AI, Algorithms and the Gig Shift: How HR Is Being Rewired for a Platform Economy
Across Singapore, thousands now find work through platforms such as Grab, Upwork, and Fiverr, according to the Ministry of Manpower (MOM). Algorithms decide who gets the next delivery, design brief, or client proposal—matching talent with demand at a scale traditional hiring could never reach. This shift is reshaping jobs in demand in Singapore, with platform-based roles growing alongside traditional employment. Work now moves through data systems instead of office corridors, forming a workforce that operates across time zones and contracts.
Recognising this shift, the MOM and the International Labour Organization (ILO) held Singapore’s first global dialogue on platform work. The discussions made one point clear: digital labour is here to stay. HR must now learn to manage not just employees but entire ecosystems of freelancers, contractors, and platform professionals shaped by AI and real-time data.
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From Workforce to Work System
The modern organisation functions more like a network than a hierarchy. Projects flow across internal teams, partner ecosystems, and freelance platforms, each supported by data systems that monitor progress and performance in real time. What was once a single workforce has become an interconnected web of contributors managed through shared digital infrastructure.
IBM’s HR framework illustrates this evolution. Its use of AI tools allows talent teams to anticipate hiring needs, predict attrition, and create personalised development paths. These AI-driven approaches are fundamentally changing how companies improve their recruitment process, moving from reactive hiring to predictive talent management.
These methods transform HR from a reactive department into an active architecture of work—one that designs how people, processes, and technology interact.
Where HR, IT and AI Intersect
This rise has blurred the lines between technology and workforce strategy. Each completed task, whether a delivery, a design project or a code review, generates data that shapes how organisations hire, plan and retain talent.
In gig-driven environments, infrastructure and labour operate as one. Platforms capture metrics on efficiency, engagement and quality that guide HR decisions on welfare, incentives and workforce design. Algorithms have evolved from operational tools into sources of intelligence that define how modern work functions.
Function
Technology Layer (IT)
Workforce Layer (HR)
Outcome in Gig Environment
Resource Planning
Predictive analytics and data dashboards
Dynamic shift and task allocation
Stable service delivery despite fluctuating demand
Performance Tracking
Platform telemetry and machine learning models
Behavioural and satisfaction analysis
Early detection of burnout or disengagement
Engagement & Retention
In-app surveys and digital wallets
Reward, welfare, and micro-benefit design
Continuous motivation among flexible contributors
Policy Development
API-based data exchange with regulators
Compliance, insurance, and safety frameworks
Transparent governance for platform workers
This collaboration transforms HR from a policy-driven unit into a systems partner that understands how algorithms influence behaviour. It also redefines IT’s purpose—from building tools to building trust. The two functions now co-create a digital ecosystem where efficiency and human well-being develop together.
Governing the Algorithmic Workplace
As algorithms take on more control over task allocation, evaluation and rewards, governance has become a key responsibility of HR. Technology now shapes access to work and progression, making transparency and fairness essential parts of workforce strategy.
Many organisations are placing HR specialists within data and product teams to review how algorithms are built and monitored. Their work includes checking for bias, verifying data accuracy and assessing how automated decisions affect motivation, pay and opportunity.
Governance Focus
Algorithmic Function
HR Oversight
Outcome
Task Distribution
Demand forecasting and matching systems
Review allocation fairness and rotation frequency
Balanced workload and higher worker satisfaction
Evaluation Metrics
Behavioural and completion-based scoring
Monitor data quality and model interpretation
Reliable performance tracking and fair assessment
Incentive Logic
Dynamic bonus and reward algorithms
Align reward systems with engagement objectives
Sustained productivity and reduced turnover
Data Ethics
Collection and retention of workforce data
Implement transparent consent and privacy protocols
Stronger compliance and workforce trust
Effective governance in algorithmic workplaces depends on collaboration across HR, IT, and policy teams. By setting standards for transparency and ethical use of data, HR ensures that automation enhances—not replaces—human judgment. This alignment creates a digital work environment where efficiency, accountability, and dignity can coexist.
Designing the New AI-Driven HR System
Governing digital labour has pushed HR beyond compliance. With automation embedded across the employee lifecycle, HR now designs systems that learn, adapt and connect AI with human judgment to build smarter, more responsive workforces.
Global corporations are already refining this model:
Introduces transparency and context in AI evaluation
These systems represent a new chapter in HR transformation. Instead of overseeing processes, HR now shapes the digital conditions where work happens—balancing data precision with human intent to sustain productivity, inclusion, and trust.
What HR Must Do Now
As digital governance takes shape, HR’s role becomes less about supervision and more about direction. The systems are in place; the algorithms are running. What determines success now is how HR guides them—translating technology into behaviour, insight into culture, and automation into accountability.
The next phase for HR is operational and strategic at once. It is about building internal capabilities that keep digital labour human-centred and adaptable.
1. Turn Insight into Design
Use AI analytics to shape how teams work. Identify trends in productivity or training gaps and adjust schedules, workflows, and learning plans to match real patterns rather than fixed policies. This insight-driven approach also supports upskilling initiatives in Singapore, ensuring training programs align with actual skill gaps identified through AI analytics.
2. Build Governance into Daily Workflows
Embed fairness tools directly into HR systems. Enable AI screening software to flag potential bias before shortlisting and schedule regular data checks so accountability happens by design.
3. Strengthen Hybrid Leadership
Develop managers who can lead both people and platforms. Use simulations and analytics dashboards to train decision-making that balances performance metrics with human context. Effective hybrid leadership also requires providing constructive feedback for employees in digital environments, where traditional face-to-face feedback mechanisms may not apply
4. Evolve the Metrics of Care
Replace one-off surveys with live data. Track engagement through participation rates, collaboration activity, and learning behaviour to identify early signs of burnout or disengagement. Understanding these engagement signals can also reveal underlying employee conflicts in the workplace before they escalate, allowing for proactive intervention.
5. Create an Adaptive Policy Loop
Review policies as frequently as software updates. Run quarterly sprints with HR, legal, and IT to test, refine, and update guidelines for flexible work, privacy, and incentives.
Every platform still depends on people who can make it work. Today’s HR needs leaders who read data fluently, build fairness into systems, and keep culture strong across digital teams. The challenge is no longer technology—it’s finding the people who can turn it into progress.
That’s where Trust Recruit comes in. As a leading recruitment agency in Singapore, we connect organisations with key professionals who combine digital capability with human insight, helping companies build future-ready teams that lead change with clarity and purpose.
How to Hire a Contract Employee in Singapore: 2025 Guide to Smart & Compliant Hiring For HR
Learning how to hire a contract employee in Singapore requires more than just agreeing on scope and timelines—it demands strategic planning and legal compliance.
An independent contractor is usually perceived as someone temporary, filling in the gaps between permanent staff and freelancers. They aren’t always seen as part of the long game. Compared to full-time employees, contractors may work on fixed scopes and durations. Compared to freelancers, they’re more likely to be embedded in teams, reporting to managers and following internal processes.
That’s changing fast.
In 2025, Singaporean companies are turning to contract employment not just to fill gaps, but to fuel growth. From digital transformation to logistics scale-ups, contract hires are becoming a key workforce strategy across industries.
This comprehensive guide covers everything HR teams and business owners need to know about contract hiring in Singapore, from legal compliance to strategic workforce planning.
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Why Contract Employment in Singapore Is Surging in 2025
The launch of the National AI Strategy 2.0, ongoing digitalisation efforts across industries, and continued caution around global growth have led many companies to rethink how they hire. Shorter project cycles and the need for fast implementation mean full-time recruitment alone can’t keep up.
At the same time, talent shortages in critical areas such as data analytics, cybersecurity, and IT continue to constrain business growth.
Key statistics highlighting the contract hiring trend:
In 2025, 83% of Singapore employers report challenges hiring skilled talent, including 88% in IT roles (ManpowerGroup survey)
Cybersecurity roles are especially hard to fill, with 400 to 800 positions opening each month as demand soars (Centre for Cybersecurity)
According to a recent report, over 31% of employers in Singapore have increased their reliance on contract, part-time, and flexible talent this year to stay agile and competitive (HR Asia, 2025)
What Roles Are Employers Choosing Contract Employment in Singapore?
Contractors are now filling critical roles in teams across sectors. When companies need to know how to hire a contract employee effectively, they typically focus on these high-demand areas:
AI and digital transformation: Organisations bring in contract developers, product managers, and data engineers to support AI tool integration, system upgrades, and cloud migrations.
Compliance and regulatory response: Contract testers and policy analysts help companies meet ESG disclosure requirements and PDPA updates, especially under pressure from audits or investor reviews.
Market and operations scaling: Logistics and retail businesses use contract staff to expand regionally or manage peak periods such as Lunar New Year or major sales campaigns.
Short-term specialist support: When internal teams are stretched or lack technical depth, contractors fill roles in digital marketing, finance, or user research for high-impact launches.
Strategic project staffing: Teams working on app redesigns, internal systems refreshes, or go-to-market pilots often bring in contract talent for 3 to 6 months to maintain momentum without overcommitting on headcount.
These roles are clearly defined, often project-based, and require immediate results, making them ideal for contract terms.
How to Hire a Contract Employee Legally and Safely in Singapore
Hiring contractors is not as simple as agreeing on a scope and start date. In Singapore, employers must meet strict legal and regulatory obligations. Understanding how to hire a contract employee means getting classification, contracts, and compliance right from day one.
1. What Every Contract Employee Agreement Must Include in Singapore
A well-structured agreement protects both parties and helps the company stay aligned with MOM regulations Singapore. Contracts should reflect the specific nature of the engagement, especially when contractors are embedded in project teams or report to internal managers.
At minimum, a contract should include:
Clearly defined scope of work and deliverables
Start and end date of the engagement
Working hours, location (if applicable), and reporting lines
Payment terms, including method and frequency
Confidentiality, PDPA compliance, and intellectual property clauses
Termination conditions, including notice period and handover terms
2. CPF, IRAS, and MOM: What Employers Must Comply With
The statutory obligations tied to contract hiring vary based on how the contractor is engaged. Employers must be clear whether the individual is a true freelancer, a contract employee, or a misclassified worker operating under the guise of independence.
Here’s how compliance requirements differ across engagement types:
When a contractor performs duties similar to a full-time employee who works regular hours, following direct instructions from a supervisor, and using internal systems or tools, their role may fall within the legal definition of employment.
In such cases, regulators may reclassify the engagement as an employer-employee relationship, regardless of the contract label or payment method.
Misclassification can trigger several serious consequences for the company:
CPF liabilities: Employers may be required to backpay months of CPF contributions, with late payment interest and penalties.
Tax compliance issues: IRAS may review filings and impose penalties for incorrect reporting, especially if contractor income was omitted from required forms.
Loss of government support: Programmes like the SkillsFuture Enterprise Credit (SFEC) and Career Conversion Programmes (CCP) require proof of compliant hiring. Misclassified workers can disqualify a company from current or future grants.
Legal exposure: Contractors may file claims for benefits such as annual leave, medical entitlements, or wrongful termination under the Employment Act if the role mirrors that of a permanent staff member.
Companies that frequently engage contract workers, especially in roles involving close integration with internal teams—should conduct periodic audits to assess worker classification. Legal advice or support from a recruitment agency can help reduce risk and protect long-term hiring agility.
Contract vs Full-Time Hiring: How to Choose the Right Strategy
Knowing how to hire a contract employee isn’t just about finding temporary help—it requires a completely different approach to role design, value delivery, and risk management. While contract roles focus on speed, cost control, and specialised expertise, full-time hires support long-term growth, succession, and team cohesion.
Here’s a quick comparison across key HR planning areas to help guide your workforce strategy:
Criteria
Contract Hiring
Full-Time Hiring
Purpose
Project-based, outcome-driven
Long-term team and culture building
Duration
Fixed-term (3–12 months) with extension flexibility
High—expand quickly across projects or geographies
Moderate—slower ramp-up
Training
Low to moderate—focus on delivery
High—onboarding, growth, succession
What Roles Are Best for Contract Hiring in Singapore?
Now that the structure is in place: contracts, compliance, and workforce planning, HR teams often ask what types of roles are best suited for contract hiring.
Contract employment works best in roles that are clearly defined, time-bound, and outcome-driven. These roles typically require specific expertise and quick deployment, helping companies keep pace with shifting priorities and rapid implementation.
1. High-Demand Contract Roles Across Key Sectors
Many organisations now rely on contract staff to fill immediate workforce gaps and deliver project goals. Below is a breakdown of high-demand contract roles by sector:
Certain scenarios benefit more from contract hiring. These include:
Digital transformation projects: Contract teams are brought in to implement AI tools, redesign internal systems, or accelerate development timelines.
Expansion into new markets: Companies entering new regions often use contract staff to test local operations or provide temporary coverage during setup.
Seasonal surges and campaigns: Industries such as retail and logistics expand their teams during festive periods, year-end reporting, or national sales events.
Compliance and regulatory deadlines: Organisations preparing for audits or responding to new ESG and PDPA requirements often engage compliance specialists or policy analysts on short-term contracts.
High-impact product or service launches: Contract professionals support time-sensitive rollouts in areas like app launches, CRM refreshes, and new service pilot programmes.
How to Hire a Contract Employee Successfully: Key Takeaways
Understanding how to hire a contract employee in Singapore has matured into a smart strategy for building flexible, future-ready teams. Beyond filling gaps, it’s now a way to scale fast, pilot new functions, and control costs—without the overheads of permanent hires.
As covered in this guide, successful contract hiring requires more than speed. It hinges on working with partners who ensure proper classification, regulatory compliance, and access to sector-specific talent. Working with an experienced recruitment agency in Singapore like Trust Recruit ensures you get the right contractors while maintaining full legal compliance.
With the right structure in place, contract workers become a long-term asset, not just a temporary fix.
Done right, it’s not about short-term work. It’s about designing a workforce model that evolves with your business.
How to Find a Job in Singapore: 2025 Market Guide
The Singapore job market is no longer the same playing field it was a year ago. As of Q1 2025, we are seeing an 8% decline in job postings. Job seekers are facing longer response times, more application ghosting, and interview rounds that stretch for weeks without resolution. Even roles in high demand sectors like tech or digital marketing are becoming fiercely contested.
Understanding these shifts is crucial for adapting your job search strategy in Singapore. It’s a structural recalibration as Singapore’s economy digests rapid digitalisation, a shifting geopolitical climate, and changing employer expectations. To find a job successfully in this environment, job seekers must be clear-eyed, flexible, and deliberate in their approach. This guide explores how to navigate the slowdown, identify your best opportunities, and execute a winning job search strategy.
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Singapore Job Market: High-Demand Sectors for Your Job Search
When learning how to find a job in Singapore’s current climate, looking in the right place makes all the difference. This means aligning yourself with sectors supported by national economic strategy and long-term investment. For your job search success, it’s no longer about “what jobs are hot,” but “what roles are evolving with Singapore’s future.”
Job Search Singapore: Build ATS-Smart Resumes That Get Results
Once you’ve identified the right sectors and roles, the next obstacle is getting noticed. That starts with getting past the recruitment tools screening your application: Applicant Tracking Systems (ATS). Even well-written resumes can get filtered out simply for not mirroring job keywords.
The key to successful job searching in Singapore’s competitive market lies in showing outcome-based value and contextual relevance. Avoid the one-size-fits-all approach. Instead, think about how your resume can be tailored for each role.
1. What Makes an ATS-Smart Resume?
Applicant Tracking Systems are designed to parse resumes and rank them against the job description. If your resume lacks the right keywords or formatting, you might get filtered out before a human ever sees it.
Practical checklist for your Singapore job search:
Use a clean .docx format with no graphics or multiple columns.
Mirror the exact phrasing of 3–5 job keywords to boost ATS score.
Cover letters should reference the company and highlight why that specific role matters to you.
2. Tell, Then Show: Building Value into Every Line
Recruiters aren’t just looking for responsibilities—they’re looking for results. That’s why every bullet point on your resume should work like a proof point.
Here’s how to structure it:
Start with action – What did you do?
Add context – Why did it matter?
End with results – What changed or improved?
Example transformations:
Don’t:“Handled client onboarding.” Do:“Streamlined client onboarding flow, reducing activation time by 25% over 3 months.”
Don’t:“Manage social media accounts.” Do:“Led Instagram strategy, increasing follower growth by 80% and driving 3K+ click-throughs to the website.”
This method makes your resume less of a list—and more of a performance snapshot.
3. Don’t Underestimate the Cover Letter
While some employers make it optional, many hiring managers still review cover letters when deciding between shortlists. It’s your chance to personalise your pitch and show that you’re serious about finding the right job, not just sending out mass applications.
What a good cover letter does:
Mentions the company and specific role by name
Relates a past experience directly to the role’s requirements
Includes a short insight into why this job matters to you now
Mini framework: “After leading several backend improvement projects in the logistics sector, I’m excited about this opportunity at [Company]—particularly your recent shift toward predictive analytics. This aligns closely with the work I did with [Past Company], where we shortened delivery time by 40% through route-based automation…”
Tip: Run your final resume through Jobscan or SkillSyncer against the job description to improve match rate. Trust Recruit’s own guide to write a candidate profile is a great place to start.
LinkedIn Optimization for Singapore Job Search Success
In Singapore’s tight job market, visibility becomes a serious advantage. The strongest candidates use LinkedIn as their career home base: a place to tell a focused story, showcase their unique strengths, and engage with their industry in real time.
1. Turn Your Profile Into a Clear, Compelling Career Narrative
Think of your profile as a recruiter’s first impression—and a preview of your value.
Here’s what makes a profile stand out:
Headline that signals function and strength Don’t:“Unemployed and looking” Do:“UX Writer | Microcopy • Onboarding Flows • Fintech”
About section that combines clarity and personality Tell them what you do, who you help, and what you’re great at. “I simplify complex workflows into clear, intuitive copy. Previously helped scale a product that onboarded 200K+ users.”
Featured section that brings your work to life Link a project, a portfolio, a case study—even a simple Notion page or PDF. Don’t wait for an interview to prove your skills.
Experience section that shows impact, not just tasks Use action verbs + outcomes. “Reduced onboarding time by 35% through redesigned user flow.”
While your profile shows who you are, your activity shows what you care about. People hiring today often check how a candidate interacts before deciding to reach out. The goal isn’t to go viral—it’s to stay visible and credible.
You can:
Share takeaways from a project or course
Comment on product launches, news, or hiring updates in your field
Reflect on a career lesson, event, or even a rejection you learned from
This doesn’t just build engagement—it builds trust. You show up not just as a job seeker, but as someone actively thinking, learning, and contributing.
Tip: Ask Yourself Three Questions Before you hit “Save” on your profile, ask: Can someone tell what I do—and want to do—within 5 seconds? Do I give them proof, not just promises? Have I posted or commented in the last 7 days? If the answer is no, update and show up. LinkedIn is more than a resume. It’s your professional presence—live, evolving, and visible to the people who matter.
Singapore Professional Networking: Build Meaningful Connections
The word “networking” often conjures up awkward chats at events or cold LinkedIn messages. Rather than relying on traditional networking, successful job seekers in Singapore are finding real value in curated digital communities.
What’s changed? The shift from transactional outreach to value-driven engagement. Singapore’s professional groups on Telegram, Slack, and LinkedIn now operate more like learning collectives than job boards.
EDB & IMDA events for future industries like AI, robotics, green tech
Instead of asking “Can you help me find a job?”, consider:
“What’s one thing you wish you knew before entering [industry]?”
“What do you think makes a strong candidate for [role] in your company?”
Tip: After every chat or connection, record key takeaways and next steps in a Notion doc. This isn’t just polite—it builds your job search strategy over time.
Reframe Contract Roles as Strategic Moves
Many job seekers hesitate to take short-term contracts, seeing them as less prestigious than permanent roles. But when learning how to find a job in Singapore’s 2025 market, contract roles often serve as stepping stones to long-term careers—especially in high-turnover sectors like healthcare, logistics, and tech startups.
In fact, more companies are hiring on 6–12 month terms as part of “try-before-you-hire” models, particularly for roles involving transformation, automation, or digitalisation.
Why contract roles should be part of your job search strategy:
They get you in quickly, bypassing longer perm hiring processes.
They let you build domain experience, especially if you’re changing industries.
They demonstrate agility—an increasingly sought-after trait post-COVID and AI disruption.
Case in point: A mid-career applicant shared on LinkedIn that her 8-month role at a logistics firm began as a maternity cover but converted to full-time after she digitised their inventory system. Visibility + impact = permanence.
How to Find a Job in Singapore: Finding Success in 2025’s Competitive Market
The 2025 job market in Singapore demands a more strategic approach to job searching: strategic clarity, visible growth, and long-term alignment. Whether you’re switching industries or returning from a break, your edge is in showing intent. Employers want candidates who understand where the market is headed—and how they can add value.
At Trust Recruit, recruitment agency in Singapore, we’ve seen firsthand how consistency, adaptability, and a focused strategy can still open doors—even in uncertain times. The right job might take longer to land, but with the right approach to finding a job in Singapore’s evolving market, success is within reach.
Upskill in Singapore’s Workforce: Future-Proofing Your Career
In today’s volatile economy, the pace of change is unrelenting—and the pressure is mounting on both employers and employees to evolve. Upskilling in Singapore is no longer a “nice-to-have” but a career imperative. As industries undergo digital transformation, workforce expectations shift, and government policy pivots towards long-term resilience, learning has become the new currency of employability.
This article explores how learning is reshaping Singapore’s workforce, why the Ministry of Manpower (MOM) is calling for structural change, and what both employers and employees must do to stay relevant.
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Singapore’s Workforce Landscape: Skills Gaps and Rising Expectations
Singapore’s labour market remains structurally tight, not due to a lack of jobs but a growing mismatch between available roles and in-demand skills in 2025. The unemployment rate hovers near record lows, yet many employers report difficulty finding qualified talent—particularly in growth sectors like tech, finance, sustainability, and advanced manufacturing.
Amid this imbalance, employees are raising their expectations. 3 in 4 workers in Singapore now consider training and development a key priority when evaluating job opportunities. This is no longer limited to fresh graduates or entry-level talent. Mid-career professionals are also recalibrating what career stability means, with learning and adaptability taking centre stage.
More than ever, the ability to grow within a role is a top reason people choose to stay. The absence of it? A growing reason they leave.
Upskilling as Currency: How Learning Drives Career Development in Singapore
In this new climate, learning has become more than a checkbox benefit—it’s the lens through which jobseekers assess long-term fit. For younger professionals, training opportunities signal whether a company is invested in their growth. For seasoned talent, continuous upskilling is a way to remain relevant amid technological disruption.
This shift is redefining what it means to be a competitive candidate. Skills like AI literacy, digital communication, agile thinking, and cross-functional collaboration are no longer niche—they’re baseline. And they’re influencing everything from hiring decisions to promotion criteria.
Smart employers are responding. Companies are integrating learning into performance management frameworks, building internal academies, and enabling cross-training across departments. Those that don’t risk losing high-potential talent to organisations that do. As a leading recruitment agency in Singapore, Trust Recruit has observed this trend across multiple industries, with candidates increasingly prioritizing employers who offer robust learning opportunities.
Professional Education in Singapore: The MBA Rebound and Skill Development
One of the strongest indicators of Singapore’s shifting workforce mindset is the renewed interest in postgraduate education—especially MBAs and executive programmes. This trend is most notable among professionals in their 30s and 40s.
Here’s what’s driving the surge:
The education shift from “Credentials” to “Capability” Today’s learners aren’t chasing credentials for vanity. They’re seeking the tools to lead, adapt, and stay ahead in increasingly complex markets.
MBAs as strategy accelerators These programmes offer structured learning in high-value areas such as strategic thinking, financial decision-making, innovation and digital transformation, as well as cross-functional leadership.
Executive education as a transition tool Mid-career professionals—especially those in industries facing saturation or automation—are increasingly turning to postgraduate diplomas and certificates to pivot into tech and data-driven roles, ESG and sustainability functions, as well as business transformation and operations.
For employers, this presents an opportunity: co-fund these ambitions, offer flexible study arrangements, or risk losing your most forward-thinking talent.
Singapore’s MOM Strategy: Building an Upskilled Workforce
Rather than letting go of staff when roles become obsolete, MOM encourages employers to redeploy them into adjacent functions.
This calls for the use of structured internal mobility frameworks and skills-mapping tools such as the Skills Framework by SkillsFuture Singapore, which identifies transferable competencies across job families. Employers can also partner with WSG’s Career Conversion Programmes (CCPs) to retrain employees for new roles within the company or industry.
2. Invest in Lifelong Learning
Learning should not be reactive or limited to annual workshops. Companies are encouraged to embed learning in daily operations through methods like microlearning, mentorship, and just-in-time modules.
Enterprise Training Support (ETS): Helps employers defray training costs and build learning systems aligned with business transformation.
3. Plan for Inclusion and Progression
Career advancement must be accessible across all employee levels—not just senior staff or high-performers. This involves implementing transparent job architectures, clear progression ladders, and role-specific upskilling pathways.
Workfare Skills Support (WSS): Helps lower-wage workers access training and receive course fee subsidies and cash incentives.
How to Upskill in Singapore: Employee Development Strategies
If you’re an individual navigating your career in this evolving market, here are specific steps to take:
1. Run a Personal Skills Audit
Use tools like MySkillsFuture to assess your current capabilities and identify skill gaps relative to your career goals.
2. Stack Skills Strategically
Don’t just chase certifications. Build complementary skill sets. For example, a finance professional might stack ESG reporting with data visualisation and risk analytics.
3. Tap Company Resources
Propose a learning plan to your manager. Highlight how it supports both your development and the company’s evolving needs.
4. Engage with Industry Communities
Platforms like TechLadies, SGInnovate, and Young NTUC offer networking, learning, and mentorship opportunities that accelerate exposure and growth.
5. Consider Formal Education for Pivots
If you’re eyeing a leadership role or industry switch, consider an MBA, postgrad diploma, or part-time degree—especially those aligned with national upskilling priorities.
6. Stay Visible to Strategic Employers
Register with platforms like Trust Recruit to access curated job matches, career coaching, and recruiters who understand the value of transferable skills. Submit your resume today or send an inquiry to connect with our specialist recruitment consultants who can guide your upskilling journey and match you with employers that value continuous development.
Future-Proofing Careers: The Value of Upskilling in Singapore
Upskilling in Singapore is the new foundation for career longevity. For employers, it’s the most sustainable way to close skills gaps and build organisational resilience. For employees, it’s how you future-proof your career path in a market that rewards agility and growth.
Whether you’re a hiring manager, HR leader, or professional at a crossroads, the faster you invest in capability, the better positioned you are for what’s next.
How to Secure a Job: 7 Proven Strategies That Work in 2025
Across Singapore, roles in finance, logistics, marketing, and admin are being reshaped by automation and data-driven systems. SkillsFuture Singapore estimates that nearly 1 in 2 workers will need to re-skill, especially those in customer-facing or routine-heavy jobs.
Simultaneously, demand is rising in digital services, sustainability, and advanced manufacturing. In 2023, the digital economy contributed S$113 billion to Singapore’s GDP and created over 208,000 jobs. Employers are hiring differently — prioritising adaptability, cross-functional skills, and real-world relevance over paper qualifications.
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What Makes a Job “Secure”?
Today’s definition of job security has shifted. Instead of a “forever job,” a secure job is one that evolves with the market and offers:
Growth sector positioning: Roles in tech, finance, healthcare, logistics, and the green economy are being prioritised in the Industry Transformation Maps (ITMs) launched by the Singapore Government.
Adaptability over routine: Jobs that evolve with technology—like data science, UX design, or digital compliance—are more secure than those with repetitive tasks easily replaced by AI.
Commitment to upskilling: Companies that provide employees with access to SkillsFuture, LinkedIn Learning, or their own internal academies are investing in long-term capability.
Quick Self-Check:
Is your job in a protected, growing industry?
Are you using tech and data regularly?
Do you feel encouraged to keep learning?
If you answered “no” to any, it may be time to reassess.
7 Proven Strategies to Secure a Job
1. Master Strategic Networking
Networking has become a strategic advantage. According to the Job Vacancies Report 2023, the share of newly created positions rose to 47.3% in 2023, the highest since 2018. This indicates a dynamic job market where proactive networking can lead to opportunities. To build a network that supports your job search and growth:
Attend employer-heavy events. Conferences like SWITCH, Singapore FinTech Festival, and HR Tech Festival Asia attract C-suite leaders and hiring managers. Breakout sessions and side events offer real face time that job portals can’t.
Use LinkedIn to show relevance. Don’t just update your profile—post insights, share learnings, and comment on industry news. This signals you’re active, informed, and worth noticing.
Join niche communities. Groups like TechLadies, Designers SG, and HR Community Singapore often share early job leads. Active members build reputations—and get referred faster.
Consistent and genuine engagement not only increases your visibility but positions you as a proactive professional and a preferred candidate.
2. Build Authentic Professional Relationships
Once visibility is established, the next layer is trust. While networking opens doors, it’s strong relationships that determine who invites you in. In Singapore’s referral-based job market, people are more likely to recommend those they know well.
A LinkedIn poll found that 66% of respondents consider networking and personal connections pivotal to a successful job search. But beyond initial outreach, it’s the consistency and intent that truly build lasting momentum.
Here’s how you can nurture relationships over time:
Reach out with purpose. Don’t wait until you need something. Start conversations around shared interests or career journeys. Thoughtful questions show you’re genuinely engaged.
Offer value first. Share an article, make an intro, or send a quick congrats. Small, relevant gestures go further than generic check-ins.
Stay in touch naturally. A short message every few months—“Thought of you when I saw this”—keeps the connection warm without forcing it.
In a market where referrals carry weight, professional relationships often make the difference between being considered and being chosen.
3. Develop Compelling Communication Skills
After establishing visibility and building trust, articulate your value with clarity and confidence. The Skills Demand for the Future Economy Report highlights communication as one of the top five critical core skills consistently sought after by employers across various sectors.
To enhance your communication and stand out:
Use the STAR method to structure your stories. Prepare 3–5 concise examples that highlight key skills—like leadership or problem-solving—using Situation, Task, Action, and Result. Rehearse until each is clear and under two minutes.
Make your resume outcome-driven. Start with action verbs and back up your claims with results. Replace “Handled digital campaigns” with “Led campaigns that boosted leads by 40% in Q2.” Every line should show business impact.
Communicate clearly across digital channels. From emails to video calls, be concise, professional, and audience-aware. Use clean formatting, adapt your tone, and stay responsive—your communication style reflects your readiness.
By honing communication skills, you present yourself well to potential employers and enhance your ability to collaborate and lead within any organisation.
Today, factors such as inclusion, fair treatment, and psychological safety are no longer optional —especially with Singapore’s Workplace Fairness Legislation beginning to shape future employer obligations.
To assess culture before joining:
Review how the company presents itself. Look at their LinkedIn, careers page, and leadership posts. Are they highlighting team growth, values, or just achievements? What they focus on often reflects their internal priorities.
Ask specific questions during interviews. Instead of broad questions about culture, ask: “How is feedback shared?” or “What does collaboration typically look like on your team?”
Listen for tone and emphasis. Pay attention to how the interviewer describes the team. Do they mention autonomy and development—or only deadlines and KPIs?
Look for clear people policies. Programmes like mentorship, learning budgets, or hybrid work support often signal that the company invests in its people.
Knowing how a company works will help you decide whether that way of working suits you.
Whether it’s finance, logistics, marketing, or public service, roles now come with new expectations—especially in how you use technology, analyse data, or contribute to sustainability targets. To build a future-ready skillset:
Develop AI-enabling skills.
Tools like Microsoft Copilot, Notion AI, and ChatGPT are now standard in many roles.
Hiring managers look for people who can use AI to speed up analysis, structure content, or enhance communication—not just engineers.
Add sustainability to your portfolio.
ESG reporting, sustainable procurement, and green operations are now hiring criteria in both MNCs and local enterprises.
Short courses in sustainability frameworks or climate governance are becoming key differentiators.
Stack skills with purpose.
A product manager might pair UX fundamentals with agile certifications and stakeholder management.
A business analyst could focus on data visualisation, SQL, and dashboard tools like Power BI. Focused skill clusters show intent and readiness more than one-off courses.
AI fluency, green economy capabilities, and data proficiency were listed among the most in-demand cross-sector skillsets. These reflect where both hiring and national investments are heading and influencing how employers shortlist talent.
Once you’ve built the right skills and credentials, it’s now about making them known. Most recruiters use ATS (Applicant Tracking Systems), and hiring decisions often begin with a 10-second scan, clarity and relevance matter more than length or layout.
To improve how your application is received:
Tailor your resume to the job description.
Mirror keywords and phrasing used by the employer, especially in the first third of your CV.
ATS tools used by large companies like Shopee, Singtel, and GIC will filter based on this alignment.
Focus on outcomes, not tasks.
Start bullet points with action verbs and include numbers wherever possible.
Instead of “Managed internal events,” say “Led 4 annual townhalls with 95% employee satisfaction scores.”
Use a clean, mobile-readable format.
Avoid graphics, sidebars, and columns that may confuse ATS software.
Stick to one column, sans serif fonts, and export in PDF unless requested otherwise.
Match your voice across platforms.
Check that your resume, LinkedIn profile, and cover letter reinforce the same narrative—clear, updated, and relevant to the role you’re targeting.
Keep a versioning system.
Maintain different resume versions for different job types or industries, and track which one you’ve used where. This helps if you’re juggling multiple roles across functions.
Every detail should support the role you’re applying for and make it easier for a recruiter to move you to the next round.
7. Master the Modern Interview Process
You’ve made it past the screening. Now comes the real test: showing up with clarity, confidence, and credibility in front of key people. Most roles require multiple rounds of interviews, looking for: capability, mindset, communication, and alignment with the company’s direction.
Here’s how to handle it:
Expect five stages, not one. Common interview flows include: recruiter screen → hiring manager round → technical/case task → stakeholder or cross-functional interview → references.
❗Don’t assume early conversations are informal—every stage matters.
Make your impact measurable. Frame your examples with STAR, and back them with outcomes. Instead of saying “I led a team,” go with “I led a 5-person team on a 6-week sprint that reduced onboarding time by 20%.”
Rehearse for online interviews. Ensure your lighting, sound, and background are set up professionally, and maintain virtual eye contact throughout.
Each interaction is a chance to show how you think, how you listen, and how you align with the team’s rhythm. Prepare for it like it matters—because it does.
Avoiding Common Job Search Pitfalls
Even experienced jobseekers slip into habits that hold them back:
Skipping research – sending a resume without knowing a company’s goals or values shows. A quick look at the company website or LinkedIn profile helps to ask better questions in interviews.
Mass applying – more effective to focus on roles that fit and customize each application.
Ghosting recruiters—a short reply keeps doors open. A targeted, professional search leaves a stronger impression than 50 generic CVs.
A good resume may get you noticed, but a thoughtful, well-executed strategy is what gets you hired. Employers pay close attention to how candidates adapt, communicate, and take ownership of their career path—from the first application to the final interview.
Whether you’re starting out, making a career shift, or rejoining the workforce, these strategies offer a clear way forward. If you’re searching for in-demand roles or tailored support through strategic recruitment and talent acquisition, Trust Recruit works with companies across sectors to match candidates to long-term opportunities where they can grow.
Jobs in Demand in Singapore 2025: How to Stay Ahead
Singapore’s job market is at an inflection point, with industries undergoing rapid transformations in response to global trends, technological advancements, and economic shifts. While opportunities for in-demand jobs in Singapore continue to grow, the skills required to secure these positions are evolving just as quickly.
With AI reshaping industries and economic uncertainty looming, many professionals are questioning their next steps. Even major players like Meta are tightening operations, cutting 5% of jobs to brace for an “intense year.” But while some industries contract, others are expanding. Instead of second-guessing, let’s explore where the opportunities are, the most in-demand roles, and how you can future-proof your career in 2025.
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Singapore Job Market Trends: Key Shifts from 2024 to 2025
If 2024 was the year of economic recovery, digital acceleration, and workforce restructuring, 2025 is shaping up to be the year of industry reinvention and competitive upskilling.
Last year, Singapore saw record-high foreign investment commitments, with S$13.5 billion injected into the manufacturing and digital sectors.
The tech industry experienced a major shift as AI adoption surged, with companies integrating ChatGPT or even the latest disruptor DeepSeek into core business operations.
Meanwhile, sustainability took center stage with the government unveiling stricter Green Plan 2030 regulations and increased funding for renewable energy projects.
In contrast, 2025 will be defined by the rapid restructuring of workforces, an increasing reliance on automation, and the urgent need for businesses to address talent shortages in emerging sectors.
While traditional roles in finance, logistics, and manufacturing remain stable, the demand for AI specialists, green economy professionals, and digital security experts is growing faster than ever.
1. Transportation & Logistics: In-Demand Jobs in Singapore’s Global Trade Hub
With a 67% net employment outlook, Singapore’s role as a global trade hub is expanding, thanks to increased e-commerce activity, supply chain resilience strategies, and automation.
2. Healthcare & Life Sciences: The Race to Meet Demand
Singapore’s ageing population and increasing healthcare needs are accelerating job growth in the healthcare and life sciences sector, with a 27% net employment outlook. The focus is expanding beyond traditional roles, with rising demand in elder care, mental health, medical research, and healthcare technology.
In-demand roles: Geriatric & Home Care Nurses, Mental Health Professionals (Clinical Psychologists, Occupational Therapists), Biotech & Medical Researchers, Radiation Therapists, Healthcare Data Analysts
3. Information Technology: The Powerhouse of Digital Transformation
With a 28% net employment outlook, Singapore’s IT sector continues to thrive as businesses accelerate digital transformation.
The surge in AI adoption, cybersecurity risks, and cloud migration has made tech talent indispensable, with companies prioritising innovation and security to stay competitive.
In-demand roles: Cybersecurity Experts, AI & Data Science Professionals, Cloud Computing Engineers, Full-Stack Developers, AI Product Managers
As companies implement the Flexible Work Arrangement (FWA) Tripartite Guidelines in December last year, they are also investing in digital ecosystems and collaborating/remote working platforms to enhance collaboration, project management, and performance tracking.
This means employees must adapt beyond just working remotely—they need the right skills to thrive in this evolving landscape.
→ To thrive, job seekers should:
Develop digital fluency, master platforms like Slack and Microsoft Teams.
Cultivate self-management skills to excel in the evolving hybrid workplace.
#3. Skills-Based Hiring Over Qualifications
Companies are shifting towards skills-based hiring, valuing hands-on expertise over formal degrees. To stay ahead, job seekers must showcase their abilities through certifications and real-world projects that demonstrate their practical knowledge.
Here’s how to stand out in key industries:
1. Data Analytics & Business Intelligence
Businesses rely on data-driven decisions, creating high demand for analytics experts. Employers seek professionals who can extract insights and present actionable strategies.
Build experience: Contribute to Kaggle projects or freelance in analytics.
2. Sustainability & ESG
Singapore’s push for net-zero emissions by 2050 has made sustainability expertise a priority. Companies need professionals who can integrate ESG principles into business strategies.
Gain hands-on experience: Work on corporate sustainability projects or volunteer in environmental initiatives.
3. UX/UI Design
With the rise of digital-first experiences, employers prioritise designers who can improve usability and engagement across platforms. A strong portfolio is key to proving expertise.
Gain experience: Work on automation projects or contribute to open-source robotics.
How to Stay Competitive in Singapore’s Job Market in 2025
With industries evolving rapidly, employees need to proactively adapt, upskill, and position themselves strategically to remain competitive in Singapore’s job market. Here are key steps professionals can take to ensure long-term career growth:
1. Upskill in High-Demand Areas
Employees should consider certifications, micro-credentials, and online courses to build relevant expertise. Here’s where demand is growing:
Cloud & Cybersecurity
Who’s hiring? Singtel and GovTech are expanding cloud and security teams.
While technical skills remain crucial, employers increasingly value soft skills such as adaptability, leadership, and critical thinking. As hybrid work and automation transform how teams collaborate, employees should strengthen:
AI is no longer a job threat—it’s a career enhancer. Professionals should learn how to utilise AI tools to streamline processes, boost efficiency, and value add. Some actionables include:
Familiarise with AI-productivity tools such as ChatGPT, Gemini, and JasperAI.
Take courses on AI literacy and machine learning fundamentals.
Understand data-driven decision-making to enhance strategic insights.
4. Be Open to Career Transitions
As automation and digitalisation reshape industries, more professionals in Singapore are rethinking their career paths. The demand for adaptable talent is growing, with companies actively hiring mid-career switchers.
For instance, HSBC is recruiting Investment Sales Consultants from diverse backgrounds, while the built environment sector is welcoming professionals into BIM Modeler roles. To navigate this shift successfully:
Target industries with high demand for mid-career talent:
Finance, tech, and sustainability sectors actively seek professionals willing to upskill and pivot.
Platforms like JobStreet highlight such opportunities in roles like Financial Analysts and Digital Transformation Consultants.
How to Thrive in Singapore’s Job Market in 2025
The rules of career success have changed. Job stability is no longer about tenure—it’s about agility. As AI reshapes industries and companies prioritise adaptable talent, professionals must rethink how they stay relevant. In Singapore, the demand for hybrid skill sets is rising—tech fluency is now expected in roles beyond IT, leadership requires digital communication mastery, and mid-career switches are becoming the norm.
Working with a recruitment agency in Singapore can help professionals navigate these changes effectively. The best opportunities in 2025 won’t go to the most qualified, but to those who are most prepared for change.
Ready to pursue the most in-demand jobs in Singapore? Submit your resume today and explore exciting career opportunities through Trust Recruit, your trusted job agency in Singapore.
Singapore’s Workplace Fairness Legislation (WFL) introduces comprehensive legal protections against workplace discrimination, marking a significant milestone in the nation’s employment landscape. Announced during the Second Reading on 7 January 2025, Minister for Manpower Dr. Tan See Leng reinforced that the WFL prioritises fair employment, structured grievance-handling, and mediation over litigation to support both employees and businesses.
For employers, compliance is no longer optional. Understanding these changes isn’t just about avoiding legal risks—it’s about building a workplace that values fairness, transparency, and inclusivity. Here’s what you need to know in 2025.
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Understanding Workplace Fairness Legislation: A Background
Singapore has made steady progress in reducing workplace discrimination, but some challenges remain. According to the Ministry of Manpower’s Fair Employment Practices 2022 report, job search and workplace discrimination cases have declined over the years, reflecting efforts to strengthen fair employment practices.
However, biases still affect hiring and career progression, particularly in:
Age (16.6%) – Older workers face greater difficulty securing jobs and promotions.
Race (7.1%) – Hiring disparities persist in certain industries.
Mental health (5%) – Up from 2.9% in 2021, signalling a growing concern.
Family & caregiving status (4.3%) – Parents and caregivers may face barriers in career advancement.
Gender (4.2%) – Pay gaps and leadership challenges continue.
Nationality (4%) – Preference for specific nationalities remains in some roles.
Impact of Workplace Fairness Legislation on Singapore’s Workforce
The implementation of workplace fairness legislation provides robust protection against common forms of workplace discrimination, emphasising mediation as the primary method for dispute resolution. The interim report on recommendations for workplace fairness legislation published by the Tripartite Committee on Workplace Fairness outlines the structure of this legislation.
The introduction of the WFL will offer significant advantages for Singapore’s workforce.
Stronger Anti-Discrimination Measures: Ensures fair hiring and equal opportunities for all employees.
Workplace Diversity & Inclusion: Promotes a culture that values different backgrounds and experiences.
Protection Against Retaliation: Safeguards employees who report discrimination or harassment.
Key Provisions of the Workplace Fairness Legislation
Unlike before, businesses that violate the WFL now face legal consequences, including Ministry of Manpower (MOM) intervention, monetary penalties, and reputational risks. Here are some of key features to note:
1. Expanded Legal Protection for Employees
The WFL formally prohibits workplace discrimination, covering a broad range of protected characteristics to ensure that all employees have equal access to career opportunities.
📌 Employers cannot discriminate based on:
Age → Employers cannot reject qualified candidates based on age. Any age-related hiring criteria must be justified.
Nationality → Fair hiring practices are required. Job postings cannot favour specific nationalities unless legally necessary.
Sex & Pregnancy → Women must have equal opportunities in hiring, promotions, and pay. Maternity and caregiving cannot limit career growth.
Mental Health → Employees cannot be penalised for mental health conditions. Workplaces should provide reasonable accommodations.
Marital & Caregiving Status → Family responsibilities cannot impact promotions or key opportunities. Performance must be the deciding factor.
Race, Religion & Language → Hiring and promotions must be merit-based. Language requirements must be job-related, not exclusionary.
Example: Previously, a hiring manager might have avoided hiring candidates above 50 years old, assuming they would struggle with new technology. Under the WFL, this is illegal, and hiring decisions must be based purely on qualifications and experience.
2. Workplace Fairness Applies to Every Stage of Employment
Discrimination is no longer just about hiring—it applies at every stage of employment, ensuring that employees receive fair treatment throughout their careers.
📌 What does this mean for businesses?
Pre-employment → Hiring must be based on capability and qualifications, with job descriptions free from unfair exclusions / bias.
During employment → Promotions, pay raises, training, and feedback must be performance-driven, not based on personal traits.
Exit from employment → Dismissals and retrenchments must be fair, documented, and free from bias.
Example: A company cannot overlook a female employee for a leadership position due to an assumption that she will prioritise family over work. Decisions must be based on performance and suitability for the role.
3. Stricter Regulations on Job Advertisements
Employers must ensure that job advertisements do not contain biased language that could discourage certain groups from applying.
📌 What’s changing?
No more vague preferences → Phrases like “young and dynamic team” or “preferably Singaporean” are prohibited unless legally justified.
Language requirements must be justified → If a company requires fluency in a specific language, it must prove that it is essential for the role (e.g., customer-facing jobs in certain markets).
Example: A job advertisement stating “Only Mandarin-speaking candidates preferred” is illegal, unless the employer can demonstrate that Mandarin is a necessity for the role.
4. Stronger Protection Against Retaliation
A major enhancement under the WFL is protection against retaliation for employees who report workplace discrimination or harassment.
📌 What does this mean?
Employers cannot retaliate against employees who report unfair treatment, whether internally or to MOM/TAFEP.
Retaliation includes wrongful termination, salary reductions, exclusion from projects, or workplace harassment.
Example: If an employee reports bias in promotions, their employer cannot cut their bonus or reduce their responsibilities as a penalty.
5. Mandatory Grievance-Handling Procedures for Employers
All employers must implement structured grievance-handling processes, ensuring that employees can report discrimination in a fair and transparent manner.
📌 Employer responsibilities include:
Clear reporting channels → Employees must know where and how to file complaints.
Formal documentation → Companies must document every discrimination case for accountability.
Timely investigation and resolution → Complaints must be addressed within a reasonable timeframe with clear communication of outcomes.
Example: A company must have a formal and confidential process for employees to report unfair treatment without fear of backlash.
6. Temporary Exemption for Small Businesses (Under 25 Employees)
To ease compliance, businesses with fewer than 25 employees are temporarily exempt from WFL requirements for the first five years. However, this exemption will be reviewed, meaning SMEs must still prepare for eventual compliance.
📌 To prepare, SMEs should:
Establish Fair Recruitment and Talent Acquisition Processes: ○ Ensure job advertisements focus solely on relevant qualifications and experience. ○ Standardise interview procedures to assess candidates based on merit.
Develop Clear Grievance Handling Procedures: ○ Create a transparent system for employees to report concerns. ○ Maintain confidentiality and address issues promptly to foster trust.
Educate HR and Management Teams: ○ Provide training on the WFL and fair employment practices. ○ Promote awareness of unconscious biases and how to mitigate them.
Regularly Review Employment Policies: ○ Align company policies with the latest guidelines from the Tripartite Committee on Workplace Fairness. ○ Stay updated on legislative changes to ensure ongoing compliance. By taking these steps, SMEs can create an inclusive workplace culture, attract diverse talent, and be well-prepared for future compliance requirements.
By taking these steps, SMEs can create an inclusive workplace culture, attract diverse talent, and be well-prepared for future compliance requirements.
Common Questions About Workplace Fairness Legislation
Currently, Singapore manages workplace discrimination through a combination of regulations and government initiatives. The key legislation addressing workplace discrimination is the Employment Act.
With the Workplace Fairness Legislation now in effect, compliance is a legal obligation for all employers. As one of the leading recruitment agency in Singapore, Trust Recruit understands that real workplace fairness goes beyond policy updates and checkboxes. It’s important to have open dialogues with employees, foresee potential obstacles, and suggest proactive remedies.
In turn, this helps to attract and retain top talent, while improving workplace morale, and ensuring long-term business sustainability. Companies that embed fairness into their culture won’t just comply with the WFL, they will thrive in Singapore’s evolving employment landscape.
Flexible Work Arrangements in Singapore: New Guidelines for 2024
Starting December, there will be a significant shift in the employment landscape in Singapore, as all employers will be obliged to establish a formal process for employees to request flexible work arrangements, according to a new set of tripartite guidelines. These guidelines aim to address the growing need for flexible work arrangements in Singapore’s evolving workforce.
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Why Flexible Work Arrangements (FWA) are Crucial in Singapore?
These progressive guidelines were initiated in response to the government’s acceptance of all the recommendations proposed by a specially appointed tripartite workgroup, which was established with the aim of exploring the implications and feasibility of flexible work arrangements.
The forthcoming guidelines for flexible work arrangements (FWA) in Singapore are being driven largely by the country’s current labour market conditions. As the Minister of State for Manpower, Gan Siow Huang, pointed out in a dialogue on the Tripartite Guidelines on Flexible Work Arrangement Requests, an increasing number of people are assuming caregiving responsibilities.
She mentioned, “Singapore has an ageing population. We know that more and more of us will be caregivers, at some point. It is our duty to create an environment that is supportive so that those people who want to work can continue to work, even while they are managing other family duties at home.”
This critical shift in labour market dynamics makes the implementation of FWA not just a matter of choice, but a crucial step to sustain a robust labour force in the country.
These new guidelines, slated for implementation later this year, will establish norms for employees to request flexibility in their work arrangements. Additionally, they will encourage employers to grant these requests based on business needs.
When Will Singapore’s New Flexible Work Arrangement Guidelines Take Effect?
Singapore’s new guidelines on flexible work arrangement requests are set to take effect on December 1, 2024. From this date, all employers in Singapore will be required to establish a formal process for employees to request flexible work arrangements.
These new guidelines will establish norms for employees to request flexibility in their work arrangements. Additionally, they will encourage employers to grant these requests based on business needs.
When do I Need to Request Flexible Work Arrangements?
1. Parenting Responsibilities
Parents, especially those with young children, may benefit from FWA as they often need to balance work with childcare responsibilities. This could include dropping off or picking up children from school, attending parent-teacher meetings, or caring for a sick child.
Individuals who are responsible for the care of elderly family members may need to attend medical appointments, manage medication schedules, or simply provide companionship during the day. FWA can allow these individuals to meet these responsibilities without compromising their work.
3. Furthering Education
Employees who are pursuing further education, such as part-time degrees or professional certification courses, may need the flexibility to attend classes, study, or complete their assignments.
Individuals with chronic health conditions often need to actively manage their health, including mental health in the workplace. This can involve regularly attending medical appointments for check-ups, treatments, or therapy sessions.
Furthermore, due to the nature of their conditions, they may require rest periods throughout the day to manage symptoms, recuperate energy, or take necessary medication. These rest periods can vary in length and frequency, depending on the specific health condition and severity. They are essential for maintaining the individual’s wellbeing and ability to perform work effectively.
What Are the Types of Flexible Work Arrangements in Singapore?
The new flexible work arrangements guidelines, effecting on December 1, 2024, apply to all employers and employees who have successfully completed their probation period. The guidelines have defined three distinct types of flexible work arrangements:
1. “Flexi-place” arrangements
These arrangements provide employees with the flexibility to work from locations other than the office, including options for telecommuting and working from home.
2. “Flexi-time” arrangements
This FWA type offers employees the ability to work at varying timings without any alterations to their total work hours or workload. This encompasses staggered hours, flexible shifts, and a compressed work schedule.
3. “Flexi-load” arrangements
These arrangements allow employees to choose different workloads with corresponding pay. They include provisions for job sharing and part-time employment.
Formal vs Informal Requests: What You Need to Look Out for
The guidelines mainly address formal requests for flexible work arrangements. These long-term arrangements require careful planning to ensure the business operates smoothly.
Informal requests, such as an ad hoc arrangement to report to work later on a particular day, do not fall within the purview of these guidelines. The guidelines outline the basic requirements that need to be met for formal flexible work arrangement requests to be submitted and duly considered.
How to Make A Flexible Work Arrangement Request?
To initiate a flexible work arrangement, you must submit a formal request in writing. This should align with the protocols established by your organisation, which could involve the use of an HR portal, email, or other official channels. Your request should include the following specifics:
Type of Flexible Work Arrangements: This could include different forms such as opting for remote work, reducing the number of working hours, or requesting a lighter workload depending on your personal needs and circumstances.
❗Remember, opting for a lighter workload could also imply a corresponding reduction in salary, depending on the terms of the flexible work arrangement.
Rationale for the arrangement: Your request should clearly outline your reasons for wanting a change in your work structure, which could be personal commitments, health concerns, or any other factors necessitating greater work flexibility.
The frequency of the arrangement: It’s important to clearly outline how often you would like to utilize the proposed flexible work arrangement. This means detailing if the arrangement is to be enacted on:
a daily basis (starting work two hours later every day)
a weekly basis (such as working from home every Friday)
or a monthly basis (like working half-days for the first week of every month)
The proposed start and end dates: Provide a clear timeline for when you would like the flexible work arrangement to start and when it would end. This helps the HR team to plan and avoid any misunderstanding.
Whilst the new guidelines primarily address formal requests, it doesn’t mean that informal discussions about flexible work arrangements are obsolete.
If previously, you had an impromptu chat with your supervisor about working from home on a day when you had a family commitment, and it was successful, such interactions can continue.
For example, if you find that you need to leave early one day for a personal matter, you can still have a casual conversation with your manager about adjusting your schedule for that particular day.
Example of A Flexible Work Arrangement Request“I propose to modify my daily work hours from Monday to Friday, shifting from 8am-5pm to 10am-7pm. This alteration would allow me to take my five-year-old son to school in the mornings. I suggest this arrangement to start on Jan 1, 2025, and conclude on Dec 31, 2025.”
Next Steps After Making A Request
After your request submission, your supervisor will discuss it with you to reach a beneficial solution. This may require multiple discussions, especially for long-term plans. You’ll need the space to discuss changes to your pay and benefits, new expectations, and operational impacts.
Your employer should respond to your request within two months of receiving it. If the request is denied, employers are required to provide the reason in writing.
Grounds For Request Denial
Grounds for denying a flexible work arrangement request can include:
Increased Costs: If the flexible work arrangement would significantly increase operational costs, it could be a valid reason for denial. This could include costs associated with equipment, infrastructure, or additional hiring to cover the flexible hours.
Reduced Productivity: Employers may deny the request if they believe that the flexible work arrangement will lead to reduced productivity – including concerns about the employee’s ability to perform effectively outside of the traditional office setting.
Need to Hire New Employee: Employers are required to take into account the financial and logistical impact when onboarding new employees. If the implementation of flexible work arrangements necessitates the hiring of additional personnel to fulfil your duties, this could constitute a valid reason for refusal.
Take note that, the company cannot deny your request simply because it doesn’t support remote work or flexible hours, or due to the organisation’s tradition or custom.
In case of a disagreement with your boss, you should attempt to resolve the workplace conflicts within the company. If necessary, your union can provide advice and assistance. Employers who disregard these guidelines may face corrective workshops or warnings issued by the Ministry of Manpower (MOM).
Whilst Singapore’s new flexible work guidelines provide a structure for formal requests, maintaining open dialogue with your employers is crucial. As an employee, you should also take into account the effects on your team, proactively suggest solutions to anticipated obstacles, and take the initiative to ensure smoother negotiations and a higher likelihood of a positive outcome.
For job seekers interested in companies that offer flexible work arrangements, consulting with a reputable recruitment agency in Singapore can provide valuable insights into employers who are embracing these new guidelines. These agencies often have up-to-date information on companies’ policies and can help match candidates with employers that align with their work-life balance needs.
In a significant move to support families and strengthen the workforce, Singapore’s Prime Minister, Lawrence Wong, announced comprehensive shared parental leave regulations during the National Day Rally 2024.
These new initiatives include an expanded shared parental leave regulations, scheme, and comprehensive support for jobseekers and displaced employees, reflecting the government’s commitment to fostering a more inclusive and resilient society.
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NDP Rally 2024: List of Benefits to Support Working Parents in Singapore
The NDP Rally 2024 introduced several key benefits designed to support working parents, enhancing work-life balance and promoting shared parenting responsibilities.
1. Expanded Shared Parental Leave Scheme Up to 10-Weeks
One of the key announcements is the introduction of new shared parental leave regulations featuring a 10-weeks Shared Parental Leave (SPL) scheme, designed to provide parents with greater flexibility and time to care for their newborns. This initiative will be rolled out progressively over the next two years.
Phase 1: Effective from 1 April 2025, parents of Singaporean babies will be eligible for 6 weeks of SPL.
Phase 2: By 1 April 2026, the scheme will be fully implemented, offering 10 weeks of SPL to eligible parents.
The government will fully fund the SPL, with a cap of S$2,500 per week (up to approximately S$10,000 per month). This new policy enhances existing maternity and paternity leave entitlements, significantly increasing the total paid leave available to parents.
2. Flexibility in Leave Allocation
The SPL can be utilised by either parent, providing families with the flexibility to distribute the leave based on their caregiving needs. The default arrangement will equally split the leave between both parents:
For babies born between 1 April 2025 and 31 March 2026: Each parent is entitled to 3 weeks of SPL.
For babies born from 1 April 2026 onwards: Each parent will receive 5 weeks of SPL.
Parents may reallocate their leaves within the first four weeks after childbirth through the LifeSG app. Any changes requested after this period will require employer approval.
3. Enhancement of Existing Parental Leave
The SPL scheme will replace the previous arrangement allowing working mothers to share up to 4 weeks of their maternity leave with their spouses. Additionally, paternity leave will be increased starting 1 April 2025, reinforcing the government’s support for active fatherhood and shared parenting responsibilities.
4. Support for Larger Families
In recognition of the challenges faced by larger families, PM Wong also indicated a new support scheme for families with three or more young children will be introduced. Further details are expected to be provided at Budget 2025 next year.
NDP Rally 2024: List of Benefits to Support Jobseekers in Singapore
This new initiative provides temporary financial assistance to lower and middle-income employees who have been involuntarily displaced from their jobs.
1. SkillsFuture Jobseeker Support Scheme
To meet the needs of an evolving job market, the government has introduced the SkillsFuture Jobseeker Support Scheme, aimed at providing temporary financial assistance to lower- and middle-income employees who have been involuntarily displaced from their jobs.
Key Features of the Scheme:
Financial Assistance: Eligible individuals will receive up to S$6,000 (US$4,566) over a six-month period to alleviate financial pressures during job transitions.
Conditional Support: Recipients are expected to actively engage in upskilling activities, such as training programmes, career coaching, and job matching services, to enhance their employability and facilitate a smoother return to the workforce.
Recognising the importance of continuous learning, especially among mid-career professionals, the government has extended additional support:
Study Allowances: Singaporeans aged 40 and above pursuing full-time studies can avail of allowances up to S$3,000 (US$2,283) per month. This support is also partially extended to those enrolled in part-time courses, encouraging lifelong learning and skill development across various stages of career progression.
Employer Engagement and Implementation and of the New Policies in Singapore
The Singapore government acknowledges the impact of these policies on employers and has structured the rollout to allow ample time for adjustment for businesses:
Gradual Implementation: The phased approach to implementing the SPL scheme allows employers to plan and adapt their operational and manpower arrangements accordingly.
Engagement and Support: Employers are encouraged to work collaboratively with employees to facilitate the smooth adoption of these new policies, ensuring mutual benefits and sustained productivity.
Singapore’s Government’s Commitment to Social Welfare
Credit: National Day Rally 2024
These measures underscore the government’s dedication to strengthening social welfare systems and supporting citizens through various life stages and economic challenges. These initiatives are to build a more inclusive society, where families are supported and individuals can thrive in a dynamic environment.
Prime Minister Wong emphasized:
“These policies are designed to provide our citizens with the necessary support and flexibility to balance work and family commitments while ensuring that those facing employment challenges have the resources and opportunities to reskill and re-enter the workforce.”
Top 5 FAQs About the New Shared Parental Leave Scheme in Singapore
1. Who is eligible for the Shared Parental Leave (SPL) scheme?
The SPL scheme is available to parents of Singaporean babies, including unwed mothers. For fathers, eligibility requires being legally married. The scheme applies to parents of babies born from 1 April 2025 onwards.
Yes. While the default is to split the leave equally between both parents, they have the flexibility to reallocate the leave based on their caregiving needs. This reallocation must be done within the first four weeks after the child’s birth through the LifeSG app.
3. What happens if sufficient notice isn’t given for SPL?
Parents are required to provide early notice of their leave plans within the first four weeks after the child’s birth to facilitate their employer’s arrangements. If the notice is not given in time, employers may ask to defer or adjust the leave plans and have the discretion to not grant leave without sufficient notice.
4. How does the SPL scheme affect self-employed parents?
Self-employed parents who meet the eligibility criteria can avail of the SPL by submitting claims through the Ministry of Social and Family Development’s (MSF) government-paid leave portal. They will receive compensation for the time taken off work to care for their newborns.
5. Will parents on short-term contracts be eligible for SPL?
Yes, parents with irregular employment arrangements, such as short-term contracts, can benefit from the new SPL scheme through the Shared Parental Leave Benefit (SPB). To qualify, they must have worked at least 90 days in the 12 months prior to the child’s birth. They can claim reimbursement from the government for the time taken off work.
Conclusion
The National Day Rally represents a progressive step toward enhancing social support structures, with these shared parental leave regulations marking a significant milestone in Singapore’s workforce policy. By investing in family welfare and workforce resilience, the government is paving the way for a more robust and adaptable society, equipped to face future challenges and opportunities.
These initiatives are expected to positively impact Singapore’s demographic trends, labour market dynamics, and overall societal well-being, reaffirming the nation’s commitment to sustainable and inclusive growth.
The New HR: How AI in Human Resource is Shaping the Future
Generative Artificial Intelligence (AI) is transforming the corporate world in ways we’ve never seen before, notably in the Human Resources (HR) department. According to Gartner, 76% of HR leaders anticipate that if their organisations do not adopt AI solutions, including generative AI in human resource, within the next 12–24 months, they risk falling behind.
Thus, it’s up to HR to guide these changes and drive the adoption of AI in a manner that benefits the organisation while mitigating potential risks.
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How is AI Used in Human Resource?
As businesses embark on digital transformation journeys, HR’s role in adopting Artificial Intelligence (AI), including Generative AI, becomes vital. AI in human resource processes goes beyond automation, enhancing HR functions to create a more efficient and productive environment.
Generative AI streamlines tasks such as recruitment, onboarding, employee engagement, performance management, and payroll processing. For example, AI can automate resume screening, create an ideal candidate profile and reducing hiring bias. AI-powered chatbots assist new employees during onboarding, ensuring a smooth transition.
AI also personalizes communication and support, analyzing employee feedback to provide insights into morale and areas needing attention. Performance management becomes data-driven, with AI offering real-time feedback and identifying trends for additional training or support.
However, this transition presents challenges. Empathy is crucial; HR leaders should lead with compassion and understanding. Effective communication about the changes AI in human resource processes will bring, along with transparency and open dialogue, can alleviate concerns and anxieties.
The Benefits of Employing Generative AI in HR Processes
1. Leading Digital Transformation
Generative AI in the workforce extends beyond just job augmentation and displacement, and includes equipping individuals with the skills necessary to succeed in this dawning era. HR teams need to assist business leaders in balancing the efficiency gains from generative AI in human resource with the human qualities that remain essential for businesses.
For instance, IBM is leveraging its AI to transform their HR and make it more efficient. Their AI tool, Watson, assists in various tasks such as talent acquisition, learning and development, and career advice. Additionally, it is used to predict employee performance, aiding managers in making decisions about promotions and pay rises. This also provided a 96% accuracy rate in anticipating workers who are considering to quit.
Generative AI tools, such as ChatGPT, are revolutionizing HR operations by simplifying tasks like recruitment, onboarding, personal development, and everyday administrative duties. By generating content, analyzing data, and creating reports, these various AI tools could potentially enhance productivity by up to 30%.
A prime example to reference is ADP, a human resources management software and services provider that uses AI to automate repetitive tasks such as time tracking, payroll, and benefits administration. Their AI has significantly improved efficiency, reducing payroll processing time by up to 40% and decreasing errors by 33% due to automated time tracking.
Moreover, Generative AI aids service representatives by summarising phone calls, benefiting both the representatives and the clients. This technology does not replace representatives, but rather, it empowers them to work more efficiently and enhance the client experience.
3. Customizing Employee Services
Apart from improving internal operations, Generative AI can develop new tools for employees to enhance their experience. HR chatbots, like the AI-powered HR assistant provided by Leena AI, can effectively reduces the workload on HR teams via:
Recruitment efforts
Assist with onboarding
Resolve common employee enquiries.
Hilton Hotels implemented LeapIn AI in their recruitment process. This enabled them to fill positions in just 7 days, leading to a 50% reduction in turnover.
Generative AI also allows HR teams to offer intuitive and tailored self-service applications. Advanced AI chatbots can understand context and content, making them more effective than basic models.
Furthermore, Generative AI can facilitate personalised employee services. HR “co-pilots” can guide employees on career development, learning opportunities, personal goals reminders, and even identify when an employee might need stress relief or additional support. It can also aid in creating custom learning and development plans for each employee.
4. Aiding with Payroll Reporting and Processing
Xero employs AI to streamline its payroll processes. The system can project up to 90 days into the future, offer predictive insights, and help detect any potential payroll errors before they happen. This not only saves time but also minimizes the risk of mistakes.
Is AI Going to Replace HR? HR’s Crucial Role in Leading AI Adoption
As businesses increasingly embark on digital transformation journeys, HR’s role in leading the adoption of Artificial Intelligence (AI), including its advanced form, Generative AI, is becoming vital. HR departments have the opportunity to showcase AI’s transformative potential, yet this transition is not without challenges.
1. Planning for Workforce Impact
HR leaders need to plan for the workforce impact meticulously, taking into account how AI will affect jobs and the necessary skills for future business success. HR can play a significant role in guiding people through these changes, ensuring that the human aspect remains central in the organization.
2. The Importance of Empathy
Empathy is crucial during this transition. Given that change can be intimidating, HR leaders should lead with compassion and understanding. HR needs to be mindful of how the introduction of AI will be perceived and received by the employees.
It’s essential to communicate effectively about the changes AI will bring to the organization and the benefits it offers. Transparency and open dialogue can help to alleviate any potential concerns or anxieties. It’s also important to highlight the areas where AI can’t replace human input.
Adopting new tools is part of this journey. HR can learn from other organizations that have successfully implemented generative AI and identify their own use cases. A balanced approach is recommended, involving strategic deployments of generative AI, along with quick-win projects that can help build knowledge and enthusiasm.
4. Addressing Concerns and Ethical Considerations
Concerns about AI adoption are widespread. Kevin Fitzgerald, Managing Director Asia at Employment Hero, suggests that HR leaders need to address these concerns. Prioritizing workforce education is crucial for ethical AI use.
Concerns about AI adoption in HR primarily revolve around:
Ethical use of AI, ensuring fairness and absence of bias, triggers concerns in 65% of AI adoption cases.
Employee privacy, particularly the handling and protection of sensitive data by AI tools, is a concern for 37% of cases.
Trust in the accurate task performance of AI systems is a concern for 26% of cases.
AI governance, meaning the management and supervision of these systems, raises concerns in another 26% of cases.
Notably, 73% of HR professionals think that the rapid progress in AI development should be slowed down.
5. Keeping the Human in Human Resources
While AI can augment businesses in various ways, it is not a replacement for humans. Instead, it enhances the quality and scope of human capabilities. Human interaction remains critical in several aspects:
Empathy and understanding are irreplaceable in customer service or HR. Whilst AI can handle routine queries, human touch is vital for complex or emotionally-charged situations, including conflict in the workplace.
Humans excel in creativity and innovation. Whilst AI can generate ideas based on existing data, humans can think outside the box and envision new concepts.
Ethical considerations require human oversight. AI functions based on its programming and doesn’t possess moral judgement. Humans should be involved in decisions with ethical implications to ensure responsible and ethical use of AI systems.
Despite AI streamlining administrative tasks, HR personnel remain essential. AI lacks the human elements like empathy and understanding needed in complex situations. Creativity, innovation, and ethical supervision, strengths of humans, are irreplaceable. Hence, AI in human resource can augment but not replace human capabilities in HR.
The Best AI Resource for HR and Business Transformation In Singapore
SGTech has unveiled the ‘Generative AI for the Tech Workforce,’ a guide geared towards fostering digital transformation for companies. As a Skills Development Partner, SGTech is entrusted with outlining job roles and skill prerequisites across both tech and non-tech sectors to cater to the changing GenAI landscape.
This resource is particularly beneficial for small and medium-sized enterprises (SMEs) looking to employ Generative Artificial Intelligence (GenAI) solutions and train their staff accordingly. Co-developed by SkillsFuture Singapore (SSG) and AI Singapore (AISG), we hope business owners are well equipped t:
harness GenAI to enhance business efficiency
launch new products and services
The guide also incorporates three GenAI business solution use cases, a tech talent profile, an overview of necessary GenAI skills for employees, and resources to aid business owners in implementing GenAI in their businesses and workforce. It serves as a practical handbook for both businesses and individuals navigating this evolving landscape.
Wrapping Up
In conclusion, the adoption of generative AI in human resource processes can transform the corporate world, offering substantial gains in productivity, employee services, and digital transformation leadership. However, it comes with challenges, including the potential impact on jobs and the need for workforce education on ethical AI use.
HR departments need to spearhead the integration of AI in human resource functions, investing in continuous learning programmes for AI literacy. This ensures employees’ confidence to work alongside AI and maintains the crucial human elements in management. Resources like SGTech’s guide can aid businesses to effectively utilise generative AI in human resource for enhancing efficiency and exploring new opportunities. Additionally, recruitment companies in Singapore are also starting to leverage these AI advancements to streamline their processes and provide better services to their clients.
