By developing creative employees, organisations can help boost business productivity in more conventional roles like accounting and data analytics.
A number of unions are gearing up to campaign for both menstrual and menopause leave for female employees.
Hybrid work, the rising cost of living, and uncertainty about the future are all stress factors for employees in Singapore.
A change-ready culture driven by the behaviours and performance of leaders is pivotal to manage disruption and prepare employees for change.
One in three employees in Japan currently have a side job or have had one in the past, as employers are encouraged to support this practice.
Adjustments to the minimum wage are determined by combining inflation, economic growth, and the productivity at work factor of respective provinces.
A newly tabled convention includes legislation that mandates employers to maintain workplace policies against harassment and violence.
A dedicated advisory committee has been reviewing protections for these workers under Singapore’s pension scheme.
More SMEs in India are implementing ESG practices, but they face challenges such as uncertainty over how to measure the success of ESG projects.
While work hours have declined over the past decade, employees in the country are still among those in the world who record the most hours at work.
Employees in Singapore prioritise stability and job security over salary, while good leadership is key to retain talent and maintaining employee wellbeing.
Once enacted, flexible work policies and practices require appropriate planning and investment to enable their benefits to be realised.
One of the key objectives of the centre is to help manage and address the mental health issues employees in the country are facing.
South Korea has the smallest share of parents who go on leave for their children among developed nations, even as the country's workforce continues to shrink.
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.
Compared to their younger counterparts, employees aged 50 and above are more likely to put in extra effort at work beyond regular hours.
Some companies are providing “inflation allowances” to help employees cope with rising consumer prices as labour officials call for more permanent support.
Employers can offer the flexibility to work part-time hours as a means to increase female workforce participation.
Although it is not mandatory to mask up at workplaces, employees have been encouraged to continue the practice.
Interest in companies to hire workers with disabilities has risen by 30% since this August, driven largely by the service sectors.
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.
To enable more older adults to continue to contribute to the economy, a mindset shift for employers is needed.
Employers and their workers get to decide whether to continue wearing masks at work after President Ferdinand Marcos Jr scrapped the mask mandate.
It identified young employees, workers with children, and non-permanent employees as those who are most vulnerable to inflation.
For the next 12 months, employees will have the flexibility to choose which day or set of hours is most suitable for them to take off.
Leave should be granted to enable employees to deal with the mental stress that they feel at the workplace, says the Malaysian Trades Union Congress (MTUC).
A revised law, which comes into effect January 1 next year, forbids the sexual harassment of women and reduces barriers to career advancement.
About 83.2% of New Zealand employees say the ability to work from anywhere has made them happier and more productive.
Besides facing burnout, some 20% of these employees have also expressed stress related to a lack of learning and development opportunities.