There needs to be better communication among management, human resources and employees on the best approach. Employers concerned about potential abuse of the leave system may ask employees (at least initially) to provide documentation, such as a medical certificate or an appointment chit.
Depending on employee demographic and needs, management may decide to offer more parent care leave as part of corporate benefits or grant more leave on an ad-hoc basis. Companies can review these policies every few years to make beneficial adjustments.
Overall, companies will benefit by promoting a flexible work culture with parent or family care in mind. Parent care leave could even make employers stand out in a tight labour market if more workers expect to take on some caregiving.
SOCIETAL NORMS AND FLEXIBLE WORK ARRANGEMENTS
It is a caring workplace culture, not parent care leave, that needs to be mandated. But can it?
The way forward in balancing business interests with caregiving responsibilities is one Singapore has to chart itself, though overseas examples can provide some ideas. In Australia, employees are entitled to 10 paid days of personal leave that encompasses sick leave and carer’s leave. In Germany, legislation provides for up to 10 days unpaid leave in case of a care emergency.
However, the societal norms are different. In these countries, seniors typically retire on their own or live in retirement homes, often far away from their children, using their savings and pension benefits to fund living expenses.