Women want to return to work but struggle to find suitable jobs: NTUC-SCWO study finds

• Some eight in 10 women on or who had taken a career break intend to return to work, but many struggle to find suitable jobs.
  
  
• Nearly seven in 10 believe a career break makes finding suitable employment more difficult.
  
  
• 61 per cent want flexible work arrangements, making flexibility the most desired form of return-to-work support.
  
  
• NTUC and SCWO say support must go beyond job placement to ensure women can remain and progress at work, while employers should look beyond career gaps when hiring.

Women who take career breaks want to return to work, but finding jobs that match their experience and caregiving needs remains a challenge, new research has found.

Eight in 10 women polled who had taken or were on a career break said they intended to return to work. In contrast, nearly seven in 10 women surveyed believed taking a career break made finding suitable employment more difficult.

The research, conducted by the Singapore Council of Women’s Organisations (SCWO) in collaboration with NTUC Women and Family, also found that flexibility was a key consideration for women seeking to re-enter the workforce.

Some 61 per cent of women polled identified flexible work arrangements as the form of support they most wanted when returning to work.

The findings were released on 18 September at SCWO's Summit for Action on Gender Equality (SAGE).

The study examined women's experiences throughout the workforce re-entry journey, from taking a career break and preparing to return, to finding a job and remaining in employment.

It drew on 20 focus group discussions involving 120 women in July, an online poll of 502 women aged 24 and above in August, and a review of return-to-work initiatives in Singapore and overseas.

The researchers cautioned that the poll and focus groups were not designed to be nationally representative, and the findings should not be taken as representative of all women in Singapore.

Women preparing to return but suitable jobs remain a challenge

The research found that many women were actively preparing to return to employment by refreshing their skills, updating their CVs and searching for jobs through multiple channels.

But suitable roles that matched both their experience and need for flexibility were not always available.

The challenges also differed depending on how long women had been away from work, their career stage and the type of jobs they were seeking.

Women returning after shorter career breaks generally needed less retraining, while those who had been away longer could face weaker professional networks and changes in technology and workplace practices.

Professionals, Managers, Executives and Technicians (PMETs) placed greater importance on support tailored to their sector, role and seniority, while non-PMETs were more concerned with practical training, predictable schedules, accessible workplaces and viable pay.

NTUC Assistant Secretary-General and NTUC Women and Family Director Yeo Wan Ling said women returning to employment could face different challenges, from balancing work and caregiving to rebuilding their confidence and refreshing their skills.

“Many women who intend to return to work tell us they want to contribute and continue building their careers. But returning is not always as simple as applying for a job,” she said.

She called on employers to look beyond career gaps and recognise the experience, skills and potential of women returning to the workforce.

“The Labour Movement will continue working with employers and partners to create more flexible ways back into work, including flexible work arrangements, job redesign and opportunities to refresh skills, so that women who want to return can do so, and continue to grow in their careers,” she added.

Flexible work could prevent women from leaving in the first place

The research also suggested that efforts to support women should begin before they leave their jobs.

Women considering leaving because of caregiving responsibilities could benefit from workplace adjustments, including greater flexibility over when and where they work.

Such arrangements could help prevent some women from leaving the workforce and subsequently having to navigate the challenges of returning.

The findings were consistent with a 2023 joint survey by NTUC Women and Family and the PAP Women’s Wing, in which 87 per cent of women surveyed said flexible work arrangements were an important factor in deciding whether to remain in or leave a job.

SCWO President Seow Yian San said workforce re-entry should therefore be viewed as a longer journey rather than simply the point at which someone begins searching for a job.

“We need to look beyond simply getting women back into jobs — to whether suitable opportunities exist, whether workplaces are ready to support their return, and whether women can stay and progress once they return,” she said.

Getting a job is only part of the challenge

The research found that securing employment did not necessarily mean a successful return to the workforce.

Some women reported accepting lower pay or less senior positions to obtain working arrangements that better suited their circumstances.

But flexible working arrangements alone might not be enough if women faced unmanageable workloads or limited opportunities for career progression.

The researchers said return-to-work efforts should therefore consider not only whether women secure employment, but whether they can remain in their jobs and continue progressing.

Singapore already has a sizeable network of programmes supporting women returning to work.

SCWO identified 33 non-government initiatives run by 26 organisations, alongside existing public support.

The research suggested the next step was not necessarily to create more programmes, but to better connect job preparation, suitable employment opportunities, employer practices and support after women are hired.

Research to shape workplace and policy recommendations

SCWO will use the findings to develop practical solutions and recommendations for employers, policymakers and other stakeholders.

Its Women's Workforce Inclusion & Re-Entry Working Group will bring together member organisations, non-profit groups, tripartite partners and sector representatives to identify gaps and potential areas for action.

These will include ways to retain women before they leave employment, improve access to suitable and flexible jobs, strengthen recruitment practices and provide different forms of support for women at different stages of their return-to-work journey.

Community organisations can also develop potential solutions through SCWO CoLab's 2026/27 challenge, which focuses on creating better pathways for women returning to work.

SCWO said its longer-term aim was to help women not only return to employment, but also find suitable jobs where they can stay and progress.

For more information on how NTUC can help you in your career, visit the NTUC Women and Family website.