According to a Splunk report, 82% of Singaporean companies reported losing tech professionals due to burnout, compared to the global average of 66%. Burnout is defined by the World Health Organisation as a “syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed”. It is characterised by feelings of exhaustion, negative feelings towards one’s job, as well as reduced professional efficacy.
In Singapore’s competitive society, it is very often that workers overwork themselves in a bid to remain on top. This creates a culture, where high expectations by everyone creates the constant pressure to over-deliver and ensure that everything is perfect. Furthermore, with the rise of remote jobs, where one has greater autonomy over one’s schedule, working from home can blur the lines between work and personal life, making it harder to wind down and relax. This becomes even more prevalent in the tech industry, which demands technological breakthroughs, especially with the rapid advancement of AI and other technologies, leading to even higher chances of burnout.
How is it being addressed by policy makers?
Evidently, burnout is a serious issue within the tech industry. As a result, institutions have implemented various policies and frameworks to combat this ever-rising problem.
Tripartite advisory on mental health and well-being
Acknowledging mental health as a growing concern, the Ministry of Manpower, Singapore National Employers Federation and National Trades Union Congress jointly issued an advisory to protect workers’ mental health. There are a few key recommendations presented in the advisory to prevent burnout:
- Conduct regular assessments of employees’ mental well-being as part of overall workplace health risk management
- Designate workplace mental well-being champions to (a) engage senior management to implement policies and support employees’ mental well-being (b) organise and curate activities, programmes and resources to enhance employees’ mental well-being and (c) put in place a system to refer persons in distress to professional help
- Review HR and workplace policies to better support employee mental well-being
- Introduce clear guidelines on after-hours work communication
- Train staff to recognise signs of mental distress, and direct employees to appropriate help channels
- Foster a psychologically safe and trusting work environment by having open and regular conversations on mental well-being
- Develop peer support networks where trained staff can assist colleagues, create safe spaces, and reduce the stigma surrounding mental health
- Provide access to counselling services such as through Employee Assistance Programmes
- For companies with flexible employee benefits (e.g. medical benefits) and insurance provision, consider extending the scope of coverage to include mental well-being programmes and mental health consultations.
For more information on the details of these regulations, visit https://www.mom.gov.sg/employment-practices/tripartism-in-singapore/tripartite-guidelines-and-advisories/tripartite-advisory-on-mental-well-being-at-workplaces
Employment Act
While the Employment Act does not specifically cater to burnout, its main purpose is to protect employees and provide them with a conducive environment when working. Thus, many provisions within the act attempt to prevent burnout for employees. Key clauses preventing burnout include:
- Mandatory rest days
- Every employee shall be allowed in each week a rest day without pay of one whole day which shall be Sunday or such other day as may be determined from time to time by the employer (Clause 36.1)
- Limits on maximum working hours
- Except as hereinafter provided, an employee shall not be required under his contract of service to work – (a) more than 6 consecutive hours without a period of leisure (b) more than 8 hours in one day or more than 44 hours in one week (Clause 38.1)
- An employee shall not be permitted to work overtime for more than 72 hours a month (Clause 38.5)
Conclusion
Mental health is not a laughing matter, and definitely must be taken seriously. Apart from adhering to the guidelines set out by legislation and frameworks, companies should also tailor their company policy to support mental health based on their unique needs. If you require professional guidance in this regard, do contact the Advomi team, where we have a team of qualified lawyers to assist you in your operations.
Disclaimer: This article provides general information and does not constitute legal advice. Please seek professional advice for your specific situation.
