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Managing Employees (3 of 6): Work-Life Strategies

Implement effective work-life strategies that will help your employees balance their work and family commitments, and allow them to contribute as high performing and productive members of your team.


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Published by Enterprise Singapore
on 14 Oct 2019

What are Work-Life Strategies

  • They help you enable your employees to manage work responsibilities alongside personal and family needs.  
  • They contribute to maximising employee productivity at work and help make organisations more competitive.
  • Work-life strategies can be divided into 3 broad categories:
    • flexible work arrangements
    • employee support schemes
    • family care leave

 

Benefits of Implementing Work-Life Strategies

  • With effective work-life strategies in place, you will:
    • improve your ability to attract and retain talent
    • increase staff morale and employee commitment
    • increase productivity
    • enjoy savings in real estate and overhead expenses
    • reduce health-related costs (e.g. absenteeism, medical leave)
    • have a more motivated and satisfied workforce

 

4 Steps to a Successful Work-Life Strategy

  1. Establish the need to implement / modify a Work-Life Strategy.
  2. Assess business needs and employees’ work-life needs.
  3. Implement work-life programmes.
  4. Evaluate work-life programmes.

See:   Work-Life Strategies on Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) website

 

Funding for Work-Life Strategies

  • The enhanced Work-Life Grant, effective from 1 July 2018, aims to incentivise companies to sustain the use of flexible work arangements (FWAs) for all employees, to create work-life harmony at the workplace.

  • The enhanced Work-Life Grant comprises 2 components:
    • The FWA Incentive (up to $70,000 per company) to incentivise companies to sustain the implementation of FWAs for their local employees.
    • The Job Sharing Incentive (up to $35,000 per company) to incentivise employers to implement job sharing for employees at the PMET-level drawing a gross monthly salary of at least $3,600, prior to the job sharing arrangement.

 

Getting More Information

A portal developed by TAFEP that provides useful information on implementing effective and sustainable work-life strategies and success stories.

Last Modified Date: 14 Oct 2019