The global battle for top talent is intensifying, and Singapore’s labour market is no exception.

As digital transformation reshapes industries and an intergenerational workforce navigates new workplace dynamics, companies must go beyond attractive salaries to secure the best people.

With a significant proportion of foreign workers and evolving expectations, businesses are recognising that employee benefits play a pivotal role in recruitment and retention.

The Robert Half Singapore Salary Guide 2025 sheds light on shifting workplace priorities. While competitive pay remains a key factor, employees now seek flexibility, financial security, career growth, and holistic wellbeing.

Against the backdrop of rising living costs, government labour policies, and changing social norms, organisations must rethink their approach to perks and benefits to stay ahead in the talent race.

The perks employees want in 2025

With the tripartite guidelines on flexible work arrangements (FWA) coming into effect in December 2024, flexibility is no longer a ‘nice-to-have’ but an expectation. Employees now have the right to formally request flexible working, forcing companies to redefine traditional work structures.

Flexible work takes three main forms:

• Flexi-Place – Remote or hybrid working options
• Flexi-Time – Adjustable work hours
• Flexi-Load – Modified workloads

Companies that formalise and promote these policies will attract more job seekers and improve retention.

Currently, 39% of employees in Singapore have some form of flexible work arrangement, such as leaving work early, while 37% have access to remote or hybrid setups. Notably, 14% of workers intend to request more flexibility, and 11% plan to seek remote or hybrid work opportunities in the coming year.

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Financial stability is a growing concern

As inflation continues to bite, financial security is increasingly on employees’ minds. While 29% of workers already receive performance bonuses, around 1 in 5 will actively seek such benefits in 2025. Beyond base salaries, professionals are also looking for:

• Bonuses tied to performance
• Transport allowances
• Meal subsidies
• Home office stipends

However, these benefits remain limited – only 18% of employees receive a transport allowance, and 16% are offered meal subsidies.

Companies that support retirement savings and insurance subsidies are also likely to cultivate long-term employee loyalty.

While 70% of Singaporeans benefit from employer-backed life insurance and 60% have private health cover, only 40% enjoy retirement savings beyond CPF contributions.

Parental and family support: A new competitive advantage

Parental leave policies in Singapore are set for a major shift. By 1 April 2026, government-paid paternity leave will increase by an additional 10 weeks, bringing the total to 30 weeks.

Companies that go beyond legal requirements – offering extended paternity leave, childcare subsidies, and paid caregiver leave – will stand out as family-friendly employers.

With more professionals juggling work and parenting responsibilities, businesses that support work-life balance will win favour with this growing talent pool.

Health and wellbeing: A workplace priority

Employee wellbeing is no longer an afterthought – it’s a strategic necessity. In 2025, workers will demand better health benefits, including:

• Private medical insurance
• Dental cover
• Fertility and maternity support
• Mental health programmes

Currently, only 31% of employees have employer-sponsored dental benefits, but 19% plan to request them in the coming year.

Employee Assistance Programmes, which provide mental health support, counselling services, and wellness initiatives, are becoming an expected standard rather than a luxury.

Forward-thinking companies are also investing in corporate wellness programmes, on-site sports facilities, and even pet insurance, recognising that a healthy workforce is a more engaged and productive one.

Also Read: Are you chained to a job you hate?

Career growth: The perks that build loyalty

Professional development remains one of the most valued benefits. Employees want to work for organisations that invest in their growth, offering:

• Paid training programmes
• Mentoring opportunities
• Job rotations
• Conference sponsorships

Currently, 53% of Singaporean professionals have access to e-learning, and 46% benefit from on-the-job training. However, a third of workers (34%) plan to request paid external training opportunities.

Initiatives such as SkillsFuture SG are driving upskilling efforts, but companies that proactively enhance employee skills will gain a competitive edge in attracting ambitious professionals.

The future of employee benefits in Singapore

Singapore’s employers are at a crossroads. The best talent will flock to companies that prioritise:

• Flexibility – Remote work, flexible hours, and workload adjustments
• Financial incentives – Bonuses, allowances, and stipends for home working
• Parental and family support – Extended leave, childcare assistance, and caregiver leave
• Health and wellbeing – Private insurance, mental health support, and wellness programmes
• Professional development – Training, mentorship, and leadership coaching
• Additional perks – Pet insurance, sabbaticals, and employee discounts

With employer branding more crucial than ever, businesses that fail to adapt risk losing their best talent to competitors offering employee-centric benefits. But those who invest in their workforce today will be the ones leading the charge tomorrow.