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Date/Month Question MP KeywordsResponses Hansard Link
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Jan'22To ask the Minister for Health (a) what avenues of specialised mental health support are available to healthcare workers; (b) for each year from 2019 to 2021, how many healthcare workers have sought mental health support through these channels; and (c) what avenues do healthcare workers have for whistle-blowing or to raise their concerns for the mental well-being and safety of themselves or their colleagues.He Ting Ru
Healthcare workers
a) Public healthcare workers in our healthcare clusters have access to professional counselling services, including counselling clinics and helplines, as well as peer support schemes and networks.

b) In 2019, such services were used around 330 times. This increased to around 890 in 2020 and 1,080 in 2021.

c) Whistle blowing avenues, such as in-house or third-party feedback channels, are available for public healthcare staff to raise their concerns on the mental well-being and safety of their colleagues or themselves
https://sprs.parl.gov.sg/search/sprs3topic?reportid=written-answer-na-9714
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To ask the Minister for Social and Family Development (a) what is the current capability and capacity of the social services system in providing support to survivors of sexual violence in their mental, psychological and emotional recovery; and (b) whether the Ministry is currently working or plans to work with educational institutions to ensure a trauma-informed and survivor-centric approach to post-violence care and support for youths.Carrie Tan Sexual Violence a) MSF works closely with the community-based Family Violence Specialist Centres (FVSCs) and PAVE’s Integrated Services for Individual and Family Protection Specialist Centre (ISIFPSC) to provide support to all persons, regardless of gender, who experience any form of violence.

The support provided includes safety planning to reduce the risk of violence recurring, facilitating alternative safe accommodation for survivors away from perpetrators, supporting survivors through the Personal Protection Order (PPO) application process, referring them to legal aid where necessary, making Police reports of violent or sexual offences committed against them, and working with them and their families, where applicable, on their longer-term needs.

Beyond addressing immediate safety risks, FVSCs and PAVE also provide counselling to survivors to address their psycho-social needs such as trauma arising from the violence. There are also various support and therapeutic groups run by the community, including FVSCs and PAVE, for survivors of family or sexual violence to speak about their experiences in a safe and supportive environment. Survivors who have mental health or trauma needs are also able to seek services from mental health professionals of restructured hospitals, including those with specialised trauma clinics.

MSF will continue strengthening interventions for families who have experienced trauma due to family violence. As recommended by the multi-stakeholder Taskforce on Family Violence, we will cater for a forensic-trained psychologist at each of the FVSCs and PAVE, to enable them to work more effectively with survivors and perpetrators. This includes addressing trauma and mental health concerns, providing assessment and intervention to identify and address risk factors and needs relevant to the perpetrators’ abusive behaviour and working with the social workers to engage in safety planning for survivors.

Taken together, the assessment, intervention and safety planning can help to reduce the risk of repeated violence.

b) MSF has invested in public education efforts for many years. The Break the Silence public education campaign was launched in 2016 and was just refreshed in November last year to increase awareness of the different types of abuse, such as sexual abuse, psychological and emotional abuse, and to encourage bystanders, survivors and perpetrators to seek help. This is in line with the recommendations of the Taskforce on Family Violence. MSF has also started promoting the use of the “Signal for Help”, which is a hand signal that can be used by survivors to discreetly indicate that they need help. To further amplify this signal, MSF has incorporated it into its Break the Silence campaign logo.
https://sprs.parl.gov.sg/search/sprs3topic?reportid=oral-answer-2680
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To ask the Minister for Health whether he can provide an update on the development and implementation of the five-year Child and Maternal Health and Well-being Strategy and Action Plan.Wan RizalMaternal Health The Taskforce on Child and Maternal Health and Well-being was set up by MOH early last year to oversee the development and implementation of a five-year Strategy and Action Plan. The strategy will focus on supporting women and their children to attain good health and well-being, leading to a healthier next generation.

The efforts of the Taskforce are organised along three main thrusts. First, we are focusing on translating evidence-based findings into policies and programmes to address health risks. We will also go further upstream, as early as the pre-conception phase, in implementing preventive health efforts for women and children. Second, we are reviewing service delivery for children and their families to minimise the number of touch points that our citizens need to navigate across services. And third, we are reviewing our approaches to engage stakeholders and the public and to hear what matters most to them and to ensure that our messages and support to them stay relevant.

Over the past year, the Taskforce, comprising members from the public, private and academic sectors, has conducted focus group discussions with parents, parents-to-be and caregivers. We have also conducted some 20 site visits and engagement sessions with frontline officers from across the health, social and education domains to better understand what matters most to children and their families.

The Taskforce is reviewing and finalising its recommendations for the Strategy and we will be announcing more details soon.
https://sprs.parl.gov.sg/search/sprs3topic?reportid=oral-answer-2679
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To ask the Minister for Health (a) whether psychologists are fully regulated under the Allied Health Professions Act; and (b) whether the Allied Health Professions Council has the power to investigate any complaint made against errant psychologists. Melvin Yong
AHPA (Psychologists)
Currently, clinical psychologists are not registered under the Allied Health Professions Act. Hence, the Allied Health Professions Council does not have the power to investigate complaints against clinical psychologists.

However, the services provided by psychologists in hospitals will be subject to the clinical governance framework of the hospitals, and existing healthcare legislations such as the Private Hospitals and Medical Clinics Act. Our local degree programmes in psychology also ensure the supply of properly qualified psychologists.
https://sprs.parl.gov.sg/search/sprs3topic?reportid=written-answer-9798
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To ask the Minister for Manpower (a) what is the typical insurance coverage or medical benefits that employees aged 65 years old and above receive under their employment terms; (b) whether the Ministry has received feedback from employers on the difficulty they encounter procuring insurance coverage for senior employees; and (c) what is the Ministry doing to make health insurance more accessible for senior employees.
Mr Yip Hon Weng
Insurance, Senior Employees
a) MOM does not specifically track the provision of medical benefits for employees aged 65 and above. However, based on a 2019 MOM survey, most employers (~98%) do provide some form of medical benefits for their employees. About half of employers provided inpatient benefits to their resident workforce, via a mix of medical insurance, direct monetary reimbursement, or additional MediSave contribution. The remainder provided outpatient benefits only, or various medical benefits on a case-by-case basis. About 2% did not provide medical benefits

b+ c) As our workforce ages, employers’ healthcare costs are expected to increase. Furthermore, with MediShield Life providing lifetime protection against large hospitalisation bills and selected costly outpatient treatments for all Singaporeans, an employee could have duplicate insurance coverage if his employer also provides insurance.

The Tripartite Workgroup on Older Workers therefore recommended in 2019 that employers restructure medical benefits from insurance schemes to the Portable Medical Benefits Scheme, or PMBS, where employers provide additional contributions to their employees’ MediSave accounts. These additional contributions can be used by employees to pay for their MediShield Life premiums, or purchase their own insurance plans on top of MediShield Life. This reduces duplication of coverage for employees while making healthcare costs more predictable and sustainable for employers. Most importantly, it safeguards the employability of senior workers. Otherwise, employers would be less amenable to employ senior workers on account of their health.

To support employers to implement PMBS, the Government grants them a higher tax deduction limit for medical expenses incurred for employees.
https://sprs.parl.gov.sg/search/sprs3topic?reportid=written-answer-na-9846
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To ask the Minister for Health (a) how many healthcare workers have engaged counselling services, helplines for employees and peer support programmes that are intended to support healthcare workers and look after their well-being to-date; and (b) what more can be done to encourage healthcare workers to come forward to seek support. Wan Rizal
Healthcare workers
a) Public healthcare workers in our healthcare clusters have access to professional counselling services, including counselling clinics and helplines, as well as peer support schemes and networks. In 2019, such services were used around 330 times. This increased to around 890 in 2020 and 1,080 in 2021.

b) There is rising awareness of support measures available and the increase in utilisation indicates a need to support the mental well-being of healthcare staff better. Organisations such as the healthcare clusters have also increased efforts such as well-being offices, staff well-being committees, as well as planning and implementing new and enhanced mental wellness strategies for their staff.

Campaigns have been launched to raise awareness of mental health issues and to encourage help-seeking behaviours. Surveys are conducted regularly to better understand staff morale, resilience and capacity to cope with adversity. New training programmes on mental wellness have been made mandatory for all public healthcare staff. Meanwhile, self-care and recharge programmes will continue to be conducted on a regular basis to ensure that staff have sufficient rest.

Our Public Healthcare Institutions (PHIs) have introduced new technology-supported initiatives such as online self-assessment tools and artificial intelligence (AI) chatbots, such as Wysa and BotMD. This assists staff to seek help early and prevents further deterioration of their mental well-being. Whistle blowing avenues, such as in-house or third-party feedback channels, are available for public healthcare staff to raise their concerns on the mental well-being and safety of their colleagues or themselves.

There are avenues for staff who require a listening ear or professional counselling. Peer-support networks, such as department well-being champions, have been expanded to cover all staff groups. Professional counselling services and helplines are available with some offering extended hours.

MOH will continue to work with PHIs to advocate for mental health and support mental wellness initiatives and encourage help-seeking behaviours amongst healthcare staff.
https://sprs.parl.gov.sg/search/sprs3topic?reportid=written-answer-na-9485
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To ask the Minister for Health what more will be done to support the mental well-being of healthcare workers, particularly to prevent depression and self-harm. Tin Pei Ling
Healthcare workers
There is rising awareness of support measures available and the increase in utilisation indicates a need to support the mental well-being of healthcare staff better. Organisations such as the healthcare clusters have also increased efforts such as well-being offices, staff well-being committees, as well as planning and implementing new and enhanced mental wellness strategies for their staff.

Campaigns have been launched to raise awareness of mental health issues and to encourage help-seeking behaviours. Surveys are conducted regularly to better understand staff morale, resilience and capacity to cope with adversity. New training programmes on mental wellness have been made mandatory for all public healthcare staff. Meanwhile, self-care and recharge programmes will continue to be conducted on a regular basis to ensure that staff have sufficient rest.

Our Public Healthcare Institutions (PHIs) have introduced new technology-supported initiatives such as online self-assessment tools and artificial intelligence (AI) chatbots, such as Wysa and BotMD. This assists staff to seek help early and prevents further deterioration of their mental well-being. Whistle blowing avenues, such as in-house or third-party feedback channels, are available for public healthcare staff to raise their concerns on the mental well-being and safety of their colleagues or themselves.

There are avenues for staff who require a listening ear or professional counselling. Peer-support networks, such as department well-being champions, have been expanded to cover all staff groups. Professional counselling services and helplines are available with some offering extended hours.

MOH will continue to work with PHIs to advocate for mental health and support mental wellness initiatives and encourage help-seeking behaviours amongst healthcare staff.
https://sprs.parl.gov.sg/search/sprs3topic?reportid=written-answer-na-9485
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To ask the Minister for Health (a) whether there are specific policies and programmes in place to reduce the burnout rates and improve mental health among healthcare workers working in the public healthcare system, particularly given the prolonged pandemic; and (b) if so, what are these policies and programmes.
Dr Shahira Abdullah
Healthcare workers
There is rising awareness of support measures available and the increase in utilisation indicates a need to support the mental well-being of healthcare staff better. Organisations such as the healthcare clusters have also increased efforts such as well-being offices, staff well-being committees, as well as planning and implementing new and enhanced mental wellness strategies for their staff.

Campaigns have been launched to raise awareness of mental health issues and to encourage help-seeking behaviours. Surveys are conducted regularly to better understand staff morale, resilience and capacity to cope with adversity. New training programmes on mental wellness have been made mandatory for all public healthcare staff. Meanwhile, self-care and recharge programmes will continue to be conducted on a regular basis to ensure that staff have sufficient rest.

Our Public Healthcare Institutions (PHIs) have introduced new technology-supported initiatives such as online self-assessment tools and artificial intelligence (AI) chatbots, such as Wysa and BotMD. This assists staff to seek help early and prevents further deterioration of their mental well-being. Whistle blowing avenues, such as in-house or third-party feedback channels, are available for public healthcare staff to raise their concerns on the mental well-being and safety of their colleagues or themselves.

There are avenues for staff who require a listening ear or professional counselling. Peer-support networks, such as department well-being champions, have been expanded to cover all staff groups. Professional counselling services and helplines are available with some offering extended hours.

MOH will continue to work with PHIs to advocate for mental health and support mental wellness initiatives and encourage help-seeking behaviours amongst healthcare staff.
https://sprs.parl.gov.sg/search/sprs3topic?reportid=written-answer-na-9485
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To ask the Minister for Health (a) what are the current average waiting times to seek a first appointment and follow-up appointment with a mental healthcare professional at any government healthcare facility; and (b) whether the current alternative forms of support have been effective in helping patients faced with long waiting times to stay on track of their treatment.
Miss Cheng Li Hui
Waiting times (Accessibility), mental healthcarea) At the public hospitals, the median waiting time for a new subsidised appointment to see a psychiatrist was 34 days in 2020. The reported median waiting time for a new subsidised appointment with a psychologist was 32 days in 2020. Public hospitals employ a triage system to ensure that patients are seen in a timely manner based on the urgency of their condition. The interval for follow-up reviews varies from patient to patient and is based on the healthcare professional’s assessment of the patient and their needs. b) Beyond the scheduled mental health appointments at healthcare facilities, persons in need of mental health care support including crisis care can access various mental health and counselling helplines operated by social services agencies, support groups, and hospitals Some of these include the National CARE Hotline, Samaritans of Singapore (SOS) 24-hour crisis hotline, IMH’s Mental Health Helpline etc. There are also online resources available to support and empower individuals in mental health and self-care. For example, on mindline.sg, individuals can understand their state of emotional well-being via a self-assessment tool and access mental health resources and self-help tools on the website. https://sprs.parl.gov.sg/search/sprs3topic?reportid=written-answer-na-9483
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To ask the Minister for Health in light of the safe management measures and the higher stress from dealing with COVID-19, what is the Ministry’s progress and plans in supporting the mental health of staff and residents in nursing homes and other related facilities.
Mr Desmond Choo
Nursing Homes, mental health
a) The Ministry of Health (MOH) and the Agency for Integrated Care (AIC) work closely with residential care homes (“Homes”), such as nursing homes, to support the socio-emotional well-being of their staff and residents during the ongoing COVID-19 pandemic.

Providers regularly check in on their staff’s well-being and provide support to help them cope with stress as well as provide gestures of appreciation for their contributions. Peer support programmes and staff counselling services were also stepped up.

Providers also stepped up their use of technology to support their residents’ socio-emotional needs, especially when face-to-face visits were suspended. For instance, providers helped residents to connect with their loved ones via video-conferencing on a regular basis. Residents also enjoy virtual activities such as online programmes organised by partners including National Heritage Board and Mandai Wildlife Reserves.

As part of the transition towards COVID-19 resilience, we have resumed face-to-face visits for fully vaccinated or medically ineligible residents and visitors, and we are piloting recreational activities outside of the Homes in a safe manner. For example, in December 2021, approximately 110 seniors participated in trishaw rides around their neighbourhood, as part of a pilot with Cycling Without Age, Singapore. Small group activities for residents, including volunteer-led ones, have also resumed, subject to prevailing safe management measures.

We will continue to work closely with providers to monitor and introduce timely measures to enhance resident and staff well-being.
https://sprs.parl.gov.sg/search/sprs3topic?reportid=written-answer-9636
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To ask the Minister for Manpower (a) whether the Ministry has data on whether employees on work-from-home arrangements have been affected by expectations of work availability and longer working hours; (b) if so, what are the long-term effects on the mental well-being of employees; and (c) whether the Ministry has any plans to address this issue.
Mr Sitoh Yih Pin
Work-from-home, mental well-being
Work-from-home (WFH) arrangements have become widespread given the pandemic. WFH is a form of flexible work arrangement (FWA) which can support employees to better manage their work and personal responsibilities, but there are indeed possible downsides which need to be managed. Based on qualitative data, these include concerns about longer hours and burnout due to blurring of work-life boundaries.

The Ministry of Manpower (MOM) and tripartite partners have taken steps to address the potential impact of WFH on employees’ mental well-being. The Tripartite Advisory on Mental Well-being was introduced in 2020, and one of the key recommendations within was for employers to set reasonable expectations of after-hours work communications, such as not requiring employees to respond to non-urgent work-related messages and emails after-hours. MOM also encourages employers to make use of iWorkHealth, a free, online psychosocial health assessment tool launched in 2021 for employers to regularly assess their employees’ mental well-being and identify common stressors. Employers who put in place recommended work-life support to enable employees to better balance their work and personal commitments are recognised through the Tripartite Standard on Work-Life Harmony.

Tripartite partners have also formed the Alliance for Action on Work-Life Harmony to develop tools and resources to help employers improve work-life harmony for their employees, and we are sustaining this momentum by growing and equipping a community of Work-Life Ambassadors who will continue to support these efforts at their workplaces.

MOM encourages employers to continue to sustain the provision of FWAs post pandemic, while ensuring employees’ well-being and work productivity are not compromised. We also urge employees to proactively communicate with employers on expectations while on FWAs, take ownership of their well-being and seek help if required.
https://sprs.parl.gov.sg/search/sprs3topic?reportid=written-answer-9660
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To ask the Minister for Manpower whether Singapore’s workplace safety and health system will incorporate mental health and the addition of practical skills such as mental first aid responder within the BizSAFE training framework so that all companies are better prepared to handle the evolving needs of our workforce.
Mr Edward Chia Bing Hui
mental health first aid, workplace safety
Our workplace safety and health (WSH) system already incorporates the area of mental health and well-being.

We continue to enhance the WSH system to place more emphasis on workplace health, including mental health. For example, the WSH Council has enhanced the audit requirements for bizSAFE to make it explicit that companies need to consider personal health risk factors and psychosocial hazards when conducting risk assessments. This includes assessing how mental health affects safety at work and how work affects workers’ mental health.

To support companies to update their approaches, the WSH Council has expanded the Code of Practice on Risk Management to provide clearer guidance. For example, organisations should consider organising mental health talks to educate employees on self-care tips, and conducting periodic surveys of employees' mental well-being. Examples of how to mitigate risks to mental well-being has been incorporated into bizSAFE training, following the enhanced Code of Practice.

There is also a range of existing support within the WSH Council’s Total WSH Programme. This includes the iWorkHealth tool, which is an online, self-administered psychosocial health assessment tool that helps companies and their employees to identify common workplace stressors, as part of workplace health risks and hazards.

We thank the Member for his suggestion on mental health first responder training. It will be incorporated into the Total WSH programme for all companies to tap on.
https://sprs.parl.gov.sg/search/sprs3topic?reportid=written-answer-na-9574
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