Management at URA has experienced the benefits of retaining older employees, namely being able to tap on their valuable experience and expertise. To attract and retain these valued employees, URA looks for solutions from work-life strategies, such as creating a flexible work environment and providing employee engagement programmes.
the Executive Summary.
Industry: Public Service
Employment size: Information not available
Employment profile: Professionals such as urban planners, architects, system analysts, research and property officers,technical and clerical staff; majority aged 40 and above
Featured work-life programmes:
Flexible Work Arrangements
- Flexi-time (staggered time)
- Part-time work
Employee Support Schemes
- Health and wellness programmes
- Annual health screening
- CSR programmes
- Bring Your Child to Your Workplace programme
Work-Life Initiatives Retain Older Employees
Recognising that work-life needs of employees change as they age, Urban Redevelopment Authority (URA) offers flexible work arrangements such as flexi-time and part-time work. Part-time work serves as an effective way to attract and retain mature employees and a large proportion of applicants are aged 40 and above. The management also supports no-pay leave for employees who require time away to address childcare and eldercare needs, or those seeking to upgrade themselves.
To better prepare employees for re-employment and eventual retirement, URA put in place a 1.5-day course on pre-retirement preparation and re-employment.
URA’s work-life strategy has enabled them to retain older employees with valuable institutional knowledge and expertise as well as younger staff who bring new perspectives and fresh ideas.
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