Debated in Parliament on 6 Apr 2020.
Mr Louis Ng Kok Kwang asked the Minister for Manpower (a) how can employers provide flexible work arrangements for frontline workers such as nurses, cleaners and security officers; and (b) when flexible work arrangements are not readily available for these frontline workers, how can employers support better work-life harmony for this group of workers.
The majority of companies in sectors employing nurses, cleaners and security officers are able to offer some form of flexible work arrangements (FWAs) to their employees. In 2018, between seven to nine in 10 companies in these sectors offered formal FWAs1.2
Although frontline workers often have to be physically present in their workplaces, employers can still offer FWAs by way of staggering the start and end times of their shifts (i.e. flexi-time), or enabling shifts to be shared by multiple workers (i.e. flexi-load).
To help more frontline workers benefit from FWAs, MOM and tripartite partners are developing sector-specific resources and employer support groups to help employers overcome challenges in offering FWAs unique to some sectors. These are in line with recommendations recently made by the Citizens' Panel (CP) on Work-Life Harmony, which comprises diverse participants including business owners and employees.
As emphasised by the CP, both employers and employees have a part to play in achieving better work-life harmony. Employers and senior management need to better understand challenges faced by frontline employees, optimise work processes and enhance staff welfare. Employers should also be mindful about giving workers excessive workloads, and respect their workers' rest hours and off days. Employees, on the other hand, have to take personal responsibility in defining what they want out of their work and personal life. This will help guide them in achieving their individual work-life harmony goals.
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