SINGAPORE: Singapore is pushing mental health support earlier in the cycle, with employers now expected to play a more active role. Speaking at the WorkWell Leaders Awards on April 24, Health Minister Ong Ye Kung stressed that companies can no longer treat employee well-being as a side issue.

The minister said frontline supervisors can be trained with basic mental health skills. These include spotting early signs, offering initial support, and reducing stigma at work.

Mental health cases are rising globally, and most people fall into mild to moderate stages. Yet resources still lean heavily toward severe cases that require hospital care, Lianhe Zaobao reports (April 24, 2026).

Many employees needing early mental health support don’t get it in time

Singapore’s mental health framework has four levels: the first focuses on prevention and early support, while the fourth deals with acute cases, often requiring inpatient treatment.

Mr Ong pointed out that funding and attention remain concentrated on the final stage, resulting in a mismatch, as many who need early mental health support in the first two levels don’t get it in time.

The government now plans to rebalance support towards the earlier tiers. The aim is to intervene sooner, reduce escalation, and ease long-term strain on the system.

Employers sit right in the middle of this effort, as workplaces are usually where stress first shows up, making managers a key line of defence.

Companies should stop asking job applicants about their mental health history

Mr Ong also flagged a persistent issue that some companies still ask job applicants about their mental health history. Others keep records that may affect career prospects.

He cautioned against this approach because treating mental health differently from physical conditions can discourage people from seeking help. It also creates a culture of silence.

A better approach is to provide mental health support with care, not caution.

Companies that are already focusing on employee care, connection, and capability

Several firms recognised at the awards offer a glimpse of how this mindset change works in practice.

Accenture Singapore, which employs about 2,700 staff locally, rolled out a company-wide programme called “Truly You” in 2023. It focuses on care, connection, and capability.

The firm runs regular activities and offers a digital platform where employees can access health resources. Participation is encouraged through rewards and incentives.

Internal surveys show that close to 90 per cent of staff felt the programme improved their overall well-being, including mental, social, and financial health.

Its leadership also rejects the idea that well-being hurts productivity. Instead, the company sees it as part of long-term performance and retention.

Meanwhile, Boon Seng Recycling took a different route. It focused on reducing stress at the source.

The company streamlined workflows through digital tools and automation. It also built a culture where employees can suggest improvements during weekly meetings. More than 20 ideas have been reviewed, and most have been adopted.

In 2024, it set up a dedicated team to plan staff activities and support work-life balance. The approach treats well-being as part of daily operations, rather than just an add-on.

Prevention is better than a cure

The shift towards prevention is better than a cure signals a profound change. Mental health is no longer seen as a private issue. It is becoming a shared responsibility across workplaces and public systems.

Early support is also more practical as it reduces long-term costs, keeps people employed, and limits disruption to businesses.

For Singapore, an ageing workforce, rising stress levels, and digital overload all point to the same need: intervene earlier, not later.

Removing outdated policies that penalise people for seeking help

While this is not about turning managers into employee therapists, giving them enough awareness to act early and respond with care prevents staff issues from escalating into more serious conditions.

For companies, the starting point is to train supervisors, review hiring practices, and remove outdated policies that penalise people for seeking help.

For employees, the signal is just as important. Speaking up or sharing their concerns shouldn’t feel like it could harm their career growth and/or personal reputation.

Moreover, a workplace that catches worker problems early is not softer; it is smarter. And over time, it is likely to be stronger too.

This article (MOH: Supervisors should be trained to support employee mental health) first appeared on The Independent Singapore News.

SINGAPORE: Artificial intelligence may have made workflows smoother and faster, but it has also quietly pushed people out of jobs, especially in the tech sector, leaving many workers wondering when their turn might come.

Recently, a Singapore-based employee took to Reddit to vent, saying this is not some distant trend but something already unfolding right inside their own company.

In their post on the r/askSingapore forum, they said their company has been cutting staff across the board, affecting juniors, peers at the same level, and even senior managers. According to them, no group seems protected anymore.

The employee added that it is not just their workplace. They claimed they have also seen “executive-level” employees across both SMEs and MNCs getting the chop

“At this point, it doesn’t seem to matter how experienced or ‘valuable’ you are,” they wrote, suggesting that performance and loyalty no longer offer much security.

“Recently, our SG head (~15 years with the company) was ruthlessly let go. The global CEO was in town, asked him out for coffee at 5 PM… and within ~15 minutes, he was told he was terminated on the spot. We found out through his Teams status later that evening and confirmed it a few days later when he told us.”

While acknowledging that layoffs and restructuring are part and parcel of running a business, the employee said that does little to ease the growing anxiety.

“Seeing things like this happen over and over again makes it really hard to believe in any kind of ‘stability’ or loyalty at work. It feels like no matter how much you give, you’re always just one random decision away from being out,” they wrote.

“I don’t know how much longer I can keep working for an employer who could replace me at any time with someone cheaper, or even with AI. I get that layoffs and restructuring are part of business, and I’m sure people have seen worse. But still…how do you keep going, knowing this could happen to you? Does anyone else feel like we’re all one meeting away from getting fired?” they asked.

“Your employer can let you go on a whim.”

In the comments, a number of Singaporeans who had been laid off at some point in their lives stepped in to share their experiences and offer advice.

One individual tried to comfort the post author by saying that even though layoffs can feel brutal and completely out of nowhere, it is not the end of the road.

They wrote, “As someone who got laid off before (mass retrenchment, people were sobbing/wailing in the office because there were no signs and it was very sudden), what I can say is that you’ll always bounce back as long as you try.”

“Me + many of my colleagues who got laid off ended up in better firms, better teams, better-paying roles. Just focus on the present, and if it ever happens, have faith and know that when one door closes, another will open.”

Another bluntly wrote, “Your employer can let you go on a whim. This is true for every company. Layoffs are normal. I’ve seen colleagues change teams only to have the team get terminated. All of these decisions were made months in advance, and no one was told until the very end. Work, but never believe you’re more important or valuable than anyone else; have a life and social support system outside of work.”

A third said that this kind of situation is unfortunately pretty typical in a high-cost and fast-moving environment like Singapore. They added, “Once you’re mid-career, just be prepared and don’t be blindsided when it actually happens to you. Focus on building valuable skillsets and a network so you’ll feel confident about your employability.”

In other news, a Singaporean woman recently shared online that her boyfriend often gets “annoyed” whenever she asks him to help with small things.

In her post, she explained that her boyfriend gets “irritated” whenever she asks to return their plates or collect their food in hawker centres because he thinks people “should be independent in returning these themselves,” or that he feels there should at least be a “fair exchange” between both parties.

Read more: ‘My BF wants ‘fair exchange’ for every small act of help’ — Woman asks, ‘Is this mindset normal for SG men?’

This article (‘Our SG head for 15 years was terminated in 15 minutes’: Employee rattled by how quickly layoffs happen) first appeared on The Independent Singapore News.

SINGAPORE: An early childhood educator took to Reddit to share their frustration over a strict new workplace rule that requires staff to surrender their personal devices during working hours.

Posting on the r/singaporejobs forum on Tuesday (Apr 21), the educator said they have been in the field for about five to six years and have never encountered a policy this restrictive before.

“My centre started an insane policy where we have to surrender our phones and personal devices, including our Apple Watches, to the office,” they said. “We are not allowed to use them in areas with children.”

The educator added that the restriction also applies during children’s nap time, a period that had previously been used by staff to complete administrative work, attend meetings, and prepare teaching materials.

“We used to work on paperwork, attend meetings, and do materials during children’s nap time, usually 1-3 p.m., with our own devices. We don’t even have proper lunch breaks. I think we spend about 20 minutes eating in the dark, and we are all back to work and caring for the children.”

“With this policy, it means that the teachers have to step out of the classroom and take turns to use the devices in areas without children, and it’s inconvenient because we have to share the time with our partners. This gives me prison vibes.”

They also raised concerns about privacy after being told that personal devices could be subject to checks. “Is this the army?” they said. 

Despite the restrictions, the educator noted that much of their work still depends on access to their devices, especially for compiling children’s portfolios and updating parents with photos. As a result, staff often have to remain at the centre after hours to complete their tasks.

Feeling increasingly overwhelmed, the educator said they are now considering leaving the centre altogether and even stepping away from the childcare sector.

“What other jobs can I do?” they asked. “What are some job suggestions, still child-related, since I only have a degree and diploma in this area? Or should I stay, and see this policy through?”

“Maybe you can go apply to be a principal.”

In the comments, one Singaporean Redditor urged the post author to take a stronger stance by publicly calling out the centre.

“Name and shame these employers,” they wrote.

Another commented, “Wah, honestly, this doesn’t sound like just a ‘new policy’ problem already. It sounds like the centre is normalising control over staff time, personal devices, and even your break, and once a place starts doing that, it rarely gets better, lah.”

A third remarked, “Wow, crazy childcare.”

Others, meanwhile, offered suggestions on alternative career paths within the same field. One said, “I see openings for preschool principals on job sites. Maybe you can go apply to be a principal, get a pay bump, and be in control of this policy.”

Another added, “Private childcare? Rich people would pay for you to go to their house to take care of their kids. start out slow, part-time, and build your client base.”

In other news, a fresh graduate’s frustration over today’s highly competitive job market has struck a chord online, after they shared how difficult it has been to secure even a first-round interview despite strong academic credentials. 

Their post quickly drew responses, including blunt feedback from a hiring manager who suggested that salary expectations could be working against them.

Read more: Fresh grad laments job market is ‘fierce’ after 80+ applications; hiring manager responds $5.5k salary expectations might be the problem

This article (‘We have to surrender our phones at work’: Early childhood educator shocked by strict new policy) first appeared on The Independent Singapore News.

SINGAPORE: Singapore is asking employers to do more than just hire older workers. It wants them to rethink how jobs are built.

A new push from policymakers and industry groups is putting the focus on flexible roles, job redesign, and practical changes at the company level. The message is that older workers can stay, but the work itself must evolve.

Senior Minister of State for Manpower Dr Koh Poh Koon said many firms still struggle with two issues: limited flexible work options and a lack of know-how to retrain seniors for different roles.

He urged companies to take a more active role instead of waiting for policy fixes. Government support can help, but real change depends on what employers do on the ground, Channel NewsAsia (CNA) reports.

Older workers are becoming part of the solution for the labour market

Singapore is set to become a “super-aged” society this year. More than one in five residents will be 65 or older.

That change is already shaping hiring decisions as companies face a tight labour market, and older workers are becoming part of the solution.

Dr Koh pointed out that many seniors want to keep working. Income matters, but so does routine and social connection. There is also a health angle; staying active at work helps slow physical and mental decline.

Around 30 companies are now working with a tripartite group to test new ways of structuring careers across different life stages.

Creating new roles that didn’t exist before

One example comes from Tower Transit, which is piloting new roles for bus captains aged 60 and above.

From May, 15 senior drivers will try out three career pathways designed to reduce physical strain while keeping their experience in play. They can rotate between driving and working as interchange officers, helping with operations and basic digital tasks.

Another option is becoming a “buddy,” guiding new drivers on routes and safety practices. A third pathway allows part-time driving. These roles didn’t exist before. They were created to stretch careers without stretching bodies.

Without such options, most bus captains would continue full-time driving until 75, the licence limit.

One veteran driver, who has spent about three decades on the job, is moving into a mentoring role instead of retiring. He plans to pass on his experience to younger colleagues.

Keeping experienced staff helps ease hiring pressure

Retention is a key factor. Tower Transit employs about 1,600 bus captains, with 14 per cent aged 60 and above. Keeping experienced staff helps ease hiring pressure.

Managing director Winston Toh said the challenge is making these changes work without raising costs. The company will review the pilot after a year before deciding whether to expand it.

Beyond job redesign, the company has introduced tools like wearable exoskeletons to help older technicians handle physically demanding tasks. The goal is to keep skilled workers productive for longer.

Singapore National Employers Federation vice-president Tan Hwee Bin described these efforts as practical steps that demonstrate how companies can better deploy senior workers and ease labour shortages.

Rigid roles built for younger workers no longer fit an ageing workforce

The bigger picture is less about extending retirement and more about redesigning work itself.

Companies that adapt early may find it easier to retain experience, reduce hiring pressure, and maintain operational stability.

Those who don’t may face growing strain as the labour pool tightens.

Enabling people to work in different ways as they age

Keeping seniors employed shouldn’t mean asking them to do the same job for longer. It means reshaping work, so experience matters more than physical strain.

The companies that get this balance right will solve manpower issues and build workplaces that reflect the reality of Singapore’s demographic shift.

A practical next step is to review existing roles, remove unnecessary physical demands, and create pathways that enable people to contribute in different ways as they age.

Read related: Singapore employees fear job loss amid higher flexible work approvals

This article (Koh Poh Koon: Singapore companies must take active role, as job redesign and flexible work help retain older workers) first appeared on The Independent Singapore News.

SINGAPORE: A Singapore-based employee has shared online that they are now the “only survivor” of their regional team after a series of layoffs and offshoring decisions wiped out the rest of the local office, raising concerns that their own role may be at risk next.

“I am the only one left in Singapore after layoffs,” they wrote on the r/singaporejobs forum on Tuesday (April 20). 

“The rest of the department has been offshored. They have kept me, as I am still leading some important projects in the region. Now I am not working with anyone in the local office anymore. I am leading a team across China and SEA while reporting to a boss in India.”

They added that they previously worked as a senior regional associate under a regional manager. However, after the final round of layoffs, they were effectively made the acting regional manager overseeing teams in other countries, even though their salary remained at the same level.

Looking back, the employee described the downsizing as a gradual process rather than a sudden shift. At its peak, their department had around 40 staff based in Singapore. During the COVID-19 period, the team worked from home, and operations ran smoothly. 

However, things began to change when the company carried out its first major round of layoffs, cutting about 10 employees and replacing those roles with a team based in China.

Although those who remained initially believed the cuts were a one-off move, the pattern continued. 

“Those who survived were a bit scared, but they thought it was just a one-time thing. Slowly, slowly, when some people here resigned, they didn’t backfill with local headcount but moved the headcount to China. Then came the final blow. They sacked the entire team except me and let me oversee those in China.”

“Work that doesn’t require the Chinese language is also offshored to a large team in India. It all felt like a slow death. Once MNCs realise the same work can be done in a cheaper place, SG folks will be chopped.”

Ending their post, they asked the online community, “Has anyone been in a similar situation before?”

“Get your finances in order.”

In the discussion thread, one Singaporean Redditor commented that the company will probably dismiss them too once their current projects are finished.

The post author responded: “Yeah, I’m super scared now.”

Another Redditor advised, “Start looking for another job. The same thing happened to me previously. After a visit from the owners overseas, almost everyone in the office was laid off except for the new director and me. The rest were all let go. I told my old boss before he left that I would be tendering my resignation as well because I knew the headache it would be after the office manpower was more than halved; most of the workload would come to me for the same paycheck.”

A third shared, “Same situation in my company. Most departments were left with only 1 or at most 2 to hand over the entire team task to the overseas team. It is kind of horrible to be in this situation in a way because everyone else gets their retrenchment package while the only survivor(s) have to take in all the remaining tasks and responsibilities and then be the bridge, which they might burn when time comes.”

A fourth added, “Firstly, don’t be afraid. Get your finances in order. Say no to the unnecessary big expenses for at least a year. Remember, your priorities are your own finances and your own well-being.”

“Secondly, upskill and start applying right away. As a retrenched engineer for almost two months, this was something that I didn’t do and am regretting my slow progress right now.”

In other news, a man has sparked quite the online debate after sharing that his girlfriend turned down his marriage proposal when he presented what he thought was a sensible, budget-friendly wedding plan: “a simple ROM (Registration of Marriages), no wedding gown, no banquet, and no pricey ring.”

On Monday (April 20), he wrote on a local forum that he had laid everything out clearly from the start. His idea was to keep things minimal with just the ROM, followed by a small gesture of hosting her immediate family at a single buffet table at the Shangri-La hotel.

Read more: Girlfriend rejects marriage proposal after man suggests simple ROM with ‘no gown, no banquet, no pricey ring’

This article (‘They moved everything overseas’: Local employee, now the only one left in SG, fears being laid off) first appeared on The Independent Singapore News.

SINGAPORE: A Singaporean worker’s question about the ever-challenging working life in the Lion City has struck a resonating note online: job security feels fragile, even for those with long careers. The post, shared on Reddit’s r/askSingapore on April 23, 2026, describes a workplace where layoffs seem quick, quiet, and unpredictable.

The worker points to repeated cuts across roles, from junior staff to senior executives, and recalls how a local head with about 15 years in the firm was dismissed after a brief meeting with the global chief. The decision, described as sudden and clinical, left colleagues uneasy about their own standing.

“Work stability is just an illusion…”

Early reactions from other Singaporeans alike show a mix of anxiety and realism. Some say this is simply how modern work operates. Others admit the fear is real, especially when layoffs happen without warning, more than ever these days.

Several commenters who went through retrenchment say the outcome wasn’t always negative. Many moved on to better roles, stronger teams, and higher pay. Their message is that job loss hurts, but it is rarely the end.

Others take a colder view: work, they say, is just a transaction. Companies hire based on need and cost. If a cheaper or more efficient option appears, decisions follow. Loyalty carries little weight in that equation.

“You’re just a unit of production…”

One commenter added that workers are part of a system driven by cost and output. Value matters, but it is relative. Someone cheaper or faster can replace you.

Another, who’s working in human resources, shares a behind-the-scenes perspective. Layoffs usually come from higher-level decisions, rather than personal judgments. The role of HR is to carry them out, instead of questioning them.

That same commenter has also taken a practical approach: learning new skills, exploring side work, and treating employment as one part of life rather than its centre. It is less about avoiding risk, more about staying ready for change.

“Staying useful matters more than staying loyal…”

Across the discussion, one idea keeps coming up: staying useful matters more than staying loyal.

Workers are encouraged to build skills, expand networks, and keep options open. Some suggest having side income streams. Others stress the importance of not tying identity too closely to a job.

A few also point out that Singapore’s competitive labour market plays a role. Many aim for similar roles, such as office jobs, sales, and corporate tracks, which increases competition and makes replacement easier.

“Layoffs are part of business cycles…”

There is little denial in the discussion, as most accept that layoffs are part of business cycles. The concern is not that they happen, but how suddenly they can happen.

The tone is less outraged, more adjusted. Workers are not expecting stability. They are learning to live without it.

“Keep skills current, maintain professional connections, and, if possible, avoid relying on a single income path…”

Careers are no longer built on long-term security nowadays. They are shaped by constant movement, skill updates, and changing demand.

For Singaporeans, this hits harder in a high-cost environment where a steady income matters, so the fear is practical rather than abstract.

There is no neat fix for this at the moment, and companies will continue to make decisions based on cost and strategy, given how the current economy works.

What workers can control, however, is narrower but still useful: keep skills current, maintain professional connections, and, if possible, avoid relying on a single income path.

Work is part of life, not the whole of it, so always treat it that way, and uncertainty then becomes easier to carry and navigate throughout life.

Read related: ‘The most useful thing a senior told me at work’ — Workers share the advice that ‘stuck with them until today’

This article (‘Are we all one meeting away from getting fired?’ — Singaporean asks after seeing ‘so many people get cut no matter how experienced or “valuable” you are’) first appeared on The Independent Singapore News.

SINGAPORE: Flexible work is easier to request in Singapore today, but using it tells another story.

A Channel NewsAsia (CNA) report on Apr 22, 2026, shows many workers still face subtle pushback after getting approval. Some are ignored in text or email messages. Others feel watched more closely. A few even fear losing their jobs.

One father, who works from home twice a week to care for his toddler, said his colleagues became less responsive. Meetings shifted to in-person. Work slowed. Despite strong performance, he worries his arrangement may cost him his role.

His case is not rare; other workers have also said that such work flexibility often comes with hidden penalties. These include slower career progress, strained relationships, and social isolation at work.

Approvals from management are up, but worker hesitation remains

On paper, the progress on flexible work approvals looks solid. Around 70 per cent of firms now offer flexible work options, according to the Ministry of Manpower (MOM).

A 2025 survey by the People’s Action Party (PAP) Women’s Wing and National Trades Union Congress (NTUC) found about 90 per cent of requests were approved, fully or with changes. Yet one-third of workers still avoid asking to use it, citing the stigma associated with it.

That hesitation says more about workplace culture than policy.

Many managers still equate staff presence with work commitment

Institute for Human Resource Professionals (IHRP) chief executive officer Aslam Sardar said some work leaders struggle to move away from “presenteeism”. That means judging a worker’s effort by time spent in the office rather than by their results.

That leads to micromanagement. Workers reported being checked on frequently when working from home. Some felt they had to prove they were not taking advantage.

A museum employee who cared for a sick parent said a senior manager monitored her closely. And after her parents passed away, expectations from her work tightened. She believed it affected her career prospects.

Managers rated remote workers lower on commitment

A study by National University of Singapore (NUS) assistant professor Wang Senhu and King’s College London researcher Chung Heejung found obvious work bias.

Managers rated remote workers lower on commitment and promotion potential. This was based on a 2022 survey of 473 managers.

The effect was stronger for fathers than for mothers. Fathers who asked for flexibility were seen as breaking the “ideal worker” image of full availability.

The study also found framing matters. When flexible work is seen as a benefit for caregivers, it looks like a special favour. This weakens its professional standing.

When work flexibility becomes a fear of career threat

For some, the career stakes are high. In one case, a father of a child with special needs said he was warned he could be dismissed after working from the hospital during a family crisis. He later changed jobs for more flexibility but now avoids asking for it.

Another senior employee filed a complaint with the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) after her request was rejected. The dispute remains unresolved.

These cases show how quickly flexibility can shift from support to risk.

Worker uncertainty over remote work

Flexible work is no longer a fringe perk. It shapes hiring and retention, as a 2024 MOM survey found 65.4 per cent of workers consider flexibility when choosing jobs. Only salary ranked higher.

One worker even said uncertainty over remote work is holding him back from having another child. This then also links workplace culture directly to birth rates in Singapore.

Some companies adapt faster and don’t struggle with flexible work arrangements

Some employers, however, are adapting more quickly to changes in work-life balance than others.

One marketing head in an investment firm works from home twice a week with full team support. Meetings are planned around her schedule. Her performance is reviewed regularly, with no issues raised.

Another firm offered a part-time permanent role to a returning mother, with benefits and structured hours. This shows flexibility can work when designed well.

Managers need to focus on workers’ results, not their attendance

Experts agree that the next phase is not to add more work rules. It is better to improve the execution of work instead.

Managers need to focus on outcomes, not attendance. Decisions must be transparent. Flexible workers shouldn’t face hidden career threats and costs.

NTUC assistant secretary-general Yeo Wan Ling said policies can guide change. Workplace culture decides if they actually work.

Judge workers by what they deliver, not for where they work from

Flexible work is already here, so the next question is whether companies treat it as normal work practices or a special exception.

If someone meets deadlines, supports the team, and performs well, their work location should no longer matter.

Anything else is just old habits dressed up as effective management.

This article (Singapore employees fear job loss amid higher flexible work approvals) first appeared on The Independent Singapore News.

SINGAPORE: A fresh graduate’s frustration over today’s highly competitive job market has struck a chord online, after they shared how difficult it has been to secure even a first-round interview despite strong academic credentials. 

Their post quickly drew responses, including blunt feedback from a hiring manager who suggested that salary expectations could be working against them.

In a post on the r/singaporejobs subreddit, the young individual shared that they graduated with first-class honours from a local university and also had a journal publication during their undergraduate studies. Despite this, they said their job search has been discouraging. 

“I applied to about 80+ jobs but was faced with ghostings and rejection emails saying I’m not suitable or there are MORE SUITABLE CANDIDATES than me BEFORE even landing a first-round interview.”

The graduate then wrote that they never expected the competition to be “this fierce.”

“Makes me wonder who are these other competitors? Are we competing with double-degree holders with double first-class honours? 5 years of internship and work experience for undergrads? What about the masses of students in the median?”

“I think you need to lower your expectations a little.”

In the comments, one hiring manager from the fintech industry pointed to salary expectations as a potential stumbling block.

“What’s your expected salary?” they asked. “~50% of grads are filling in expected at S$5.5k. Not sure if it’s the grad survey or seniors telling them that is expected, but unfortunately, it isn’t. There’s a ton of 1 YOE PMs that are applying between S$4.5 and S$5k, so yeah.”

They also urged the fresh grad to keep their resume/CV to 1 page, saying, “I don’t want to read your intro or your 4 other internships that are not relevant to your role, or your army experience parked under ‘leadership’ experience or how you were the treasury of a CCA. Structure it as a 1-page pitch; if it doesn’t fit, just cut.”

Another explained, “Those grad surveys are misleading. When I graduated, the surveys were saying that the average starting salary in my relevant field would be S$3K+, yet I started with S$2.5K, and someone I knew started with S$2.2K.”

“I suspect that they mostly surveyed graduates who got into huge MNCs that were paying above the market rate. SMEs employ over 70% of the local workforce, and they’re certainly not paying these published rates.”

A third added, “I think you need to lower your expectations a little. My friend with 6 years of experience in a research role is drawing S$4k.”

Several commenters also noted that fresh graduates are no longer competing solely with their peers.

One said, “Your other competitors are the earlier batches of fresh grads (bachelor’s and master’s) that are still job searching and juniors with a few years of experience. My humanities junior who graduated mid-year last year only found a role in academic research very recently. No publications under their name with 3 internships, but they got into a very relevant space.” 

Another pointed out that global competition can also come into play, especially in industries open to international hiring.

“The real competition comes from foreigners willing to take way lower pay than you. And since they graduate earlier than us, they often have several years of actual work experience (beats whatever internship experience you have). So it’s rarely about your qualifications and rather more about how you justify your paycheck.”

In other news, an HDB resident shared on social media that they have been dealing with a frustrating and potentially dangerous situation involving an upstairs neighbour who has been throwing trash down from their unit for over a year.

In their post, the resident explained that the items being tossed include water, leftover food, and even bags of rubbish.

Read more: HDB resident frustrated as neighbour keeps tossing food and rubbish from upstairs despite repeated complaints

This article (Fresh grad laments job market is ‘fierce’ after 80+ applications; hiring manager responds $5.5k salary expectations might be the problem) first appeared on The Independent Singapore News.

SINGAPORE: Singapore’s job market is expanding in a meaningful way as nearly half of all vacancies in 2025 were for entirely new roles rather than replacements. That signals real growth, beyond staff turnover.

Data from the Ministry of Manpower (MOM) show that 49.3% of job openings were from newly created positions. A further 34.7% were tied to brand-new functions within companies.

That points to businesses moving into new areas, even amid global trade concerns.

New roles, not recycled jobs

The numbers suggest a change in how companies are hiring, with more firms building new teams or exploring new capabilities, rather than expanding existing ones.

Traditional expansion still plays a role, making up 55.8% of vacancies. But the rise in new functions shows a labour market that is adapting, not standing still.

This matters for job seekers as new roles often come with less rigid expectations and more room to grow into the job.

Tech still leads, but not alone

The Information & Communications sector remains the biggest source of new roles. Close to three-quarters of its vacancies didn’t exist before.

Other sectors are catching up. Professional Services and Finance & Insurance each saw more than half of their openings classified as new roles. Construction also ranked high, though much of that demand leans toward non-PMET (Professionals, Managers, Executives, and Technicians) jobs.

For Singapore’s workforce, this spread across industries reduces reliance on a single sector and opens more entry points.

Skills beat paper qualifications

One trend stands out: more employers are now placing less weight on academic results.

Around 70% said qualifications are no longer their main concern. What matters more is practical experience and relevant skills.

Many roles stay open for over six months because candidates lack hands-on experience.

Most employers want at least 2 to 5 years of experience in a similar role. Only about 20% are open to hiring complete beginners.

Fresh graduates face a tougher entry, but not a closed door.

The public sector remains more open to candidates with limited experience, especially for roles in administration and education.

Where the money is

The most in-demand PMET roles in 2025 span both public and private sectors. Teaching professionals top the list, with salaries ranging from S$2,611 to S$8,580.

Tech roles continue to command strong pay. Software developers can earn between S$7,000 and S$10,000, while systems analysts and financial advisers reach up to S$9,700 and S$12,000, respectively.

Engineering roles remain steady earners, while accountants and sales executives offer more moderate pay but wider availability.

High-skill roles pay well, but broader roles offer more openings.

Firms expect workers to arrive with practical skills

This is not just a hiring cycle, as it shows a change in how companies operate.

Firms are experimenting with new functions, especially in tech and digital services. At the same time, they expect workers to arrive with practical skills, not just academic credentials.

For job seekers, the message is that an academic degree helps, but it is no longer enough on its own.

The job market now rewards those who show they can do the work

There is an opportunity, but it comes with a trade-off. Employers are hiring more, but they are also more selective.

A practical move is to build experience early. Internships, freelance work, and project-based roles can close that experience gap faster than waiting for the perfect job.

The market is growing, but it rewards those who show they can do the work, not just study it.

This article (MOM: Singapore’s in-demand jobs, new roles and salary levels revealed) first appeared on The Independent Singapore News.

UNITED STATES: Meta will reportedly begin its planned first wave of layoffs on May 20, cutting 10%, or about 8,000, of its global workforce, Reuters reported, citing three sources familiar with the plans.

The sources also said there are further layoffs in the second half of the year, although details such as timing and size have not been finalised. Plans may also change depending on developments in artificial intelligence capabilities, they added.

Amid reports of the upcoming layoffs, Business Insider reported, citing two sources familiar with the matter, that Meta “quietly” hired two founding members of artificial intelligence research and product company Thinking Machines Lab, Mark Jen and Yinghai Lu, along with AI researcher Tianyi Zhang, who all previously worked at Meta.

The three, who are recent departures from the US$12 billion AI startup founded by former OpenAI executive Mira Murati, have not yet disclosed their move on LinkedIn.

Other companies that have had massive layoffs include Amazon, Block, and Oracle.

So far this year, 73,212 tech employees have lost their jobs, according to data from Layoffs.fyi. While many companies have been citing AI-driven efficiency as a reason for job cuts, analysts argued that companies have been “AI-washing” layoffs instead of citing other reasons for the cuts. /TISG

Read also: ‘So this is what AI will drive’: Workers react as PwC partner pay rises amid AI push and fewer staff

This article (Meta to begin first wave of layoffs on May 20, cutting about 8,000 jobs, with more layoffs expected later: Reports) first appeared on The Independent Singapore News.

KUALA LUMPUR: In a city like Kuala Lumpur, it is common to see young people gathering, laughing, and enjoying their time together. To some, particularly among the older generation, this may create the impression that today’s youth are carefree or unaware of the realities of life. However, this visible social ease raises a deeper question: Do young Malaysians truly misunderstand the demands of adulthood, or are these moments of leisure a brief but necessary escape within an increasingly constrained environment?

Recent findings suggest that young Malaysians are, in fact, highly aware of the challenges they face. Based on a 2026 report by Malay Mail citing the Versa and Stratsea survey, nearly 58% of young respondents said their income is insufficient to meet the rising cost of living, especially in urban areas such as Kuala Lumpur. The same report also highlighted dissatisfaction with efforts to manage living costs, reflecting a persistent gap between economic progress and everyday financial reality.

This pressure is reinforced by labour market conditions. Reports from Bernama indicate that youth unemployment remains higher than the national average, despite overall economic stability. Many graduates continue to struggle in securing stable jobs, reflecting a mismatch between qualifications and available opportunities. At the same time, wage growth has remained modest and often fails to keep pace with inflation, limiting real financial progress for young workers.

These challenges are also reflected in experiences shared by young people. In online discussions, community users describe repeated difficulties in entering the job market. One user shared, “I’ve applied for loads of typical teenage jobs, nothing back or rejection,” while another noted, “It was incredibly easy for me to get those jobs 7–9 years ago… now I’ve spent hours helping my brother apply, and he gets nothing back.”

In more extreme cases, prolonged unemployment is common, with one stating, “I’ve been unemployed for 6 months and can’t even get an interview after dozens of applications.” These experiences reflect a growing reality where effort does not always lead to opportunity.

Beyond domestic issues, external economic pressures also play a role. Malaysia remains exposed to global uncertainties such as geopolitical tensions and fluctuations in energy prices, which contribute to inflation and rising costs of essential goods. These pressures further reduce financial flexibility for young adults already dealing with stagnant wages and high living expenses.

At the same time, young Malaysians themselves have openly voiced these struggles. In reporting on Budget 2026 by Sinar Daily, youth describe life as a constant balancing act between rising expenses, uncertain job prospects, and limited mental health support. Students face pressure from basic living costs, while young workers often find that salaries leave little room for savings or stability.

The narrative that young Malaysians “misunderstand” the demands of adulthood is increasingly difficult to defend. They are painfully aware. The challenge they face is not a lack of maturity, but an environment where traditional markers of success, stable housing, savings, and career progression are moving further out of reach. Those moments of joy in the city are not a sign of ignorance but a necessary escape from a reality that demands everything and guarantees very little.

This article (A generation under pressure: Why effort no longer guarantees opportunity for Malaysian youth) first appeared on The Independent Singapore News.