Support for Nursing Mothers in Phase 3 of Re-opening and Beyond in Set-up of Lactation Rooms in Private Workplaces Under Work Life Grant
Ministry of ManpowerSpeakers
Summary
This question concerns support for nursing mothers in private workplaces through lactation rooms and flexible work arrangements following the closure of the Work-Life Grant. Miss Rachel Ong inquired about measures to encourage employers to provide such facilities and whether work-from-home guidelines would be reviewed for nursing mothers. Minister for Manpower Josephine Teo stated that the Code on Accessibility in the Built Environment requires new or renovated offices and business parks to provide lactation rooms. She noted that the Ministry of Manpower continues to promote flexible work arrangements, which were normalized during the pandemic, and will implement recommendations from the Citizens' Panel on Work-Life Harmony. This includes developing implementation guides and sector-specific communities to help companies sustain flexible work practices in the long term.
Transcript
38 Miss Rachel Ong asked the Minister for Manpower (a) how can companies be encouraged to support nursing mothers in Phase 3 of the re-opening and beyond in the set-up of lactation rooms in private workplaces since applications for the Work Life Grant that could have been used for that purpose has closed since 18 August 2020; and (b) whether the Ministry will review the guidelines that allow nursing mothers either more flexibility to work from home or for employers to provide appropriate lactation rooms.
Mrs Josephine Teo: Under the Code on Accessibility in the Built Environment, owners of specific building types that are frequented by the general public are required to provide at least one lactation room. These include offices and business parks. All new buildings as well as existing buildings undergoing addition and alteration works that need building plan approvals from the Building Construction Authority (BCA) have to comply with the Code.
To meet the needs of workers, including nursing mothers, for flexible work arrangements (FWAs), MOM will continue to support the implementation of FWAs, including work-from-home (WFH). In 2019, about 85% of employers offered some form of FWA. During COVID-19, WFH was further normalised with many more employers implementing them.
Tripartite partners will also be progressively implementing the recommendations of the Citizens' Panel on Work-Life Harmony that were submitted last year, such as developing an FWA implementation guide and sector-specific Communities of Practice on FWAs. These will support companies to implement and sustain FWAs in the new normal and beyond.