The number of employed people in Singapore was 4.02 million people in 2024. Between 1980 and 2024, the number rose by 2.95 million people, though the increase followed an uneven trajectory rather than a consistent upward trend. From 2024 to 2026, the number will increase by 60,000 people.The indicator describes the number of employed people. This refers to persons who during a pre-defined period, either: a) performed wage or salary work, b) held a formal attachment to their job (even if not currently working), (c) performed for-profit work for personal or family gain , (d) were with an enterprise although temporarily not at work for any specific reason.

Labor Force Participation Rate in Singapore decreased to 68.20 percent in 2024 from 68.60 percent in 2023. This dataset provides - Singapore Labor Force Participation Rate- actual values, historical data, forecast, chart, statistics, economic calendar and news.

The number of employed persons in Singapore increased to 4046.20 Thousand in 2024 from 3986.40 Thousand in 2023. This dataset provides - Singapore Employed Persons - actual values, historical data, forecast, chart, statistics, economic calendar and news.

In 2024, residents aged 65 years and above made up **** percent of the total employed resident population in Singapore. Improvements in healthcare and the standard of living over the years have contributed to an increase in life expectancy in Singapore. As a consequence, Singapore is currently one of the most rapidly aging societies, including an aging workforce, in Asia. Aging workforce The minimum retirement age in Singapore is currently set at 63 years old, and would be increased to 64 years in 2026. Even so, **** percent of residents aged 65 years old were still employed or seeking employment. For many Singaporeans, retirement brings with it an increased economic burden. There is no system of state-funded pensions, and retirees depend largely on their savings. However, a survey on current working age Singaporeans found that few were financially prepared for retirement. Increased financial dependency on elderly breadwinners An increasingly elderly population has also led to the trend of increasing number of households who depend on elderly breadwinners, almost tripling since 2000. The number of elderly single-person households have also increased. To mitigate the economic burden on the elderly, the Singapore government has launched several upskilling programs to ensure that the elderly remain competitive in the workforce. However, beyond extending their employability, few other social safety nets are currently available to ensure a comfortable retirement for the elderly, regardless of income level.

Internal Talent Marketplaces Market Outlook

According to our latest research, the Global Internal Talent Marketplaces market size was valued at $2.4 billion in 2024 and is projected to reach $8.7 billion by 2033, expanding at a strong CAGR of 15.2% during the forecast period from 2025 to 2033. One of the major factors propelling the growth of the internal talent marketplaces market globally is the increasing demand for agile workforce management solutions that enable organizations to optimize internal mobility, reduce hiring costs, and retain top talent. As enterprises face a rapidly changing business environment, the ability to redeploy existing employees to new roles or projects quickly has become a strategic imperative, driving the adoption of sophisticated internal talent marketplace platforms and services worldwide.

Regional Outlook

North America currently holds the largest share of the global internal talent marketplaces market, accounting for over 38% of total revenue in 2024. This dominance can be attributed to the region’s mature corporate ecosystem, high digital adoption rates, and a strong focus on employee experience and retention. The United States, in particular, leads the charge with Fortune 500 companies and large enterprises heavily investing in advanced HR technologies and integrated talent management platforms. Supportive regulatory frameworks, a robust technology infrastructure, and the presence of leading vendors further solidify North America’s position as the primary market for internal talent marketplaces. The region’s emphasis on diversity, equity, and inclusion (DEI) initiatives also encourages organizations to leverage internal talent pools, fueling sustained growth and innovation in this sector.

Asia Pacific is anticipated to be the fastest-growing region, projected to register a remarkable CAGR of 18.6% between 2025 and 2033. The surge in digital transformation initiatives, rapid economic development, and increasing awareness of workforce optimization strategies are key drivers behind this growth. Countries such as China, India, and Singapore are witnessing significant investments in HR technology, particularly among large enterprises and multinational corporations seeking to address talent shortages and enhance workforce agility. The region’s youthful workforce, coupled with rising demand for upskilling and reskilling programs, creates fertile ground for internal talent marketplaces to thrive. Additionally, government policies supporting digital innovation and workforce development are accelerating adoption, positioning Asia Pacific as a critical growth engine for the global market.

Emerging economies in Latin America, the Middle East, and Africa are gradually embracing internal talent marketplace solutions, though growth is tempered by unique challenges. These regions face hurdles such as limited HR technology infrastructure, varying regulatory environments, and a lack of standardized talent management practices. However, growing interest from multinational corporations, increased foreign direct investment, and the proliferation of cloud-based solutions are helping to bridge the adoption gap. Localized demand for workforce mobility and succession planning is rising, especially in sectors like BFSI, healthcare, and manufacturing. Governments and industry bodies are beginning to recognize the value of internal talent mobility, but further policy alignment and investment in digital skills will be crucial to unlock the full potential of these markets.

Report Scope

According to Cognitive Market Research, the global HSE consulting & training services market size was USD 41.9 billion in 2022 and will grow at a compound annual growth rate (CAGR) of 7.10% from 2023 to 2030. Factors Affecting HSE Consulting and Training Services Market Growth

Increase in Stringent Government Regulatory Compliances to Fuel Market Growth

Governments have imposed different rules and regulations on various organizations to implement enterprise risk management through a flexible, easy-to-use information system. This helps companies evaluate, identify, analyze, and consider opportunities and risks to protect corporate brands and create shareholder value. Furthermore, different rules and regulations imposed by governments in different countries affect the growth of risk management software.

For instance, the Singapore government has introduced a new regulatory framework that uses civil and criminal measures for financial benchmark manipulation.

(Source:www.pinsentmasons.com/out-law/news/singapore-set-to-criminalise-manipulation-of-financial-benchmarks)

The Factors Hindering the Growth of the HSE Consulting & Training Services Market over the projected period

Lack of Skilled Workplace Safety to Hinder Market Growth

Safety professionals have dedicated niche jobs to help with specific workplace health and safety-related tasks. Workplaces face several challenges regarding HSE training and consulting services, which can instantly impact workers physically and mentally. Upskilling employees in health, safety, and well-being can particularly help mitigate the risks associated with these challenges. With rapidly developing workplaces, safety professionals are now assigned numerous responsibilities. Organizations must direct safety professionals toward utilizing tools and resources that can be incorporated into workplace safety solutions to enhance worker lives. Safety professionals prepared with all these skill sets are challenging to find. However, that is starting to change, as many other businesses realize the requirement for employing professionals to control costly accidents to employees and employment. Employers are preparing the current safety professionals to provide them with the required skill set. Health and Safety officials are required in every industry to satisfy regulatory requirements.

Impact of the COVID-19 Pandemic on the Consulting & Training Services Market

The emergence of COVID-19 considerably impacted the growth of the HSE consulting & training services market. Spending on the risk management software industry was increased compared to spending planned before the pandemic, owing to numerous factors such as growth in work-from-home culture among industries and a rise in the risk of cyber-attacks and other security issues. Furthermore, the COVID-19 pandemic has radically changed the daily lives of people, work, and the surrounding environment. What is the HSE meaning?

HSE consulting and training services provide the broadest range of general and specific health, safety & environmental services across the globe. This service has used the enhancement of the services and productivity of any firm. With technological advancement in this industry, there is various AI-enabled software available in this industry. With organizations recognizing that a proactive approach to injury prevention and treatment reflects an institution's commitment to employee well-being, HSE consulting & training services have evolved into an on-the-job priority.

According to the Health and Safety Executive, Britain's national regulator for workplace health and safety, in 2021-2022, 565,000 working people sustained an injury at work, according to the Labor Force Survey.

(Source:www.hse.gov.uk/statistics/)

In a survey conducted among Swedish companies in Singapore, the majority of those surveyed had a positive opinion of the current business climate in Singapore. Swedish companies expect the following when deciding what is a good business climate: transparency, long-term stability in business conditions and politics, well-functioning labor market, low corruption, and a positive macro economic climate.