2025年2月5日，新加坡人力部长陈诗龙在国会书面答复阿裕尼集选区议员严燕松有关违规加班现状及对员工影响研究的问题。
以下内容为新加坡眼根据国会英文资料翻译整理：
严燕松（阿裕尼集选区议员）询问人力部长：
（a）过去三年，当局调查多少起通过虚抬职衔规避加班费的案件，其中查实比例为何？
（b）有何防范机制及是否计划针对性稽查？
（c）是否研究违规加班对员工过劳的影响？
（d）拟采取哪些执法措施应对此问题？
陈诗龙医生（人力部长）答复： 通过虚抬职衔规避加班费的行为并不普遍。过去三年，劳资政纠纷调解联盟（TADM）年均接获45起员工投诉，指控雇主不当分类职位致其未能获得加班费（含涉嫌虚抬职衔情形）。其中约三成投诉查证属实，雇主被要求补偿。处理此类案件时，职衔并非判定依据，须根据具体职责（如业务决策权等级）个案研判。
人力部（MOM）每年开展约5,000次“职场权益”（Workright）稽查，并通过宣导活动确保雇主遵守《雇佣法令》。违规雇主将转介至雇佣诊所接受培训整改；情节严重或系统性违规者将面临罚款及检控。
针对加班致过劳问题，人力部暂未专项研究违规加班与过劳的关联，但已通过立法保障员工福祉，包括：
- 雇主须每周提供1天休息日
- 每日工时不得超过8小时，每周不得超过44小时
- 依《工作场所安全与卫生法》，雇主须评估工作风险并合理排班以缓解疲劳
以下是英文质询内容：
Mr Gerald Giam Yean Song asked the Minister for Manpower (a) in the past three years, how many cases of inflated job titles to avoid paying overtime have been investigated and what proportion of such cases are substantiated; (b) what are the safeguards to prevent such practices and whether targeted audits are planned; (c) whether the Ministry has conducted studies to assess the impact of non-compliance with overtime regulations on burnout among workers; and (d) what enforcement measures are being considered to combat this issue.
Dr Tan See Leng: The prevalence of misclassification to avoid paying overtime pay remains low. In the past three years, the Tripartite Alliance for Dispute Management (TADM) received an average of 45 claims per year from employees who felt they were misclassified and denied of overtime. This can include cases where the employee felt that their job titles were being inflated. TADM found about 30% of these claims to be valid and employers were advised to make due compensation. In handling such cases, the employee's job title is not a relevant factor. Rather, each case is assessed individually based on the specific scope of the job, such as the level of decision-making powers in managing a business function.
To safeguard against the non-payment of overtime pay and other breaches of employment laws, the Ministry of Manpower (MOM) regularly conducts Workright outreach campaigns and around 5,000 Workright inspections yearly to check on employers' compliance with the Employment Act. Employers found to have lapses will be referred to Employment Act clinics for training and rectification. If the lapses identified are more severe or systemic, we will take a strong stance and more serious enforcement actions, such as fines and prosecution, will be taken.
On the issue of overtime leading to burnout, MOM has so far not conducted studies to assess how non-compliance with overtime regulations impacts burnout. Nonetheless, we have put in place various legislative safeguards to protect the well-being of workers and ensure that they have sufficient rest. For example, employers must provide one rest day per week and are restricted from contractually binding employees to work more than eight hours in one day or more than 44 hours in one week. Under the Workplace Safety and Health Act, employers are also required to conduct proper risk assessment of work activities and manage their employees' workload and work shift so as to manage fatigue.
CF丨翻译
Alex丨编审
新加坡国会丨来源丨图源
