Introduction: The RTO Mood in Singapore
As Singapore firms press ahead with return-to-office (RTO) mandates, workers are navigating a mixed landscape of optimism and expectation. Recent polls show that while many employees are ready to return to the workplace, they also crave tangible perks and greater flexibility. The contrast between what workers want and what employers currently provide is shaping conversations about benefits, workload, and company culture in the city-state.
What Singaporean Employees Want
The polls reveal a clear appetite for three broad categories of support: complimentary meals, flexible work arrangements, and affordable commuting options. Free or subsidised lunches feature prominently, with respondents citing lunchtime perks as a practical benefit that boosts productivity and team cohesion. Flexi-work arrangements — including hybrid desks, adjustable hours, and remote work on a scheduled basis — are seen not just as a perk but as a core element of work-life balance in a high-velocity economy.
Subsidised commutes also rank high. For many workers, efficient and affordable transport is a prerequisite to sustainable attendance and morale. When employers share the cost or provide convenient commuting options, it reduces daily friction and signals a long-term commitment to employee well-being.
The Gap: Expectations vs. Reality
Despite the optimism surrounding RTO, surveys show a widening gap between employees’ expectations and what employers offer. Some organisations have maintained traditional in-office policies, while others have experimented with phased or flexible schedules. The most successful employers are those that translate broad expectations into concrete programs: regular meal offerings, predictable hybrid models, and clear, data-driven approaches to transport subsidies.
Another element of the gap is communication. Employees want clarity on policy changes, consistent application across teams, and transparent metrics to evaluate the impact of perks on productivity and well-being. When communication is lacking, even well-intentioned programs can feel arbitrary or unfair, undermining morale and engagement.
Why This Matters for Employers
For Singaporean employers, aligning perks with worker expectations is not a luxury; it is a strategic advantage in a competitive labour market. Providing free or subsidised meals can improve routine satisfaction and reduce decision fatigue at lunchtime, while flexi-work policies can widen the talent pool by appealing to applicants who prioritise flexibility. Subsidised commutes can lower the total cost of work for employees, potentially improving retention and reducing absenteeism.
Beyond retention, perks tied to flexibility and convenience can boost productivity. When employees feel trusted and supported, they are more likely to invest discretionary effort, collaborate effectively, and stay engaged during longer workdays. However, the key is balance — perks should complement, not overshadow, core business priorities like performance, safety, and inclusivity.
Practical Steps for Companies
- Audit current offerings: Assess which perks are valued by employees and which are underutilised.
- Introduce phased flexi-work: Implement predictable hybrid schedules that meet customer needs while offering personal flexibility.
- Launch a meals and wellbeing program: Partner with local caterers to provide affordable daily lunches or rotating meal plans.
- Offer transit subsidies bundled with safety: Support safer, cheaper commutes with monthly subsidies or partnerships with public transit providers.
- Communicate clearly: Publish policy details, eligibility criteria, and impact metrics to build trust.
What Employees Should Expect Moving Forward
The future of work in Singapore is likely to blend in-person collaboration with flexible structures. Employers that actively listen to their workforce, experiment responsibly, and measure outcomes will lead the way. For workers, the expectation is a practical RTO approach — one that keeps teams connected while acknowledging personal needs, with perks that feel real and accessible rather than aspirational.
Conclusion
As Singapore returns to the office, the demand for free lunch, flexi-work, and subsidised commutes reflects a broader shift toward employee-centric policies. The most resilient organisations will be those that align these expectations with clear policies, open communication, and thoughtful implementation. The result could be a refreshed work culture where productivity, morale, and loyalty rise in tandem with a more flexible, well-supported workforce.
