HRAA 2023 Write-up Topic: Workplace wellness/ Well-being At NTUC Health, wellness initiatives continue to be at the forefront, as we strive to make NTUC Health a Happy Workplace for all employees. Our wellbeing strategy focuses on three pillars:
1. Continuing to make employee wellbeing a business mandateNTUC Health has implemented a staff engagement plan to focus on employees’ mental and physical health. One of the key focus areas is an employee-directed self-care programme, where the objective is to create a better work culture that reduces attrition and improves work performance. In our 2022 and 2023 HR plan, self-care initiatives were introduced monthly in the form of workshops and eDMs. These include:
- eDMs on “Discover these top 3 beautiful trekking/ walking spots!”, “Are you facing burnout?”
- Virtual workshops and classes such as “Make your own marble coaster”, KPOP fitness programmes and “Diet and Food Myths”
- Virtual talks on topics such as “Building Positive Relationships at Work”, “Real World Fatigue and Sleep Management”, “SCAM Prevention Talk with the National Crime Prevention Council ”, financial wellness webinars by MoneyOwl
2. Transforming the workplace to prepare for future challengesNTUC Health values all our staff and their well-being and is committed to fostering an inclusive workplace. Adopting recommendations from TAFEP, NTUC Health strives to achieve this through these implementations:
- NTUC Health supports flexible work arrangements, where staff who are on non-shift work are able to request for staggered work hours. Staff who are on shift work, are allowed to swap shifts with their colleagues when the need arises, allowing them more control over their work schedules and more flexibility in their personal lives.
- Flexi-place arrangements such as telecommuting/remote working are encouraged for office-based, non-client-facing positions.
- We support the Union's recommendation. Our current no-pay leave policy is provided to assist staff who have exhausted their annual leave but still require absence from work to meet personal needs - which include, but not limited to, unexpected caregiving needs.
- We adopt flexi-load work arrangements such as part-time work, weekend work, phasing in or out, and phased retirement. This flexibility allows us to meet the operation manpower demands and to be able to tap on a larger pool of manpower (e.g. caregivers and seniors), who might otherwise not be able to remain in or join the workforce.
- Enabling micro-learning and promoting self-initiated learning on our online Learning eXperience Platform (LXP)
- Developing robust and comprehensive training plans
- Offering scholarship programmes
3. Building a happy workplaceNTUC Health put in place enhanced leave benefits and entitlements to ensure that staff have the option of taking leave to attend to personal matters and to rest and recharge. This is especially important for milestone events, such as marriage leave, compassionate leave, child care leave and family care leave. HR has also aligned the benefits to keep in line with regulatory changes,
- Staff are now able to take up to two days of paid sick leave without a medical certificate (MC was required previously)
- Staff now have better protection against workplace harassment which includes prompt investigations and appropriate action(s) being taken to provide remedies and to prevent a recurrence
- The grievance handling process has also been enhanced to enable more transparency and efficiency
- Confirmed male employees are entitled to 2 work weeks of paid Paternity Leave if the employee's newborn child is a Singapore Citizen. Male employees who do not qualify for the paternity leave stipulated in the Child Development Co-Savings Act shall be granted three working days of paid paternity leave (previously not covered)
- Up to 3 work days of Family Care Leave is provided to eligible staff as part of our initiative to promote work-life harmony