Reinforce Work-Life Harmony with New Tripartite Standard, Singapore News & Top Stories


A new tripartite standard was launched yesterday, with several recommendations to boost work-life harmony.

Employers were urged to put in place programs to support their workers, from family days and subsidized medical examinations to staff recreation areas, to further promote work-life balance At work.

Arrangements tailored to people with caring responsibilities, such as allowing them to work remotely, offering them extra time off or staggered hours to start and finish work, were also encouraged.

The Tripartite Work-Life Harmony Standard was developed by the Department of Manpower, the National Trade Union Congress and the Singapore National Employers’ Federation (SNEF), in response to recommendations from the Panel of citizens on the harmony between work and private life.

As part of the wider Singapore Together movement launched by the Fourth Generation Leadership Team in June 2019 to engage citizens more broadly in policymaking, the Citizen Panel deliberated on issues such as flexible working arrangements and proposed ways to strengthen work-life harmony, including a more supportive work culture. The panel included employers, workers, housewives and retirees.

Minister of State for Manpower, Gan Siow Huang, said yesterday that there is a need to consider how employers and their workers could be better supported on the front of work-to-work harmony. personal life.

“In this new normal, Singaporeans are increasingly accustomed to hybrid work, but are also increasingly concerned about blurring the lines between work and private life, and hope to better juggle work and personal commitments. “, she noted.

Ms. Gan recognized the varied needs of employees and employers across roles and life stages.

The tripartite standard suggested other employment practices, including having companies establish and communicate their work-life harmony policies to meet the mental health needs of workers and prevent burnout.

They were encouraged to appoint a member of senior management to champion work-life balance, provide employees with enhanced leave benefits, such as extended childcare leave, and review the effectiveness of their work-life programs through regular surveys or focus groups.

Employers were also urged to adopt the previous Tripartite Standard on Flexible Working Arrangements, launched in 2017 to get them to offer more flexible working options, such as choosing when to start and when to end work.

  • Recommendations

  • The Tripartite Work-Life Harmony Standard encourages employers to:

    • Adopt the tripartite standard on flexible working arrangements.

    • Establish employee support programs such as family days, subsidized medical examinations and recreation areas for staff, and use technological tools to support these programs.

    • Implement enhanced leave policies for all employees by providing at least two enhanced leave benefits, communicating them and encouraging use.

    • Appoint a member of senior management to champion work-life harmony.

    • Discuss appropriate arrangements for employees with caregiving responsibilities.

    • Establish and share the company’s work-life harmony policy with workers to support their mental well-being, prevent burnout and increase productivity.

    • Regularly review the effectiveness of work-life programs.

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The Civil Service Division would study recommended employment practices “with a view to their adoption by public sector agencies,” the tripartite partners said in a joint statement.

To help companies take the first step towards adopting the new standard, the Tripartite Alliance for Fair and Progressive Employment Practices will organize clinics and workshops.

SNEF board member Bicky Bhangu noted that nearly four in five employers, or 78%, had implemented at least one formal type of flexible working arrangement last year, up from around half, or 53%. , in 2019. need to maintain safe operations during the pandemic.

The launch of the tripartite standard was timely, he said.

“The key is for the standards to be flexible enough for employers to implement work and life practices that take into account the varying needs and well-being of employees. Doing this can help improve employee engagement and productivity.

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