Beyond budget boost: Workplace revolution to support large families

Singapore’s Budget 2025 has introduced the Large Families Scheme (LFS), a significant step towards supporting parents with three or more children. While financial incentives such as increased Child Development Account grants, MediSave support, and LifeSG credits provide relief, a fundamental shift in workplace culture is needed to ensure that both mothers and fathers feel empowered to balance their professional and caregiving responsibilities.

Dr Xander Ong, CEO of the Centre for Fathering, underscored the importance of shared parenting and the role that workplace culture plays in encouraging fathers to be actively involved. “Parenting is a shared responsibility, yet mothers continue to shoulder a larger portion of caregiving duties. This imbalance is perpetuated by societal and workplace cultures that do not actively promote fathers’ involvement,” he told HRM Asia.

The workplace barrier to paternal involvement

Despite the availability of paternity and shared parental leave in Singapore, only about half of eligible fathers take up this benefit. Workplace expectations and traditional gender roles contribute to this low uptake.

“Many fathers are worried that taking leave may be viewed as a lack of commitment, potentially affecting their career advancement,” Dr Ong explained. “These concerns stem from traditional views where fathers are primarily seen as breadwinners, and long working hours are often equated with dedication and performance.”

To break this cycle, organisations must move beyond policies on paper and actively foster a family-friendly culture. Leaders play a crucial role in shaping this environment by setting an example. “By taking parental leave, reducing overtime, and making use of flexible work arrangements, leaders challenge outdated notions of productivity. This sets an example and reduces the stigma for parents who wish to utilise parental leave or flexible work arrangements to be present for their families,” he noted.

For large families, flexibility in work arrangements is a necessity rather than a luxury. Employers can support working parents through initiatives such as flexible start and end times, hybrid work arrangements, and additional paid family care leave based on the number of children. “Flexible start and end times can help parents with multiple children manage busy schedules, while remote work alleviates the logistical challenges of balancing the family’s multiple differing schedules,” he suggested.

READ MORE: Beyond roles: The evolving commitment of fathers

Beyond these structural adjustments, regular engagement with working parents is key. Organisations should have open conversations with employees starting from pregnancy to understand their evolving needs and provide sustained support across their children’s life stages. “This collaborative approach brings employees and organisations together to co-create a family-friendly culture, transforming workplaces into an important part of the village that raises the next generation,” Dr Ong said.

Organisations can take inspiration from initiatives like Eat With Your Family Day and corporate parenting workshops in partnership with organisations like Centre for Fathering. Dr Ong added that establishing father and mother support groups within organisations can also foster peer mentorship, where experienced parents can guide younger ones navigating work-life integration.

Singapore’ efforts to support large families must be matched by workplaces that prioritise family-friendly practices. As Dr Ong concluded, “These changes will help Singapore evolve into a nation that is truly Made For Families, where both mothers and fathers are empowered to share caregiving responsibilities and contribute meaningfully to their families and workplaces.”