As autonomous vehicles (AVs) gradually make their way onto Singapore’s roads, many transport workers are already thinking about what the technology could mean for their jobs and incomes.
Some 85 per cent of more than 800 taxi, private-hire and public bus workers surveyed said they were concerned about job security and potential income loss.
For many, preparing for change also comes with an immediate cost.
Some 72 per cent were concerned about losing income while undergoing training, while 71 per cent cited a lack of time as a barrier.
The findings came from a study by NTUC and the Singapore University of Technology and Design’s (SUTD) Lee Kuan Yew Centre for Innovative Cities.
SUTD Research Assistant Professor Samuel Chng presented the findings on 1 October 2026 at the Labour Research Conference.
He said supporting workers through the AV transition would require more than providing training opportunities.
“Workers need time to understand what this change means, to acquire new skills, and also to manage the cost of preparing for it,” he said.
Dr Chng added that support should begin while workers still have time to consider their options, rather than only after technology has significantly changed their jobs.
Awareness of autonomous vehicles among workers was high.
Some 96 per cent of those surveyed said they were aware of AV deployment, although much of that awareness came from news reports and public discussion.
However, only 40 per cent had personally seen an AV operating, while just 4.5 per cent had attended an AV-related briefing or training programme.
Workers wanted more practical information about how AVs could affect them, including when their jobs might change, what alternative roles could be available, what training they would need and how much those jobs could pay.
“Information can raise awareness, but workers need role-specific guidance before this awareness can influence decisions,” Dr Chng said.
The findings point to a gap between knowing that technological change is coming and knowing what to do about it.
For taxi and private-hire drivers in particular, attending training can mean spending less time on the road earning fares.
Dr Chng said this meant the challenge was not only about making training available.
“So the question is therefore not whether training should exist or what training should exist,” he said.
“It is whether workers can afford to participate and whether the final destination justifies the cost that they incur.”
The study found that financial and time pressures were more commonly cited by workers than low confidence or concerns about using new technology.
This means measures that help workers manage the cost of training could be an important part of preparing the workforce for AV adoption.
The study grouped workers into three broad profiles based on their readiness for change.
About 20 per cent were classified as “concerned observers” — workers with higher levels of concern, lower confidence and limited preparation.
Researchers said these workers could benefit from greater income security, reassurance and personalised guidance before taking their first steps.
The largest group, accounting for 63 per cent of respondents, were described as “cautious adapters”.
They were generally open to change but were held back by uncertainty, information gaps or practical barriers.
Dr Chng said this group would benefit from clearer pathways connecting career guidance and training with actual job opportunities.
The remaining 18 per cent were “confident champions”, many of whom had already started preparing for change.
These workers could be supported to progress further and potentially help their peers understand what the transition could look like.
“The same programme will therefore land very differently across this workforce,” Dr Chng said.
“Some workers need protection before preparation, others need converting interest into action.”
Dr Chng outlined four areas that could make the transition more manageable for workers.
First, workers need early and credible information about how AV deployment could affect their jobs, while there is still time to consider different options.
They should also be involved in discussions about workforce changes that could affect them.
Second, career guidance should help workers understand how their existing skills can transfer to other jobs, the training they may need and the wages they could expect.
Third, workers should be able to prepare for new careers without taking on excessive financial risk.
This could include flexible training for workers with irregular schedules, as well as paid trials, short internships or gradual transition pathways that allow workers to explore new roles while continuing to earn an income.
Finally, support should continue beyond the completion of training.
“The pathway must lead to employment,” Dr Chng said.
He added that workers may need continued support with job placement, retention and career progression.
Dr Chng said the success of workforce transition programmes should not be measured only by how many workers take part in training.
“We should also ideally be tracking whether workers complete the training, [if] they move into viable jobs, and importantly, remain in these jobs,” he said.
Other indicators could include whether workers maintain their incomes, move into jobs with reasonable working conditions and feel better prepared for future technological changes.
Such information could also help unions, employers and policymakers adjust support as AV adoption evolves.
For Dr Chng, the objective is ultimately to give workers greater confidence about what lies ahead.
“Ultimately, for workers, confidence and hope comes from knowing what happens next and importantly, having a realistic way to get there,” he said.
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