This refers to an event organised by the organisation where employees and their family members participate in common activities, usually in an informal setting. The activities vary and range from health and sports events, visits to places of interest and overseas trips. These events aim to facilitate bonding between employees and their families, as well as enhance relationships between co-workers.
This refers to a specific day when employees bring their children to the workplace. This allows the children to see their parents’ offices and gain a better understanding of the work they do. Usually, child-friendly programmes and activities are also organised, e.g. movie screenings, magic shows, lunch, etc.
This refers to the special arrangements that organisations make to address childcare concerns of employees with young children, while they are at work. These arrangements may include on-site childcare centres and/or before and after school programmes, childcare/before and after school care centres located within/near the work premises, and a chain of childcare centres island-wide, in which employees of the organisation may enjoy special privileges for enrolment.
This refers to monetary benefits or discounts given to employees with young children to help with the cost of childcare services. Organisations offer this with the understanding that employees need to make such arrangements due to work commitments.
This refers to specially arranged anonymous phone or personal consultations with a professional counsellor to help employees deal with personal or work stress.
This refers to the special arrangements made with eldercare centres and/or other eldercare service providers to ensure the employees’ elderly parents are taken care of while they are at work.
This refers to monetary benefits or discounts given to employees with elderly parents to help with the cost of eldercare services. Organisations offer this with the understanding that employees need to make such arrangements due to work commitments.
This refers to the flexibility given to employees to manage their personal needs/demands during lunch break, e.g. to allow them to go for a one-hour lunch any time between 12pm and 2pm.
This refers to the flexibility given to employees to manage their personal needs/demands during lunch break, through having a shorter lunch on one day, e.g. half-hour, and a longer lunch another day, e.g. one-and-a-half-hours, during the week.
This refers to a compilation of family-related resources, which may be in the form of a website or booklet, or even a hotline/helpdesk. Information may include family-friendly attractions, a list of childcare/eldercare service providers, a list of retail outlets selling child/family products, etc., which offer discounts to employees of the organisation.
This refers to a designated space within the organisation which allows employees to safely leave their children or other family members while they attend to work.
This room is usually equipped with family-friendly items, such as a DVD player, TV, books, games, etc. An employee coming in over the weekend for a few hours may leave their children in the family room to read books, do their homework, watch DVDs, etc.
This refers to the support given to lactating mothers who have returned to work after their maternity leave, so that they may continue to breastfeed their babies while returning to the workforce. The support given includes the provision of private lactation space (e.g. lactation room – a designated private room for lactating mothers that is usually equipped with chairs, electric sockets for electric breast pumps, refrigerators, hot water and sinks, etc.), flexible lactation breaks and promotion of breastfeeding-friendly culture.
Please refer to NTUC’s
Project Liquid Gold for resources to support lactating mothers and help employers create a culture that is conducive to the new mothers.
This refers to a designated space within or outside the organisation which is specially furnished and equipped with games, food, etc. for use by employees.
The objective in having an “informal” space within the office or easily accessible outside the office is to allow employees to relax and unwind amidst the stress, or at the end of the work day.
Some organisations allow their employees to bring their family members into this facility as an added benefit.
This refers to programmes organised to promote better health and fitness levels of employees.
Activities include lunchtime health seminars, exercise classes, interest groups as well as participation in national/international marathons and competitions. Some organisations provide gym memberships or subsidies with gyms within close proximity of their office locations. Other organisations opt for a similar approach by having an in-house gym and providing the facilities for their employees.
This is a specific programme organised to promote better health and fitness levels for employees. The health screening is often conducted annually, the results of which enable employees to track their health and fitness levels over time.
This scheme is often coupled with workplace health promotion programmes whereby useful information is shared to help employees lead a healthier lifestyle.
This is common in companies that require their employees to be relocated overseas for long periods of time.
The programme may include monetary benefits, (e.g. when a spouse is required to stop work in order to follow the employee and care for children), assistance, (e.g. to settle housing, transport and school enrolment, tax advice, etc.), as well as counselling services to adjust to the new environment.
This is provided by companies to ensure the physical well-being of their employees and family members. The coverage usually includes medical/dental claims for work, including overseas travel, etc.
These are a monetary benefit awarded to the employees by organisations to encourage lifelong learning. These scholarships act as subsidises for tuition fees and book allowances for the employees, especially for approved courses related to the business operations of the organisation.
Some organisations also offer scholarships to the school-going children of employees.
These are a monetary benefit set aside to award the children of employees who have achieved academic excellence. These bursaries are specially designed to serve as an incentive and encouragement to the employees’ children to perform well at school, and serve to express the organisation’s care for employees’ families.
This refers to a broad range of monetary benefits and loans which organisations provide to employees. These may include housing/car loans or subsidies, loans or subsidies for equipment, e.g. home computers, mobile phones, etc., as well as other personal loans and/or subsidies to financially assist employees and their families.
This refers to a broad range of services provided by organisations to address the day-to-day errands and needs of their employees. Some organisations that provide certain services as part of their business operations may extend these services to their employees for free or at a nominal charge. In other cases, they may tie-up with service providers and/or subsidise such services.
Some examples of concierge services include delivery services, banking of cheques, posting of letters, sourcing and making bookings for restaurants/movie tickets, etc.
This refers to an arrangement in which some organisations (especially those that require their employees to be professionally attired or outfitted in professional uniforms) offer dry-cleaning services.
This may be done internally by the organisation, where the organisation provides such services for customers, e.g. in hotels; or through outsourced vendors who come to the organisation to pick-up and drop off the dry-cleaning.
This refers to instances in which organisations that provide certain goods and services as part of their business operations may extend these operations to their employees for free or at a nominal or discounted rate.
In other cases, they may tie up with service providers and/or subsidise such services. An example would include retail outlets that offer staff discounts, exclusive windows for sale items, etc.
This refers to an arrangement in which the organisation partners with the staff canteen vendor or an external vendor to provide takeaway food services for employees and their families.
This is done to help employees manage the responsibility of preparing meals for their family after returning home from work.
This is one example under the category of childcare arrangements, in which the organisation provides space in the building and partners with a childcare service provider to provide on-site childcare services.
Employees of the organisation are given priority over members of the public in enrolling their children in this facility, and are commonly offered an employee discount off the usual rates.
Family childcare network may refer to a subset of the organisation’s family information and referral services, i.e. the list of childcare providers; but where the organisation actively monitors the effectiveness of these childcare centres through feedback and information exchange, e.g. employees who enrol their children in these childcare centres may provide feedback and the childcare centres in turn provide updates and information to parents through the organisation.
This provides a greater measure of comfort to the employees that their children are well taken care of while they are at work.
These gifts may come in the form of hampers, vouchers, cash, red packets, etc. and vary in type and amount.
They are goodwill gestures from the organisation to signify their congratulations, and serve to express the organisation’s interest in their employees’ personal life and well-being.
These gifts may come in the form of hampers, vouchers, cash, red packets, etc. and vary in type and amount.
They are goodwill gestures from the organisation to express concern for their employees’ personal life and well-being.
Flexible benefits schemes are also sometimes known as cafeteria benefits. Under this scheme, employees can choose their own benefits from a set range of benefits.
Often, they can choose to upgrade certain benefits in exchange for others. Employees are given a flexible benefits budget that they can use to “buy” the benefits they want. These types of schemes are popular as they give employees the autonomy to opt for benefits they prefer the most and not have to take benefits which do not apply to them.
Organisations often offer a wider range of benefits under flexible benefits schemes than they would in a core package in order to accommodate the diverse needs of employees.
This refers to a range of social activities specially organised for single employees. They may be intra-organisation or in conjunction with other organisations.
These activities aim to facilitate social interaction and networking among singles.
Talks and workshops on work-life harmony focus on topics to do with managing the demands of work and personal/family needs, enhancing family relationships and/or coping with family responsibilities, etc.
This refers to a variety of training programmes which deal with work-life harmony issues, e.g. managing employees on flexible work arrangements, enabling/facilitating work-life harmony within the business unit, personal work-life effectiveness, etc.
This refers to work-life conferences in which prominent speakers and well-known organisations (local and international) with good work-life practices speak on this topic and share their experiences and best practices.
Some examples include the Work-Life Conference organised by the Tripartite Committee for Work-Life Strategy in Singapore, and the annual Work-Life Conference held in the United States, etc.
The Family Life Ambassador Programme (FLA) advocates the forging of partnerships with community members to build strong and stable families. The FLA scheme aims to inculcate positive family values within members of the community and equip them with the necessary skills that would empower them to manage domestic issues primarily through preventive intervention.
This refers to a benefit whereby the organisation pays a certain amount for the employee’s membership in a gym. The amount of subsidy varies and this may be in conjunction with partnerships with specific gyms.
This refers to an arrangement whereby the organisation has signed up as a corporate member with a specific gym located near the office, or chain of gyms located across the island.
Employees may use their staff identification to gain entry into the gym and utilise the facilities. In some cases, entry is limited to a specific number of employees each day/per time period.
This refers to an organisation registering itself as a Corporate Member to gain access to activities and attractions at specified venues, e.g. clubhouse, holiday accommodation, gym, zoo, entry into Sentosa, etc. so that the organisation’s employees and a specified number of family members/friends are able to gain access to these activities and attractions at a discounted rate or for free.
This refers to a Work-Life Committee which involves representatives across the various departments/functions within the organisation.
This serves as a way to obtain information about the needs of staff from the participating departments, and increase participation in the various programmes and activities implemented.
Eat With Your Family Day is a symbolic day in which employees are allowed to leave the office at a specified time to have dinner with their family, e.g. 5pm.
In Singapore, this is usually an annual event, which falls on a Friday before the start of the mid-year school break for students; and is organised by the Centre for Fathering, as part of National Family Week.
However, some organisations may choose to take this one step further and have regular Eat-With-Your-Family Days on a more regular basis to encourage employees to spend quality time over dinner with their parents, children and/or other family members.
Fruits Day is a designated day during the week/month when employees are given fruits as part of promoting a healthy lifestyle and good eating habits.
This refers to team/organisation-wide activities and events to celebrate special occasions or commemorate specific events.
Some examples include birthdays, anniversaries, Dinner & Dance, etc.
This refers to a variety of work-life policies to leave earlier than the usual end times on designated days. This may range from a general ruling of no meetings past a certain time, e.g. 3pm on these days, to allowing staff to leave office a few hours earlier.
One example is the Blue Sky Day during which employees leave the office earlier than the usual end time on designated days.
This refers to a range of training programmes and mentoring/support activities which aims to address the negative effects of workload and work stress on the emotional and/or mental aspects of life, and help staff cope more effectively.
Under this scheme, organisations (especially those in the tourism and related industries) that own holiday accommodation locally and overseas may offer their employees vouchers to stay in one of the properties when they go on holiday. Alternatively, a certain portion of the holiday expenses, e.g. accommodation, may be subsidised to assist employees in their holiday expenses.
This refers to a variety of schemes such as the use of company vehicles to help employees meet their personal and family needs.
An example includes the loan of company cars to employees over the weekend, so that they can drive to Malaysia to visit their families, or for use locally to bring their families out.
Another example is the loan of bicycles to foreign employees who live in hostels near the workplace, so that they can cycle to work, or engaging a shuttle bus to pick employees up from specified locations and bring them to the office. This is especially relevant in instances where the office is located in less accessible/convenient areas.