2025年1月8日，新加坡人力部長陳詩龍醫生在國會書面答覆官委議員徐錦莉關於加強客工就業保障的相關問題。
以下內容為新加坡眼根據國會英文資料翻譯整理：
徐錦莉（官委議員）詢問人力部長：
(a) 自2021年以來，有多少外籍勞工（MWs）因突然失業向人力部尋求幫助？
(b) 其中，有多少比例的外籍勞工欠外國招聘中介費用？
(c) 人力部為這些外籍勞工提供了哪些幫助？
(d) 將推出哪些跨國措施以保護外籍勞工免受過高招聘費用的影響？
(e) 將引入哪些保障措施以確保雇用外籍勞工的企業是負責任的僱主且財務狀況良好？
陳詩龍醫生（人力部長）：每年約有2,000名工作準證持有者（WPHs）因解僱相關問題向人力部（MOM）尋求幫助。根據每個案件的具體情況，人力部會建議並協助工人提出薪資索賠或不當解僱索賠。擁有有效薪資索賠或正在協助調查的工作準證持有者在此期間可以在新加坡找到另一份工作，並且不會被遣返。人力部不追蹤被解僱的工作準證持有者是否欠外國招聘中介費用。
為保障工人的利益，人力部對新加坡的就業中介活動進行監管。這包括設定中介可以向工人收取的招聘費用上限。然而，新加坡沒有法律管轄權來影響工作準證持有者在其本國產生的招聘費用，這部分費用構成了工作準證持有者承擔的大部分招聘費用。為此，人力部與行業合作，探索直接推廣和推薦計劃等措施，以減少工人通過外國招聘中介或中間人尋找新加坡工作的需求。
為確保工作準證持有者的僱主負責任地管理其外籍人力，《僱傭法》和《外國人力僱傭法》規定了僱主的義務，例如確保及時支付工資，以及未遵守規定的處罰措施。
以下是英文質詢內容：
Ms See Jinli Jean asked the Minister for Manpower (a) since 2021, how many migrant workers (MWs) have approached the Ministry for help due to sudden job loss; (b) of which, what percentage of MWs have owed fees to foreign recruiters; (c) what help has the Ministry extended to such MWs; (d) what transnational measures will be introduced to protect MWs against excessive recruitment fees; and (e) what safeguards will be introduced to ensure businesses hiring MWs are responsible employers and are financially sound.
Dr Tan See Leng: Around 2,000 Work Permit holders (WPHs) approach the Ministry of Manpower (MOM) for assistance annually on issues related to dismissal. Depending on the circumstances of each case, MOM will advise and assist the worker to file salary or wrongful dismissal claims. WPHs with valid salary claims or who are assisting with investigations may also obtain another job in Singapore in the meantime and will not be repatriated. MOM does not track if dismissed WPHs owe fees to foreign recruiters.
To safeguard the interests of workers, MOM regulates employment agency activities in Singapore. This includes setting limits on the amount of recruitment fees that agents can collect from workers. However, Singapore does not have legal jurisdiction to influence the recruitment fees incurred in the WPHs' home countries, which form the bulk of the recruitment fees borne by WPHs. Instead, MOM works with the industry to explore measures, such as direct outreach and referral programmes, to reduce the need for workers to approach foreign recruiters or middlemen to find jobs in Singapore.
To ensure employers of WPHs manage their foreign workforce responsibly, the Employment Act and Employment of Foreign Manpower Act prescribe the obligations of employers, such as ensuring prompt payment of salaries, as well as the penalties for failure to comply.
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新加坡國會丨來源
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