The National Trades Union Congress (NTUC) and NTUC’s affiliated union, the Singapore Industrial and Services Employees’ Union (SISEU) had several discussions with the management of Agoda Company Pte Ltd (Agoda), alongside representatives from the Ministry of Manpower and Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP).
Through discussions with NTUC and SISEU, Agoda has acknowledged that it was inappropriate for employers to include provisions that discourage or inhibit employees from approaching trade unions, government agencies, or statutory bodies for all situations.
We appreciate the management of Agoda for taking a proactive approach in engaging NTUC, SISEU and the Government, and for its transparency in sharing information regarding the exercise. The union has also ascertained that the retrenchment benefit provided to the affected workers are aligned with industry guidelines.
The management of Agoda have agreed to work with the Labour Movement to support the affected workers through their transition. SISEU is reaching out to affected members and workers to provide guidance and support through this transition. NTUC and SISEU are committed to assisting affected members and workers by providing resources for job transitions and financial assistance, if needed. Singaporeans/PRs can tap on NTUC’s e2i (Employment and Employability Institute) job matching services, career coaching and skills upgrading advisory. e2i is accessible via 27 touchpoints islandwide. Affected members and workers are encouraged to contact SISEU for assistance via email at siseu@ntuc.org.sg or by phone at 6220 3345 (during working hours).
NTUC encourages all workers, including Professionals, Managers and Executives (PMEs), to join our affiliated unions and associations. By doing so, they will have access to a trusted avenue where their concerns can be heard, and workplace grievances resolved fairly. In addition, members can also tap on legal clinics offering complimentary basic legal advice, training subsidies through the Union Training Assistance Programme (UTAP), and workplace support.
Workers also benefit from resources that promote awareness of fair employment practices, such as NTUC’s Guide on Navigating Retrenchment. This guide equips workers with essential guidance on retrenchment processes, key considerations, and the support available to NTUC members during such transitions.
NTUC would like to reiterate that while retrenchments may be inevitable, it should only be used as a last resort. Companies must exhaust all other options before making the call to retrench employees. NTUC would like to reiterate that it is critical for companies to work with our affiliated unions to ensure that a fair and equitable process was carried out to safeguard the interests of all workers, especially our Singaporean core.
In the event of retrenchment, companies must ensure openness, transparency and consultation with unions and workers, and observe the guiding principles outlined in NTUC’s Fair Retrenchment Framework (24 July 2020) and the Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment. NTUC also appeals to companies to be considerate about the timing of such exercises and to avoid doing such exercises during festive periods, as far as possible.
NTUC remains committed to safeguarding workers’ rights and enhancing their well-being. We will continue championing better wages, welfare and work prospects for our members and workers.
The statement is attributed to Ng Chee Meng, NTUC Secretary-General and Desmond Tan, Executive Secretary, Singapore Industrial and Services Employees' Union (SISEU),
