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When can you break a job contract? Singapore court ruling clarifies when employees can exit fixed-term agreements without penalty

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SINGAPORE: A Magistrates Court recently dealt with a case of an employee who quit before his contract ended, citing mental health problems. His employer demanded payment of the damages stipulated in the contract, but the employee demurred. The court had to decide whether the employee could indeed avoid paying the stipulated damages.

When resigning isn’t just quitting

According to the latest HRD Asia report, the case involved a Chinese language tutor who left his job at an education centre nine months before the end of his fixed-term contract. He was sued by his manager, who claimed three months of his remuneration in liquidated damages, based on a passage in the contract. It stated that he was allowed to resign early only if an “irresistible factor” existed, for example, a confirmed medical ailment making the employee incapable of work.

The Chinese tutor appealed that he had a major depressive disorder that diminished his ability to work. However,  there were inconsistencies. At first, he mentioned that he wanted to pursue further education in Traditional Chinese Medicine and only later attributed his resignation to medical reasons.

‘Irresistible factor’ – Lawful description

The court had to decide what constituted an “irresistible factor” that would allow the tutor  to avoid paying the stipulated damages. Merely having a medical ailment was insufficient, the judge explained; he clarified that the condition must make the worker truly incompetent to fulfil job responsibilities. A psychoanalyst established that while the Chinese tutor had been showing signs of misery and hopelessness at the time he quit his job, there was no irrefutable proof that he was incapacitated.

The tutor presented medical documentation showing his inability to work at the time, but he lacked records to prove his continuing or permanent incapacity. The court decided that the worker had failed to meet the requirements of the contract’s early resignation provision.

Liquidated damages – a fair estimate or a punitive clause?

While the Chinese tutor was found to have violated his employment contract, the court likewise studied the employer’s petition for liquidated damages, that is, the three months’ salary. The employer contended that this figure was based on the period necessary to train a replacement. But the court found discrepancies: a three-month training period wasn’t mandatory for all tutors; in fact, a number of them started tutoring as soon as they were hired.

Eventually, the court decided the damages clause to be extreme, retaliatory and unenforceable under contract law standards.

Instead, the court granted the employer minimal damages of $1,500, identifying that a contractual breach had taken place but rejecting the liquidated damages claim that the employee pay back three months’ salary.

Carlos Alcaraz reveals partying in Ibiza helped him win his first Wimbledon title in 2023

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Young athlete Carlos Alcaraz has shared an unexpected secret behind his 2023 and 2024 Wimbledon titles: partying in Ibiza.

In a new Netflix documentary about his life, titled Carlos Alcaraz: My Way, the young tennis star opens up about how he chose to unwind before the tournament, even though his coaching team advised against it. He believed that letting off some steam and enjoying himself helped him recharge mentally, which contributed to his strong performance on the court. 

Alcaraz values the balance between hard work and having fun, despite that going against traditional and strict discipline for athletes before major competitions. 

The young Spaniard admitted, “I had a friend who had a few days off, going to Ibiza with other friends… I ended up going, and they know what I’m going there to do. In Ibiza, I’m not going to lie, it’s pretty much all about partying and going out.” 

He added, “I basically went there to reventar (literally, ‘burst’ in Spanish). I’m not sure if that’s the best way to put it, but I went there to go out.” 

Unconventional way to prepare 

Alcaraz’s agent, Albert Molina, did not agree with the athlete’s decision. He said, “I tried to explain to him that it might not be the best idea to go to Ibiza for three or four days on vacation when he had Queen’s the following week and then Wimbledon.” 

However, Alcaraz said he needed to let loose after his thrilling loss to Novak Djokovic in the 2023 French Open semifinals. This experience ended up being what he needed because a few weeks later, he defeated Djokovic in Wimbledon at the age of 20. 

Alcaraz did the same thing again in 2024, taking another trip to Ibiza before the grass-court season, and his fitness coach, Juanjo Moreno, called him selfish for it. Still, he won the Wimbledon title once again. 

Alcaraz says he has no regrets, declaring, “They always want to protect me, but I’m getting older. I’m starting to make my own decisions, and that’s what I want… I don’t take care of myself as much. I spend a lot of days enjoying life. Maybe more than I should… But I want to do it my way.”

The trailer of Carlos Alcaraz’s Netflix documentary is posted on YouTube:

Netizens praised Carlos Alcaraz’s rise in tennis, calling him a prodigy and noting that he’s already made history despite his youth. He is only 21. Many admired his calm personality and strong family support. One comment read: “Carlos, you are very great!!! Cheer up and move on!!!”

Motherhood for female cyclists: No longer a career-ending choice

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Professional cycling is seeing a notable rise in the number of athletes who are becoming mothers, showing it’s possible to balance parenthood with the intense physical and mental challenges of top-level competition. 

These women are redefining what it means to be a professional athlete by challenging the assumptions about the limitations of motherhood in high-performance sports. 

Athlete’s assumptions about motherhood 

Earlier, female athletes believed that becoming a mother would be the end of their career. Spanish cyclist Ane Santesteban said in an interview published by her Laboral Kutxa team, “You had to choose between motherhood and professional sport. It was either one thing or the other.” 

Joane Somarriba from Spain retired in 2006, long before the current wave of support and visibility for athlete mothers was available. Her experience reflects a time when combining a professional cycling career with family life was deemed difficult. She said, “I started considering (becoming a mother) at age 30, right in the prime of my career… I raced for two more seasons and then retired to focus on motherhood.” 

She added, “I had seen firsthand how other riders had to leave their children with their grandparents, how they could hardly spend any time with them, and I wanted something different.” 

Some ‘mother athletes’ in cycling 

Lidl-Trek’s British rider Lizzie Deignan made headlines by winning the prestigious Paris-Roubaix race after becoming a mother, showing that winning form is still achievable post-pregnancy. 

Her teammate, Ellen van Dijk, also demonstrated remarkable resilience and dedication as she competed in the Paris 2024 Olympics less than a year after giving birth to her son. She continued to prove her form by finishing on the podium at the Amstel Gold Race recently, further emphasising that mothers can be winners at the highest level of professional cycling.

As Head of Performance at Lidl-Trek, Josu Larrazabal, said, “Sports science is still developing its literature on female performance, particularly in relation to motherhood.” 

Two riders from the Movistar team, Aude Biannic and Arlenis Sierra, are currently on maternity leave. This shows that it is common for elite cyclists to step away from the sport temporarily in preparation for motherhood, but they will then return. 

Also, many female cyclists remain highly active during pregnancy, often training until the very end. Van Dijk was on her bike just two days before giving birth and was back competing just five months postpartum, immediately making her mark with a time trial victory. Lizzie Deignan rode till the day before she went into labour. She took seven months off before returning to deliver a stunning performance to win Paris-Roubaix in 2021. 

These are some examples of the incredible physical and mental strength of athletes-turned-mothers. Elite female cyclists no longer have to choose between motherhood and racing — now, it’s just another part of the journey. 

Internships thrive in Singapore’s creative fields, while HR and real estate lag behind

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SINGAPORE: In spite of the thriving internship market in the city-state, the real estate, human resources, and administrative segments are attracting less intern talent, according to the latest data from job platform Indeed, published by HRD Asia.

A recent report from Indeed also disclosed that although Singapore’s internship job postings have doubled between March 2022 and March 2025, HR was reported to have only 9% of all postings containing internship-associated keywords. The administrative and real estate sectors lagged further with only 8% and 7%, respectively.

Internship has boomed, on the other hand, in creative industries. Over the past year alone, internship openings in marketing soared by 22%, trailed by media and the arts, each with a 17% upsurge.

According to Rohan Sylvester, Indeed’s Talent Strategy Advisor, this movement emphasises a wide-ranging change in how industries are developing.

“Interns bring relevant skills, creativity, and out-of-the-box thinking, which are critical ingredients to fueling innovation,” said Sylvester. “For employers, internships offer a resource-efficient way to inject and test bold ideas while building a pipeline of future talent,” he added.

Soft skills take centre stage

Indeed’s examination of internship job postings shows that communication abilities are still the most desired quality, present in 30% of listings. Technical aptitude is also vital, with expertise in Microsoft Office (15%), logical skills (9%), finance (6%), Python (6%), writing (5.2%), and project management (5%) in high demand.

As businesses invest in digital revolution and client engagement, the importance of T-shaped skills has grown, that is, a blend of deep know-how in one competency and extensive capabilities across others.

Sylvester recommends that students and fresh graduates make the most of the internship boom as a launching pad for advancing these skillsets.

He further noted that automating routine tasks gives interns the freedom to focus on creativity and adaptability—skills that are vital for seizing new opportunities. “While technical expertise remains essential, those who can seamlessly blend hard and soft skills will lead the next generation of workplace talent,” he further said.

In a Reddit post asking if an internship race is worth it, a user almost summed up other netizens’ responses:

“If you want to have a good starting career, yes….If you don’t care and are happy with below-average jobs, then no. That’s the difference between being ‘competitive’ and not…..Because that’s the ‘standard’ in the current job market. Fresh graduates with internships are typically the minimum requirement now. It proves they can work.”

‘How do you deal with a ‘pick-me’ Gen Z colleague?’ asks frustrated Singaporean worker

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SINGAPORE: A Singaporean worker took to Reddit to ask fellow users how she can deal with a “pick-me” Gen Z colleague at work.

In a recent post on Reddit’s r/AskSingapore forum, the worker said that this colleague “is woefully underqualified for the creative role, doesn’t have any experience using the software, refuses to take notes when learning, insists on doing things her own (incorrect) way even though there is a clear procedure, and shows no initiative in learning the job scope”.

Additionally, the worker noted that her colleague constantly interrupts conversations that don’t involve her, often making exaggerated gestures and movements in an attempt to draw attention from others.

Frustrated by this behaviour, the worker asked the community, “How do you deal with someone like this? No matter how much I try to ignore her, she somehow still manages to get my attention.”

“Let them make the mistakes they need to learn”

In the comments section, one Redditor advised that if the worker is not in a managerial position, the best approach would be to ignore the colleague’s behaviour, as individuals who act this way often seek recognition.

They added, “They just want to be recognised, not necessarily just Gen Z. If you are the boss and want to train her, talk to her. If not, see if there’s some kind of mini project you can assign her. But also have a backup plan in place, so you can observe her fail at it, since you mentioned she always does things wrong. This will give you justification to talk to her about her mistakes.”

Another commenter pointed out that it’s important to give people a chance, especially if they’re new. They wrote, “Let them make the mistakes they need to learn. If you need to write a review about her performance, just be honest and highlight areas where she can improve. Personality-wise, you can’t really do much if she’s like that, but if she is underperforming, then you’ll have to be honest and note that.”

A third Redditor encouraged the worker to consider the possibility that the colleague may have a different learning style. They stated, “Have you asked her why she insists on doing things her way? Or why she’d rather not take notes? Some people learn things differently. For example, she might best learn through trial and error, which is why she does things the way she does.”

In other news, a Singaporean man in his late 30s took to social media to share that switching careers feels like a lost cause at his age, since employers seem to care more about his birthdate than the skills and certifications he’s worked hard for.

“I’ve sent out hundreds of customised resumes and tailored cover letters in the past eight months. What did I get in return? Rejection after rejection—or worse, absolute silence,” he wrote on the r/askSingapore forum.

“Everyone says ‘never too old to learn’ and ‘mid-career switches are possible if you work hard enough.’ But the reality is, once you hit your late 30s or 40s, the job market looks at you differently. Ageism is real, even if nobody admits it. Employers say they want experience, but when you try to pivot, your experience is suddenly ‘not relevant.’”

Read more: ‘Ageism is real’: Man in his late 30s says employers prioritise young applicants over qualifications

Featured image by freepik (for illustration purposes only)

Job seeker asked to pay 1-month salary penalty after backing out from MNC job offer

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SINGAPORE: After backing out of a job offer from a multinational corporation (MNC), a job seeker is now being charged a steep penalty equivalent to one month’s salary.

On Wednesday (April 23), she took to the r/askSingapore forum to seek advice from her fellow Singaporeans. In her post, she explained that when she accepted the offer from the MNC, she was aware that there was a “no-show” clause in the contract, which states that if she terminates the offer after signing, she would have to pay a fee equal to one month’s salary.

She also mentioned that she only decided to sign the contract, despite having reservations, because the company pressured her (she was informed that she only had 24 hours to make a decision) and because she badly needed a job.

The very next day, however, she realised that she had made a mistake when another company offered her a position with far better conditions.

She said, “I received a contract from another company that was a lot better, and I decided to take it. I withdrew my acceptance from the MNC just one working day after accepting it. Despite this, the MNC claims they are contractually entitled to demand the no-show penalty and would like me to pay one month’s salary.”

In a state of panic, she turned to the forum, asking if there was any way out of the situation.

“There’s no recourse under the employment act.”

In the comments, many Singaporean Redditors advised the job seeker to “ignore” the company’s demands.

One Redditor said, “Just don’t pay. Ignore. Get blacklisted by company A. It’s fine. But if you decide to pay, just take it as an opportunity cost.”

Another commented, “Nah, not enforceable. There are still rules to protect employees. Companies cannot simply add clauses as and when they like it. They still have to follow guidelines.”

A third stated, “You could claim you signed under duress as they coerced you into making a hasty decision, preying on your lack of employment and need for money, by setting a 24-hour deadline with the threat of the offer disappearing. This should be more than enough to have them tear up the contract.”

A fourth added, “There’s no recourse under the employment act; they will have to go through a private action. Doubt they would spend the time or money to do it. And since it’s one day, they realistically can’t really prove any real loss anyway.”

According to the Ministry of Manpower (MoM), if a newly hired employee signs a contract but does not show up for work, the employer cannot claim notice pay or any other type of compensation under the Employment Claims Act, as the employee has not started their duties.

Read also: ‘I feel like an unpaid personal shopper’: Woman fed up with friend’s relentless online order requests

Featured image by freepik (for illustration purposes only)

 ‘Is this even legal?’: Woman on sabbatical terminated by company after learning she was pregnant

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SINGAPORE: A woman has triggered a discussion on the r/askSingapore forum after claiming that her company terminated her while she was on sabbatical leave.

In her post, she explained that she received the email about her termination the day after she informed the newly hired supervisor that she was five months pregnant.

She also mentioned that the sabbatical leave was not her idea, but rather the company’s.

“The sabbatical leave was NOT initiated by me. The company suggested I take two months off because I was an unnecessary expense. I was supposed to be working at a childcare centre that was initially due to open last year, [but] delays kept happening. [Also], while waiting for the new centre to open, I was temporarily placed at another childcare centre before they offered me the sabbatical,” she explained.

The woman added that her leave was later extended to three months due to “unforeseen circumstances”. When the newly hired supervisor finally reached out to inform her that she was expected to return to work in May, the woman replied by disclosing her pregnancy.

She did not, however, anticipate that this would lead to her termination, especially since her previous supervisor had already been informed about her pregnancy.

“I told the previous supervisor very early on that I was pregnant so that she could make arrangements and plan ahead. I didn’t even know she tendered her resignation then!” she wrote.

Wondering if her rights had been violated, she asked the Reddit community, “Is this even legal? Just for context, my baby’s due in August. If I had returned to work after two months as per the agreement, I would have been working for five months before going on maternity leave. Is there anything I can do at this point? Any advice would be greatly appreciated. With a toddler who’s in childcare and a baby on the way, I can’t afford not having income for the rest of the year.”

“Why are you surprised? After you give birth, you’ll probably be unavailable for many months…”

In the discussion thread that followed, the majority of Singaporean Redditors appeared to support the company’s position. One wrote, “Which employer would want an employee who is only going to work five out of twelve months of the year?”

Another commented, “Why are you surprised? After you give birth, you’ll probably be unavailable for many months as well. At this rate, you’ll effectively be MIA from the company for eight to nine months.”

A third added, “You joined a company for less than a year, were asked to go on sabbatical leave, and then, when the company asked you to come back, you revealed that you’re five months pregnant. So, you joined just to pass the probation period, take a break, and then claim maternity leave?”

Despite the negative comments, there were a handful of Redditors who empathised with the woman’s situation and offered her practical advice.

One said, “Oh, this will be an HR nightmare; please do document the timeline (roughly) and provide this as evidence to MOM. You should either A) receive a very healthy compensation or B) have your job reinstated with guarantees. Win-win.”

Maternity protection

According to the Ministry of Manpower, if an employer terminates an employee’s contract without sufficient cause while they are pregnant, or if the employee is retrenched during pregnancy, the employer is obligated to provide the maternity benefits the employee would have been entitled to, had they not been dismissed.

To qualify for this maternity protection, the employee must have been with the employer for a minimum of three months before receiving the notice of dismissal or retrenchment. Additionally, the employee must have been officially certified as pregnant by a medical practitioner before receiving this notice.

Read also: 33 yo woman earning S$15k/month says she’s burnt out and thinking of taking a year off

Featured image by freepik (for illustration purposes only)

‘Purely irresponsible’ – GMS hits out at WP for leaving Marine Parade uncontested

SINGAPORE: While the public domain has been filled with praise for the slate of candidates the Workers’ Party (WP) put forward on Nomination Day (April 23), the party has also drawn criticism — both for declining to contest Marine Parade–Braddell Heights GRC and declining to communicate this decision to other political parties, which could have given voters in the ward a choice.

One of the most vocal critics has been People’s Power Party (PPP) chief Goh Meng Seng, a former WP member, who has called the move “purely irresponsible”.

Visibly teary-eyed as he spoke to the media, Mr Goh said he felt angry about the WP’s decision that has led to the ruling party winning the ward by walkover. “Anger filled up my mind. Sadness came to my eyes in tears and disappointment is deep down,” he said.

Revealing that his party would have stepped in the gap had the WP been open about their limitations in contesting the ward, he added, “We should not deprive voters of their rights … It is ironic that the slogan for WP is ‘Working for Singapore’, but do you work when you deprive voters of the right to vote?

“If they had made known they were going to abandon Marine Parade, we would have been game enough to say … We will move on to pick it up. When you abandon people without coordination, it is purely irresponsible.”

Mr Goh is not alone in his criticism. Netizens reacting to the news online have also been critical. One netizen – a resident of Marine Parade – said, in a highly liked comment, “Utterly disappointed in WP for abandoning us and denying us of our right to cast our votes.”

He added, “All they had to do was communicate with other opposition parties to make sure there is contest but I guess WP sees themselves too up to talk to the other parties.”

The WP has said that it made the “very difficult decision” not to contest the redrawn Marine Parade-Braddell Heights GRC in order to focus its best efforts on a smaller number of constituencies.

Party chief Pritam Singh said on Facebook: “As a small opposition party, we are constantly faced with difficult choices about where and how best to deploy our limited resources, particularly after electoral boundaries are redrawn.

“After much reflection and careful consideration, we have determined that in order to continue fighting for the principles and changes we all believe in, and to give our candidates the best chance of electoral success, the party must focus its best efforts this GE on a smaller number of constituencies than we would have hoped to contest.”

Responding to the press on whether its decision was a miscalculation, Mr Singh said: “I’m sure the PAP was watching who was going to Marine Parade as well so these decisions also were taken, as you would have realised, over the hour between nomination opening and nomination closing.”

He added: “So, it’s not a case as if everyone knew in advance that the PAP would field a slate – I’m not going to say it’s a weakened slate because there are no such thing as weak candidates in my view. It’s going to be a very tough election for us.

“I’m sure they were watching where we were going, but this is what we’ve decided to do.”

Hoping that voters can understand his decision, he said, “It doesn’t mean we are gone. We will continue our work there after the general elections, but I hope you understand we’re a small political party.

“We try and put the best foot forward when we have to fight an election campaign, and this is the strategy that we have taken for this election, given what had happened with the boundary redrawing and other calculations that the Workers’ Party certainly has to take into account.”

While the party chief’s assurances have appeased some people, others have criticised Mr Singh’s strategy of avoiding negotiations with other political parties.

Some observers are asking if this strategy has set the opposition cause back and whether the party could have reconsidered its stance in the best interests of all Singaporeans.

Residents sceptical of hot tubs to be built at Nee Soon East Oasis Waterpark say it’s only a matter of time before they are soiled

SINGAPORE: After a flyer announcing upcoming upgrades in Nee Soon Group Representation Constituency (GRC) revealed that two hot tubs would be added to the Nee Soon East Oasis Waterpark, some residents were quick to express scepticism. While the new amenities were welcomed by some, others raised concerns about hygiene, with several commenting that it’s “only a matter of time” before the hot tubs are soiled or misused—citing worries about people urinating in the water.

An online user took to a public forum on Monday (Apr 21) to share a photo of a flyer highlighting upcoming estate improvements around Yishin Ring Road. One upcoming project entailed installing two hot tubs at Nee Soon East Oasis Waterpark near Blk 307 Yishun Road.

However, in response to the news, many Singaporeans raised hygiene concerns, arguing that it is only a matter of time before someone does something unhygienic in the hot tubs or washes their clothes in it. “Sembawang hot springs have had many people doing unhygienic things. What makes them think it will be any different?” said one.

Others weren’t so excited about the news. “That is probably the most disgusting thing I can imagine,” said another. “Just thinking about how much (dirt) and urine is gonna be in these things after one week…”

Still, others found the photo a bit misleading, as some thought the hot tubs were going to be placed out in the open. However, one pointed out that jumping to conclusions based on a headline wasn’t very smart. “This is part of the Oasis Waterpark at Nee Soon East, which is a gated area featuring waterpark features for the community. It’s already an existing park, and this is just an addition of new features.”

Public hot tubs and hygiene

While hot tubs provide certain benefits, such as therapeutic relief and treatment for joint inflammation, as well as rejuvenating and relaxing properties, there are also several hygiene concerns that people should be aware of.

When we step into a hot tub, things on our skin are deposited in the water. The more people who get into the hot tub, the more dirt gets in. Because of this, hot tubs can be a breeding ground for bacteria, viruses, and fungi. Given this, personal hygiene and water treatment maintenance are key.

See also: ‘There was no toilet paper—totally no improvement!’ JB mall visitor says toilets haven’t changed in eight years

DPM Gan Kim Yong moved from CCK GRC to Punggol GRC

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SINGAPORE: A veteran in an unfamiliar battleground, Deputy Prime Minister (DPM) Gan Kim Yong is leading the People’s Action Party (PAP) team in the newly formed four-member Punggol Group Representation Constituency (GRC), leaving behind Chua Chu Kang GRC, which he served as a Member of Parliament for 14 years.

Gan’s entry into Chua Chu Kang remained a closely guarded secret until Nomination Day on Wednesday (Apr 23).

The DPM arrived at the nomination centre in Yusof Ishak Secondary School in Punggol Central at approximately 11.30 a.m. to hand in his nomination papers for Punggol GRC.

The other members of the PAP team in the GRC are Dr Janil Puthucheary, Sun Xueling, and Yeo Wan Ling.

Until Nomination Day, several assumptions abounded about who would anchor the PAP slate for Punggol GRC.

With 123,557 voters, Punggol GRC was created after the Electoral Boundaries Review Committee recommended carving it out from the Punggol estates in Pasir Ris-Punggol GRC and merging it with Punggol West SMC.

Piquantly, the veteran Gan will be facing a team of newbies.

The PAP will be challenged by the Workers’ Party, which is fielding newcomers Harpreet Singh, Jackson Aw, Siti Alia Abdul Rahim Mattar, and Alexis Dang.

As Mr Gan addressed his supporters, he clarified that the election will all be about the future of Singapore as a nation and for the betterment of the lives of thousands of young Singaporeans. “We are facing challenges; our economy and our jobs are at stake, but we believe that if we work together, work as a team, we will overcome these challenges,” Mr Gan emphasised.

He likewise talked to the media and said that while he is new to the Punggol GRC, he vows to learn fast and learn as fast as he can.

According to Dr Janil, the PAP team is capable of bringing good jobs to the Punggol Digital District, can very well deal with transport-related problems in Punggol, and can maintain the cleanliness and safety of the estate.

Immediately after the confirmation of his candidacy, Mr Gan assured supporters that his team would continue to offer sincere hard work to gain the trust and confidence of the people and “to continue to serve you for the next five years and secure a better future,” he added.

Many reporters inquired about the reasons that prodded the surprise move, how the decision was made and when it was made.

Mr Gan responded that whenever the team makes a deployment, it is always a consideration made by party leadership based on numerous factors. He made it clear that the residents are always decisive factors. “Plans are always made depending on availability of candidates; we always need to make the adjustments,” he further explained.