HR News & Trends: Sep Week 3

HR News & Trends: Sep Week 3

HR News & Trends: Sep Week 3

 

1. Trends

i. Tech Firms May Follow Amazon’s Lead to Stop WFH

Amazon’s decision to mandate five days of in-office work in Singapore has been met with discontent, particularly as hybrid work has become the norm for many employees. The decision comes as Amazon sees the benefits of in-office work for collaboration, culture-building, and teamwork.

Takeaway: Industry experts believe Amazon’s decision to require more in-office work may signal a broader trend among tech companies moving away from remote work. This shift could significantly affect recruitment and employee retention, as many workers now expect hybrid work options. However, smaller tech firms may benefit from using hybrid work arrangements as a competitive advantage to attract talent, especially since they can no longer rely solely on “inflated” valuations. While larger companies are reviewing productivity to justify returning to the office, many are expected to maintain some flexibility, like remote days or flexible hours, to meet employee expectations.

Read the full article about tech firms’ hybrid work arrangements.

 

ii. Four-Day Workweek Feasible, Says 7 in 10 Singapore Employers

A recent poll shows that nearly 7 in 10 Singapore employers believe a four-day workweek is feasible, but only 18% are considering implementing it within the next two years. Malaysia has the highest acceptance of a four-day work week, with 79% of employers considering it feasible, followed by Thailand at 77% and the Philippines at 75%. In contrast, Vietnam and Japan show lower acceptance levels, with 54% and 56% of employers, respectively, believing in its feasibility. While employees are enthusiastic about the potential for better work-life balance, concerns exist over cramming work into fewer days.

Takeaway: Singapore employers’ implementation intent contrasts with the regional average of 37% and reflects a more cautious approach compared to other Southeast Asian countries. This could stem from concerns about the potential impact on operations and the challenges of implementation across various industries and job roles. Significant organisational and cultural changes are also often necessary, alongside considerations of how digitisation, automation, and job redesign can align with this strategic shift. Given these considerations, experts suggest that implementing a four-day workweek would require careful planning, cultural shifts, and leveraging technology.

Read the full article about the feasibility of a four-day work week.

 

iii. 81% of Asian Talent See UAE as an Emerging Global Tech Hub

A recent survey of over 1,000 tech professionals from Singapore, India, Hong Kong, and Vietnam revealed that 81% see the UAE as an emerging global tech hub. Meanwhile, 76% believe the UAE offers a supportive environment for the tech industry.

Takeaway: Other key findings include:

  • Relocation Interest: 45% of respondents expressed a strong desire to relocate to the UAE, citing better health and insurance packages, attractive salaries, and a high quality of life as primary reasons. While the UAE is appealing, Singapore remains the most preferred destination for 46% of respondents, followed by the UK (57%) and the US (52%).
  • Government Support: 93% attributed the UAE’s rise as a tech hub to government support, which has helped nurture the tech industry.
  • Key Attractions: Key contributing factors include robust banking, visa, insurance, healthcare, and real estate services (74%), high quality of life (60%) and attractive salaries (54%). Notably, 47% of respondents are actively seeking relocation.

However, 72% of Singaporean tech workers lack familiarity with the UAE as a work destination. Those considering relocation prioritise competitive salaries, work-life balance, and favourable housing conditions.

Read the full article about the UAE’s appeal.

Read the full article about why Singapore’s tech professionals prefer the UAE.

 

2. Markets

i. Malaysia Updates Four Industrial Relations Laws

Malaysia recently amended four key industrial relations laws. The move aims to enhance Malaysia’s labour standards and align them with international principles outlined by the International Labour Organisation (ILO). The amendments, which came into effect on September 15, include updates to:

  • Industrial Relations (Amendment) Act 2020
  • Trade Unions (Amendment) Act 2024
  • Industrial Relations Regulations 2024
  • Trade Union Regulations 2024

Takeaway: The amendments focus on improving citizens’ socio-economic welfare by enabling collective negotiations and protecting workers’ rights to join labour associations, among others. Besides this, Malaysia also established a national framework for HR policies throughout the country that provides guidance for tackling essential matters related to workforce and HR management.

A key element of the framework is the Progressive Wage Policy, which details the government’s strategy to raise the median wage for workers. This complements the salary increase for civil servants that was announced in early May.

Read the full article about Malaysia’s amended industrial laws.

 

ii. Taiwan Rolls Out Global Elite Card to Attract High-Income Professionals

Taiwan is launching a “global elite” card to attract high-earning foreign professionals and mitigate potential talent shortages and brain drain. This card will be available to individuals with an annual salary exceeding NT$6 million, allowing them to obtain permanent residency after one year. Benefits for cardholders include:

  • Access to long-term care and disability services.
  • Permission for spouses to work in Taiwan.
  • Permission for parents and grandparents of cardholders to reside in the country indefinitely.

Concurrently, the government is suggesting one-year work permits for foreign graduates from prestigious universities and “overseas Chinese students” who recently completed their studies in Taiwan.

Takeaway: This initiative comes six years after the implementation of Taiwan’s previous “gold card” programme, which allows foreign professionals with monthly incomes exceeding NT$160,000 or a demonstrated history of success in specified fields to live and work in Taiwan for up to three years. The recent initiatives respond to reports indicating a projected talent deficit of approximately 350,000 individuals. They are part of the government’s efforts to bring in 200,000 highly skilled and mid-level skilled workers by 2028.

Read the full article about Taiwan’s Global Elite Card.

 

iii. Employers in 14 Sectors to Hire At Least One Emirati by Dec 31

Based on the UAE’s Ministry of Human Resources and Emiratisation (MoHRE), private-sector employers in 14 key sectors are required to hire at least one Emirati worker by December 31. This is especially true for companies with 20 to 49 employees. Meanwhile, companies with 50 or more employees must achieve a 2% annual increase in hiring Emiratis in skilled positions and a 10% increase by the end of 2026. Employers are warned against “fake Emiratisation” practices to meet these targets, which could incur significant fines. MoHRE encourages companies to register Emirati employees in authorised pension funds and the Wage Protection System (WPS) and utilise the Nafis programme to connect with qualified Emiratis.

Read the full article about MoHRE’s employment initiatives.

 

Get More Industry Insights with JC

For more insights into the latest trends or to explore new career opportunities, reach out to our HR recruitment consultants for a chat. With executive search firms in Singapore and China, and operations in a financial centres like Hong Kong, partnering with us enables you to tap into our strategic presence in Asia to access timely insights that help you stay competitive in today’s market.

For employers: Beyond the HR industry, we also have dedicated teams specialising in the following areas, ensuring that we’re equipped to serve your recruitment needs for diverse job functions:

Image Credits:

  • Amazon
  • Aletihad
  • Taiwan Cabinet