Introduction
Mr Speaker, the Government-Paid Paternity Leave (GPPL) and Shared Parental Leave (SPL) schemes are progressive measures to support families, fostering progressive workplace practices, and strengthening the foundations of our society.
Importance of Sharing Caregiving Responsibilities
The move towards a default 50-50 split of shared parental leave between parents is a bold step in the right direction. This structure sends a strong message about the normalisation of shared caregiving between women and men, not just at home but also in the workplace and in society at large. With this flexibility, fathers are empowered and equipped to step up, take on more active roles at home – building stronger relationships with their children, strengthening marital bonds, and setting a positive example to our children.
Beyond this, by being invested in the everyday runnings of the household, fathers also empower mothers to return to the workplace with a peace of mind. According to MOM statistics, there are some 260,000 women of economic age who are not participating in the workforce. Caregiving responsibilities and, believe it or not, housework are common reasons given for this. Indeed, in NTUC’s #EveryWorkerMatters Conversations Workers Compact Report in 2023, we found that in dual-income families, women were five times more likely than men to be managing housework and caregiving responsibilities, and women workers, unfortunately, were four times more likely to have left their jobs for caregiving than their men counterparts.
A 2021 IPSOS & United Women Singapore survey also found that while close to nine in 10 Singaporeans agree that household chores can be equally shared by husband and wife, gender-defined roles still exist in Singapore. The same study found that, in reality, more women take on the daily responsibilities of cleaning and laundry – tasks that take up daily attention, while men contribute by taking on household repairs and management of tech devices. These are not daily tasks. Hence, Mr Speaker, would we not agree, that many working mothers, especially those returning to their careers, would benefit immensely from the support of a partner who is actively involved in household responsibilities?
With the enhancements to the paternity and shared parental leave schemes, we hope to see more fathers encouraged to “lean in” and support their partners beyond traditional expectations. However, in order for this to happen, workplace norms would need to evolve to not only support but encourage more fathers to take up these leave schemes. As part of change management, companies must have open communications between management and employees, institute fair outcomes-based performance appraisals, and create positive role models. Initiatives such as townhalls, lunchtime parenting talks, and even mentorship circles are good ways to spark conversations and discussion within the workplace, and I would like to ask our Ministry if support and resources can be availed to companies in their change culture process.
Parental Leave Entitlements for Platform Workers
Mr Speaker, I would now like to talk about a group of Singaporean workers who, while traditionally under-served and under-represented, are now making great strides in improving their workplace rights – and that is of our platform workers. With the passing of our recent Platform Workers Bill, our platform workers are recognised for being employee-like and the Labour Movement thanks the Government for taking in our recommendation to include platform operators’ CPF contributions in the calculation of Government-paid leave payments. This adjustment ensures parity with salaried employees, and recognising CPF contributions in leave calculations reinforces the idea that all workers deserve fair treatment when it comes to their parental leave entitlements.
An Ecosystem of Support for Families
Mr Speaker, our parents have shared that while they appreciate the paternity and shared parental leave enhancements, raising a child is a lifelong process, that goes beyond just the first year. While these enhancements address the critical first set of adjustments families must take after their child’s birth, flexible work arrangements, enhanced caregiving leave, extended family support and a trusted ecosystem of care providers must be in place to support our families.
The Tripartite Guidelines on Flexible Work Arrangement Requests will be implemented on 1 December this year, and our parents and working caregivers welcome this move. And in part, this is really because this is not about a one-size-fits-all flexible work arrangement, but one that revolves around requests and hence, revolving itself around the work hours and work plans of our caregivers.
In NTUC’s engagement with 40,000 workers at our #EveryWorkerMatters Conversations, 85% of workers with caregiving responsibilities cited flexible work arrangements as their most preferred form of support. Paid caregiving leave was second, at 64%, and this was a good 20% lower than flexible work arrangements.
Some of our workers have shared their apprehension when it comes to asking for flexible work arrangements, citing that they may face backlash or future discrimination from their employers. In equipping workers and employers with the upcoming rollout, the Labour Movement and the Tripartite Workgroup for Flexible Work Arrangement Requests has provided resources such as templated employee handbooks, training for workers, case studies for companies. And I believe that the upcoming Workplace Fairness Legislation will also no doubt set additional protective safety nets. How can the MSF further support our parents and caregivers by helping to normalise FWAs in the workplace? Can the popular Becky the Bunny “Families For Life” theme become an expanded campaign in workplaces to spark frank discussions and family-friendly programmes in the workplace? This could include encouraging companies to adopt progressive leave practices such as allowing singles to take childcare leave to help look after their nieces and nephews.
Conclusion
Mr Speaker, the enhancements to the GPPL and SPL schemes build a more robust support system for parents in Singapore, promote a fairer caregiving/workplace norm and underscore the importance of shared parental responsibilities. With these enhancements, we are moving closer to a society where every parent, regardless of gender, is empowered and equipped to contribute meaningfully to their family, workplace, and community. This is a very forward-looking policy change that demonstrates our commitment to strong family values and a supportive society. I support the bill. Thank you.
