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Second Reading on the Criminal Law (Miscellaneous Amendments) Bill by Melvin Yong, NTUC Assistant Secretary General; MP for Radin Mas SMC

04 Nov 2025
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Introduction

Mr Speaker, I stand in support of the Bill, which seeks to amend the Penal Code and other related legislation to update our criminal laws.

Sir, the scope of the Bill is vast. I will be focusing my speech today on scam-related crimes and proposal to revise caning penalties for certain offences, including introducing caning for scams and scams-related offences.

Introduction of caning timely as scams rise

Sir, I read with great concern about the recent media coverage of Singaporeans being involved in scam syndicate operations in Cambodia. In one of the reported cases, a Singaporean was alleged to be the leader of the crime ring, targeting Singaporeans in Government impersonation scams. Their use of the Singaporean accent was meant to reassure the victims that the calls were genuine.

Scams are a major source of crimes in Singapore. Today, we are far more likely to get scammed online than to be robbed in the streets. In the first half of 2025, victims lost $456 million, with almost 20,000 cases reported. These figures are a representation that scam cases continue to plague our country. According to statistics by the Police, scam victims lost $1.1 billion in 2024 and $651.8 million in 2023.

When I first joined the Police in 1995, cheating cases were common but limited largely to face-to-face interactions. Over time, as Singapore’s digital penetration grew, scam archetypes evolved to love scams on WeChat to the current situation, where so many variants of scams affect different segments of our population.

The Bill’s proposal to introduce mandatory caning for offenders for scams is therefore highly welcomed, and timely, as we need to send a signal that our legal system has no tolerance for those who scam and prey on others.

However, when it comes to enforcement, it is often the most vulnerable, who are recruited as mules, who are caught. Syndicate bosses are often based offshore, and it can be tough for local law enforcement to take them to task. I would therefore like to ask how the SPF is working with the foreign enforcement agencies including with Interpol , including member agencies of the Anti-Money Laundering Case Coordination and Collaboration Network (AC3N) to take these criminal masterminds to task.

For offences with proposed discretionary caning, such as those involving individuals who launder scam proceeds, supply SIM cards, or provide SingPass credentials, I would like to ask whether sentencing guidelines will be made available to the Court, and if so, what would these sentencing guidelines be? Would vulnerable offenders, such as youths and those with mild intellectual disabilities be given greater leniency, if they are preyed upon and roped into scam operations? How can we do more to protect these vulnerable individuals from being taken advantage of by the scam syndicates?

Importance of tackling a small but growing variant of scams

Sir, let me next talk about a small but growing variant of scams that threaten Singapore’s ambition to become a live entertainment hub. Between 2023 to 2024, 1,500 people lost about $1.1 million in scams due to the sale of concert tickets by online third-party resellers.

Ticket scams pertaining to live entertainment event have been a growing concern for the Consumers Association of Singapore. Consumers tell us that ticket scams are a particular area of concern as many eventgoers try to get tickets to A-list events at all costs. Many of them simply cannot buy tickets on the primary market due to the presence of bots. They try all means possible to attend the events by their favourite artiste, even at the risk of purchasing fake tickets.

Members would recall reading news articles about ticket scams whenever an A-list event takes place in Singapore – from Taylor Swift to Coldplay to Andy Lau. The Taylor Swift Eras Tour concert that was held in Singapore in March 2024, became an unfortunate incident where many locals and international consumers became scam victims.

The Consumer Protection Review Panel, which I co-chair, is looking at this issue deeply. For example, the Panel is actively engaging ticket service platforms to explore establishing authorised ticket sale platforms to provide consumers with greater certainty that tickets resold on proper platforms are legitimate. Other suggestions include phasing out paper tickets and to only have digital tickets with dynamic QR codes.

But while the industry players and CASE do our best to tackle the issue, we cannot succeed in eradicating the problem of ticket scams without support from the Government. Some overseas jurisdictions with thriving entertainment industries, such as in Japan and Taiwan, have already rolled out anti-ticketing scam laws to tackle the issue – something that I hope the Government would also consider.

Sir, we must address the variant of ticketing scams more seriously, despite its relatively smaller losses when compared to other scams. Because if left unaddressed, these scams could threaten to derail Singapore’s efforts to anchor ourselves as the region’s entertainment hub.

Conclusion

In closing, the amendments proposed under the Bill are timely, as it will send a strong signal that tackling scams continue to be a national priority. We must continue to act firmly against scam syndicates, while having a care on how we treat vulnerable citizens who are roped into scam operations. I also urge the Ministry to also look into how we can deal with ticketing scams more decisively, as it affects a large number of consumers.

Mr Speaker, I support the Bill.

 


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24 Nov

Keynote Address by NTUC Deputy Secretary-General Desmond Tan at CFA Inclusion Summit 2025

  Distinguished guests, Ladies and Gentlemen,   Opening Good evening, everyone. It’s a pleasure to join you today.   I would like to thank CFA Institute for hosting this Inclusion Summit with CFA Society Singapore and GIC. I am encouraged by CFA Institute’s efforts, including the launch of the CFA Inclusion Code. GIC has also set a strong example by embedding inclusion in its culture and earning recognition from TAFEP Tripartite Award Alliance and SG Enable Gold Mark.   Singapore turns 60 this year. As we reflect on our journey, being inclusive has always been in our DNA. Our founding PM said1 “We are going to have a multi-racial nation in Singapore. This is not a Malay nation, Chinese nation or Indian nation. Everybody will have his place, equal; language, culture, religion.” We embed this in our pledge and students recite them in school every morning.   To realise this vision, we passed laws, developed policies and encouraged integration. We have Maintenance of Religious and Racial Harmony Act, and the Ethnic Integration Policy (EIP) is one good policy example.   At the same time, we uphold Meritocracy, ensuring that everyone —regardless of background — has equal opportunities to achieve their fullest potential based on merit. Balancing these two ideals can create inherent tensions. Yet, our core values of Multiculturalism and Meritocracy illustrate why inclusion matters in a nation and the workplace and highlight the practical challenges of making it a reality.   Inclusion Builds Cohesion and Competitive Advantage Why is DEI important?   Inclusive workplaces are not just kinder; but stronger and smarter. When people from different backgrounds are respected and valued, we retain talent, boost innovation, and build trust. And trust is the foundation of social cohesion and resilience.   In the workplace, inclusion creates a workforce that brings diverse perspectives, adapts quickly and sustains competitiveness in a volatile and ambiguous world.   According to WorldMetrics 2025 report2, companies with inclusive cultures are 3.5 times more likely to succeed financially. Those with diverse leadership outperform competitors by 33%. This is not just about profits — it’s about people.   As Singapore’s workforce evolves, diversity and equity have become non-negotiable for employees. A Randstad survey3 found that 44% of respondents in Singapore want to work for companies that actively improve diversity, equity and inclusion.   Future Workplaces Require Inclusive Transformation The pace of change in technology, demographics, and global markets means that inclusion can no longer be an afterthought. Leaders must act now because the decisions we make today will shape the talent pipelines and workplace cultures of tomorrow.   In my recent Parliament speech, I spoke about how Singapore is shaped by two major shifts —I will refer to them as the two “AIs”:  #1: Artificial Intelligence and AI #2: Ageing Individuals. While AI #1 can predict trends, diverse teams, including those with AI #2, ask the right questions and challenge assumptions.   Research4 shows that diverse teams make better decisions 87% of the time, and organisations that link inclusion with business outcomes see higher retention among rising leaders, especially women and ethnic minorities. If we fail to transform inclusively, we risk leaving mid-career PMEs and older workers behind.   This is where NTUC’s Company Training Committees (CTCs) play a critical role. It is a collaborative platform where management partners and union representatives work together to align business transformation with workforce development.   Let me share an example of how this has led to a more inclusive workplace. Gro Wellness Asia addressed the challenge of physically demanding manual massage therapy by introducing bioelectric therapy equipment. This innovation reduced strain on therapists, doubled productivity (from serving three to four customers to eight a day), and created opportunities for seniors and visually impaired individuals to join the workforce. Workers also saw a 5% wage increase.     This is just one example of many sectors. The financial sector can lead by investing in inclusive internships, mentorship programmes, and equitable career pathways — opening doors for underrepresented talent and ensure diversity at every level.   Role of Government in Enabling Inclusive and Measurable Growth The Government also plays a central role and is committed to building an inclusive workforce through clear policy directions.   Alongside the Ministry of Manpower and Singapore National Employers Federation (SNEF), I co-chair the Tripartite Workgroup on Senior Employment. Our focus goes beyond age — it’s about creating workplaces that value diversity and inclusion.   The Enabling Masterplan 20305 is Singapore’s national roadmap for disability inclusion. One of its key targets is to raise the employment rate of resident persons with disabilities from approx. 30% to 40% by 2030, through expansion of alternative employment models and creating pathways that help them to remain relevant for the future.   The Singapore Opportunity Index6 measures how employers support career growth and improve economic outcomes. It tracks five workforce outcomes: progression, pay, hiring, retention, and gender parity. This provides a framework and allows workers to identify employers who offer opportunities aligned with their career aspirations.   This year, we passed the Workplace Fairness Act that protects workers against discrimination across 5 broad categories of protected characteristics, including age, nationality, sex, disability and more.   Beyond legislation, Singapore supports inclusion through other measures such as: Enabling Employment Credit7 and Senior Employment Credit to incentivise hiring and retention of persons with disabilities and senior workers White Paper on Singapore Women’s Development8 which include enabling women’s fuller participation in the workplace and boost women representation in leadership roles Tripartite Advisory on Reasonable Accommodation9 to guide employers on practical steps to make workplaces accessible.   NTUC will continue working with tripartite partners to strengthen the ecosystem, promote fairness and empower employers to lead with purpose.   Closing Inclusion must be embedded in strategy, not just in statements. Sustainable inclusion means setting measurable goals, holding ourselves accountable, and building a culture where diversity drives performance.   My message to leaders here today: treat inclusion as an investment in your people and your future. When inclusion becomes part of your DNA, the benefits speak for themselves.   Singapore’s story has always been one of inclusion; where everyone has a role and chance to contribute. Let us work together to build inclusive workplaces where every worker can thrive.            Thank you. 1 Mr Lee Kuan Yew speech on 9 Aug 1965 on multiculturalism (pg 32): https://www.nas.gov.sg/archivesonline/data/pdfdoc/lky19650809b.pdf 2 WorldMetrics 2025 report: https://worldmetrics.org/diversity-equity-and-inclusion-in-the-business-industry-statistics/ 3 Randstad insights: Singaporeans look for genuine diversity at the workplace, 11 Jun 2025: https://www.randstad.com.sg/hr-trends/employer-brand/diversity-a-non-negotiable-for-singapore-randstad-workmonitor/ 4Cegos: How diverse workplaces in APAC drive growth, 8 Sep 2025: https://www.cegos.com.sg/insights/the-roi-of-inclusion-how-diverse-workplaces-in-apac-drive-growth 5 Enabling Masterplan 2030: https://www.msf.gov.sg/what-we-do/enabling-masterplans/emp2030 6 Singapore Opportunity Index: https://www.mom.gov.sg/newsroom/press-releases/2025/1014-launch-of-soi 7 Enabling Employment Credit and Job Redesign Grant: https://www.sgenable.sg/your-first-stop/hiring-employment/employers/employ ; https://www.iras.gov.sg/schemes/disbursement-schemes/senior-employment-credit-(sec)-cpf-transition-offset-(cto)-and-enabling-employment-credit-(eec) 8 White Paper on Singapore Women’s Development: https://www.msf.gov.sg/what-we-do/celebrating-sg-women/white-paper-on-singapore-womens-development 9 Tripartite Advisory on Providing reasonable Accommodation: https://dpa.org.sg/new-tripartite-advisory-on-providing-reasonable-accommodations-to-persons-with-disabilities/