Solicitud directa (CEACR) - Adopción: 2024, Publicación: 113ª reunión CIT (2025)

Convenio sobre igualdad de remuneración, 1951 (núm. 100) - Singapur (Ratificación : 2002)

Article 2(2)(c) of the Convention. Collective agreements. In reply to its previous comment, the Committee notes the Government's indication, in its report, that some collective agreements already include clauses supporting the principle of equal remuneration for men and women for work of equal ‘value’. An example of such a clause stipulates that "both parties accept that the principle of equal remuneration for men and women for work of equal value shall apply", emphasizing that remuneration encompasses salary and any other forms of compensation, ensuring that employees are paid based on job value, performance, and contribution, irrespective of gender. The Government indicates that once agreed upon, the terms in the collective agreement apply uniformly to all classes of employees covered by the agreement. The Committee also takes note of the National Trades Union Congress' (NTUC) efforts to promote these principles by developing model clauses for inclusion in collective agreements, aimed at raising awareness among workers and unions. However, the Committee notes with regret the absence of information on the practical application of these clauses during wage-setting processes at the enterprise level. Noting that there were no disputes regarding the application of these clauses brought before the courts during the reporting period, the Committee refers to its comment below on enforcement. The Committee asks the Government to: (i) continue providing information on the progress made in incorporating equal remuneration clauses in collective agreements; (ii) include summaries and specific examples of how these clauses are applied in practice at the enterprise level; (iii) elaborate on any measures taken to ensure that workers, particularly women, are aware of these clauses and their implications; and (iv) provide information on any disputes or challenges related to the application of these clauses that may arise, indicating how they have been dealt with and their outcome.

Article 3. Objective job evaluation. The Committee notes the Government’s efforts to address the concerns about objective job evaluation methods, where, in collaboration with the social partners, it has issued Tripartite Guidelines on Fair Employment Practices, which require employers to hire and remunerate employees fairly based on factors such as ability, performance, contribution, skills, knowledge, and experience. These guidelines are promoted by the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP), which also handles complaints related to workplace discrimination and breaches of these guidelines. TAFEP engages with employers to address and rectify such breaches, referring persistent non-compliance to the Ministry for further action. The Committee notes that while these guidelines are a positive step, the Convention requires specific methods for measuring and comparing the relative value of different jobs, comparing factors such as skills, effort, responsibilities, and working conditions and ensuring that these methods are objective and free from gender bias. Given the persistent gender wage disparities, the Committee requests the Government to provide detailed information on the specific measures taken to develop, promote, and implement objective job evaluation methods in both the public and private sectors. The Committee also asks the Government to clarify how the Tripartite Guidelines on Fair Employment Practices facilitate the comparison of different types of jobs with equal ‘value’, ensuring that gender bias is effectively addressed in practice.

Enforcement. The Committee notes the Government’s indication that TAFEP conducts public communications campaigns to promote fair pay and systematic salary structures. These include on-line articles highlighting the importance of establishing transparent and equitable wage practices to attract and retain talent or providing guidance on developing comprehensive reward systems that go beyond salary, encompassing benefits, recognition, and career development to ensure fair compensation. Despite these initiatives, the Committee notes that TAFEP received an average of 315 workplace discrimination complaints annually from 2018 to 2022, 13 per cent of which were gender-related. In 2022, the number of such complaints decreased by 45 per cent, falling to 264 from 477 in 2020. While hoping that such a decrease is a sign of amelioration of the situation, the Committee needs to underline that it may as well suggest issues, such as potential gaps in the legal framework, a lack of awareness of rights, a lack of confidence in or absence of practical access to procedures, or fear of reprisals (see the General Survey of 2012 on fundamental Conventions, paragraph 870). The Committee requests the Government to provide detailed information on how the above-mentioned measures are addressing the issue of equal remuneration for work of equal value, the effectiveness of the public awareness campaigns, and any measurable impact on gender wage disparities. Additionally, the Committee asks the Government to provide information on the specific nature and outcomes of gender pay inequality cases handled by TAFEP, labour inspectors, the courts, or any other competent authority, specifying any sanctions imposed and remedies granted.