As Singapore faces demographic changes, the pressure on caregivers intensifies, prompting calls for flexible work arrangements and mandatory paid caregiving leaves.
Singapore is currently grappling with several socio-economic challenges, namely an ageing population, a diminishing workforce, and shrinking family sizes. These shifting demographics have profound implications, with the Department of Statistics predicting that, by 2030, there will only be 2.4 working-age citizens for each senior citizen. This dramatic shift is proving to be a heavy burden on many workers, increasing their caregiving responsibilities.
Through NTUC #EveryWorkerMatters Conversations (#EWMC) campaign, a large-scale focus group discussions involving over 42,000 workers – caregivers included, the Labour Movement sought to understand and address their aspirations and struggles. Data emerging from these discussions reveal a troubling reality. Over 40% of caregivers reported taking no-pay leave or frequently availing leave, which consequently disrupts work and pay. Qualitatively, many caregivers expressed that their heavy commitments have negatively impacted their performance, welfare, and career prospects.
On the other end of the spectrum, around 20% of caregivers have reported conflicts with co-workers and supervisors, leading to feelings of isolation and decreased confidence. More than 10% have declined promotions or other career progression opportunities, or have received warnings about their performance or attendance due to their caregiving commitments.
A survey conducted by the Manpower Ministry’s Conditions of Employment report indicated that only 30% of companies in Singapore currently offer paid family care leave. Hence, caregivers have expressed a growing desire for solutions that can help them better balance their work and caregiving commitments. There is a clear call for more flexible work arrangements, paid leave for caregiving, and financial support. As one caregiver eloquently put it, “No amount of money in the world can replace being able to immediately rush a sick child to the doctor or helping to prepare meals to relieve an exhausted mother.”
Recognizing the stresses faced by caregivers and the potential consequences for the larger workforce, the Labour Movement has been a long-standing champion of flexible work arrangements and is continuously working towards establishing more supportive policies. In fact, the organization is working on Tripartite Guidelines on Flexible Work Arrangements to be introduced in 2024. This initiative is seen as a win-win scenario, benefiting both caregivers and employers. “FWA is a win-win – caregivers have good jobs, and employers have good workers.”
The Labour Movement has also worked in partnership with external organizations to offer caregivers jobs with flexible working hours. Particularly, in the environmental cleaning firm, caregivers are allowed to choose their preferred working hours while still meeting the weekly hours requirement.
Provide caregivers with peace of mind and the ability to better balance their work and caregiving commitments.
It is evident that Singapore, like many other developed countries facing similar demographic scenarios, needs to quickly adapt to these challenges. Establishing and implementing comprehensive caregiver-supportive policies form a vital part of this adaptation.
Moreover, managing the ageing population and caregiving challenges should not fall solely on the government or private sector entities, rather it is a responsibility that should be shared by the whole of society. Steps toward achieving this can include initiatives for workers welfare, introduction of policies like family care leave, and more. “The choice for the Labour Movement is simple – it must now take action to make FWA and paid caregiving leave the new workplace norm,” said a representative from the movement.
In conclusion, finding comprehensive and universal solutions to the caregiving challenges in Singapore requires a concerted effort from all sectors of society. Whether it’s through the creation of more flexible work arrangements, providing paid caregiving leaves or offering financial support, it is clear that more must be done to support Singapore’s workforce in the face of a rapidly ageing population.
