Workplace Policies and Practices

LHUB follows numerous national manpower objectives, reliably on building strong Singaporean workforce with the existing demographic at 94% and continuous effort to recruit locals.

We were awarded Singapore HR Awards in Fair & Inclusive Employment Practices category. The implementation of Tripartite Standards on four employment aspects: Term Employment, Recruitment Practices, Flexible Work Arrangement and Grievance Handling. The working culture and inclusive work environment are unanimously upheld by LHUB from the illustrated practices:

• 15% of mature workers employed under permanent and contract positions
• Person with disabilities employed in the Information Technology department based on job suitability and knowledge required for the role.
• Career support programme to support long-term unemployed locals back to the workforce.

Furthermore, LHUB also embraced the WorkPro, an initiative to augment local manpower, foster progressive workplaces and strengthen the Singaporean core.

• Age management which included hiring the right person with fair employment. Established platforms for performance management to appraise all staff with grading by achievement and competencies. The continuous recruitment of mature workers which incorporated the Codes for Fair Employment Practices and Codes for Fair Recruitment Practices.
• Work-Life nurture cultures that support better work-life harmony with flexi-work arrangement, offered flexi-time, flexi-load and flexi-place to all employees. The flexi-time represented staggered working hours based on 42.5hours workweek; flexi-load whereas part-timers are hired for job sharing; and flexi-place to allow staff to station themselves at available LHUB workstations for the day. As we prepare for an endemic norm of the future, plans are afoot for a permanent ‘3 + 2’ workweek where most LHUBBERs can practice personal flexibility to work up to 2 days a week away from the office.
• Job redesigns were implemented for teams in-charged of Cybersecurity and involvement in Robotic Process Automation (RPA). It aided the load of mature workers to enable remote access to install and troubleshoot the endpoint issues and reduction of repetitive tasks for funding claims processing to create value-added duties to their roles.

With the inclusion of Senior Worker Early Adopter, LHUB has effected the change to the retirement age of 63 years old and re-employment age to 68 years old on 1 July 2021, exactly one year before the regulatory implementation.

Employee Benefits

The diversification of benefits offered places the emphasis on employees’ wellbeing and morale. With the pandemic, there were enhanced, and one-time benefits provided to recognize every effort to transit the business during the trying times. In the initial stage of the pandemic, LHUB launched LHUB Together and Care Initiative in May 2020 and Forward Initiative in Oct 2020 to appreciate and support LHUBBERs at different stages of the pandemic.

In the latest collective agreement, we worked with the union to significantly broaden the flexible benefits categories to include provisions for ‘Work from Home’ arrangements and Wellness programmes.