Take-up Rate of Parent-care Leave by Public Servants
Ministry of Social and Family DevelopmentSpeakers
Summary
This question concerns the take-up rate of parent-care leave among public servants and its prevalence within the private sector as raised by Mr Louis Ng Kok Kwang. Minister Desmond Lee reported that 43% and 44% of eligible civil servants used this leave in 2017 and 2018 respectively, while 20% of private companies offered it in 2018. He highlighted that 700 companies have adopted the Tripartite Standard on Unpaid Leave for Unexpected Care Needs to support caregivers who often prefer flexible work arrangements. The Minister stated that over 90% of employees work in firms providing work flexibility, supported by the expansion of the Work-Life Grant budget to $100 million. This grant provides companies up to $105,000 to maintain regular flexi-time, flexi-load, or flexi-place arrangements for their workforce.
Transcript
12 Mr Louis Ng Kok Kwang asked the Minister for Social and Family Development for 2017 and 2018 (a) what is the take-up rate of parent-care leave by public servants; and (b) what is the number and percentage of private companies that currently offer parent-care leave.
Mr Desmond Lee: Civil servants are eligible for up to two days of parent-care leave per year, and they have the flexibility to take this leave in full or half day blocks. In 2017 and 2018, the percentage of eligible officers who took up parent-care leave was 43% and 44% respectively.
More companies have offered paid parent-care leave over time. From an MOM survey, 20% of companies in the private sector offered such leave benefits in 2018, up from 15% in 2012.
To further support employees with unexpected care needs, the tripartite partners have also encouraged more employers to adopt the Tripartite Standard on Unpaid Leave for Unexpected Care Needs, regardless of whether they already provide parent-care leave. Today, 700 companies employing about 250,000 workers have adopted this Standard.
Care-givers have given feedback to the Government that they prefer flexible work arrangements (FWAs) over parental leave, as a more sustainable way to balance work and care-giving responsibilities. Arrangements such as telecommuting or flexible working hours provide caregivers with greater flexibility if they need to take some time away from work for ad hoc parental care duties.
Employees have greater access to FWAs today. More than nine in 10 employees today work in companies that provide some form of work flexibility. Among those who needed FWAs, more than eight in 10 employees had access to the FWA that they needed. To encourage more companies to meet their employees' FWA needs, MOM increased the Work-Life Grant budget from $30 million to $100 million in July 2019. This scheme allows each company to receive up to $105,000 over two years, to help the company maintain their employees' FWAs on a regular basis, whether it is flexi-time, flexi-load or flexi-place. MOM and the tripartite partners will also continue to actively promote the Tripartite Standard on FWAs.