Singapore Enhances Support for flexible Work and Mid-Career Skills Training
Table of Contents
- 1. Singapore Enhances Support for flexible Work and Mid-Career Skills Training
- 2. Flexible Work Arrangements on the Rise
- 3. Career Conversion Programmes Expanded
- 4. CCP Details and Eligibility
- 5. Financial Support for Employers
- 6. Addressing the Needs of Caregivers
- 7. Tripartite Guidelines on Flexible Work Arrangement Requests
- 8. Sheng Siong’s Approach to Employee Retention
- 9. Debate on Public Holidays
- 10. Strengthening Workplace Fairness
- 11. Improving HR Practices
- 12. Tripartite Workgroup on Human Capital Capability Development
- 13. Looking Ahead
- 14. Why are companies interested in implementing flexible work arrangements according to Evelyn Tan?
- 15. Singapore’s Flexible Work Surge: An Interview with HR Expert, Evelyn Tan
Singapore is doubling down on its commitment to flexible work arrangements and skills development with enhancements to the Career Conversion Programmes (CCP). These initiatives aim to support both employers and employees in navigating the evolving work landscape.
Flexible Work Arrangements on the Rise
A significant shift towards flexible work arrangements is evident in Singapore, with the proportion of companies offering such options increasing from 68.1% in 2023 to 72.7% in 2024. Minister of State for Manpower Gan Siow Huang highlighted this trend in Parliament on March 7, 2025, emphasizing the government’s commitment to supporting work-life balance.
Career Conversion Programmes Expanded
The Career Conversion Programmes (CCP) are being enhanced to further support the reskilling of mid-career individuals, including those in flexi-load arrangements such as part-time work. Effective April 1, 2025, these programs will offer crucial salary support to employers who are committed to investing in their workforce. Workforce Singapore (WSG) manages these programs.
CCP Details and Eligibility
- The CCP covers approximately 30 sectors, including financial services, retail, built environment, and details and communications.
- There are three modes of training: on-the-job training, training and work attachments, and reskilling for new or redesigned roles.
- to qualify for CCP support, employees must be reskilled into growth job roles and have employment terms of at least one year, either permanent or contract-based.
Financial Support for Employers
During the training period, workforce Singapore will fund up to 90% of the worker’s salary, capped at $7,500 per month. This significant financial support encourages companies to invest in reskilling initiatives.
For example, as Gan Siow Huang stated, a cybersecurity firm looking to hire a part-time employee can “tap a Career Conversion Program to hire and reskill a mid-career worker from another sector.”
Addressing the Needs of Caregivers
The expansion of flexible work arrangements directly addresses the needs of working caregivers. As Gan Siow Huang noted,”Working caregivers have also highlighted that flexible work arrangements are a more enduring way to manage work and caregiving responsibilities,wich is something we have made progress on.”
Tripartite Guidelines on Flexible Work Arrangement Requests
The Tripartite Guidelines on Flexible Work Arrangement Requests, launched in April 2024, provide a framework for employees to request flexible work arrangements and for employers to consider them fairly.
Sheng Siong’s Approach to Employee Retention
Sheng Siong supermarket serves as an example of a company successfully leveraging flexible work arrangements to retain employees. They have implemented staggered working hours for office staff and alternative work schedules for frontline workers.
Debate on Public Holidays
The topic of increasing the number of public holidays was also discussed. While some Members of Parliament suggested adding holidays for various religious festivals, Gan Siow Huang emphasized the government’s stance:
“The current configuration of public holidays in singapore is the outcome of careful deliberations and consultations with various religious groups at the point of Singapore’s independence. We encourage employers to make it possible for Singaporeans of all faiths to observe their respective religious festivals. Maintaining the current balance has served us well, and it continues to be the sensible approach for Singapore.”
She further added, “We should not take Singapore’s economic progress for granted and look to introducing additional public holidays at every possibility.”
gan urged employers to show “understanding and adaptability” in allowing employees to observe significant occasions.
Strengthening Workplace Fairness
The Workplace Fairness Bill, passed earlier in 2025, provides a crucial layer of protection against discrimination in employment decisions. This legislation prohibits discrimination based on characteristics such as race and age.
Improving HR Practices
Manpower Minister Tan See Leng, in his speech on March 6, 2025, addressed the importance of improving human resource practices. He stated, “HR plays an critically important role in workforce conversion, not just to comply with employment legislation but also uplift organisations’ human capital.”
Tripartite Workgroup on Human Capital Capability Development
A Tripartite Workgroup on Human Capital Capability Development will be launched to elevate HR standards and the capabilities of HR professionals. This group will focus on strengthening HR practices, introducing national standards, and helping companies maximize the potential of their workforce.
Looking Ahead
Singapore’s commitment to flexible work arrangements, skills training and fair employment practices signals a proactive approach to workforce development.These measures aim to ensure that Singapore remains competitive in the global economy while also supporting the well-being of its workforce.
Take Action: Employers are encouraged to explore the Career Conversion Programmes and other resources offered by Workforce Singapore to enhance their workforce capabilities. Employees should familiarize themselves with the Tripartite Guidelines on Flexible Work Arrangement Requests to advocate for their needs effectively.
Why are companies interested in implementing flexible work arrangements according to Evelyn Tan?
Singapore’s Flexible Work Surge: An Interview with HR Expert, Evelyn Tan
Evelyn Tan is teh Head of HR innovation at FutureForward Consulting, a Singapore-based firm specializing in workplace transformation. she offers insights into the recent enhancements to flexible work arrangements and skills training initiatives in Singapore.
Welcome, Evelyn! It’s great to have you with us. The Singaporean government has really amplified its support for flexible work. What’s the biggest driver behind this push?
Thanks for having me! The key driver is adapting to the evolving needs of our workforce. We’re seeing a real demand for work-life balance, especially among younger employees and working caregivers. companies that embrace flexible work arrangements are finding it easier to attract and retain talent. Plus,advancements in technology make remote collaboration more seamless than ever.
The Career Conversion Programmes (CCP) are getting a boost, particularly concerning financial support for employers. How notable will this be in encouraging companies to reskill their workforce?
This is a game-changer. The 90% salary support, capped at $7,500 per month, removes a major hurdle for many companies, especially SMEs. Investing in reskilling can be costly,and this financial assistance makes it much more feasible to equip employees with the skills needed for growth areas like cybersecurity or data analytics. This makes it more accessible to both the employer and employee to benefit from the initiative.
The Tripartite Guidelines on Flexible Work Arrangement Requests were launched last year. Are these guidelines effectively bridging the gap between employee expectations and employer practices?
The guidelines are undoubtedly a step in the right direction.They provide a structured framework for employees to formally request flexible arrangements and for employers to consider these requests fairly. However, the real success hinges on open interaction and a willingness from both sides to find mutually beneficial solutions. It requires a shift in mindset, moving away from presenteeism and focusing on outcomes.
We’ve seen examples like Sheng Siong implementing staggered hours and option work schedules.What are some other innovative strategies companies are using to make flexible work truly effective?
Many businesses are integrating technology-driven solutions, such as collaborative online platforms and agile project management tools, to support remote teams. Others are experimenting with compressed workweeks or job-sharing arrangements. Critically, companies are investing in training managers on how to lead remote teams effectively, focusing on trust, clear communication, and performance-based evaluations. Flexible work is not only a perk, it is a business strategy to ensure the talent pool can thrive.
Minister Gan Siow Huang addressed the topic of increasing public holidays and urged employers to be understanding of employees observing religious festivals.Do you think there’s a need to re-evaluate our approach to public holidays in Singapore,or is the current balance adequate?
That’s a very interesting question and one that sparks lively debate! While adding more public holidays might seem appealing on the surface,it coudl potentially impact productivity and economic growth. The current approach, which encourages employers to be accommodating of religious observances, seems to be a pragmatic middle ground. Perhaps exploring floating holidays or personal days could be a way to offer more versatility without substantially disrupting business operations.
with the Workplace Fairness bill now in effect and increased focus on Human Capital Capability Advancement, what’s your outlook on the future of work and HR in Singapore?
I’m optimistic. The Workplace Fairness Bill provides a crucial safeguard against discrimination, promoting a more equitable and inclusive work habitat. Coupled with the focus on strengthening HR practices, we’re moving towards a future where employees are valued for their skills and contributions, regardless of their background. The key will be continuous learning and adaptation, both for individuals and organizations, to stay ahead in the rapidly changing global landscape.
Thank you, Evelyn, for sharing your valuable insights with us.
My pleasure! Thanks for having me.
What are your thoughts on Singapore’s enhanced support for flexible work and skills training? Share your comments below!
