Singapore’s return-to-office wave meets employee demand for perks
As offices reopen across Singapore, workers are navigating the return-to-office (RTO) mandates with a mix of optimism and caution. New poll data suggests a clear gap between what employees want—more flexibility, tangible perks, and a smoother commute—and what employers are currently willing to offer. The conversation has shifted from simply returning to the office to shaping a more flexible, value-driven workplace.
What employees want: free meals, flexible hours, and cheaper commutes
Survey respondents in Singapore voiced several recurring requests. First, free or subsidised meals at work emerged as a top perk, with many citing longer work hours and the cost of dining out as justification for on-site nourishment. Second, flexiwork arrangements—hybrid models that balance in-office days with remote work—ranked highly as a means to preserve productivity while supporting personal commitments. Finally, subsidised commutes, whether through company-shared transport options, shuttle services, or transit vouchers, were highlighted as practical relief from the rising cost of living and the strain of daily travel.
Why perks matter beyond convenience
Perks like free lunch and subsidised transport are often more than mere conveniences—they signal an investment in employee well-being and retention. In a tight labour market, such benefits can help attract talent and reduce turnover. For employers, these perks can translate into higher morale, fewer sick days, and a smoother onboarding process for new hires who might otherwise be deterred by long commutes or high daily costs.
Employer perspectives: balancing costs with output
Business leaders face a delicate balancing act. Flexible work arrangements can reduce real estate spend and attract a broader pool of candidates willing to relocate or switch industries. However, perks like free meals and subsidised transport impose direct costs. Many organisations are experimenting with tiered benefits, offering essentials such as reliable Wi-Fi access, ergonomic workstations, and occasional on-site meals while evaluating broader subsidies. The goal is to maintain productivity and collaboration without eroding margins.
Strategies for a practical RTO package
Some practical steps hospitals, tech firms, and financial services companies in Singapore are taking include flexible scheduling, co-working options near residential areas, and partnerships with local eateries for discount meals. Implementing a subsidised transport program—whether through upgraded company shuttles or a transit credit system—can ease the financial burden on employees and make the office more attractive. Transparent communication about the rationale behind each perk also helps manage expectations and reduces friction between staff and management.
The broader context: regional trends and expectations
Singapore’s job market remains competitive, with many workers prioritising balance, purpose, and predictable growth. The RTO trend is not unique to Singapore; many Asian markets are balancing the benefits of in-person collaboration with the demand for flexibility. In Singapore, the emphasis on practical perks reflects a broader shift toward employee-centric policies that value time, health, and financial well-being as essential components of performance and loyalty.
What workers should watch for next
As employers refine RTO policies, workers should look for clear guidelines on hybrid schedules, consistent meal or transport subsidies, and measurable improvements in office culture. For HR leaders, the challenge is to quantify the impact of perks on productivity and engagement, ensuring long-term sustainability while staying competitive in a dynamic regional market.
