HR News and Updates October 2022

Posted on 28 October 2022 in Business | Anna Beatrice

Let’s take a look at Singapore’s top HR news, updates and insights for October.

Salaries Owing to 5 Workers Who Protested at Ang Mo Kio, Settled in Full by Company

Five of the 10 foreign workers who blocked the entrance of an Ang Mo Kio building over unpaid wages have been paid their salaries by their employer, construction firm Zhengda Corporation, said the Ministry of Manpower (MOM).

According to MOM, it is not known how many workers are owed wages by Shanghai Chong Kee because investigations are ongoing.

They have also verified that the other five workers as well as the rest of Zhengda Corporation’s workforce are not owed salary payments and did not report any well-being concerns so far.

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HR-Related Phishing Emails More Likely to Be Clicked, Report Finds

Based on KnowBe4's recent report, which it sourced from its phishing tests, employees are more likely to become victims of HR-related phishing emails, showing the significant shift of phishing emails from personal to business matters, as personal-related subjects from social media fell off the list.

The report also found that the top five attack vector types including hyperlinks, spoofs domain, branded test link (with user's organisational logo and name), and credentials landing page link (directs user to data entry or login landing page).

It is highly encouraged for employers to prioritise security awareness and train their employees on cybersecurity as threats become more sophisticated.

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MOM: Discriminatory HR Practices Lead To ‘Enforcement’ Actions

According to the ministry, recruitment, in-employment promotion and rewards, and dismissals (both local and foreign workers) based on factors that are not relevant to the job requirements such as age or race, are breaches of the Tripartite Guidelines on Fair Employment Practices (TGFEP).

If a workplace is found guilty of discrimination, the ministry could take enforcement action, including suspension of work pass privileges.

In addition, MOM also stated that when workplace fairness legislation is enacted, the offences on discrimination will be made clear, for which a wider range of enforcement actions can be taken against offending employers.

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New Disqualification Criteria for Workplace Safety Breaches

The Ministry of Manpower (MOM) plans further Workplace Safety and Health (WSH) measures to address the spate of workplace accidents during 2022. This involves establishing a disqualification framework and revised demerit points system for the construction sector, which will be introduced from October 1, 2022.

The move comes after the worker fatality rate rose in the first half of 2022. This also prompted MOM to call for a six-month period of "Heightened Safety" from 1 September 2022 to 28 February 2023.

MOM called on all stakeholders, from top management to supervisors, to workers and members of the public to do their utmost to prevent further deaths and injuries and build safer workplaces.

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‘Instant Pay’: The Financial Wellness Perk Luring in Top Talent

HRD previously reported that 60% of workers want immediate access to their wages the day after rendering services. It comes amid financial challenges brought about by inflation and the cost-of-living crisis.

A new report from the Everest Group further substantiates this emerging desire in the post-COVID era, adding that financial concerns are driving employees to request “instant pay”.

The report identified five key drivers of this global demand including generational shift in the workforce, need for a modern pay experience, new workforce models, financial flexibility, and sense of fairness.

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Singapore Seeks More Flexibility in Hiring of Elderly Employees

Member of Parliament, Jessica Tan, stated that companies may see it as a risk to hire a senior person if he or she turns out not to be a good fit for a role, as the company will be required to offer re-employment for the person upon reaching retirement age under the Retirement and Re-Employment Act.

In response, MOM said firms have some flexibility to adjust re-employment terms, so that they can provide employment opportunities to senior workers while staying competitive.

An employer who is unable to identify a suitable position to re-employ the senior worker can, as a last resort, provide an Employment Assistance Payment in lieu of re-employment, she said. This is to help the worker tide over while he or she seeks alternative employment.

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