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Plans afoot to support job trials for mums returning to workforce

SINGAPORE — Plans for job trials to help non-working mothers return to the workforce are picking up pace, with the labour movement and the Government discussing ways to support the initiative, such as by subsidising wages and having flexible working arrangements.

Ms Kopal Agarwal, a director at the Bank of Singapore, who is in her 30s, said her company’s support in allowing her to work part-time was a key factor to her staying in the workforce. Photo: Josephine Teo's Facebook page

Ms Kopal Agarwal, a director at the Bank of Singapore, who is in her 30s, said her company’s support in allowing her to work part-time was a key factor to her staying in the workforce. Photo: Josephine Teo's Facebook page

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SINGAPORE — Plans for job trials to help non-working mothers return to the workforce are picking up pace, with the labour movement and the Government discussing ways to support the initiative, such as by subsidising wages and having flexible working arrangements.

The Returners Programme was first mooted by National Trades Union Congress (NTUC) in January, to encourage economically inactive professionals, managers, executives and technicians (PMETs) to return to work.

Under the programme, returning female employees can try out a job for between two and four months, before permanent employment, said the NTUC.

It also suggested that firms would need to invest in developing flexible work arrangement systems.

In a Facebook post yesterday, Second Minister for Manpower Josephine Teo noted the benefits of the Returners Programme, after attending a focus group discussion with 12 parents to hear their issues on returning to work.

“The employers get wage support for a limited period when taking on a returning professional. This helps them take a bit of risk to try out someone who had been out of the workforce for a while. If the programme works out, they gain a valuable staff with good work experience,” she said.

“Of course, the PMETs may need training to refresh their skills, and I believe NTUC is keen to help,” Mrs Teo said.

Stay-at-home mothers, as well as those who have gone back to work, interviewed by TODAY said that flexible work arrangements would be the only factor that would draw them back to work.

Ms Ginny Oon, 41, did not go back to work because she wanted to be there for her children, aged eight and 10, instead of relying on a maid.

“After 10 years, to start at the bottom, it does not seem worth it for the money and effort,” said the woman, who has not worked for about 10 years.

“But I would be open if the right opportunity comes along, and only if it offers flexible or part-time work, or even a job that allows me to work from home.”

Ms Kopal Agarwal, a director at the Bank of Singapore, who is in her 30s, said her company’s support in allowing her to work part-time was a key factor to her staying in the workforce.

“To re-join the workforce, the biggest thing would be the flexi-arrangements, I said I could only be at work when my daughter is in school, and I was very fortunate that my company supported me in this,” she added.

Employers, on the other hand, thought that the skills and capability of this returning group are a bigger concern, given that they were already tight on resources, especially small and medium enterprises (SMEs).

Mr Thomas Fernandez, from the Association of Small and Medium Enterprises, said the bigger concern was their capabilities after a long hiatus.

“Whether it is work from home arrangement, or in the office, it does not matter. The bigger issue is whether they can understand and execute the scope of the work. Can these returning employees take the stress, or are they just going to try it for a few months and then leave?” said Mr Fernandez, who is also the chief executive of pest-control company PestBusters.

Managing director Nichol Ng, from food distribution company FoodXervices Inc, said that for many SMEs, the issue is not so much the cost of hiring them but whether these returning employees can perform as well as before.

“Many employers have the impression that they need to take leave more often than regular employees, or that they need to leave early to pick up their kids,” she noted.

However, her company is open to accommodating such employees by offering flexible work arrangements. This includes the option of having staggered work hours or working from home when necessary, she said.

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