Latest news with #workplacewellness


Independent Singapore
15 hours ago
- Business
- Independent Singapore
1 in 5 Singapore workers worried they can't afford healthcare; confidence in employer support drops
Photo: Depositphotos/ BiancoBlue (for illustration purposes only) SINGAPORE: Only 67% of workers in Singapore think their managers are attentive to their health and welfare, a reduction from 71% two years ago. This data is based on the Health on Demand 2025 Asia Snapshot by Mercer Marsh Benefits featured in a recent SBR article. Such a decline reflects increasing apprehensions about the accessibility and affordability of healthcare, with one in five workers voicing out uncertainties of whether they can manage to pay for medical care, either for themselves or their families. The gap between healthcare prices and income growth is among the biggest in the region, with medical expenditures in Singapore snowballing at 3.3 times the pace of salary increases. The hidden toll on caregivers and mental health Caregivers within the labor force are being confronted with intensified burdens. Approximately 60% experience high stress levels, and over half are anxious about their job security and failing health. Generally, mental well-being remains a huge problem, while everyday stress levels have decreased from 51% in 2023 to 45% in 2025, and virtually half of all workers still report experiencing stress regularly. These stressors, combined with caregiving responsibilities and job uncertainties, depict an image of a workforce under continued mental burden and emotional pressures. Corporate solutions and communication gaps Some business owners are taking innovative steps. A hospitality establishment in Singapore, confronted with mounting lingering ailments among an aging workforce, introduced practical health education and boosted the use of on-the-spot health centers for early screening. The move led to many in-house treatments and progressive interventions, improving health results and lessening long-term expenses. Nevertheless, the report also stresses a serious issue — poor communication. One in four employees finds it hard to locate and access information about their health benefits, impeding appropriate care. Those who obtain clear-cut, interactive, and friendly communication are likely to trust their company's capacity to deliver inexpensive, excellent care. With 73% of Singapore workers also talking about the effects of extreme weather events, the necessity of integrated support, from health assistance to climate resilience, has never been more imperative.


Forbes
3 days ago
- Business
- Forbes
Mental Health In The Tech Industry: A Leadership Mandate
Vivek Singh, Sr. Vice President of IT & Strategic Planning Palayekar Companies Inc. Mental health is no longer a luxury reserved for large corporations—it's a strategic necessity for any company aiming to retain talent and build sustainable workplaces. As a young tech leader, I didn't fully grasp the depth of this issue. But in February 2020, I had the privilege of attending a reception at the United Nations Headquarters in New York City. The event was organized by the World Youth Group under the theme #IAmWithYou. At this gathering, I started to understand the necessity of bringing awareness to and finding solutions for the global rise in emotional and mental health issues. All business leaders must think more about how to design our modern work environments for human well-being. In the tech industry, we may be among the worst offenders. The U.S. Department of Health and Human Services (HHS) recently reported that 76% of U.S. workers have experienced "at least one symptom of a mental health condition," and 84% believe their workplace conditions contributed to it. This issue impacts businesses: 81% said they'll seek future employers that support mental well-being. Also, according to the World Health Organization (WHO), anxiety and depression alone cost the global economy over $1 trillion annually in lost productivity. Despite this, most small and medium-sized enterprises (SMEs) still lack structured wellness programs. One of the big challenges for the tech industry, in particular, is the role that physical exercise plays in mental health. The WHO recommends "at least 150 minutes of moderate-intensity physical activity per week," a goal that often feels out of reach in sedentary office settings. The first step in addressing this issue for leaders in the tech industry is to recognize our teams in these statistics: long hours, screens everywhere and no real pause to move. The #IAmWithYou gathering in 2020 planted the seed for what is now growing into a formal United Nations resolution: International Sports Week. The resolution proposes an annual observance from April 5 to April 9, encouraging governments to invest in sports, physical activity and recreational programs. All tech companies should take part in this week, but we must also think about how to incorporate physical activity into our offices year-round. It's not rocket science: Physical activity improves how we feel, think and work. Think back to your childhood—the joy of playing outside, the energy, the freedom. That wasn't just fun—it was emotional clarity, mental release and health in motion. Physical activity is more than fitness; it's a catalyst for stress relief, connection and sharper thinking. Data from the HHS and the Centers for Disease Control (CDC) reinforce the same truth: Lower stress leads to higher focus, creativity and long-term performance. To solve this crisis, the tech industry must stop viewing wellness as an HR checkbox and start treating it as part of our infrastructure. To begin, draw inspiration not only from other companies but also—crucially—from non-tech models. For example, the WHO's SME Wellness Guide offers several actionable tips on how to incorporate physical activity in the workplace. Likewise, college athletics programs can provide excellent examples for improving wellness and mental health in teams. Once you've got a solid plan, every tech leader should embrace these three mantras: • Mental health is a business imperative, not a benefit. • Physical activity is a strategic investment, not extracurricular. • Workplace design must evolve—from screen-bound to human-centered. The next generation of talent isn't chasing beanbags or Ping-Pong tables. They're seeking workplaces that genuinely care about their well-being. As leaders, we must lighten the load—not add to it. It's time to stop treating wellness as an afterthought. Let's embed it into the way we work, lead and live. Because when movement shapes our culture, we don't just build better companies—we cultivate healthier, more resilient people. Forbes Technology Council is an invitation-only community for world-class CIOs, CTOs and technology executives. Do I qualify?

ABC News
3 days ago
- Business
- ABC News
Meet the women making Australian workplaces more menopause-friendly
Liz Bonner has a lot on her plate. She cares for her mother, teenage kids and two older siblings with Parkinson's disease, and she has a demanding job. She's the President of the Australian Neighbourhood Houses and Centres Association and the CEO of the Cloverdale Community Centre in Geelong's disadvantaged northern suburbs. On top of all this, she's perimenopausal. And it hasn't been easy. "I literally thought I was going crazy. My mental health hit a low that I'd never expected," Liz says. Her experience is similar to many other women with caring responsibilities who work through menopause at a high point in their careers. She's part of a growing push to make workplaces more menopause friendly. That can mean providing flexible working arrangements, access to quiet rooms, adjustable air conditioning and encouraging open conversations about menopause. Liz says openness and honesty about menopause is vital. "I had a meeting with the Deputy Prime Minister before the election and I said I'm going to talk about passionate topics and I'm probably going to cry and I can't help that, but I'm not embarrassed by it either." She extends that honesty to her clients, colleagues and staff. She's also up-front about being diagnosed with ADHD while she was dealing with menopause and her challenging home life. "A lot of our workforce is older women. So, a lot of people come into our sector who have had careers in other vocations," she says. "It's these wonderful older women who have a real heart for community and as a result we have to be flexible. "And we largely serve female participants in our centres as well, so we live and breathe menopause. We live and breathe women's health." Through workplace flexibility, candid discussions and support, Liz reckons she works at the most menopause-friendly workplace in Australia. That's music to the ears of Grace Molloy. Grace didn't know what was happening when she first had menopause symptoms, so she started the workplace accreditation company Menopause Friendly Australia to raise awareness. "I was shocked that I didn't know anything about 'peri' [perimenopause] when I was in it, because my dad was an obstetrician, and my mum was a midwife, so we talked about women's health around the dinner table," she says. "And I also did a Master of Nursing, and I didn't learn anything about it at all in my nursing degree. For me, it was like many women, a bit of a struggle." So, she partnered with Menopause Friendly Accreditation UK, where more than 125 workplaces have been accredited. "I just felt that I was teary all the time. I was emotional. I had physical symptoms as well, like heart palpitations. And for me, it was more of the psychological symptoms that were the most challenging," she says. "So that's why I started Menopause Friendly Australia because I don't want anyone else to struggle through this feeling confused and alone." So far, only four Australian companies are accredited as officially menopause friendly: Deloitte Australia, AngloGold Ashanti Australia, St John WA and Australian Red Cross Lifeblood. But 38 other companies are currently working to gain accreditation including the Parliament of Victoria, the Commonwealth Bank, Melbourne Airport, BHP, Gippsland Lakes Complete Health, Sydney Water and City of Melbourne. Accreditation involves meeting standards around culture, policies, training, communications and engagement, and the working environment. The cost of accreditation varies depending on the number of employees in an organisation and if it's a small business or not-for-profit. Last year unions told a senate inquiry into menopause and perimenopause that Australian women are leaving the workforce early because of a lack of menopause support. It's been described by academics as a crisis for organisations employing women aged between 45 and 55 who decide to step away from leadership positions, go part time or retire early. Macquarie University research shows 45 per cent of women retiring early list sickness or disability as the reason. Not everyone has a difficult menopause. Triggered by declining levels of the hormones oestrogen and progesterone, it usually occurs between age 45 and 55. The most commonly reported difficulties that menopausal women report at work include poor concentration, tiredness, poor memory, reduced confidence, feeling low or depressed. Two years ago Australian-first research from Jean Hailes for Women's Health and Monash University warned against "catastrophising" menopause, particularly to sell goods and services. Study co-author Sarah White said that could unintentionally erode women's resilience and stigmatise women as they approach midlife. According to Jean Hailes, about 20 per cent of women have no symptoms, 60 per cent have mild to moderate symptoms and 20 per cent have symptoms that significantly interfere with their daily life. Jeanette Anderson works with Liz Bonner at Cloverdale Community Centre. "I was probably quite lucky in that I didn't have extreme symptoms. I can honestly say it didn't interrupt me at all," she says.


Independent Singapore
6 days ago
- Business
- Independent Singapore
Singaporeans dish on how to know when it's time to quit your job
Photo: Freepik/ (for illustration purposes only). SINGAPORE: After a local Reddit user who's been wanting to resign for the past few months asked how a person knows when it's actually time to leave a job, others on the platform quickly swooped in with their advice and experience. Earlier this week, u/Negative-Berry-50 wrote in a post on r/askSingapore that they've been wanting to leave their job since February. However, since that point, two of their colleagues have already quit, even without new job offers lined up. Therefore, with the current hiring freeze in the company, the post author wrote that they 'foresee chaos during peak periods' due to the smaller team size. 'As wonderful and supportive as my remaining teammates are, I really don't see myself staying with them this year, but I won't be leaving without a new offer,' they added. Commenters on the post outlined a list of 'signs' that are a pretty good indicator of when it's time to leave one's job. 'Basically, when: You feel like you're not learning anything anymore, or this job isn't fit for your career goals anymore It's getting more and more difficult to find a solid reason to get to work/You're not motivated at all, and it's been that way for 6+ months. You have a burnout You have a better offer somewhere else,' wrote one. See also 'Am I in Bedok, Ponggol or Hougang?' — Confused netizen asks 'No increment for that year,' another added. 'When the toxic culture becomes too much for you to accept, especially when colleagues start to shirk responsibility after teaching you,' a Reddit user contributed. 'When you have a manager who can't seem to work with you no matter how much you try to accommodate their whims and fancies,' wrote another. A commenter urged the post author to wait until they have the next job in the pipeline, writing, 'When a good job offer lands… that's when it's time.' However, another quipped that it's time to quit 'When you have to ask on Reddit.' One wrote that when someone even begins to think of quitting, this is already somewhat of a sign. 'Usually, if you start thinking about quitting, it's probably time to leave. There must be a reason why you even had this thought, so … Quitting is a skill, lah. Have to overcome all the cognitive biases and sunk cost fallacy and fear of the unknown, etc., not everyone is in a position to leave when they want to, but if you have this thought, I think it would be a good idea to start looking out,' they wrote. See also Singaporeans dismayed at 9th Giant closure this year 'Quitting a job can feel like a big decision, and many reasons might lead you to decide it's the right time. You might want to explore another industry or take on a new challenge, or you may feel unsatisfied with your current role. It may be time to quit your job when you're no longer motivated to complete your daily tasks, feel overworked or burnt out, or want to move beyond your current position into a more advanced one. These are a few signs that it may be time to quit your job and get a better one that more effectively meets your needs,' reads this piece from Coursera. /TISG Read also: 2 in 5 Singaporeans quit jobs that lack time and location flexibility


Fast Company
6 days ago
- Business
- Fast Company
Prioritize mental health as a business imperative
If you break your arm, you get a cast. If your cholesterol is high, you get a prescription. But what happens when what ails you is mental, behavioral, or emotional in nature? Too often, the answer is: nothing. For far too long, our healthcare system has treated the brain as somehow separate from the body. Fact is, mental health is health. One in five U.S. adults are estimated to be living with mental illness, and research suggests that 55% of adults with a mental illness have not received any treatment. The workplace is where many experienced and navigated the COVID pandemic as a collective trauma. Employees have come to expect mental health resources, and in today's high-stress business climate alongside life's everyday challenges, they are needed now more than ever. Left unchecked, mental and behavioral health conditions (which includes substance use disorders) cost U.S. employers approximately $282 billion each year in absenteeism, productivity declines, and associated healthcare expenses. As business leaders, we can no longer afford to treat mental health as someone else's problem or an after-hours issue. The case for whole health Evidence (and intuition) proves the body and mind are inextricably connected. Mental health conditions like depression can double the risk of developing diabetes —and vice versa. Those living with chronic illnesses are far more likely to experience anxiety, depression, or other mental health struggles. Social determinants of health (including loneliness, housing, food security, and transportation) are additional factors. And yet, our systems continue to silo these areas of care. It's time to bridge that divide because all of these issues impact whole health. Treating mental health alongside physical health is the right thing to do for employees—because it improves their health—and for employers, as it helps stabilize costs, reduces employee absences, and improves productivity. More importantly, it builds healthier people, at work and in life. Whether it's expanding access with digital therapy or integrating behavioral care with primary care, the industry is finally beginning to focus more on the whole person—and not just their conditions. Invest in what (and who) matters Wellness apps and lunch-and-learns are a start, but effectively addressing mental health must go further. Serious mental illnesses (SMI), which include conditions like bipolar disorder and severe anxiety, and substance use disorder (SUD) are highly complex and require serious attention, and investment. For example, individuals with SMI face a 53% higher risk of developing cardiovascular disease—and are 85% more likely to die from it compared to those without SMI. Integrated care for these complex conditions has been shown to improve quality of life and significantly reduce overall healthcare costs. Making programs and resources available for employees with such conditions is more than good medicine—it's good business. Nearly two million employees receive treatment for SUDs annually, and more than 13 million workers are in some form of recovery, representing 9% of all adults. This population represents a sizable portion of our nation's workforce, and employees in recovery often show increased energy, focus, and performance. What employers can do right now As stewards of workforce health and productivity, employers have a unique opportunity to lead in this space. Here's where to start: Enhance benefits. Modern Employee Assistance Programs (EAPs) offer far more than they once did. If you do provide an EAP, but haven't scrutinized its options lately, you should. The latest premium models go beyond counseling, digital self-help tools, and expert referrals tailored to employees' needs. Some now address social determinants of health and share wellbeing/mindfulness resources, concierge-level support, coaching, and on-site resources. Support all levels of need. Not every employee needs therapy, medication, or more intense care—but every employee needs support for themselves and their families. From digital wellness tools to specialized autism care access, a range of solutions helps meet people where they are. Invest in prevention. Just as we promote physical well-being through wellness incentives, the same must apply to mental and emotional health. For every dollar spent on mental health initiatives, companies can expect a return of $4 due to reduced absenteeism, lower overall healthcare costs, and increased productivity. Partners in progress: We're in this together Ultimately, mental and behavioral health conditions are common—and treatable. By investing time, expertise, funding, and a spirit of partnership, employers can transform lives and workplaces. That's not just good medicine—it's good business. At Carelon Behavioral Health, we're committed to changing how the system works. With 160 million U.S. adults spending much of their waking hours at work, we know employers are an important key to destigmatizing mental health and unlocking whole health. It's time we accept the fact that mental health is health. It always has been.