Labour
Rising F&B jobs and employment growth trends raise critical questions for Singapore’s workforce
As food and beverage assistants top LinkedIn’s list of fastest-growing jobs in Singapore, questions arise about the balance between foreign and local employment. With 88.7% of recent job growth going to foreigners, it’s time to examine what this means for Singaporeans’ career prospects.

by Leong Sze Hian
LinkedIn’s 2024 report on job trends in Singapore highlights the rapid growth of food and beverage assistant roles, which saw a remarkable 92% average annual growth rate from 2022 to mid-2024.
Despite this surge in demand, a closer examination of employment growth statistics raises pressing questions about who benefits from these opportunities.
The Straits Times reports that Singapore’s overall job market has become tougher for job seekers.
A poll conducted between November and December 2024 revealed that more than 60% of workers found the job search more challenging in 2024, significantly exceeding the global average of 50%. Yet, over 65% of respondents, particularly younger workers, remain optimistic and determined to secure better prospects in 2025.
At the same time, employment statistics paint a stark picture. Between January 2022 and September 2024, Singapore’s total employment grew by 354,600. However, 314,500—or a staggering 88.7% of this growth—was attributed to foreign workers. This leaves just 11.3% of job growth to be shared among Singaporean citizens and permanent residents (PRs).
Local workforce and the questions of inclusivity
Given that resident employment statistics combine Singaporean citizens and PRs, it remains unclear how much of the remaining 11.3% has directly benefited Singaporeans.
With the food and beverage sector leading job growth, how accessible are these roles to local job seekers? Are they seen as viable opportunities for Singaporeans, or are structural barriers limiting their participation?
Furthermore, food and beverage assistant roles, while in high demand, often involve entry-level wages and long hours. These factors may deter locals who prioritise work-life balance and career advancement, concerns that were highlighted in LinkedIn’s findings.
If locals are underrepresented in these roles, it raises the question of whether more needs to be done to align labour market opportunities with Singaporeans’ aspirations and skill sets.
A bigger issue: Job availability and wage competition
Beyond the need for reskilling and alignment of career aspirations, the fundamental challenge lies in job vacancies and wage competition. In many sectors, especially those reliant on foreign labour, the cost advantage offered by foreign workers often leaves locals at a disadvantage.
Employers facing tight margins naturally gravitate towards workers willing to accept lower wages, even if skilled local workers are available.
This wage-driven competition creates a paradox: no matter how skilled Singaporeans become, they cannot compete effectively in industries where cost efficiency takes precedence over qualifications.
For sectors like food and beverage, where growth is high, but wages remain low, the reliance on foreign workers perpetuates a system that sidelines local talent.
To address this, Singapore must consider policy adjustments that prioritise local hiring not just in rhetoric but in practice. This could include enhanced wage protections, stricter foreign labour quotas, or incentivising companies to improve working conditions and career growth opportunities in sectors critical to the economy. Only then can Singapore ensure that job growth translates into meaningful opportunities for its citizens.
In the end, the job market is not just about skills; it is about fairness. If Singapore is to truly empower its workforce, it must confront the realities of job availability and wage competition head-on.

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