Pritam Singh, chief of Singapore's Workers' Party, called for a statutory entitlement to retrenchment benefits to be legislated during a parliamentary session [1], [2].

The proposal seeks to replace the current system, where payouts often depend on individual employment contracts or the goodwill of employers. Such a move would provide a legal safety net for workers facing sudden unemployment in a volatile economic climate.

Singh said the need for stronger protections is driven by growing worker anxiety and the evolving nature of how jobs are created in the city-state [1], [2]. He said that the current reliance on voluntary agreements leaves many employees vulnerable when companies undergo restructuring or closure.

"While not every job can be protected, every worker deserves protection," Singh said [1].

The Workers' Party chief said that a legal framework would ensure consistency across different industries. He said the government should move toward a system that guarantees a minimum level of support for all Singaporean workers [2].

"We need a statutory framework for retrenchment benefits that protects all Singaporean workers," Singh said [2].

Records of the parliamentary motion vary slightly by source, with reports placing the event on Aug. 5 [2] or Aug. 6, 2026 [1]. Regardless of the specific date, the motion underscores a push for an inclusive economy that prioritizes labor security over corporate discretion.

Singh's call for legislation comes as the government continues to navigate the balance between maintaining a business-friendly environment and addressing the social needs of a workforce facing technological disruption and global economic shifts [1], [2].

“While not every job can be protected, every worker deserves protection.”

The push for statutory retrenchment benefits represents a shift from a paternalistic employment model—where the state and employers manage welfare—toward a rights-based framework. If adopted, this would fundamentally change the cost of labor for Singaporean companies by making severance a legal obligation rather than a discretionary benefit, potentially impacting how firms manage workforce reductions.