84.The Government continually monitors the effectiveness of the PHC, including by collecting data on sexual harassment cases (amongst other types of harassment cases) filed in the PHC, including the number of PHC cases filed for POs and the number of POs issued.

XXIV.Reply to paragraph 18(a) of the list of issues and questions

85.Singapore continues to enhance efforts and review policies to safeguard migrant domestic workers (MDWs)’s well-being in Singapore. Based on a survey conducted by MOM in 2021, more than 9 in 10 MDWs surveyed were satisfied with working and living in Singapore and would recommend their family or friends to work in Singapore as an MDW. MDWs also reported high levels of satisfaction across various areas of well-being, such as accommodation, emotional support and sufficiency of food provided (over 90per cent). Over 90per cent of MDWs surveyed indicated that they had received their salaries on time.

86.As explained in [149] of the Periodic Report, protections for MDWs are legislated under EFMA. EFMA regulates the employment of MDWs and protects their well-being. This includes comprehensive protection on areas including the provision of proper accommodation, adequate rest, medical care, a safe working environment, and timely payment of salaries. The Government continually reviews legislation such as EFMA and other measures to safeguard MDWs’ well-being in Singapore.

XXV.Reply to paragraph 18(b) of the list of issues and questions

87.All domestic workers, local or foreign, are not covered by the EA given that the nature of their work differs from non-domestic workplaces. As stated above, the well-being of MDWs is addressed under the EFMA. As stated in [150] of the Periodic Report, in the area of medical care, the EFMA offers comprehensive protection by requiring all employers to bear the medical expenses of their MDWs. To help employers meet this obligation, they must purchase Personal Accident Insurance, which provides pay-outs in case of accidental death or permanent disability, and medical insurance for their MDW’s inpatient expenses. MOM has plans to enhance the medical insurance coverage.

88.As stated in [151] of the Periodic Report, employers must provide MDWs with proper accommodation and adequate food. MOM has drawn up guidelines on these areas so that employers are aware of their responsibilities and MDWs are aware of what must be provided.

89.On rest, under the EFMA, MDWs are entitled to one rest day per week, but can agree with their employers to be compensated if the rest day is not taken. From 1 January 2023, employers are required to grant their MDWs with at least one rest day each month that cannot be compensated.

XXVI.Reply to paragraph 18(c) of the list of issues and questions

90.The EFMA requires employers to pay the MDW’s salary monthly and no later than 7 days after the last day of the salary period. Further, employers must declare the MDW’s salary to MOM and pay minimally what is declared. Employers are not allowed to prevent or restrict access by MDWs to their salary or monies, regardless of whether the MDW consents. Employers who default on salary payments can be fined up to S$10,000 and jailed up to 1 year.

91.Employers and employment agencies are not allowed to withhold the personal property of any migrant worker, including MDWs. Under the Passports Act, it is an offence to withhold a passport that belongs to someone else. The EFMA disallows employers from withholding other personal documents, including the work permits of their workers. The mobile phone of an MDW is also her personal property and the MDW has the right to keep it.

92.MOM educates all first-time MDW employers, through the Employer Orientation Programme, on their responsibilities of care towards their MDWs, as well as how to manage their relationships. First-time MDWs also attend the Settling-in-Programme, where they are educated on their conditions of employment, how to work safely, and their rights and responsibilities.

93.MDWs with employment issues, including non-payment of salary, deprivation of food, refusal to pay medical expenses, can report these via multiple channels, including a toll-free MOM MDW helpline. Those who require advice or wish to report concerns can also contact their relevant embassies and NGOs.

94.Singapore takes a very serious view of violence perpetuated against MDWs. Complaints of abuse are investigated by the SPF. As highlighted in [149] of the Periodic Report, the Penal Code was enhanced in 2020 such that the employer of an MDW or a member of the employer’s household convicted of abusing the MDW would face up to double the maximum penalties prescribed for the offence. Those convicted will also be permanently barred from future employment of MDWs.

95.MOM takes proactive steps to better detect signs of abuse and employment issues. For example, MOM had enhanced the six-monthly medical examination process from August 2021 to explicitly require doctors to check for signs of suspicious and unexplained injury. In conjunction with the enhancements, MOM also discontinued home-based medical examinations to ensure that MDWs see their doctors in the clinic to better enable doctors to detect issues. Further, as stated in [151] of the Periodic Report, from April 2021, MOM-appointed officers conduct random house visits to check that MDWs have adjusted well and have no well-being issues, and from December 2021, employment agencies are required to conduct at least one post-placement check within the first three months of the MDW’s placement, to ensure that MDWs and their employers are adjusting well to the new employment relationship and to offer support if needed.

XXVII.Reply to paragraph 18(d) of the list of issues and questions

96.Generally, an employer’s consent is required before an MDW can seek new employment in Singapore. This is to balance the interests of MDWs to have the scope to change jobs and the interests of their employers for stability and predictability in the employment relationship.

97.Notwithstanding this, like other employer-employee relationships, employment contracts between the employer and the MDW generally allow both the employer and the MDW to terminate their employment relationship at any time with notice as contractually agreed. The MDW would be able to return home and look for another employer thereafter.

XXVIII.Reply to paragraph 18(e) of the list of issues and questions

98.Regarding the Domestic Workers Convention, Singapore is committed to protecting the well-being of MDWs. To this end, MDWs in Singapore are protected by a comprehensive framework of laws and enforcement measures that account for the different work arrangements of the domestic workplace. As explained in [156] of the Periodic Report, Singapore ratifies international treaties only if we can fully comply with them and it is in our national interest to do so. Although we have not ratified the Domestic Workers Convention, we agree with its spirit and will continue to review our ability to ratify the said Convention and improve labour standards for our MDWs.

XXIX.Reply to paragraph 19 of the list of issues and questions

99.All Singaporeans have access to affordable and quality healthcare including reproductive and sexual health services at inpatient and outpatient settings. There are existing protocols to ensure that patients facing language barriers are supported. The healthcare staff in Singapore hospitals and clinics are diverse in ethnicity and thus can communicate appropriately with patients who can only speak certain languages. Further, health-related public communications are disseminated in multiple languages. For instance, information regarding COVID-19 was disseminated in the four national languages to ensure wider access to information, including by ethnic minorities.

100.In 2022, Singapore published its multi-year strategy centred on preventive care to improve the health of our population. “Healthier SG” aims to prevent individuals from falling ill and empower individuals to improve their health by transforming “sick systems” (focusing on treating diseases) into “health systems” with health-enabling environments and systems that empower individuals to improve and manage their health proactively.

101. All Singapore residents have access to health services and screening. This provides the opportunity for doctors to address the social determinants of health which influence health behaviours (e.g. perception of chronic diseases, screening participation).

102.In addition, Singapore set up an inter-agency Taskforce on Child and Maternal Health and Well-being in 2021 to develop a national strategy addressing cross-cutting issues to enhance support for women and their children, and improve their health outcomes. The strategy includes policies and initiatives that support women’s physical health, mental health, and overall well-being from preconception, through pregnancy to motherhood. This effort will help every pregnant woman gain equitable access to quality maternal care services including pre-natal and post-natal check-ups, maternal mental health screening and support, obstetrics services, neo-natal care, breastfeeding and lactation support.

103.Singapore also recognises that cultural differences may influence lifestyle and health behaviours across ethnic groups, and these may contribute to disparities in health outcomes (i.e. obesity, cancer and diabetes rates).

104.Based on findings from the National Population Health Surveys (NPHS), which look at the trends of several health indicators corresponding to the different segments of the Singapore population, Singapore has set up a Workgroup to close disparities in health outcomes between ethnic groups through the implementation of year-round healthy living activities, which aim to improve health and well-being. The Workgroup is supported by the Health Promotion Board (HPB) which develops culturally relevant programmes to improve the health status of the different communities (see Annex J for examples on community-targeted health strategies), in partnership with community partners.

105.The Women’s Health Committee (WHC), comprising multi-ethnic stakeholders from community outreach and advocacy organisations, Government agencies and a diverse pool of health experts, actively looks at increasing awareness and encouraging all women, regardless of ethnicity, to take action to improve their health and well-being at all stages of life. The WHC currently focuses on cancer screening, bone health and young women’s health.

106.Healthcare professionals such as doctors and nurses play an important role in providing healthcare services relating to sexual and reproductive health, as well as family planning, and are trained to support patients with empathy, sensitivity and due consideration of their specific care needs. (See Annex K for examples of measures to avoid discriminatory treatment in access to healthcare services).

XXX.Reply to paragraph 20 of the list of issues and questions

107.As described in MFF 2025, all citizen children will enjoy benefits that support their growth, development and caregiving, regardless of their parents’ marital status. These include:

(a)Education subsidies;

(b)Childcare and infant care subsidies;

(c)Healthcare subsidies;

(d)MediSave Grant for Newborns;

(e)MediShield Life coverage from birth;

(f)Foreign Domestic Worker Levy Concession.

108.In 2016 and 2017, we further extended support to unwed parents through the Government-Paid Maternity Leave and the Child Development Account (CDA), which includes the CDA First Step and matched co-savings from the Government. For single parents in financial need, our Social Service Officers provide support such as ComCare cash assistance for basic living expenses, as well as assistance with household and medical bills.

109.Family Service Centres (FSCs) also work with women and their children to address their social and emotional needs by providing case management and referral support services. Complementing these services are community-based support for single parents at Project Athena, HELP FSC, Persatuan Pemudi Islam Singapura (PPIS) As-Salaam; as well as faith-based support like Empowering Single Parents Network to support them in their single parenting journey.

110.In addition to the above and with reference to [212] of the Periodic Report, MSF’s Alliance for Action to Strengthen Marriages and Family Relationships has a dedicated Focal Area on “Support for Single Parents”, where it consulted single parents, including unwed parents, to galvanise and support community initiatives that support single parents in their parenting journey. Some initiatives include a pilot childminding service for working parents who require caregiving services outside childcare centres’ operating hours and a one-stop portal that provides information and resources for single parents, and training content to help volunteer befrienders better engage and support single-parent families.

111.The Government is committed to ensure that no child is left without adequate shelter to grow up in. Currently, unwed parents may purchase a new two- or three-room flat from Housing Development Board (HDB) in a non-mature estate or a resale flat in any estate. Those who cannot afford to buy a flat and have no other housing options may be considered for public rental flats, if it is in their child’s best interests. HDB will continue to review every request from unwed parents holistically and work with social workers to render them housing assistance in the best interest of their children.

112.However, our Marriage and Parenthood policies seek to promote and strengthen the institution of family and encourage parenthood within marriage. Hence, certain policies and benefits including the Baby Bonus Cash Gift are designed as measures to support the raising of children within families, and are therefore not extended to single unwed parents.

113.Families who wish to have more children can receive Government benefits as highlighted in [107] above. Lower-income families, regardless of the number of children they have, benefit from various forms of government support such as financial assistance, education, medical and housing subsidies. On top of this comprehensive support, there are other social assistance schemes which are more targeted. The Home Ownership Plus Education (HOPE) scheme is a voluntary programme that provides additional support for lower-income families who choose to keep their families small.

XXXI.Reply to paragraph 21 of the list of issues and questions

114.As our society ages, Singapore continues to review policies and measures for older women take into account their specific needs.

115.As stated at [43] of the Periodic Report, the Government ministries and public sector agencies coordinate and implement initiatives under their purview to better address the needs of women. This includes data collection, disaggregated by sex, age, and ethnicity. Currently, such data is widely available in the statistics published by the Department of Statistics, such as the Census of Population 2020, including various demographic and socio-economic topics such as highest qualification attained, literacy, economic characteristics and difficulty in performing basic activity. Data on the health and caregiving needs of all Singaporeans, including older women, are collected through population-based studies such as the NPHS and the Retirement and Health Study by the Central Provident Fund Board which are disaggregated by age, sex, and ethnicity. These studies are further supplemented by research findings from Singapore’s social service agencies and academic institutions, and provide insights which the Government uses to refine our policies and measures.

116.Singapore recognises the importance of mindset shifts, where men and women partner each other as equals, including in the family. For instance, as part of the action plans in the White Paper, our education curricula includes building appreciation of the equity of roles in the family and the Government working closely with community partners such as Families for Life and Centre for Fathering to promote active fatherhood and shared parenting responsibilities to shift mindsets. Other action plans include the Government working with employers and the unions to entrench FWA as a workplace norm to better balance work and caregiving responsibilities (see [80(b)] above for details) and increasing financial support through an enhanced Home Caregiving Grant to ease the caregiving journey.

117.On ageing, Singapore adopts a holistic, whole-of-society policy approach towards enabling all Singaporeans, to optimise their physical, mental and social health as they age. The Action Plan on Successful Ageing (APSA) delivers more than 70 initiatives in the 12 areas such as health and wellness, learning, volunteerism, employment, housing, and transport. To meet the needs of all seniors today and tomorrow, the Ministerial Committee on Ageing has launched the refreshed Action Plan in 2023.

118.To ensure that policies and measures of the APSA and the Caregiver Support Action Plan are relevant to the needs of all Singaporeans, citizen engagement focus groups have been conducted to support policy development.

XXXII.Reply to paragraph 22 of the list of issues and questions

119.If an individual has to attend the Mandatory Co-Parenting Programme (CPP) (i.e. he or she is undergoing a divorce and has a minor child) and does not feel safe attending with their spouse, they can choose to attend alone.

120.Additionally, there are safeguards in place should there be safety concerns (either prior to CPP or during the CPP):

121.If parents have active safety concerns which are known to a counsellor prior to their attendance at CPP, the counsellor will refer the family to a PSC for support. For parents who are receiving support for family violence from the PSC, the PSC will conduct CPP for the known parent(s), individually or with their spouse.

122.In instances where safety concerns are raised by the parents, or identified by the counsellors during CPP, the family will be referred to a PSC.

123.There are provisions to allow parties to divorce within the first 3 years of marriage, e.g. exceptional hardship suffered by the plaintiff or of exceptional depravity on the part of the defendant, which can include family violence. In such cases, the court may grant leave to allow a writ for divorce to be filed before 3 years have passed. Each case will be determined on its facts.

124.Specialised support is also offered for survivors of family violence, who may approach any of the PSCs or PAVE’s Integrated Services for Individual and Family PSC for support and assistance at any point. Additionally, PSCs collaborate with organisations who can offer legal assistance to the survivors, where necessary. Survivors of family violence may also be referred to crisis shelters, including Star Shelter and Casa Raudha, for shelter and support.

125.Foreign spouses of SCs or PRs are eligible to apply for the Long-Term Visit Pass (LTVP) with a validity period of one year on initial issue and up to two years on renewal. Some foreign spouses may also be granted Long-Term Visit Pass-Plus (LTVP+), which has a longer validity. Considerations include foreign spouses who have children who are SCs, marriage duration, ability of the sponsor to financially support the family, and good conduct of both the sponsor and the foreign spouse. LTVP+ holders are eligible for healthcare subsidies for in-patient services in restructured hospitals at a level similar to PRs. Foreign spouses of SCs or PRs who are on LTVP or LTVP+ can obtain a Letter of Consent (LOC) or Pre-Approved LOC to work in Singapore without their employers being subject to migrant worker levies or quotas. Please see [242] of the Periodic Report on eligibility to work in Singapore.

126.The granting of permanent residency to foreign spouses of SCs is not automatic as in most countries. Each application for permanent residency is assessed holistically against a range of criteria to ensure that the SC spouse can support the family and that the marriage is stable. Having SC children from the marriage would be advantageous to the application.

127.The broad factors considered when assessing applications for permanent residency are stated on the Immigration and Checkpoints Authority website, including family ties to Singaporeans, economic contribution, educational qualification, age and family profile. Similar to immigration authorities around the world, we do not publish detailed criteria for permanent residency and citizenship as this could lead to gaming and abuse of the system.

XXXIII.Reply to paragraph 23(a) of the list of issues and questions

128.Under the WC, minors must be at least 18 years old to have their marriage solemnised. However, a Special Marriage Licence (SML) may be applied for if a party is below 18 years old. Prior to the approval of the SML, both applicants are required to complete a mandatory marriage preparation workshop, and strongly encouraged to attend a pre-natal workshop (if the female applicant is pregnant). Their application will then be thoroughly assessed by a qualified social worker appointed by MSF before a recommendation is made. In practice, such marriages are rare, and the number has declined from 11 (0.05 per cent) in 2017 to 1 (0.005 per cent) in 2021.

129.Consent is also required for parties to enter into marriage. The WC states that “no marriage shall be solemnized unless the person solemnizing the marriage is satisfied that both the parties to the marriage freely consent to the marriage.”

130.Although the Administration of Muslim Law Act (AMLA) allows for the marriage of a girl below 18 years of age, it can only be done (i) under exceptional circumstances with the approval of the Kadi (solemniser) and (ii) with the consent of the minor’s parents/legal guardian. In practice, such marriages are rare, and the number has declined from 12 (0.2 per cent) in 2017 to 5 (0.08 per cent) in 2021.

XXXIV.Reply to paragraph 23(b) of the list of issues and questions

131.The Registry of Muslim Marriages (ROMM) has strict safeguards in place to discourage polygamous marriages. Persons wishing to enter into a polygamous marriage must first apply to the ROMM to do so and go through a stringent application process.

132.The Kadi, in assessing whether to approve an application for polygamous marriage, considers factors such as the views of the applicant’s wife, the applicant’s financial capability to support more than one family, the applicant’s reason for wanting to enter into a second marriage. The Kadi must satisfy himself that there is no lawful obstacle to the marriage.

133.If a person applying to enter into a Muslim marriage in Singapore purports to be married overseas, whether in a civil or Muslim marriage, the ROMM will not allow that person to enter into a Muslim marriage in Singapore unless that foreign marriage is dissolved.

XXXV.Reply to paragraph 23(c) of the list of issues and questions

134.Under the AMLA, both men and women can initiate divorce proceedings. A woman may apply for divorce in accordance with Muslim law on various grounds, some of which are exclusive to woman such as the husband’s failure to perform marital obligations.

135.In respect of all grounds of divorce, the relevant facts in a particular case must be proved, and the standard of proof is the same regardless of whether the divorce applicant is the husband or the wife.

136.As explained in [227] of the Periodic Report, upon divorce, Muslim men are also required to maintain their ex-wives during the iddah (waiting period before a divorced woman may marry another man) and obliged to provide mutaah (a consolatory gift), and repay any outstanding marriage expenses and emas kahwin (compulsory marriage gift).

137.As for other ancillary matters such as division of matrimonial assets, or custody, care and control of the children, both men and women may make claims and are entitled to receive shares from the division of matrimonial assets, and obtain custody of and access to children as the Court sees fit based on the paramount consideration of welfare of the child.

XXXVI.Reply to paragraph 23(d) of the list of issues and questions

138.The Majlis Ugama Islam Singapura (MUIS) Fatwa Committee has released fatwas (religious rulings) over the years to allow families to protect the financial welfare of Muslim women and their dependents upon the demise of a family member. This includes the fatwa on joint-tenancy which was further enhanced in 2019 to recognise the wife as an equal partner (in terms of house ownership) regardless of her financial contribution to the purchase of the house. These new rulings enable families to safeguard the financial welfare of female members of the family, as well as dependents, through available alternative tools and instruments, in addition to the faraidh (Muslim Inheritance Law) (see [232] of the Periodic Report for details on efforts to raise public awareness of these fatwas).

139.MUIS has also conducted public outreach efforts through various platforms such as Continuing Professional Education courses for asatizah (Muslim religious teachers), a series of talks and forums at mosques across Singapore, social media campaigns and via the national radio. These public education efforts were aimed at educating the community on the range of financial planning instruments available for Muslim families.

140.The amendments in 2017 to Sections 116 and 117 of AMLA now allow for the court, if it thinks fit, to permit women beneficiaries to become sole administrators of a deceased man’s estate. This was previously not possible, although husbands were allowed to become sole administrators to their wives’ estate. These amendments eliminate differential treatment of a wife’s administration of a husband’s estate.

XXXVII.Reply to paragraph 23(e) of the list of issues and questions

141.Female officers play a significant role in various Muslim institutions. There is increased representation of women to important positions in administering Muslim Family Law in Singapore, in both Syariah Court and ROMM, as mentioned in [122g] of the Periodic Report. Additionally, women also comprise 30per cent of the Council of MUIS and 24per cent of the Appeal Board. However, for ROMM, the roles of Kadi and Naib Kadi involve religious rituals that must only be carried out by males.