The discourse comes as a special committee continues to study recommendations and ways to strengthen protections for gig workers in Singapore.
Multi-employer bargaining, as outlined in a new bill, allows employees from different workplaces to collectively negotiate pay rises.
These include addressing wage inequality and providing more childcare support, as well as upskilling and reskilling opportunities.
Wage guidelines for lower-wage workers have been set between 5.5% and 7.5% with the goal of narrowing the pay gap.
The inflation-adjusted remuneration of employees in Taiwan fell in September, despite an increase in salaries over the same period of the previous year.
Besides raising the minimum wage in July, pensions and social insurance benefits for retirees will also increase by 12.5% in January 2023.
Employees in Singapore prioritise stability and job security over salary, while good leadership is key to retain talent and maintaining employee wellbeing.
Malaysia is also predicted to post a higher than average median salary increment across Asia-Pacific in 2023.
While compensation is still important for employees, work flexibility and career development opportunities are increasingly being prioritised.
Wage adjustments are typically made once a year, but wage boards are considering another hike after its recent wage adjustment amid soaring prices.
This will not apply to employees who are already enjoying such benefits and those who are employed in organisations with fewer than 10 employees.
About 44% of employers see an increased need to retain older employees in the workforce and expect this to be a key trend over the next five years.
A corporate tax reduction will improve cash flow that can then be directed to employment and investments, say the lobby groups.
Some companies are providing “inflation allowances” to help employees cope with rising consumer prices as labour officials call for more permanent support.
A projected salary increase of 4.5% across all industries can be expected for the next two years as companies offer higher wages to attract talent.
Employers are also urged to set clearer policies on flexible work to develop more comprehensive workforce strategies.
It identified young employees, workers with children, and non-permanent employees as those who are most vulnerable to inflation.
Nearly one in four HR leaders expect to maintain a 90-100% remote workforce, while half expect to maintain a remote workforce of 50% or more.
The Manpower Ministry is still finalising details on workers’ minimum wage in 2023, which will be announced at the end of November this year.
The Department of Labour and Employment (DOLE) is set to issue an advisory to employers regarding the grant of 13th-month pay for private sector workers.
Such clauses have traditionally been used to stop co-workers from comparing their wage package and pushing for pay hikes.
Tony Tran, Lead People Scientist, Culture Amp, explains why effective performance management can help create happy and productive employees.
As part of the new legislation, flexible work will be made more accessible to employees who are parents or care givers, among others.
Such digital wallets will have a maximum balance of 1 million yen, and employees can use the funds to make purchases or remittances directly.
Under the Fair Pay Bill, workers will gain a right to a minimum level of training and development from their employers.
From July 2023, parents hoping to qualify for the extended parental pay scheme will be assessed on their combined income.
The new legislation is intended to support low-paid employees, particularly women, in negotiating better pay packages and working conditions.
Bringing the informal workforce into formal pension systems has been a question facing pension systems around the world.
To better protect employees’ mental health and wellbeing, the Senator committee is advocating for new protections for flexible work.
A presidential advisory group has called for flexibility in implementing the 52-hour workweek which was first adopted in 2019.