RTO optimism meets a demand for perks
As Singapore charts a path back to pre-pandemic office routines, workers are pretty clear about what would make the transition easier: more гибility and tangible perks. Recent surveys across multiple sectors reveal a gap between what employees want and what employers are currently offering. While the return-to-office (RTO) mandate is seen as a sign of economic revival, many workers say flexible schedules, free meals, and subsidised commuting could be the difference between grudgingly showing up and showing up with enthusiasm.
Key perks workers say matter most
Across industries—from technology to finance and public services—three categories consistently appear at the top of employee wish lists: free or subsidised meals, flexible work options, and affordable commuting. Free lunches or a meal stipend are often cited as both a morale booster and a straightforward cost-saving measure for teams that are pushing toward in-person collaboration. Flexi-work arrangements, including hybrid models or core-hour policies, are valued for preserving work-life balance and reducing daily stress. Finally, affordable or subsidised commuting helps those who rely on public transit or paid parking, easing the financial burden of daily travel as more teams gather in office spaces.
What “flexibility” really means in practice
Flexibility is not a one-size-fits-all concept. Employees increasingly want a mix of options: predictable in-office days for collaboration, plus the freedom to work from home on project-heavy days, and even the ability to adjust hours to avoid peak transit times. Managers are weighing how to implement these preferences without derailing teamwork and project deadlines. Some organisations experiment with rotation systems, results-based check-ins, and explicit expectations around responsiveness, so collaboration remains seamless even when team members are not in the same room.
Cost, culture, and the RTO calculus
For employers, the question extends beyond payroll costs to the broader culture and productivity outcomes. Subsidising meals or transit can be framed as an investment in engagement, retention, and employer branding. However, businesses must balance these perks with budget constraints and business needs. The polls underscore a broader trend: workers expect a thoughtful package that addresses daily frictions rather than a blanket policy. In a tight labour market, perks can differentiate employers in competitive hiring and reduce turnover.
How employers can respond
Smart employers are starting with clear, transparent communications about RTO plans and the rationale behind any benefits. Practical steps include offering meal subsidies or healthy catering on certain days, piloting hybrid schedules with set in-office days, and negotiating transit subsidies with local providers to keep costs predictable. Importantly, benefits should be accessible to a broad employee base, including mid-career professionals and new hires who may have different needs. Companies that publicly share their approach to flexibility and benefits are also more likely to attract talent that values both collaboration and autonomy.
Looking ahead
As Singapore moves forward, the workplace is evolving from a place of mere command-and-control to a space that supports wellbeing and efficiency. The current sentiment among workers is not anti-office; it is pro-efficiency, pro-balance, and pro-sense that their employer invests in their daily experience. When RTO is paired with well-structured flexibility and thoughtful perks, the return to the office can become a win-win for both staff and organisations.
