新加坡：应届毕业生需要更长时间才能获得全职工作，而下岗工人也发现更难找到新工作，这反映出劳动力市场的招聘环境更加疲软。
SINGAPORE: Fresh graduates are taking longer to secure full-time jobs and retrenched workers are also finding it harder to land new jobs, reflecting the softer hiring conditions in the labour market.
人力部代理部长Jasmin Lau周二（10月6日）表示，该部正在密切关注应届毕业生的就业情况，特别是2026年的毕业生，他们的六个月就业结果将很快公布。
Acting Minister for Manpower Jasmin Lau on Tuesday (Oct 6) said the ministry is monitoring fresh graduate employment closely, especially for the 2026 cohort, whose six-month employment outcomes will be available soon.
刘慧卿是在回答有关遣散工人、支援成年工人及应届毕业生就业率的议会及补充质询时作出上述表示。
Ms Lau was responding to parliamentary and supplementary questions about retrenched workers, support for mature workers and fresh graduates' employment rates.
今年第二季度裁员人数增至4，620人，为2020年底以来的最高水平。
Retrenchments rose to 4,620 in the second quarter of the year, the highest level since late 2020.
她指出，正在努力寻找工作的应届毕业生可以申请研究生行业培训计划，以及技能和劳动力发展局的职业服务。
She pointed to the Graduate Industry Traineeships that fresh graduates who are struggling to find employment can apply for, along with career services from the Skills and Workforce Development Agency.
在裁员方面，刘女士表示，重新进入的结果有所软化，今年第二季度有54.9%的被裁员居民在六个月内重返就业岗位，低于今年前三个月的60.7%。
On retrenchments, Ms Lau said re-entry outcomes have softened, with 54.9 per cent of retrenched residents returning to employment within six months in the second quarter of the year, down from 60.7 per cent in the first three months of the year.
她说：“虽然季节性招聘模式在一定程度上解释了这种下降，但重新进入率低于前几年，并显示出更广泛的下降趋势。”
“While seasonal hiring patterns partly explain the decline, the re-entry rate is lower than in previous years and shows a broader downtrend,” she said.
再入学率的下降在文员、销售和服务人员、受过高等教育的居民和30岁以下的人群中最为明显。
The decline in the re-entry rate was most pronounced among clerical, sales and service workers, tertiary-educated residents and those aged below 30.
各个行业都观察到了这种情况，但降幅较大的是之前在制造业、信息和通信、金融服务和专业服务领域就业的人。
It was observed across industries, though the larger decreases were among those previously employed in manufacturing, information and communications, financial services and professional services.
她说：“这反映出这些行业的招聘需求疲软，这可能会导致重新进入的时间更长。”她补充说，向其他行业过渡需要更多的时间和精力。
“This reflects softer hiring demand in these sectors, which could contribute to longer re-entry,” she said, adding that transitioning to other sectors takes more time and effort.
代理人力部长刘茉莉（Jasmin Lau）10月6日在议会表示，学位持有者仍然是被裁员居民中最大的群体，其比例从2021年的51%上升到2025年的66.4%。她说，40多岁和50多岁的人占被裁员居民的一半以上。
Degree holders remained the largest group among retrenched residents, with their share rising from 51 per cent in 2021 to 66.4 per cent in 2025, said Acting Manpower Minister Jasmin Lau in parliament on Oct 6. Those in their 40s and 50s accounted for more than half of retrenched residents, she said.
不同行业的被裁员的常驻专业人员、经理、高管和技术人员（PMET）的六个月再进入率各季度最低。
Different sectors recorded the lowest six-month re-entry rate for retrenched resident professionals, managers, executives and technicians (PMETs) from quarter to quarter.
但刘女士强调，金融服务业是过去14个季度中利率最低的行业，其次是批发贸易业。
But Ms Lau highlighted financial services as the sector that recorded the lowest rate most often over the past 14 quarters, followed by the wholesale trade sector.
学位持有者仍然是受裁员影响的最大群体，这一比例从2021年的51%增加到2025年的66.4%。刘女士表示，统计数据显示“没有单一的裁员经历”。
Degree-holders continue to be the largest group affected by retrenchments, with the percentage increasing from 51 per cent in 2021 to 66.4 per cent in 2025. Ms Lau said the statistics show there is “no single experience of retrenchment”.
她说：“一些工人能够相对较快地找到新工作，而另一些工人可能因技能、职业、年龄或以前工作的行业而面临更大的困难。”
“Some workers are able to move into new jobs relatively quickly, while others may face greater difficulties because of their skills, occupation, age, or the sector they were previously working in,” she said.
“有些人能够找到工资相同或更高的新工作，但另一些人可能会遭遇减薪。”正在进行的《就业法》审查刘女士表示，人力部及其三方合作伙伴正在审查《就业法》，包括裁员福利，这目前不是法定要求。审查将涵盖是否有必要对雇主承担更强的义务。她说，大约88%的雇主向员工支付裁员福利。
“Some are able to find new jobs with the same or higher wages, but others may experience pay reduction.”ONGOING REVIEW OF EMPLOYMENT ACT Ms Lau said the Manpower Ministry and its tripartite partners are reviewing the Employment Act, including retrenchment benefits, which are not currently a statutory requirement. The review will cover whether stronger obligations on employers are warranted. She said around 88 per cent of employers paid retrenchment benefits to employees.
在不支付裁员福利的雇主中，五分之一的雇主表示他们有经济困难。
Of the employers who did not pay retrenchment benefits, one in five indicated that they had financial difficulties.
刘慧卿说：“其馀的雇主则表示，他们没有支付薪酬是基于其他原因，包括雇主没有义务支付薪酬，或雇员获得其他形式的支援，例如长期支薪或领取就业援助金。”
“The rest said that they did not pay due to other reasons, including the lack of an obligation to do so, or because the employee was given other forms of support, such as keeping them on payroll for an extended period or employment assistance payout,” said Ms Lau.
为了加强遵守规定，三方伙伴正在考虑是否有可能对不支付裁员津贴的雇主采取行政行动。
To strengthen compliance, the tripartite partners are considering the possibility of administrative action against employers who do not pay retrenchment benefits in egregious cases.
例如，一些雇主可能有经济能力支付裁员福利，但尽管一再聘用和警告，仍拒绝支付。
For example, some employers may have the financial ability to pay retrenchment benefits but refuse to despite repeated engagements and warnings.
她补充说，需要在加强工人保护和维持合理的商业成本之间取得平衡，因为一些雇主面临真正的财政困难。
She added that there will need to be a balance between strengthening worker protections and maintaining reasonable business costs, as some employers face genuine financial difficulties.
“我们不希望不考虑雇主的情况，对他们施加严格的义务，从而无意中使更多的工作处于危险之中。我们将在适当的时候提供就业审查的最新信息，”她说。
“We do not want to inadvertently place more jobs at risk by imposing a rigid obligation on employers, regardless of their situation. We will provide an update on the employment review in due course,” she said.
审查还涵盖对被裁员工人的其他支持，包括提前强制裁员通知期，以便在可行的早期时间提供就业服务。
The review also covers other support for retrenched workers, including bringing forward the Mandatory Retrenchment Notification period so that employment services can be offered at an earlier feasible time.
刘女士还表示，TMF正在研究如何更好地支持那些面临更长时间重新就业过渡的工人，包括老年工人和正在经历重大重组的行业的工人。
Ms Lau also said MOM is looking at how to better support workers who face longer transitions back into employment, including older workers and those in sectors undergoing significant restructuring.
裁员和人工智能，非居民在回答有关最近的裁员是否是因为周期性重组或人工智能采用的问题时，刘女士表示，目前尚不清楚。
RETRENCHMENTS AND AI, NON-RESIDENTS Responding to a question about whether recent retrenchments were because of cyclical restructuring or AI adoption, Ms Lau said it is not clear at the moment.
这是因为很难将采用人工智能的具体影响与更广泛的业务转型和重组隔离开来。
This is because it is difficult to isolate the specific impact of AI adoption from broader business transformation and reorganisation.
她说，IBM的调查表明，只有一小部分采用人工智能的公司减少了员工人数，更多的公司正在创造新的角色或重新设计工作岗位，并补充说IBM将完善其调查和市场感知机制，以监测人工智能对就业的影响。
MOM’s surveys indicate that only a small minority of firms adopting AI have reduced headcount, and more are creating new roles or redesigning jobs, she said, adding that MOM will refine its surveys and market-sensing mechanisms to monitor the impact of AI on jobs.
至于非本地的私营医疗及职业训练人员，刘慧卿表示，他们被裁减的可能性与本地雇员相若，在今年第二季为每千名雇员中有3.2人被裁减。
Regarding non-resident PMETs, Ms Lau said the likelihood of retrenchment was similar to residents, at 3.2 per 1,000 employees in the second quarter of the year.
今年4月至5月期间，S通行证和就业通行证持有者总数各减少了900人。
The total number of S Pass and Employment Pass holders each declined by 900 in the April to May period this year.
她说：“这种下降集中在专业服务、金融服务、信息通信等外向型行业，而这些行业的居民就业实际上有所增加。”
“This decline was concentrated in outward-oriented sectors such as professional services, financial services, and information and communications, while resident employment in these sectors actually increased,” she said.
她补充说，国家统计局将继续监测劳动力市场状况，包括新加坡人和外国劳动力的就业结果。
She added that MOM will continue to monitor labour market conditions, including employment outcomes for Singaporeans and the foreign workforce.