I applaud the new legislation on paternity care leave to address the country’s low birth rate and mindsets about family care.
This is a first step towards greater worklife balance and productivity for Singaporean employees. It would also benefit Singapore’s ongoing efforts to promote gender equality and shared responsibilities between couples at home.
At the same time, more can be done for our generation.
Singapore’s aging population presents a growing challenge for the younger generation, particularly for unmarried individuals who often shoulder the primary responsibility of caring for elderly parents.
According to a Ministry of Health report, 26% of caregivers for those aged 65 and above are single, and the burden disproportionately falls on women, who make up the majority of caregivers, as noted by Associate Professor Angelique Chan of Duke-NUS.
This situation calls for the urgent implementation of mandatory eldercare leave, a policy that several Members of Parliament, including Halimah Yacob and Lee Lilian, have advocated for in recent years.
Eldercare leave would allow employees to take time off to care for elderly family members when they are unwell, ensuring both dignity for our seniors and support for overburdened caregivers.
The need for eldercare leave is underscored by Singapore’s demographic trends. Currently, one in 12 Singaporeans is above the age of 65, a figure projected to rise to one in five by 2030.
At the same time, declining birth rates mean fewer children will be available to share caregiving responsibilities. While families like mine, where seven relatives collectively care for my grandparents, may manage now, future generations will face greater strain with fewer hands to help.
Eldercare leave would help ease this burden and support a better balance between work and family life. In a nation where many full-time employees receive just 14 days or fewer of annual leave, providing time to care for elderly loved ones is not just compassionate, it is essential.
While foreign domestic workers play a vital role in many households, this is not a feasible or preferred option for every family. Not all families can afford a maid, and many elderly parents prefer being cared for by their children rather than a stranger who may not even speak their language.
Others believe companies should decide on their own to offer eldercare leave, but the reality is that only 4% of firms currently provide this benefit, as reported by the Singapore National Employers Federation.
Legislative intervention is necessary to ensure employees are supported. Concerns about misuse of eldercare leave can be addressed by requiring supporting documents, such as medical receipts or appointment letters, similar to the requirements for maternity or paternity leave.
Mandatory eldercare leave is more than just a workplace benefit; it is a policy that aligns with Singapore’s national goals. By supporting caregivers, we can alleviate the pressures of balancing work and family life, encourage higher birth rates, and build stronger, more resilient families.
Just as maternity and paternity leave honor the contributions of the next generation, eldercare leave acknowledges the sacrifices of the generation that built Singapore. It is time to take decisive action to support both our seniors and their caregivers, ensuring a compassionate and sustainable future for all.
