SINGAPORE – Policymakers are rallying to make starting and raising a family easier, with fresh proposals to improve childcare leave, affordability, and work-life balance.

The debate, led by MPs Hany Soh and Zhulkarnain Abdul Rahim, pushed for continuous policy updates to support family aspirations.

While some called for a more radical “reimagination” of policies, the government countered that they were already ahead of the curve with Forward SG – a nationwide effort to reshape Singapore’s social compact.

More childcare leave as a lifeline for parents

MPs proposed increasing childcare leave, particularly for those with multiple children.

Louis Ng highlighted a case where a parent exhausted their leave caring for a sick child, leaving them vulnerable if their other children fell ill. Suggestions included granting leave per child and extending eligibility until children turn 12.

While the government acknowledged these concerns, it cautioned that changes must be balanced with employer needs.

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Making childcare more affordable

Rising childcare costs were another major concern. MPs proposed increasing subsidies to ease financial strain, with one suggesting a S$1,250 monthly allowance for full-time caregivers like parents and grandparents.

However, the government hesitated, warning against turning family care into a transaction. Instead, they highlighted existing relief measures for caregivers.

Meanwhile, MP Xie Yao Quan (PAP-Jurong) also proposed increasing the basic subsidy for full-day childcare by $100 while simultaneously lowering the minimum co-payment requirement for middle- and lower-income families by the same amount.

The adjustment would allow all young parents, regardless of income level, to save $100 per month on full-day childcare fees, the MP said.

Children currently enrolled in childcare centres of the Early Childhood Development Agency receive a basic subsidy of up to $600 per month for full-day infant care and up to $300 per month for full-day childcare.

Work-life balance: The right to disconnect?

MPs also pressed for stronger protections for flexible work and limits on after-hours work communication.

While Singapore already advises employers on mental wellbeing, some MPs argued that a legal “right to disconnect” should be enforced.

The government, however, preferred a flexible approach, stating that companies should set clear expectations rather than be bound by laws that may not suit all industries.

What Singapore’s policy debates mean for HR

For HR leaders, the message is clear: policies on parental leave, work-life balance, and caregiver support are evolving. Businesses must prepare for potential shifts while ensuring their own operational needs remain intact.

Proactive engagement with these policies will help companies stay ahead in attracting and retaining talent in an increasingly family-conscious workforce.

If childcare leave is expanded, businesses will need to adjust their workforce planning.

Similarly, if a “right to disconnect” is introduced, HR must set clearer boundaries for after-hours communication.

The government argued that their efforts to rethink family policies were already in motion, rejecting calls for further “reimagination.” This highlights how governments often resist drastic overhauls when incremental improvements are underway.

Policymakers must weigh family-friendly measures against business concerns.

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4 key HR considerations

1) Childcare leave policies must evolve with workforce needs

HR leaders should recognise that employees, especially working parents, need more support to balance family and work responsibilities.

Calls for increased childcare leave – particularly per-child leave rather than a flat allocation – highlight a growing expectation for workplaces to adapt to modern family structures.

While businesses must manage operational needs, reviewing and expanding childcare leave policies could enhance employee retention and wellbeing.

2) Flexible work arrangements need more than just guidelines

The debate around flexible work arrangements underscores how mere recommendations aren’t enough: employees want stronger legal protections.

However, imposing rigid rules could backfire.

Instead, HR leaders should focus on embedding flexibility into their culture through job redesign, manager training, and outcome-based performance measures. After all, companies that prioritise work-life balance will likely attract and retain top talent.

3) The affordability of childcare directly impacts workforce participation

Rising childcare costs can push parents – especially women – out of the workforce.

The push for increased subsidies and financial support suggests that HR policies should include childcare benefits, such as subsidies, partnerships with childcare providers, or on-site childcare facilities.

This is not just a social good but a strategic move to prevent talent drain and maintain diversity in leadership pipelines.

4) Workplace culture matters more than just policies

Discussions around the “right to disconnect” show that employees are increasingly valuing mental wellbeing. However, HR leaders should go beyond legal mandates and foster a culture where boundaries are respected.

Encouraging clear communication policies, training managers to lead with empathy, and ensuring workloads are manageable can create a more sustainable and engaged workforce.

HR leaders play a crucial role in implementing many of these policies. Leave provisions, flexible work arrangements, and workplace culture directly impact an employee’s ability to start and raise a family.

Keeping a pulse on these discussions ensures organisations remain competitive and family-friendly while meeting business objectives.