Addressing employment challenges for mid-career PMETs
Mdm Deputy Speaker,
Many mid-career professionals, managers, executives, and technicians (PMETs) are under pressure. Some work in shrinking or disrupted industries where jobs are disappearing faster than new ones are created. Others see their roles changing due to automation and artificial intelligence.
Some even face the anxiety of being told to reapply for their own jobs as part of restructuring exercises, effectively forcing them to compete with colleagues or external candidates for roles they have already been performing. Such practices create stress and uncertainty and may serve as a way for companies to bypass retrenchment obligations while reshuffling their workforce.
While overall employment levels have continued to rise alongside a growing population, some displaced workers struggle to transition into new jobs at the same skill level and salary. Many find it difficult to break into growth sectors despite efforts to reskill, as employers often prioritize candidates with industry-specific experience or younger workers. While most employers emphasize merit, hiring processes may still be influenced by informal networks, creating additional barriers for mid-career jobseekers.
The Labour Force 2024 Report showed that 41,200 PMET residents were unemployed, of whom 10,700 had been unemployed for more than six months. The data also indicates that long-term unemployment affects PMETs more than non-PMETs.
These workers have spent decades in their industries, built expertise, and contributed to the economy. Many have significant financial responsibilities, including housing loans, children’s education, and elderly care. When retrenched or stepping away from the workforce for caregiving responsibilities, re-entering the job market becomes daunting. Even those currently employed may be blindsided by technological changes that render their skills obsolete. A corporate operations worker, for instance, may struggle to transition into a technology-driven role without structured pathways to bridge the gap.
Even when securing interviews, many receive offers with significantly reduced salaries, making it difficult to maintain financial obligations. Some are forced into contract or gig work with little stability or development opportunities. The longer they remain unemployed or underemployed, the harder it becomes to re-enter the workforce, as employers may perceive them as “outdated” or “overqualified.” Some drop out of the workforce entirely after years of discouragement.
Existing support measures and gaps
The Government has introduced several schemes to help workers upgrade their skills and transition to new jobs. The SkillsFuture Level-Up Programme provides Singaporeans aged 40 and above with $4,000 in SkillsFuture Credit and a training allowance of 50% of their average income (capped at $3,000 per month) for selected full-time courses, or $300 per month for part-time courses. The SkillsFuture Jobseeker Support Scheme, similar to the unemployment insurance schemes proposed by the Workers’ Party since 2006, offers financial support of up to $6,000 over six months for involuntarily unemployed workers engaged in job search activities.
Career matching services run by Workforce Singapore (WSG) and its partners help jobseekers refine resumes and prepare for interviews. In the future, as announced in this Budget, an expanded network of job placement centers at all CDCs will provide additional support. These are important steps, but more needs to be done to ensure mid-career workers secure meaningful employment.
The need for structured job placement programmes
Training and reskilling alone do not ensure job placement. For mid-career workers facing immediate job displacement, waiting years for the benefits of these programmes to materialize is not a viable option. Many cannot afford the temporary drop in income that often accompanies switching sectors, making it difficult to commit to full-time training programmes.
While some industries are shrinking, others—such as healthcare, sustainability, and advanced manufacturing—are expanding. Mid-career PMETs should have clearer pathways to transition into these high-demand sectors through structured job placement and industry partnerships.
The Career Conversion Programme (CCP) is designed to help mid-career individuals transition into new jobs or sectors with better long-term prospects through training and salary support. However, deeper structural barriers remain. The CCP requires employers to hire workers before they can receive training, which presents a major hurdle for jobseekers already struggling to get past the initial screening process.
We need a more structured and targeted job placement programme, where specialists in respective fields review and refine mid-career jobseekers’ applications and CVs. These specialists can actively match and recommend them to employers, including those enrolled in the CCP, increasing their chances of securing a placement. Once hired, these workers can then benefit from the CCP for necessary training and salary support, ensuring a smoother transition into their new roles.
Additionally, WSG should introduce structured returnship programmes to help professionals re-enter the workforce after a career break, whether due to retrenchment or caregiving responsibilities. Unlike the CCP, which requires career conversion, returnship programmes would provide a pathway to employment and mentorship, allowing mid-career professionals to rebuild industry-relevant experience without starting over at entry-level positions.
Conclusion
Mdm Deputy Speaker, mid-career and older PMETs need more structured redeployment pathways and stronger financial support for career transitions. They have spent years contributing to Singapore’s economy, building businesses, training younger colleagues, and shaping industries.
Our nation and economy cannot afford to overlook the experience and skills of these workers. Let’s give every Singaporean who wants to work, retrain, and contribute the best possible chance to do so.
Madam, I support the Motion.
