了顯著的參與率並保護了這一脆弱群體。同樣，通過將心理健康定位為整體健康的重要組成部分，我們可以打破汙名，促進積極的應對措施。
要改變敘事，我們需要文化敏感、語言特定和社群驅動的舉措。我們必須在老年人身心所在之處與他們相遇，營造一個尋求幫助被視為力量而非弱點的環境。
問題是，誰應領導這一變革，模式應如何？這也需要社群夥伴關係模式，涉及宗教組織。寺廟、清真寺和教堂是許多老年人信賴的場所。在這些社群內培訓輔導員可以提供支援，當宗教領袖分享他們關於心理健康挑戰的個人故事時，不僅使問題更具人性化，也鼓勵會眾無懼評判地尋求幫助。我鼓勵政府與宗教組織更緊密合作，接觸我們的老年人。
第四，解決詐騙引發的心理困擾。詐騙帶來的情緒負擔常被低估，許多老年人因羞於尋求幫助或向家人傾訴而導致孤立和痛苦。
為此，我建議賦能社群中心團隊，作為老年人舉報詐騙的聯絡點，提供比報警更易接近的選擇。此外，警方和社群中心應與心理健康專業人士合作，提供創傷知情的輔導，幫助受害者恢復信心和尊嚴。最重要的是，我們必須通過公共宣傳教育家庭以同理心而非責備回應。老年人常因被騙而感到“愚蠢”，加劇了失去畢生積蓄的情感痛苦。
第五，加深對老年人及其照顧者的支援。為應對老年人及其照顧者面臨的心理健康和照護挑戰，我們必須採取整體方法。首先，培訓輔導員有效處理老年人的悲傷和失落問題至關重要，認識到衰老帶來的獨特情感負擔及老年人處理這些情緒的多樣方式。同樣重要的是，裝備照顧者識別和管理老年人心理健康症狀的技能，尤其是那些高度依賴的老年人，如痴呆症患者。
照顧者常承受巨大的情感和經濟負擔，我們必須提供更多支援。許多照顧者，尤其是老年人唯一且未婚的子女，犧牲了職業和個人儲蓄，往往導致自己晚年經濟不安全。
我建議政府考慮如專門的照顧者儲蓄計劃，利用公積金繳納併為有需要家庭提供經濟援助，正如我在2022年議會中提出的。應通過政策支援鼓勵家庭提供照護，而非僱傭外籍家庭傭工。
此外，我們必須擴大照顧者的培訓和喘息服務，確保專案負擔得起且易於獲得。這些服務也應延伸至外籍家庭傭工，他們在痴呆症照護中扮演關鍵角色，面臨高壓力和倦怠。近期的虐待老年人報道提醒我們，工作人員需要心理健康支援和培訓，以照顧脆弱的老年人。通過投資老年人及其照顧者的福祉，我們培育一個以尊嚴、同情和相互關懷為核心的社群。
議長先生，老年人在心理健康方面面臨的挑戰獨特且複雜，需要與他們的經歷一樣個性化的解決方案。我們的做法必須全面且富有同理心，從為臨近退休者提供職場支援的預防措施開始，持續到如“Ibasho”模式的社群倡議，賦能老年人保持活躍和參與社會。
對於有緊急需求的人，我們將通過消除汙名、創傷知情輔導和更多專業支援加強努力。同樣重要的是，我們必須優先支援那些對老年人福祉至關重要的照顧者。
我們的老年人用數十年的辛勤工作和犧牲建設了這個國家。現在輪到我們照顧他們，確保他們獲得應有的心理健康支援。讓我們建設一個不僅尊重而且珍惜老年人的新加坡，為他們提供體現他們對社會巨大貢獻的關懷、尊嚴和支援。照顧他們的時刻就是現在，讓我們通過確保他們能夠安享有保障和關懷的晚年來尊重他們的遺產。
議長先生，基於此，我全力支援2025年預算案“攜手前行，共創美好明天”。
下午6時23分
議長先生：無論是關於老年人的心理健康還是斷線權，我認為呼聲都很強烈。財政部第二部長，您是否願意動議休會？
英文原文
SPRS Hansard · Fetched: 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?