{
  "id": 16530796,
  "title": "askST Jobs: My colleagues get more flexibility because of family commitments. What about me?",
  "url": "https://urgent.news/2026/10/25/askst-jobs-my-colleagues-get-more-flexibility-because-of-family-16530796",
  "topic": "finance",
  "section": "Finance & Markets",
  "published": "2026-10-25T21:00:00.000Z",
  "source": {
    "name": "Straits Times Business",
    "slug": "straits-times-business",
    "url": "https://www.straitstimes.com/singapore/jobs/askst-jobs-my-colleagues-get-more-flexibility-because-of-family-commitments-what-about-me"
  },
  "original_language": "en",
  "account": "In a recent article, Don Leow, human resource director at the National Institute of Education, highlighted that managers often assume employees without children have fewer personal responsibilities outside work. However, Leow emphasized that employees who do not have children can also face family commitments, such as caring for ageing parents, pursuing further education, or managing their health. He stressed that fairness does not mean treating all family responsibilities equally, but ensuring that each individual's legitimate needs are addressed without unfairly burdening the same people repeatedly. To promote fairness, Leow advised managers to plan workload coverage before employees take leave or reduce their hours, rather than reacting to gaps as they arise. He suggested adjusting deadlines, pausing less urgent tasks, or bringing in temporary resources when needed. Moreover, any redistribution of responsibilities should be clearly communicated and time-bound, so employees are aware of their additional duties and for how long. Leow also pointed out that managers should recognize employees who take on more work formally in performance assessments and development opportunities. Allie Teh, senior manager for sales and marketing at recruitment agency Robert Walters Singapore, agreed with Leow, stressing that workplace flexibility should be reciprocal, with colleagues supporting one another when personal commitments arise. She suggested that, just as non-parents may step in to cover for working parents, working parents should be willing to support colleagues in need. Both Leow and Teh cautioned against managers making assumptions about working parents, such as avoiding assigning demanding projects to new parents, which could limit their career opportunities. Instead, they recommended asking each employee what they need and can handle, and regularly reviewing those needs as they evolve throughout different life stages. Lastly, Leow noted that the Tripartite Guidelines on Flexible Work Arrangement Requests, which came into effect in December 2024, require employers to consider all employees' requests fairly, regardless of their personal circumstances. Thus, managers should assess such requests based on business needs and the feasibility of delivering the work, rather than the reasons behind the request.",
  "summary": "Managers should ensure that accommodating some employees does not unfairly burden others.",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}