Workforce Singapore (WSG) is a statutory board under the Ministry of Manpower that promotes the development, competitiveness, inclusiveness, and employability of all levels of the workforce. Its key mission is to enable Singaporeans to meet their career aspirations, take on quality jobs at different stages of life, and help enterprises be competitive and manpower lean. WSG’s focus is on strengthening the Singaporean core and ensuring that Singaporeans are able to have better jobs and careers. WSG, in partnership with key stakeholders, also provides support to business owners and companies to enable them to transform and grow, while building a future-ready workforce. 

WSG Mission and Vision


Enable individuals to adapt and employers to transform


Every individual in a fulfilling career with progressive employers

About WSG Logo

About WSG Logo

The key visual element is the “W” which symbolises both the individual and the collective workforce. The curve of the “W” is a single fluid looped stroke, expressing the agility and dynamism of WSG and the workforce – responsive and ready to adapt. It also represents resilience, the individual’s personal aspirations, and a proactive attitude.

The new WSG logo uses the same colours as the logo of its predecessor, the Singapore Workforce Development Agency (WDA) – deep blue and fuchsia. Deep blue signifies stability, while fuchsia connotes positivity, agility, and a can-do attitude. The brand colours are maintained in the WSG logo to signify that WSG continues to build on the strong foundation that WDA has built, so as to continue nurturing a resilient and adaptable workforce.

Corporate Governance

The Workforce Singapore Agency (WSG) is committed to high standards of corporate governance. The WSG Board and Management have established a framework to ensure strict adherence to good corporate governance practices.

The WSG Board provides guidance and advice to the WSG Management on all matters under WSG's scope, including its policy, operational and promotional roles.

The WSG Board also reviews and approves the strategic plans and budgets of WSG. WSG Board members are selected from a diverse range of backgrounds, from the unions, and the private and public sectors to tap on their varied experience and perspective.

Under the Workforce Singapore Agency Act, the WSG Board shall comprise a Chairman, a Deputy Chairman (if appointed), and a minimum of 9 but not more than 15 members in total as determined by the Minister for Manpower.

The WSG Act empowers the WSG Board to form committees from among its own members or other persons to support the work of the WSG Board. In order to guide the development of specific areas of WSG and perform the necessary due diligence and reporting to the WSG Board, three committees have been formed. They are the Audit and Risk Committee, the Finance Committee, and the Remuneration Committee.

The WSG Board Committees are:  

a) Audit and Risk Committee - The Audit and Risk Committee ensures that WSG has a rigorous and robust system of internal controls. It reviews WSG’s risk assessment and management systems, rigor of internal control systems, as well as the set-up of the internal audit function. Internal and external auditors are engaged to conduct audit reports on WSG’s work and processes. The committee will also review and monitor the integrity of the annual financial statements.

b) Finance Committee - The Finance Committee ensures that WSG has a robust financial system to fulfill WSG’s mission. It provides advice on grant policies, and also approves finance policies and funding proposals that are within budget values specified by the WSG Board.

c) Remuneration Committee - The Remuneration Committee sets human resource management and development policies, which includes approving staff remuneration policies, major changes to schemes of service, early retirement and early release schemes, as well as the appointment, promotion and performance bonuses for senior management in WSG. It also reviews and deliberates on staff appeals related to personnel matters.

Risk Management Practices and Internal Controls


WSG’s internal control system ensures that assets and resources are safeguarded, and that the risk management, control measures and procedures are adequate and effective. It also ensures compliance with established policies and regulations, proper maintenance of accounting records and reliability of the financial statements.

The risk items and mitigation measures are monitored regularly by the WSG Management and reported to the Audit and Risk Committee and the WSG Board. The WSG Management is responsible for reviewing and monitoring the effectiveness of internal controls to safeguard WSG’s interests, and will evaluate the need to implement other internal control policies from time to time, to ensure compliance with all regulatory and statutory standards.

The Internal Audit Unit provides independent reasonable assurance to the WSG Board and the WSG Management through the evaluation of adequacy and effectiveness of internal controls, risk management and governance of WSG. It adopts risk-based approach as the key audit assurance practice, and the results of audits and recommendations for enhancements are promptly communicated to the WSG Management.  The Internal Audit Unit reports directly to the Audit and Risk Committee and administratively to the WSG's Chief Executive.

The external auditor performs the annual statutory audit and its audit observations (if any) are detailed in the Management Letter which is reported to the Audit and Risk Committee. The Audit and Risk Committee (ARC) will meet with the external auditors, without the presence of the Management, at least once a year. The financial statements are endorsed by ARC and approved by the Board.

All WSG staff must adhere to high standards of professional integrity and personal conduct.  They are to avoid placing themselves in matters where a conflict of interest may arise and are to declare these types of situations to their supervisor. WSG staff are also subject to provisions of the Official Secrets Act.

To reinforce WSG's commitment to a culture of integrity and transparency within the organisation, WSG has in place a whistle blowing policy and reporting mechanism to facilitate the reporting of fraud and wrongdoing of staff (see section on Whistle-Blowing).

WSG submits an annual report after the end of each financial year to the Minister of Manpower. WSG's full-year financial results are reported to the WSG Board and included in WSG’s Annual Reports, which are published on WSG's corporate website.