In 2017, Eric, a design visualiser, experienced a medical emergency due to chronic overwork, highlighting the detrimental effects of excessive work demands. Despite bringing his concerns to management, Eric’s workload remained overwhelming, leading to physical and mental exhaustion. His story underscores the need for a “right to disconnect” law, granting employees the freedom to disengage from work-related communications outside of work hours. This legislation, gaining momentum globally, addresses the intersection of work and mental well-being, sparking discussions about its relevance in Singapore’s work culture.
In Singapore, the absence of a “right to disconnect” law sparks contrasting opinions. Some fear its implementation could diminish the country’s economic competitiveness, while others see it as essential in preventing work from encroaching on personal time. Despite the divergent views, this debate prompts a critical reflection on our work-life balance and expectations in the workplace, offering an opportunity to redefine our relationships with work and establish clearer boundaries.
Exploring the Concept of Disconnecting from Work
The notion of a “right to disconnect,” also known as the right to switch off, has emerged as a response to the pervasive nature of technology, blurring the lines between personal and professional life.
France led the way in 2017 by enshrining this right in labour law, mandating negotiations between companies and employees to define boundaries for electronic communications outside of working hours. Following suit, Australia introduced a similar law in February, empowering workers to decline after-hours work-related communication unless deemed “unreasonable” considering various factors such as the nature of the contact and the worker’s personal circumstances.
In neighboring countries like Thailand, amendments to labour codes have incorporated the right to disconnect, granting remote workers the freedom to decline communication with their employers after work hours or completion of assigned tasks. The Philippines is also deliberating on implementing such legislation, reflecting a broader international trend towards recognizing the importance of maintaining a healthy work-life balance.
The State of Work in Singapore
Amidst the post-pandemic landscape, Singapore is actively reassessing its societal agreement on achieving work-life balance.
While new guidelines for flexible work arrangements are set to be implemented this year, there’s currently no indication of a “right-to-disconnect” law being considered.
Recent surveys reveal that Singaporean professionals prioritize better work-life balance alongside higher wages, signaling a shift in priorities in the workforce.
Official labour statistics indicate that Singaporeans worked an average of 44.1 paid hours per week in 2022. However, a survey by ADP found that respondents reported working an additional 8.2 unpaid hours weekly, underscoring persistent challenges in achieving a healthy work-life equilibrium.
In Singapore, regulations concerning work hours are primarily outlined in the Employment Act, which does not extend to professionals, managers, and executives (PMEs). Instead, the terms of employment contracts dictate PMEs’ work hours, often requiring them to work beyond standard hours without entitlement to overtime pay. This highlights the need for clearer regulations to safeguard employee well-being and promote a more balanced approach to work.
Singapore’s Stance on Disconnecting from Work
Efforts led by Singaporean employers, unions, and the government have focused on encouraging rather than mandating actions regarding disconnecting from work, while acknowledging the benefits of rest.
The National Trades Union Congress (NTUC) highlighted a recent update to a tripartite advisory on mental health, urging employers to establish policies regarding after-hours work communication.
A spokesperson emphasized the importance of proper rest in reducing burnout and enhancing productivity, stressing that work-life harmony is essential for both individual well-being and business performance.
Similarly, the Singapore National Employers Federation emphasized the significance of having clear after-hours communication policies to manage expectations among workers. They emphasized the importance of mutual respect and understanding among colleagues to minimize unnecessary work-related contact outside of standard working hours.
The Singapore government pledged to continue raising awareness about the importance of establishing after-hours communication policies while balancing the needs of both employees and businesses. Minister of State for Manpower Gan Siow Huang highlighted the ongoing efforts to promote work-life harmony through initiatives such as health and wellness programs and flexible time-off arrangements for personal and family matters.
Assessing Feasibility for Businesses
It’s important to recognize that different industries face varying degrees of difficulty in allowing employees to disconnect after work hours.
Member of Parliament Melvin Yong, who also serves as NTUC’s assistant secretary-general, has been an advocate for the right to disconnect since 2020. During a recent debate on mental health, he emphasized the need for guidelines tailored to different sectors and job roles.
Small and medium enterprises (SMEs) may encounter challenges in implementing a right to disconnect policy. Unlike larger companies, SMEs often lack clear boundaries between work and personal life, making it common for business owners to handle work-related matters outside of standard hours.
Moreover, certain sectors, such as logistics, pose unique challenges. Christopher Ong, managing director of DHL Express Singapore, highlighted the 24/7 nature of international service provision, where employees may need to address urgent customer needs or resolve delivery issues beyond regular hours.
While DHL Express does not encourage after-hours contact by supervisors, Ong emphasized the importance of considering business continuity and manpower needs, particularly for frontline and essential services, when drafting any right to disconnect legislation.
Flexibility Concerns Amidst Disconnect Debate
Some workers express concerns that a right-to-disconnect policy might clash with the flexibility they’ve come to expect in the workplace, according to Ms. Yvonne Teo, ADP’s vice president of human resources for Asia Pacific. Fixed working hours could hinder their ability to log on at staggered times, disrupting their accustomed routines.
Individuals who support the right to disconnect also question the practicality of implementing such a law, considering the nature of their work. For instance, Eric, a design visualizer, explains that despite a right to disconnect law, overtime work would still be necessary to meet tight project deadlines.
Michelle, a teacher at an international school, shares her experiences of a demanding workload that extends beyond official hours. Despite her workday officially ending at 4pm, she often arrives an hour early, skips lunch, and works late into the night assisting students with assignments. For Michelle and others like her, achieving a true work-life balance remains a challenge amidst the demands of their profession.
Potential Impact on Singapore’s Competitive Advantage
In February, Nominated MP Raj Joshua Thomas raised concerns in Singapore’s parliament regarding the implementation of the right to disconnect policy. Thomas emphasized the critical role of Singapore’s human resources in driving the economy and cautioned against any measures that could weaken the workforce, potentially threatening the nation’s competitiveness.
Labour lawyer Mr. Ding expressed apprehension that enforcing the right to disconnect could compel employers to hire additional staff to meet deadlines, resulting in increased inefficiencies and costs. Similarly, ADP’s Ms. Teo echoed these sentiments, suggesting that the rising cost of talent in Singapore might deter foreign investors, impacting the country’s status as a regional hub.
However, some experts hold a contrasting view. Dr. Ivan Png, a fellow at the National University of Singapore, believes that the right to disconnect could enhance productivity by improving employees’ mental health. Dr. Png argues that such policies would encourage managers to adopt more organized communication practices, leading to a more efficient work environment.
Dr. Png cited the example of mandatory rest days for maids in Singapore as a precedent, suggesting that similar policies could positively impact productivity.
Understanding the Drive Behind Singapore’s Work Ethic
The concept of the right to disconnect poses a challenge to Singapore’s work culture deeply rooted in competition and performance-driven attitudes. Mr. Lee, a vice president in the SME association, highlights the dilemma faced by employees in deciding whether to respond to after-hours communication. While some advocate for setting boundaries, the prevailing perception often links immediate responsiveness with dedication.
Nominated MP Mr. Thomas emphasizes the expectation for employees to go beyond their mandated duties, fostering a culture where being constantly available is seen as valuable. This dynamic can lead to tensions and disputes, particularly when individuals choose to exercise their right to disconnect.
For Michelle, an English teacher, setting boundaries can be challenging as it may conflict with societal expectations and perceptions of professionalism. Dr. Tan Hwee Hoon from SMU suggests that Singapore’s high ranking in performance and future orientation reinforces the belief that work defines self-worth, making it difficult for workers to detach from their professional roles.
The ingrained culture of competitiveness and the perception of work as integral to identity make it challenging for Singaporean workers to disconnect from work.
The Singaporean Work Ethos: A Reflection of National Identity
Dr. Tan, an expert on organizational behavior, suggests that Singapore’s political leadership has significantly influenced the prevailing attitudes towards work. These attitudes, deeply ingrained in the national narrative of survival and success, emphasize individual excellence as crucial for the country’s rapid transformation from third world to first.
The fear of adopting a right to disconnect policy stems from the belief that Singaporeans must be tightly controlled to maintain productivity and competitiveness. This narrative of scarcity and competition, as highlighted by MP Carrie Tan during a recent parliamentary debate on mental health, underscores the pressure to constantly strive for more, even when one’s best efforts may seem inadequate.
This sentiment is poignantly captured in the lyrics of a popular National Day song, reflecting the contradiction between Singaporeans’ tireless pursuit of excellence and the perpetual demand for more.
Quoting a popular National Day song, she added: “If you recall the lyrics, we are first called to ‘stand up for Singapore’ to do the best we can, only to be called a few lines later to also ‘be prepared to give a little more’.
“I love this song, I love to sing it with pride. And increasingly, I recognise some irony. Are we perhaps the only country in the world where our best is still not enough?”
As Singapore grapples with its national identity intertwined with its work culture, the question arises: Is the pursuit of excellence sustainable, or are Singaporeans caught in an endless cycle of striving?
Navigating the Right to Disconnect in Singapore
Dr. Tan from SMU emphasizes that the right to disconnect hinges on mutual understanding between employers and workers, suggesting that legislation might oversimplify the nuanced conversations needed to set shared expectations on work hours and deliverables.
While a law could enforce compliance, it may not foster genuine commitment to its purpose. Dr. Tan argues that deeply ingrained cultural and institutional values make disconnecting from work challenging, highlighting the need for broader societal change over time.
However, individuals like Michelle, a teacher, observe positive shifts when workplaces unofficially promote disconnecting, with majority staff participation reinforcing the culture.
For Eric, a design visualizer, advocating for boundaries was initially met with resistance at work, but changes in management led to a more supportive environment. Now, as a team leader, he prioritizes transparent communication and respects his team’s personal time while ensuring urgent tasks are addressed effectively.
Conclusion
As Singapore grapples with the complexities of work-life balance and the right to disconnect, it becomes apparent that the issue extends beyond legislation. While a “right to disconnect” law could provide a framework, it is ultimately the culmination of individual, organizational, and societal attitudes that will shape Singapore’s work culture. Eric’s journey exemplifies the importance of advocating for boundaries and fostering supportive work environments, underscoring the need for ongoing dialogue and mutual understanding between employers and workers. As Singaporeans continue to navigate the intersection of work and personal life, it prompts a broader reflection on the nation’s identity and values, challenging the notion of constant productivity and excellence as the sole measures of success.
