HR News and Updates | March 2022

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HR News and Updates

HR News and Updates | March 2022

Posted on 11 April 2022 in Business | Anna Beatrice


Let’s take a look at Singapore’s top HR news, updates and insights for March.

Employees Are More Likely to Quit Companies in Search of Better Tech

According to a recent survey, 61% of employees said they would consider transferring companies if their new employers gave them better apps or software systems.

HR leaders and employers are encouraged to provide employees with the right apps and systems that can help them make their work easier and improve productivity.

The report stated that investing in better software systems helps improve employee satisfaction or talent retention and attraction. It's also important to consider the training needs of staff during the software implementation to provide the right data and knowledge for employees to make their workflows more efficient and effective.

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Gender Inequality Still Exists at the Workplace, Based on a Recent Survey

Based on a recent survey by YouGov Profiles, 71% of women in Singapore agree that gender inequality exists in the workplace. Despite the year-on-year increase in labor force participation rate and median gross monthly income for women, the survey shows that women still experience unequal treatment at work.

Employers are strongly encouraged to acknowledge the continuous gender disparities at workplaces and ensure that every employee, regardless of their gender, will always have a safe place to showcase their talent and voice their opinions.

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The Provision of Better Childcare Benefits and Maternity Leave Create More Jobs

The International Labour Organization (ILO) found persistent and significant gaps in services and policies involving maternity, paternity, parental, child and long-term care. These include the lack of access to adequate maternity protection such as the 14-week minimum maternity leave on at least two-thirds of previous earnings, funded by social insurance or public funds.

In a recent report by ILO, 82 of the 185 countries surveyed did not meet these standards. ILO stated the importance of implementing better childcare services and maternity leave which could add 299 million more jobs to the global economy by 2035.

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Flexible Work Will Continue during Post-COVID-19

The government has reported that flexible work arrangements will be continuously implemented by Singapore companies despite the relaxing of pandemic measures. If remote work is not possible, it is highly encouraged for employers to consider other types of arrangements such as flexi-shift scheduling, staggered work hours and job sharing.

However, the government will not legislate other workplace practices like after-hours communication, mandatory breastfeeding breaks or leave provisions. They will instead focus on helping employers find the right balance between supporting employees’ needs and business needs.

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Employers Who Refuse to Comply with MOM’s Leave Advisory for Employees with COVID-19 Will Have Work Pass Privileges Suspended

Manpower Minister Tan See Leng shared that MOM would penalise employers who "willfully" refuse to follow the advisory on leave arrangements for employees with COVID-19. In such a case, MOM will suspend the work pass privileges of the employer.

In the MOM advisory on leave arrangements, employees who test positive for COVID-19 with no or mild symptoms must be allowed to be absent from work without a medical certificate. Employees must also not be asked to take no-pay leave for the period of self-isolation.

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Singapore Launched New Tripartite Standards to Improve Lower-Wage Workers’ Well-Being

Senior Minister of State for Manpower Mr Zaqy Mohamad shared that there will be new tripartite standards in Singapore to enhance the well-being of lower-wage workers. These include encouraging employers to provide better workplace support such as advanced training and career development, provision of rest areas, and care for workers’ mental well-being.

The government will also launch a Progressive Wage Mark accreditation, short for PW Mark, in the second half of the year. Under the scheme, employers who pay at least the relevant sectoral or occupational progressive wages to eligible workers, and the local qualifying salary to all other local workers, will be accredited with the PW Mark.

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