The post Compassionate Leave Policies in Singapore: A Guide for HR Professionals appeared first on BrioHR.

In Singapore, statutory deductions of salary cover fairly straightforward items like CPF. However, employees are also expected to contribute to self-help groups (SHG) via salary deductions.

At first glance, the ethnically-based SHGs may seem like relics of communalist Singapore, amidst a modern landscape of diversity and looking past the racial divide. However, they continue to play a role in raising socioeconomic levels and providing opportunities to the underprivileged. Prime Minister Lee Hsien Loong even hailed the SHGs as organizations that can “better understand the unique characteristics and needs of their different communities” and can also address issues “forthrightly, without raising racial or religious sensitivities.”

What Are the Self-Help Groups?

There are four SHGs in Singapore, representing the Chinese, Muslim, Indian, and Eurasian communities.

Chinese Development Assistance Council (CDAC)

The CDAC, as its name implies, is the SHG that provides for the Chinese community. Contributions to the CDAC Fund are used to finance CDAC’s activities and support initiatives aimed at assisting those from lower income groups in overcoming their obstacles and achieving social mobility.

In 2021, the CDAC benefitted 17,700 households. This was mostly done by providing underprivileged students access to education through the Internet, as well as encouraging low-income households to develop healthier eating habits via food vouchers.

Mosque Building and Mendaki Fund (MBMF)

The MBMF was originally conceived as a fund to build mosques at the then-newly developed Housing and Development Board estates in the 1970s. Later on, its remit expanded into funding educational and social programmes for the community through the MENDAKI foundation.

Currently, the MBMF is administered by the Majlis Ugama Islam Singapura (MUIS). Muslim contributors should note that MBMF is not equivalent to zakat, because the aim of zakat as a religious obligation is different to that of the MBMF.

Singapore Indian Development Association (SINDA)

SINDA was established as the SHG to uplift the socio-economic status of the Indian community in Singapore. Each year, SINDA’s help includes maximizing education opportunities, community growth, and honing leadership skills.

Contribution to SINDA is expected from Singaporeans of Indian descent, including Bangladeshis, Bengalis, Parsees, Sikhs, Sinhalese, Telugus, Pakistanis, Sri Lankans, Goanese, Malayalees, Punjabis, Tamils and all people originating from the Indian subcontinent.

Eurasian Community Fund (ECF)

Located at a strategic crossroads, Singapore has had a long history of colonization by the Portuguese, Dutch and the British. As descendants of the Europeans who intermarried with the local population, the Eurasians continue to uphold their unique heritage through the ECF.

As the smallest community among the four ethnic groups, the ECF has higher contribution rates than the other three SHGs.

Who Should Contribute to Which Self-Help Group?

Generally, Singapore citizens and Singapore permanent residents are expected to contribute to SHGs. Employers will deduct these contributions from their salary and pay it to the CPF Board, which is the collecting agent for the SHG funds.

As to which SHG fund they should contribute to, this will follow their race as indicated on their NRIC. For example:

• Xiao Ming’s race on his NRIC is indicated as Chinese, and as such he will contribute to the CDAC fund.
• Norainni’s race on her NRIC is indicated as Malay, and as such she will contribute to the MBMF.
• Ravi’s race on his NRIC is indicated as Indian, and as such he will contribute to the SINDA fund.
• Kelvin’s race on his NRIC is indicated as Eurasian, and as such he will contribute to the ECF.

In the case of mixed-race employees, e.g. Indian-Chinese, employers can refer to the first component of the double-barrelled race on the employee’s NRIC to ascertain which SHGs the employee should contribute to. For example:

• Leena’s race on her NRIC is indicated as Indian-Chinese, and as such she will contribute to the SINDA fund.

All working Muslims in Singapore, regardless of residency (including foreign workers) are also expected to contribute to the MBMF. For example:

• Danial’s race on his NRIC is indicated as Chinese. But if he is a Muslim, he is expected to contribute to both CDAC and MBMF.

Are Self-Help Group Contributions Compulsory?

SHG contributions are not compulsory, but employees need to opt-out of them.

By default, statutory contributions to SHGs will be deducted from employees’ salaries like CPF. However, employees can opt out of these contributions by notifying their corresponding SHG. For example, if a Chinese employee wishes to stop SHG contributions, they will need to contact the CDAC and fill in an opt-out form. This form must be endorsed and a copy filed by the employer.

For employees that are expected to contribute to two funds, e.g. a Chinese-Muslim employee contributing to both CDAC and MBMF, they can opt out of contributing to just one fund. For example, Danial, a Chinese-Muslim employee, can opt to only contribute to CDAC instead of MBMF by contacting MBMF and following their opt-out procedure.

On the other hand, mixed-race employees can contribute to two funds by informing their employer. For example, Indian-Chinese employee Leena can contribute to both the SINDA and CDAC funds if she wants to.

In addition, if the employee changes jobs, they will need to go through the opt-out procedure again for their respective SHGs.

What Are the Self-Help Group Fund Contribution Rates?

Each SHG fund has different contribution rates.

[insert]

Make Self-Help Group Contributions Easy with BrioHR

With all the intricacies around SHGs, it can get confusing when running payroll. But, with BrioHR’s payroll module, you can accurately calculate SHG contributions for your employees.

Upon onboarding, you can choose which SHG fund your employee will contribute to. If they opt-out, you can also turn contributions off in the payroll system with just a few clicks.

With a secure, scalable, user-friendly platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post 4 Frequently Asked Questions About Singapore’s Self-Help Group Contributions appeared first on BrioHR.

Every year, Singaporean employees look forward to the Annual Wage Supplement (AWS), which is a single annual payment paid to employees in addition to their annual salary. It is normally paid at the end of the year, making it a useful sum for Christmas and New Year spending, as well as for supplies for the new school year.

The AWS, also known as “13th month pay”, is common practice in Singapore as well as in neighbouring Malaysia. It was first proposed in 1972 to the civil service to close the growing pay gap with the private sector, but it is now practiced by both the public and private sector.

Here are five things you need to know about AWS in Singapore.

Get AWS Right with BrioHR

Managing AWS for one employee may be easy, but what about managing two? Or five? Or 500? As the business scales up, simple payroll items on an Excel sheet can get very unwieldy, very fast.

In addition, you will need to run another payroll cycle when paying AWS or any other variable wage components. With HR software that can run multi-cycle payroll like BrioHR, you can run multiple payroll cycles with just a few clicks. Everything is also calculated accurately for you.

The post 5 Things to Know About the Annual Wage Supplement in Singapore appeared first on BrioHR.

More than 90% of Fortune Global 500 companies use ATS, including those operating in Singapore such as Microsoft, Qualcomm, and Citigroup. ATS software can help recruiters automate many of the tasks involved in recruiting, while also improving the consistency, organization, and compliance of the hiring process.

Here are some reasons why recruiters in Singapore should consider using an ATS.

Increase Efficiency of Hiring

ATS software can automate many of the repetitive and time-consuming tasks involved in recruiting, such as posting job listings, screening resumes, and scheduling interviews. This can save recruiters a significant amount of time, allowing them to focus on other important tasks, such as sourcing candidates and building relationships with hiring managers.

Reduce Bias in the Hiring Process

An ATS can help ensure that every candidate is evaluated according to the same criteria, which can help reduce bias in the hiring process. For example, an ATS can be programmed to screen resumes based on specific keywords or qualifications, ensuring that every candidate is evaluated fairly and objectively.

Keep Candidate Information Organized

An ATS can keep all candidate information in one place, making it easier for recruiters to track where candidates are in the hiring process, communicate with candidates, and share information with other members of the hiring team. This can improve collaboration and reduce the risk of miscommunication or lost information.

Ensure Compliance with Singapore Regulations

An ATS can help ensure that a company is complying with Singaporean employment laws and regulations, such as those related to fair employment practices and the Personal Data Protection Act (PDPA). For example, an ATS can be programmed to anonymize candidate information during the screening process, reducing the risk of unconscious bias or discrimination.

Overall, an ATS can help recruiters work more efficiently, fairly, and effectively, while improving the candidate experience and ensuring compliance with relevant laws and regulations. Here are some additional benefits of using an ATS:

• Improved communication: An ATS can automate email notifications to candidates, reducing the time and effort required to communicate with candidates throughout the hiring process.
• Better reporting and analytics: An ATS can generate reports on key recruiting metrics, such as time-to-hire, cost-per-hire, and source of hire. This can help recruiters identify areas for improvement and optimize their recruiting strategies.
• Enhanced candidate experience: An ATS can provide candidates with a more seamless and user-friendly application process, making it easier for them to apply for jobs and track their progress.

Get the Right Candidates with BrioHR’s Recruitment Module and ATS

An ATS can be a valuable tool for recruiters looking to streamline their recruiting process. With BrioHR’s recruitment module and ATS, you can hire faster, smarter, and better to quickly get the best talent for the job.

Aside from a robust ATS, BrioHR’s recruitment module also enables collaboration between departments, where you can easily collect and share feedback from candidate screening and interviews.

The post Why Singapore Recruiters Should Use Applicant Tracking Systems appeared first on BrioHR.

The Singaporean government partially pays for childcare leave under the Government-Paid Childcare Leave (GPCL) scheme, which reduces the financial strain on companies when employees take childcare leave. This also applies to parents who are self-employed and may experience income loss during childcare leave.

Alongside parental leave, childcare leave supports working parents in caring for, bonding with, and enjoying quality time with their children. These benefits are designed to support Singaporean parents during the crucial early, formative years of their child’s life.

The Entitlement to Childcare Leave

Under Singapore’s Employment Act 1968, working parents are entitled to six days of paid childcare leave per year if their youngest child is below the age of seven. This entitlement applies regardless of the number of children.

On the other hand, if their youngest child is between 7 and 12 years old (inclusive), working parents are entitled to two days of extended paid childcare leave.

This leave can be taken in blocks of one day or more and can be used for a variety of purposes, including:

• caring for a sick child
• accompanying a child to their first day of school
• attending to a child’s needs during school holidays

Unused childcare leave cannot be:

• encashed
• carried over to the following year
• carried over to a new employer
• used to offset the resignation notice period
• transferred to the spouse

Childcare leave already claimed under previous employer(s) will be deducted from their total yearly childcare leave entitlement.

What if both parents work for the same company?

As long as both parents meet the eligibility criteria, they will be entitled to six days each of paid childcare leave, or two days each of extended paid childcare leave.

Eligibility for Childcare Leave

To be eligible for childcare leave, the following criteria must be fulfilled:

• The child must be a Singapore citizen.
• The parent must have worked for the same employer (or have been self-employed) for three continuous months.

What if the employee is not the biological parent?

It makes no difference whether a working parent’s child is their biological child, stepchild, or adopted child in order for the working parent to be eligible for childcare leave. For adoptive parents to be eligible for childcare leave, the Adoption Order must be passed.

What if the employee is a single parent?

They will be entitled to childcare leave as well. The entitlement to childcare leave does not discriminate based on marital status.

What if the employee is a foreigner?

As long as the child is a Singapore citizen, parents who are foreigners or permanent residents are entitled to childcare leave.

What if the child is not a Singaporean citizen?

The parent will only be entitled to the statutory minimum of two days of childcare leave per year, instead of six days of childcare leave. They will not be entitled to extended childcare leave.

Prorating Childcare Leave

For new joiners or employees intending to leave the company during the year, their childcare leave entitlement will need to be prorated. Generally, childcare leave will be prorated according to number of months worked.

Note that extended childcare leave cannot be prorated.

For new hires who have joined for less than a year, the following applies:

For employees intending to leave the company during the year, the following applies:

Applying for Childcare Leave

When applying for childcare leave, working parents must download and complete the Government-Paid Childcare Leave (GPCL) or Extended Childcare Leave (ECL) declaration form and submit it to their employers, along with any other relevant supporting documentation.

Employers can then submit the claim for reimbursement online via the Government-Paid Leave (GPL) Portal no later than 3 months after the last day of the 12-month period.

Working parents are highly advised to discuss their childcare leave plans with their employers as soon as possible to minimise disruption and allow the company to establish alternate work arrangements.

Get Childcare Leave Right With BrioHR

Tracking leave isn’t easy, especially with multiple types of leave like sick leave, annual leave, parental leave, and of course childcare leave. It gets even harder when you have to manage leave for multiple employees!

With BrioHR’s leave management module, managers can check at a glance who is on leave and approve leave requests seamlessly. Employees can also check their leave balances and request for leave – all on a user-friendly, mobile-ready app.

The post The Singapore Working Parent’s Guide to Childcare Leave appeared first on BrioHR.

Years ago, new employees were told to just turn up for work and expected to get on with their job. Now, the process of onboarding (or orientation, or induction) is important for many HR leaders. How you welcome new staff to the team plays a huge role in their performance over time.

Why Onboarding Is Important

Onboarding a new employee is a critical step in enhancing productivity and retaining talent. According to Gallup research, employees that have a great onboarding experience are 2.6 times more likely to be extremely satisfied with their workplace.

Many Singaporean business leaders should know that the employment relationship is a two-way street. Not only do they hope to hire the right person; the employee also needs to know that they’re in the right job. The onboarding experience is the company’s chance to show that they are indeed a great place to work.

Depending on the role, the onboarding process can last from just a day, or up to a year or more for senior, more complex positions. The goal of a great onboarding experience is to:

• Enable employees to feel welcomed as a valued team member.
• Establish a sense of belonging.
• Know what the company does, and how they contribute.
• Build confidence in the new joiner’s role and their relationships with colleagues.
• Set clear expectations about their performance over time.

With this in mind, we’ve compiled this handy checklist for you to summarize the onboarding process.

One Week Before: Pre-boarding

The onboarding process begins as soon as your job candidate accepts the offer. Completing pre-boarding means that the employee’s first day can be spent providing a warm welcome instead of getting bogged down in admin work.

• Ensure the employment contract is duly signed and all relevant parties have a copy. Digitally signed documents are faster and more convenient!
• Check that the employee has the right to work in Singapore.
  • If you’re hiring a foreigner, you need to apply for a valid pass with the Ministry of Manpower.
• Set up payroll for the new joiner, including salary, CPF rate, SHG contributions, SDL etc.
• Set up all relevant systems and assets for the new joiner by checking with the IT team, e.g. company email and login credentials for company intranet.
• Extend a welcome email to the new joiner. Things to include are:
  • Their start date and office hours.
  • Office address.
  • Their first-day schedule.
  • A copy of the employee handbook.
  • Parking arrangements (if applicable).
  • Dress code (if applicable).
  • Instructions for them to log in to their company email.
  • A link to online onboarding software (like BrioHR) for them to submit relevant documentation (e.g. NRIC, work passes etc).
• Extra: prepare a welcome pack for their first day. Include company-branded goodies like stationery and T-shirts in a company swag bag – new hires will appreciate this!
• Optional: remove the job posting if still active.

Day One: Orientation

The first day at work can feel like the first day at school: awkward. Spend the day getting to know each other and giving them a sense of what it’s like to work for the company, rather than throwing them head first into work.

The new employee will then be able to understand the organisational structure, the company’s culture, and how various departments work with one another.

• Show the new joiner their seat (with their welcome pack prepared) and introduce them to their department and teammates.
• Organize a tour of the office and introduce the new joiner to the business leaders.
• Ensure the new joiner has submitted all relevant documentation, including:
  • ID documents (NRIC or passport plus work pass).
  • Bank details for salary payment.
  • Emergency contact details.
  • Any relevant certifications, university degrees etc.
• Give the new joiner their access card as well as explain any security procedures.
• Ensure they have access to their company email as well as all relevant software tools.
• Walk them through the employee self-service app (like BrioHR), including how to apply for leave, access their payslips, claim for expenses etc.
• Let them know key contacts such as HR, IT etc.
• Send an internal email announcing the arrival of the new joiner, including:
  • Their full name.
  • Job title and department.
  • Optional: any interesting facts (e.g. hobbies, professional background etc)
• Optional: assign a buddy to the new joiner who can serve as their guide to the workplace. Having a buddy will ease the transition process and give the new joiner a point of reference.

Week One: Acclimatization

As the days go by, the new joiner should start getting used to their routine. Their manager would have already assigned to them their first tasks. If the employee requires training, this is the time that the training and support period will really kick in.

• Get their manager to check in daily with them. Take some time to see how they are doing and invite any questions they may have.
• Remind them of their probation period and their KPIs.
• Set goals and probation reviews for the employee at regular intervals, e.g. at 30 days, 60 days, 90 days etc.
• Plan regular lunches with the team to bond and build better relationships.
• Optional: plan a 1-on-1 with the C-level executive or most senior manager responsible for the team. When even the boss makes time for new joiners, this shows employees that the company really cares.

One Month to Six Months: Assimilation

By now, the new joiner would have completed training and started contributing to the team.They would have also formed bonds with their colleagues, customers, and other stakeholders.

Also, a big milestone is approaching: the end of the new joiner’s probation period. Probation periods normally last from three months to six months depending on the company.

• Not everything needs to be serious – invite the new joiner out for any company events like sports, festive get-togethers etc.
• Continue setting targets and remind them of the company’s expectations of their role.
• Conduct the new joiner’s probation reviews. Let them know:
  • Their strong points.
  • Areas for improvement.
  • Any training that may be required.
  • If they are on track for confirmation.
  • What they need to do if they are not.
• Conduct informal reviews in between their probation reviews.
• Go through the employee’s probation reviews and manager feedback. You now have a choice:
  • Confirm the employee.
  • Extend their probation period.
  • Let the employee go, following all procedures and the notice period stipulated in the contract.

Six Months and Beyond

After confirmation, your new joiner is now a full-time employee! But that doesn’t mean the employee experience stops there. Research by Michael Page shows that, on average, employees will start to think about changing jobs 18 months into a new job. Thus, delivering a great employee experience even after onboarding is crucial to continued performance and employee retention.

Onboard New Joiners the Right Way With BrioHR

Designing an onboarding process differs from company to company. But with BrioHR, you can make the right first impression, improving employee engagement, productivity, and retention. With automated reminders and notifications, you can make the onboarding process as systematic as possible following this checklist.

Furthermore, you don’t onboard an intern the exact way you onboard a C-level executive. You can easily customise your onboarding process and create multiple onboarding tracks as needed.

The post Onboarding a New Employee in Singapore (Checklist Included) appeared first on BrioHR.

Sick leave (colloquially known as “taking MC”) is meant for employees to take time off, rest, and recuperate. This way, they can get back to work sooner and reach full productivity in less time. In addition, if they’re sick with an infectious disease, they won’t spread it around the office.

Sick Leave

Who Is Eligible for Sick Leave?

Paid sick leave is a right under the Employment Act (EA). Generally, the Employment Act covers almost all employees, whether full-time, part-time, temporary or contract employees.

The EA also does not distinguish between Singapore citizens, permanent residents, and non-citizens. Therefore, foreigners and Singaporeans alike are entitled to sick leave under the EA.

What Is the Sick Leave Entitlement?

Employees who have worked for six months or more with the same employer are entitled to 14 days of paid outpatient sick leave. Between three and six months of service, the entitlement is prorated as follows:

• 3 months of service: 5 days of paid outpatient sick leave
• 4 months of service: 8 days of paid outpatient sick leave
• 5 months of service: 11 days of paid outpatient sick leave

Employers cannot give less than the statutory minimum of sick leave as stipulated under the EA. However, they are free to give more.

The employee is also entitled to their gross rate of pay (minus any allowances for shift work) while on sick leave. If the employee has worked for three months or more with the same employer, the employer must, at the minimum, pay the medical consultation fee.

The employer does not need to cover any other payments, e.g. for medication. However, such benefits may be extended to employees through health insurance or a medical expense claim.

How Does an Employee Qualify for Sick Leave?

There are several criteria that an employee must fulfil in order to qualify for sick leave:

• The employee must notify their employer within 48 hours of going on sick leave.
• The employee must be certified to be unfit for work by a medical practitioner registered under the Medical Registration Act or Dental Registration Act.
• The medical certificate (MC) must be presented upon return to work.

What If an Employee Falls Sick During a Rest Day or Public Holiday?

The employee is not eligible to apply for sick leave.

What If an Employee Falls Sick While on Annual Leave?

Generally, employees can’t ‘convert’ their annual leave into sick leave. However, some employers do give that option if the employee presents a valid MC.

What If an Employee Has Used Up All Their Sick Leave?

The employer can allow them to take unpaid leave, or give them the option to use their annual leave entitlement. If the employee is too sick to continue to work, you may have no choice but to terminate their services after giving due notice or payment in lieu of notice.

However, this should only be used as a last resort, and if their illness severely curtails their ability to do their job. For example, a construction worker that cannot manually lift heavy loads as a result of a diagnosed medical condition.

Hospitalization Leave

Who Is Eligible for Hospitalization Leave?

Like sick leave, employees working in Singapore are also entitled to hospitalization leave. However, there are several differences that employers need to take note of.

What Is the Hospitalization Leave Entitlement?

Employees who have worked for six months or more with the same employer are entitled to 60 days of paid hospitalization leave. Between three and six months of service, the entitlement is prorated as follows:

• 3 months of service: 15 days of hospitalization leave
• 4 months of service: 30 days of hospitalization leave
• 5 months of service: 45 days of hospitalization leave

Like sick leave, employers cannot give less than the statutory minimum of hospitalization leave as stipulated under the EA. However, they are free to give more. The employee is also entitled to their gross rate of pay (minus any allowances for shift work) while on hospitalization leave.

How Does an Employee Qualify for Hospitalization Leave?

Essentially, unlike sick leave, an employee requires hospitalization leave if they are admitted to hospital and a doctor deems that necessary. There are several criteria that an employee must fulfil in order to qualify for hospitalization leave:

• The employee must be certified by a medical practitioner who can admit patients into an approved hospital (including national specialty centres and ambulatory surgical centres).
• The employee must be warded in a hospital or undergone day surgery.

The employee may also qualify for hospitalization leave if they are quarantined under any written law.

What If an Employee Has Used Up All of Their Sick Leave, but Is Then Hospitalized?

According to the MOM, the amount of paid outpatient sick leave and paid hospitalization leave is capped at the sick leave entitlement. The example given by the MOM is that if an employee has already taken 14 days of paid outpatient sick leave in a year, the number of days of paid hospitalization leave that they can take is 46 days (60 – 14 = 46).

What If an Employee is Hospitalized, but Has Not Used Any Sick Leave?

In this case, the hospitalization leave entitlement should be used up first. The outpatient sick leave entitlement is not used.

Manage Sick Leave and Hospitalization Leave with BrioHR

If you’re looking to manage sick leave policies for your business, BrioHR helps you get started in a fuss-free, user-friendly way. BrioHR’s leave function is mobile-ready so employees can notify their managers and upload their MC wherever they are. Managers can also approve them easily.

With a secure, scalable, user-friendly platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post Sick Leave and Hospitalization Leave in Singapore: What HR Needs to Know appeared first on BrioHR.

When a company has a terrific employee experience, employees will feel more engaged with the business. They will put in extra work, initiative, and time to contribute to company objectives. They have a feeling of purpose in their work and approach it with excitement, passion, and energy. In short, they are more productive. This is even more critical in Singapore, as Singaporean employees trend behind the global average for employee engagement.

This is also related to a great challenge facing Singaporean employers: retaining employees. It goes without saying that engaged employees are much less likely to resign, but Ministry of Manpower data suggests that the resignation rate is going up as the economy recovers from the pandemic.

What is the Employee Experience?

The employee experience is basically the result of each encounter and touchpoint that employee has with a business. It’s also a planned set of activities and ideas the company creates to enhance the productivity of its employees at work.

Every interaction that employees have with the company, from accepting the offer letter until the day they resign, affects the employee experience. This experience is influenced by company culture and interactions with colleagues, leaders, customers, and other stakeholders.

To create a great employee experience that takes into account all of these factors is difficult. But it isn’t impossible when you know how. Here are six techniques you can use to enhance the employee experience.

1.⠀⠀The Employee Experience Starts From the Top

A great employee experience starts from passionate, enthusiastic, and active leadership. The company’s leadership needs to takes the time to value its employees’ contributions, understand their wants and objectives, and demonstrate a sincere interest in them. This will foster goodwill and the drive to succeed on both an individual and team level. Essentially, it means treating employees like people with individual needs and wants.

Thus, leaders can start by asking employees frequently for feedback on how you might make their time at work better. This might be accomplished informally by taking part in friendly chat or sporadic leisure activities. Furthermore, by initiating more official employee surveys and channels for feedback, you may learn what drives them.

In order to foster an environment where your staff can flourish, make it a point to learn how they define success.

2.⠀⠀Transparency and Clarity

To perform at their best, employees want to understand how the organization works inside and out. They want transparency on how they can achieve their objectives when it comes to job performance and expectations, possibilities for professional growth, and progression within the company. Transparency and clarity in processes fosters engagement and trust among workers, which raises productivity and boosts overall business success.

Singapore’s Ministry of Manpower has created a handbook which, among other things, encourages companies to create a work-life strategy based on a trust culture and transparency. Businesses also need to work on internal communication so that information is rolled out in an equitable, timely manner.

3.⠀⠀Give Employees Meaning in Work

In a 2022 McKinsey survey of American employees, 82% stated that purpose is important in work. Yet more than half of respondents said that their company’s purpose is so generic to the point of being meaningless.

When employees work, they don’t just want to earn a paycheck. That is certainly important, but to truly engage them on the next level, the business needs to show that their work creates meaning and contributes to society. People need to feel that what they do matters in some way.

Hence, the company must show a purpose beyond just making profits. Getting employees involved in other departments, or at least denying them a chance to ‘silo’ can show how their role influences a whole, and that the whole is more than the sum of its parts.

4.⠀⠀Recognition and Reward

A key aspect of the employee experience is recognition and reward for an employee’s work. Employees need to feel appreciated and rewarded for their work in order to be inspired to perform at their highest level. Consistently expressing your thanks for their efforts shows them that you are aware of how hard they work and inspires them to perform better.

Thus, set aside time to recognise and reward employees’ accomplishments in ways that have personal meaning for them. The celebrations don’t have to be extravagant to be sincere – organising a team lunch, sharing victories with the entire company, or giving someone a modest gift for hitting a goal all help. Offering incentives for improved performance provides workers something extra to aim for and keeps them engaged for a longer amount of time.

5.⠀⠀Access to Information and Seamless Services

Basic information such as pay slips, leave balances, and expense claims need to be accessible to employees. Yet, many businesses tend to hide it behind a clunky, inelegant legacy application. With the rise of good UI from everyday applications like Netflix and Shopee, Singaporean employees have come to expect the same level of access from their employers.

Therefore, employees find it frustrating when these legacy programs don’t function properly because they can’t get the information they need to execute their jobs, achieve their work-life balance objectives, or take care of work-related personal matters like their benefits.

6.⠀⠀Enhance the Employee Experience with BrioHR

Speaking of legacy programs, if you’re still tracking leave and payroll with Excel sheets, it’s now time for you to upgrade your HR experience with BrioHR.

BrioHR not only allows easy self-service access for employees – the tech-enhanced recruitment, onboarding, and performance management makes the employee experience that much better. BrioHR is also fully compliant with all Singaporean laws.

With a secure, scalable, user-friendly platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post Enhancing the Employee Experience: 6 Top Tips You Can Do appeared first on BrioHR.

In this article, we will explore the factors to consider when choosing HR software for a Singapore company.

Identify Your Business Needs

The first step in choosing HR software is to identify your business needs. What features do you need to manage your employees effectively? Do you need software that helps with the basics like payroll, leave, and expense claims? Or do you need people management features like recruitment, onboarding, or performance management?

Understanding your needs will help you choose software that is customized to your business. It’s a good idea to sit down with your HR team and outline the challenges faced before shopping for software.

Choose a User-Friendly Platform

User-friendliness is an underrated, yet essential factor to consider when selecting HR software. After all, the team will be interacting with the software almost every day. An obtuse system will make using it a chore, while an intuitive system with a great UI can decrease workload and increase your HR team’s satisfaction.

Thus, the HR software should be easy to use and understand, with a simple interface. It should also have user-centric design that allows employees to access information and complete tasks quickly, without having to face user friction.

Ensure Compliance with Singaporean Laws and Regulations

HR software for a Singapore company must be compliant with local laws and regulations. Among other things, the software’s payroll function must be able to calculate statutory deductions like CPF, SDL, FWL, as well as monthly tax deductions.

The software should adhere to the provisions Singapore’s Personal Data Protection Act, as the database in HR software contains sensitive employee information.

Consider Cloud-Based Software

Cloud-based HR software offers the advantage of accessing the software from anywhere with an internet connection. The software is hosted in the cloud, so it is easy to implement and requires minimal maintenance.

This means that your HR team can log in and perform HR tasks when working from home or anywhere, on PC or mobile, making it convenient to access.

Check for Integration with IRAS and Other Systems

HR software should integrate with other systems in your company. For instance, if your company uses accounting software, the HR software should integrate with it to allow for seamless data transfer. Integration allows for more efficient data management and reduces manual data entry errors.

Another point of integration for Singapore companies to look for is integration with the Inland Revenue Authority of Singapore (IRAS) system. You should be able to submit the annual Form IR8A directly through the HR software itself. You can login with your Singpass or Corppass credentials to do so.

Evaluate Customer Support

It is essential to evaluate customer support when choosing HR software. The software vendor should provide reliable customer support, including customer onboarding, training, troubleshooting, and technical support. You can read reviews from other users to understand their experiences with customer support.

Check the Pricing Model

HR software pricing models vary, and it is essential to choose one that aligns with your budget. Some vendors charge per user, while others charge a flat fee. It is important to consider the long-term cost of the software, including maintenance, upgrades, and support.

Get a Complete HR Software Experience with BrioHR

Choosing HR software for a Singapore company can be a challenging task, but BrioHR can make the selection process much simpler.

BrioHR’s customers span the gamut from finance to F&B, software to services, and even healthcare and NGOs. If you want to modern HR work, develop employees, and help shape the company into a productive, empowered workplace, BrioHR is here to support you – all for an affordable, transparent price.

With a secure, scalable, user-friendly platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post A Guide to Choosing HR Software in Singapore appeared first on BrioHR.

It is important to note that leave policies in Singapore are regulated by the Ministry of Manpower and employers are required to comply with these regulations. Employees who have questions or concerns about their leave entitlements should raise these with their employer or contact the Ministry of Manpower for advice.

In this article, we describe 14 types of leave that every HR practitioner in Singapore should know. Not all of these types of leave are mandated by law. Nevertheless, having a clear, defined leave policy plays a huge role in attracting talent, retaining employees, and promoting a positive work environment.

Annual Leave

Employees who have completed three months of service are entitled to annual leave. This allows them to take time off work for rest and recreation. The statutory minimum entitlement for annual leave is 7 days a year during an employee’s first year of service. As their length of service increases, they are entitled to more days of annual leave.

If an employee takes a half-day of leave, strictly speaking it is still considered a full-day’s leave under Singapore law. However, employers do have the discretion to treat it as half-day leave under company policy.

Replacement Leave

If an employee has to work on weekends or on a public holiday, employers may elect to provide the employee an additional day’s pay in lieu of the holiday, or to grant them an additional day’s holiday to be taken at any time. This is known as replacement leave or off in-lieu.

Sick Leave

Sick leave, or medical leave is provided to employees who are unable to work due to illness or injury. Employees who have been employed for at least 3 months are eligible for 14 days of outpatient medical leave per year, while those who have been employed for more than two years are eligible for up to 16 days per year.

To claim sick leave, employees have to notify their employer within 48 hours of their absence from work. Upon returning to work, a medical certificate (MC) issued by a registered doctor or dentist certifying the employee to be unfit for work should be presented.

If an employee falls sick while on annual leave, they can discuss with their employer whether to cancel their annual leave and take sick leave instead. This is at the employer’s discretion and is not mandatory.

Hospitalization Leave

Aside from outpatient sick leave, employees are also entitled to 60 days of paid hospitalization leave. This also includes the 14 days of outpatient sick leave.

An employee is entitled to paid hospitalization leave when the employee:

• Is undergoing day surgery and has to be warded
• Requires bed rest (e.g. post-pregnancy)
• Needs further medical treatment post-discharge (e.g. after a serious accident resulting in physical injury)
• Is quarantined under law (e.g. during an infectious pandemic)

Maternity Leave

In Singapore, the government not only mandates a minimum period for parental leave, it also reimburses employers through the Government-Paid Leave program for giving employees parental leave. This generous support for working parents is the result of concern over Singapore’s falling birthrate and stresses on young families.

Thus, new mothers are eligible for a minimum of 12 weeks of maternity leave. But if the child is a Singaporean citizen, the mother is entitled to 16 weeks of government-funded leave through the Government-Paid Maternity Leave (GPML) programme. This entitlement also applies to single or unmarried mothers.

Paternity Leave

Paternity leave was introduced to recognize the important role that fatherhood plays in a newborn’s life.

Similar to new mothers, working fathers are also entitled to two weeks of government-funded leave through the Government-Paid Paternity Leave (GPPL) programme. The baby must be a Singaporean citizen, and father in question must be married to the child’s mother.

Adoption Leave

Similar to maternity and paternity leave, adoptive parents are entitled to up to 12 weeks of government-funded adoption leave.

For an adoptive mother to be eligible for adoption leave, the adopted child must be a Singaporean citizen below the age of 12 months. If the child is a foreigner, one of the adoptive parents must be a Singaporean citizen, and the child must become a Singaporean citizen within six months of the adoption.

Adoptive fathers are also eligible for GPPL if the adopted child is a Singaporean citizen.

Childcare Leave

Under the Government-Paid Childcare Leave (GPCL) policy, eligible working parents can get six days each of childcare leave per year, per child. To be eligible for GPCL, the following requirements must be fulfilled:

• The child is below seven years old.
• The child is a Singaporean citizen.

Childcare leave is capped at 42 days a year for each parent. In addition, childcare leave cannot be encashed or carried forward to the following year.

There is also the option of taking extended childcare leave of two days per year if the youngest child is between seven to 12 years old.

National Service Leave

According to the Enlistment Act, all male Singapore citizens and permanent residents are obligated to perform national service (NS) unless they are exempt. After completion of full-time NS, they may be called up at any time to perform several days’ worth of training to remain operationally ready, until the age of 50 years (for officers) or 40 years (for other ranks).

This of course entails an absence from work which the employer must grant.

Emergency Leave

For work planning and approvals, a leave request is typically needed several days in advance. In the event that this is not possible, emergency leave is designed to allow workers to take a brief absence from their jobs in order to attend to urgent personal matters.

Naturally, companies discourage such absences. Therefore, they can only grant two or three days of emergency leave each year. Any additional absences will probably result in unpaid leave or a reduction in the employee’s allotted annual leave.

There is no legal requirement to give emergency leave.

Compassionate Leave

Compassionate leave is granted to employees who need time off work due to the death of a close family member or for other compassionate reasons. The amount of compassionate leave available to employees depends on their length of service and the circumstances of their leave.

There is no legal requirement to give compassionate leave.

Study Leave

When an employee is enrolled in a brief course that is deemed to be useful to the company, study leave is typically offered. If an employee is pursuing a certification that will advance their knowledge and/or professionalism in their line of work, such leave might also be approved.

There is no legal requirement to give study leave.

Volunteer Leave

Volunteering time off is becoming more and more common among employees who wish to help the community and give back to society. At the same time, companies also seek to emphasise their social ideals and commitment to improving the world.

In light of this, an increasing number of businesses now offer paid time off for employees to participate in charitable endeavours. To encourage more employees to engage, such initiatives can also be incorporated into the company’s corporate social responsibility plan.

There is no legal requirement to give volunteer leave.

Unpaid Leave

Employees may need to take time off for myriad reasons, even if they don’t have enough paid leave days available. Or, they might choose to take a sabbatical from work.

In this situation, the employer can provide the employee the option of taking unpaid leave. There is a lot of flexibility in how the unpaid leave policy is carried out, depending on the employer. Some employers may offer up to six months of unpaid leave, while others may not grant this option.

Manage Leave Easily with BrioHR

If you’re looking to manage leave policies for your business, BrioHR helps you get started in a fuss-free, user-friendly way. BrioHR’s leave function is mobile-ready so employees can apply for leave wherever they are, and managers can also approve them easily.

With a secure, scalable, user-friendly platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post 14 Types of Leave Every HR in Singapore Should Know appeared first on BrioHR.