This could happen to anyone.

Assuming that one’s age will affect work performance, and ability to do more, is a bias that prevents people with the right experience and enthusiasm from contributing at work. It’s time we end workplace discrimination by knowing and acting on them fast. Together, let’s do our part to create a fair and inclusive workplace for all.

Workplace discrimination. Know it to end it.

Visit for assistance on workplace discrimination.

Workplace anti-discrimination guidelines to be legislated in Singapore

In the August 2021 National Day Rally, Prime Minister Lee Hsien Loong stated that Singapore would be taking steps to enshrine into law the current workplace anti-discrimination guidelines. To date, there are only guidelines regarding fair treatment in the workplace by the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP). Singapore does not currently have any legislation which expressly prohibits discrimination per se. Yet, this is set to change as the government has decided to enshrine the TAFEP guidelines in law. This would help to expand the range of measures that could be taken against errant companies.

What Makes Fair Hiring? Part 1: Establishing a Fair Hiring Policy

Strong employee engagement leads to excellent results. This is why HOPE Technik prioritises regular engagement with their employees to understand their needs.

As such, they are able to implement targeted work-life practices that result in a more productive environment, and improved trust between employees and their supervisors.

Find out more about Work-Life Harmony at

#worklifeharmony #employeesupportschemes

Workforce planning may include succession planning, labor demand and supply forecasting, talent management, risk management, skills audit gap analysis, career planning , outsourcing. Forward thinking companies position themselves effectively taking into the emergence of agile workforce and the new environment- Covid tend to

1 shift their talent strategy to focus less on talent acquisition and more on talent access
2 deconstruct certain jobs into discrete work streams and projects that call for talents and expertise
3 invest in training managers on how to lead and manage teams of a mosaic of talents
4 implement a centralized platform that breaks works into projects , matches work needs to skill supply and the importance of cross functional activities.

The expert is only a phone call away and we are happy to be of value added to you. Please call 9436 2866 / 9435 9199 to chat on your needs.

An agile workforce can have multiple benefits and this is the new environment we are going to be in the right space.

Wish all a Happy Mooncake Festival.

Ministerial Statement by MOM – Min Tan See Leng

Most media reported on Min/MOM’s ministerial statement in Parliament where he highlighted how Singaporeans could compete strongly and fairly for jobs, including fighting discrimination in the workplace, noting that all employers should comply with the Fair Consideration Framework. One of the requirements was to advertise jobs on the MyCareersFuture portal before submitting work pass applications, which had been extended to a minimum period of 28 days instead of 14, so local job seekers could have more time to respond to job openings. Meanwhile, Min/MOM stressed that TAFEP handled an average of 170 nationality discrimination cases, with half of the complaints from the wholesale and retail trade, administrative and support services, and other service activities. Min/MOM said that MOM would increase its efforts on clamping down on employers with discriminatory employment practices.


Apart from fighting discrimination, Min/MOM pointed out that upskilling and training were vital in helping Singaporeans remain competitive. He stressed that the Government had invested heavily in retraining and skills development for the transition of displaced workers to a different job within or another industry. He was also quoted as saying that the Government extended the SGUnited Jobs and Skills Package in the Budget announcement in February. He emphasised that these programmes were in addition to long-standing programmes such as WSG’s career conversion programmes, and that WSG had also set up the SGUnited Jobs and Skills Centres in all 24 HDB towns to make Singapore’s career matching services even more accessible to locals. Further, the Retrenchment Taskforce led by WSG and supported by NTUC’s e2i had also reached out to nearly all retrenched local workers in 2020, citing that two-thirds of those who took up the Taskforce’s employment facilitation assistance found jobs within 6 months. Additionally, he highlighted the purpose of the 23 ITMs, and quoted former Min/MOM Lim Swee Say’s remarks that the Government will work hard to ensure the employability of Singaporeans by upgrading their skills and staying relevant.


Some media further reported on the 4,200 intra-corporate transferees working in Singapore, which had remained consistently small. Despite the exemption from the Fair Consideration Framework requirement that required firms to advertise jobs on the MyCareersFuture portal, Min/MOM pointed out that none of the Free Trade Agreements, including the India-Singapore Comprehensive Economic Cooperation Agreement (CECA), gave intra-corporate transferees unfettered access to our labour market. Noting on Singaporean’s worries about the growth of EP holders at the expense of local professionals and discrimination against local job seekers and workers, Min/MOM assured that they would continue to refine the system to deliver good jobs, livelihoods and a thriving economy for Singaporeans. Min/MOM underscored that the Government’s goals were for locals to enjoy better jobs and a higher standard of living and to stamp out discriminatory practices to ensure a fair playing field and to protect Singaporean workers.

Understanding The CPF Act and its Practical Applications
The recent case in which the Central Provident Fund (CPF) Board applied to recover nearly $417,000 in alleged CPF arrears from Jurong Country Club highlights the highly unsatisfactory state of the current legal distinction between employees and independent contractors Straits Times, 4 January 2019).
CPF Board takes a serious view on employers who do not fulfil their CPF obligations to their employees. More so, employers’ need to pay CPF contributions correctly and promptly for their employees. Therefore, does HR practitioners know the differences between ordinary wage, additional wages and total wages? What is the ceiling for ordinary and additional wages? Should overtime, back payment, transport allowance, meal reimbursement be paid by ordinary or additional wages? What are the common mistakes made by Payroll personnel when contributing CPF?
Upon detection of wrong payment or non-payment of CPF contributions, actions will be taken to recover the arrears or CPF contributions owed to employees. Interest on late payment and a composition amount may be imposed on the defaulting employer.
From the above, it is important that employers fulfil their CPF obligations to their employees. It is equally important that payroll administrators be able to process the payroll accurately and timely, and yet be able to understand the differences between the contract of service vs contract for service, ordinary vs additional wage, the rationale and basis of the legislation as to when, why and who should be paid.
The CPF Board and the Ministry of Manpower have also announced that they will continue to step up efforts to bring about greater compliance with the CPF Act and Employment Act to better protect employees.
Failure to contribute CPF timely may result in work passes not renewed and/or new work pass application rejected; as well as SEC and WCS for matured employees not credited in time at the end of the year.
Should you have any query pls reach out to us on hp :94362866
Work permits for Indian employees to come to Singapore soon…!
ByTeam X, June 17, 2021
Work permits for Indian employees to come to Singapore will be issued soon.
Work permits will soon be issued to Indians coming to Singapore for employment as the spread of the virus in India is declining.
The second wave of Covid-19 in India has been the worst affected.
Thus a curfew was imposed all over India. Strict restrictions were imposed. Currently the spread of the virus is relatively low but the situation is not yet safe.
The Government of India has been busy trying to provide vaccines to Indians and encouraging them to get vaccinated.
Thus many countries have completely banned international flights with India as the spread of the virus is at its peak in India. It is said to last till June 30.
Currently, the spread of the virus in India is declining and restrictions have been relaxed in several states to allow the opening of upper markets.
In addition, the Ministry of Human Resources is considering issuing permits to Singapore for certified recipients of 2 Days Vaccines in India.
According to reports, the Singapore Ministry of Human Resources and the Ministry of Foreign Affairs will soon begin the process of issuing visas and work passes to foreigners, including Indians waiting for employment in Singapore, taking into account the country’s economy, industry and the welfare of workers.

Before the year ends, we are proud to be one of the 148 recipients to clinch the gold award for the year 2020-2022. We thank each and everyone of you, our human capital and our clients who has partnered us in our journey. Wishing all a joyous Christmas and a prosperous 2021!

About Us

HCCS (Human Capital Consulting & Services Singapore) a specialist in human resources who will make a difference to our clients’ business and its bottom line and we aim to delight and exceed customers’ expectation by providing value added services. Learn more about us.




Latest M.O.M updates

The Employment Act (EA) was enacted in 1968 to ensure reasonable employment standards while balancing businesses’ need to stay competitive. It has been amended to extend better protection for more workers and improve employment standards, while allowing flexibility for employers where there are practical business concerns.

Amendments to the Employment Act

Under the amended Employment Act, you can expect better protection for more workers, more flexibility for employers, and enhanced enforcement of standards. The changes took effect on 1 April 2014.