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Women Returning To Work
At NTUC Women and Family, we understand the unique challenges that come with balancing work and caregiving responsibilities.Our goal is to support you get back to the workforce and empower you to stay by equipping women and caregivers with the right mindset, refreshed skills and knowledge. With targeted programmes and interventions achieve the most effective transitions back to work while also helping to ensure that you remain in the workforce. With the help of our specially tailored programmes for women from all walks of life — from those with caregiving responsibilities, to those who are looking to enter or even return to the workforce, our CUB Programme and Yes, Flex! Jobs provides opportunities for you to be matched with flexible roles with progressive employers that best suits your caregiving needs that align with your life’s priorities.
CUB Programme (C U Back at Work!)
We hope to C U Back at Work, via our CUB Programme — a programme we launched in April 2023 through collaborating with progressive employers that
include flexible training as well as flexible work arrangements.
The CUB Programme (C U Back at Work) provides you with:
Confidence in the workplace
Uplifted skills through training
Better lives and livelihoods
The collaboration with Chye Thiam Maintenance is the first-of-its-kind programme in the cleaning and environmental industry with flexible training and work arrangements, which allow individuals with caregiving responsibilities to transit back into the workforce with ease and a peace of mind.
- Cubbies will receive a monthly salary of $3,000.
- Cubbies will form part of a new elite team of environmental specialists at supervisory level with clear career progression pathways and work on iconic projects.
Other partners that are part of the CUB Programme include:
1. Strides
Better Workplace
Creating a safer working environment entails the efforts of both employees and employers working together in order to make the workplace a better one. As such, NTUC Women and Family’s ‘Better Workplace’ campaign aims to recognize and showcase progressive employers who have demonstrated their commitment in creating better workplaces.
The campaign was initiated after our survey on Gender Discrimination in Workplaces revealed that 23% of our respondents think gender discrimination is prevalent in the workplace, while 41% among them lack sufficient evidence to substantiate it.
When it comes to Company Policies Against Discrimination, the survey revealed that only 1 out of 3 companies have communicated their policies against workplace discrimination, and that those working in large companies (>200 employees) are more likely to have had their companies communicated a policy against workplace discrimination, compared to smaller ones.
You can achieve the same by following these three steps down below:
Step 1: Complete the Work-Life harmony Self-Assessment
Complete the self-assessment by going through all the assessment indicators across 5 sections – Employee Support Schemes; Enhanced Leave Policies; Flexible Work Arrangements; Communication & Utilisation; and Management Support.
Step 2: Refer to the Tripartite Guidelines on Flexible Work Arrangement Requests
With Flexible Work Arrangements (FWAs) becoming an increasingly important part of inclusive workplaces, the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) set out how employees should request for FWAs and use them, and how employers and supervisors should handle FWA requests. Launched in December 2024, these guidelines replace the Tripartite Advisory on Flexible Work Arrangements issued in 2014 and the Tripartite Standard on Flexible Work Arrangements launched in 2017.
For a detailed guide on how to efficiently integrate and implement FWAs for a better workplace, click here!
Step 3: Implement a Managing Workplace Harassment Policy
Adapt the sample Policy on Managing Workplace Harassment provided by NTUC Women and Family and communicate the policy to all employees through multiple platforms, such as HR handbooks, notices or posters, and employee briefings.
Find out how your company can be part of the campaign, please email us at womenandfamily@ntuc.org.sg.
Flexible Work Arrangements
Here’s a fun fact: Back in the 1980s, less than half of women in Singapore were in the workforce. This gave rise to the necessity of early governmental support for FWAs at this point in time, due to how crucial it was to retain women in the labour market. The National Productivity Council was prompted to set up a Task Force on Female Participation in the Labour Force, which recognised the need to provide a wider range of work schedules and arrangements.
As such, NTUC had begun championing for more support for working women in the form of FWAs since the 1990s to bolster their financial assistance and requirement adequacy. The continuation of our efforts would eventu
As such, NTUC had begun championing for more support for working women in the form of FWAs since the 1990s to bolster their financial assistance and requirement adequacy. The continuation of our efforts would eventually enable the U Flex Movement to come into fruition in 2014, which advocated for employers to offer FWAs. Together with our first FWA and Conference held in the same year; we were able to advertise jobs with FWAs through the Flexibility Works! Job Fair.
Our next milestone was achieved together with the efforts of the Ministry of Manpower (MoM), Singapore National Employers Federation (SNEF) and other partners from both the public and private sector, when we managed to form a new Tripartite Workgroup in 2023 to develop the Tripartite Guidelines on Flexible Work Arrangements Requests (TG-FWAR).
Finally, the TG-FWAR that you see today was launched in 2024. Our aim is simple: To build mutual understanding and trust between employers and employees as they discuss suitable FWAs that can meet the needs of both businesses and employees.
At NTUC Women and Family, we are actively championing FWAs as a workplace norm and a foundational element of inclusive and resilient workplaces. As Singapore faces a rapidly ageing population (include stats) and growing caregiving needs. FWAs are crucial in helping employees manage both work and family responsibilities effectively. We urge employers to adopt FWAs not just as a benefit, but as a strategic move to attract and retain talent in a tight labour market.
FWAs have proven to enhance business continuity and workforce resilience — as demonstrated during the COVID-19 pandemic. FWAs fall into one or more of these three broad categories: Flexi-Place, Flexi-Time, and Flexi-Load. By championing flexible work, employers can foster a more supportive and future-ready work culture for all.
Ready to Build a More Inclusive and Productive Workplace?
Redesign your roles by adopting Flexible Work Arrangements (FWAs) that attract and retain diverse talent. Whether you're just starting or looking to enhance your existing practices, we're here to help.
Contact us today at womenandfamily@ntuc.org.sg to explore how FWAs can work for your organization and your people.