MEXICO: A man working at a Fortune 100 company shared his financial worries online after being laid off for the first time. With only three months’ notice, a baby, and having recently paid in cash for a car, he said, “I’m scared about what comes next.”

The layoffs came as the company plans to consolidate operations into a single hub, instead of several offices in Mexico, and hire employees in lower-cost countries, mostly in parts of Africa where wages are significantly lower, he said.

Explaining his situation further on r/Layoffs, he wrote: “I can’t go into detail about my role due to contractual restrictions, but I’ve held a senior position for over two years and been here for eight years. During that time, I worked hard and genuinely loved what I did. The job came with great benefits: two months of vacation, a hybrid work model, insurance, and a level of flexibility that allowed me to leave early or take time off when needed.”

Before the layoffs were confirmed, rumours about the job cuts had already been circulating across the company. Then came slowed hiring across several departments, and new recruits who were struggling to perform were eventually let go. On Wednesday, after being called into the office, it finally became official.

Although there’s a good severance package waiting, and some have been offered to relocate to the bigger city, the cost of living there is so high that it would require double the salary, which is not being offered.

Sharing his worries further, he added, “I’m still relatively young, and this is the first time I’ve ever been laid off. I feel a mix of fear and uncertainty. Part of me wants to invest in a business and become my own boss, but living in this country, concerns about corruption and violence make that decision difficult.”

While he felt constant pressure over the past year, there was also a sense of relief, “that maybe this is a turning point”, yet he said, “I feel lost and uncertain.”

Amid his feelings of uncertainty, commenters who have been laid off once encouraged him.

One said, “I’ve been at it for just about 30 years now. I’ve been laid off twice… It happens to most people at least once,” adding that it was “the best thing that could’ve happened” to him.

Another shared, “All I can say my friend is you are not alone. Life has been a struggle for me,” explaining that just as things seemed to ease — after getting a good job, paying a large sum toward his mortgage, and getting a tattoo and buying the guitar he wanted — he “got laid off and [was] back to the grind.”

A third advised, “Look forward. You’ll find another job; things will work out. Leverage your professional network, don’t be afraid to contact people that you haven’t spoken to in a few years if that’s what it takes.” 

However, one commenter shared a more pessimistic note, saying, “The race to the bottom is real. Sorry to hear about you losing your job. Seems like no one and no country is safe.” /TISG

Read also: ‘So this is what AI will drive’: Workers react as PwC partner pay rises amid AI push and fewer staff

This article (‘I’m scared about what comes next’: Fortune 100 worker shares financial worries after being laid off as company shifts hiring to ‘lower-cost countries’) first appeared on The Independent Singapore News.

MALAYSIA: A foreign boss has come under fire after allegedly name-calling Malaysian staff in a group chat and complaining about the number of public holidays they enjoy in the country. The comments are largely seen as being disrespectful to the host country.

The comment, which has since gone viral on Threads and was reposted by Singapore’s No.1 personal finance podcast, The Financial Coconut, on TikTok and Instagram, shows the boss writing: “These pigs rest so much” and “1 month 10 days off.”

The boss’s comment in the post drew strong reactions online as many saw it as disrespectful. Others said it revealed deeper attitudes about work culture in the region.

“If your boss says this in a group chat, how would you feel?”

The original Threads post was shared in Malay with a question: “If you work for an international company and then your boss says this in a group chat, how would you feel? Context: Malaysia has many public holidays.”

@akid.ahmad/Threads

That question resonated with many, and according to The Financial Coconut, the negative comment cut deeper beyond workplace rudeness. It pointed to a long-standing stereotype about Southeast Asians being “lazy” or lacking drive.

The podcast explained that such views date back to colonial times, when workers in the region were often labelled “indolent” to justify low wages and harsh labour systems. It added that these ideas didn’t disappear as they continue to show up today in modern language, such as complaints about “too many holidays” or assumptions about productivity.

“When someone says that, they’re echoing a colonial script,” the commentary noted, pointing to issues like salary, power, control and working conditions.

“So when a foreign boss in Malaysia calls his team ‘pigs’ for using public holidays, it’s not just unprofessional, it drags in a whole history where Southeast Asians are only seen as ‘good workers’ if they sacrifice rest… and family time to fit someone else’s business model.”

Online reactions: “Yes, well-rested pigs perform better!”

Reactions online ranged from anger to sarcasm and humour. One witty commenter even responded with: “Yes, well-rested pigs perform better! ”

Others took a more serious tone and said rest days and public holidays are part of labour rights, not signs of laziness.

Some also pointed out that Malaysia’s public holidays reflect its multicultural society, with different religious and cultural observances across the year.

When productivity is judged by hours worked, instead of outcomes delivered

The incident has reopened the usual debate in Southeast Asia: how work is measured, and who defines “hard work.”

For many, the issue is not about the number of holidays, but respect. Calling staff “pigs” crosses that line. It undermines morale and signals a lack of cultural awareness, especially in international teams. It also raises an important question: should productivity be judged by hours worked, or by outcomes delivered?

In Singapore and across the region, this conversation is becoming more relevant as companies push for better work-life balance while staying competitive.

Public holidays are how societies choose to live, work and rest

Good management always starts with respect for their staff, and cultural context matters—so does how leaders speak to their teams.

Public holidays are not a flaw in the system. They reflect how societies choose to live, work and rest. If anything, a well-rested workforce is more often effective. And a boss who understands that will get more out of people than one who reduces them to insults.

This article (When comments on Malaysia’s public holidays cross the line into disrespect) first appeared on The Independent Singapore News.

SINGAPORE: It’s no secret that many job seekers today have to submit well over a hundred applications to secure a role, but in a shocking Reddit post, a Singaporean marketing professional revealed that she has hit burnout after sending more than 800 applications over the past four months, only to land three interviews.

While some might assume her applications are being filtered out because of AI, she believes something else may be affecting her chances. She pointed in particular to the overlap between her work experience and her studies.

“My full-time work overlaps almost entirely with my degree timeline,” she wrote. “I’ve been told that this could raise red flags for recruiters or ATS (Applicant Tracking System), potentially making it seem like I’m misrepresenting my experience or that my roles weren’t truly full-time.”

She explained that she pursued her bachelor’s degree from January 2023 to December 2025. During that time, she also held two full-time roles, the first from August 2022 to October 2023 and the second from December 2023 to October 2024.

She eventually left her second job to focus on her studies. “I stopped working from late 2024 through 2025 to focus entirely on completing my degree. Balancing full-time work and studies simultaneously led to significant burnout, so I made the decision to prioritise finishing my education properly,” she said.

Now, she finds herself in a difficult position. She wants to highlight both her academic qualifications and her professional experience, but is concerned that the overlap may be hurting her chances.

To deal with this, she’s considering making some tweaks to her resume. “[I’m thinking]of adding ‘part-time’ next to my degree, keeping the degree title unchanged, but including a bullet point explaining I worked full-time concurrently.”

She also plans to “mention this context briefly in her professional summary” to clear out any misunderstandings.

“My intention was always to position this as a strength,” she added. “I saw working full-time while studying as a sign of discipline and resilience, but I’m starting to wonder if it may be creating confusion instead.”

“Mass sending of applications is not going to yield good results.”

In the comments, an HR professional chimed in, saying that they weren’t surprised by the jobseeker’s application-to-interview ratio, as the “job market for marketing has been really competitive for the past 1–2 years.”

They went on to share a few suggestions on how she can improve her odds of getting an interview.

They said, “Seeing you have just 2-3 years of work experience, keep your resume to just 1 page. Feel free to send me your resume if you would like, or you can have AI review your resume (just omit sensitive data).”

“On your job scope, keep it in point form and don’t make it 2 lines per point and end up having a cluttered resume. Font size shouldn’t be too small. I received a size 6 font resume before, and I just brushed it off because the whole resume is just a cluttered mess. Good luck!”

Another user, who said they work as a recruiter, suggested that companies might be rejecting her applications because she spent a relatively short time in her first two roles.

They explained, “You might have painted yourself into a corner there. The first thing on my mind as a recruiter is will this ‘fler chut’ pattern happen again if we hire? The best you can do is exclude the second job or call it part-time. Just tell them you wanted to work the first job for a full year and tendered at the 1-year mark with a 30-day notice.”

A third user also cautioned her against sending out a huge number of generic job applications just to try her luck at landing an interview, saying this kind of approach, often called the ‘spray and pray’ method, rarely works and can actually hurt her chances instead of helping.

They explained, “I find it hard to imagine any adaptation of your application to show you understand each company and role you were applying to, since there were 800 applications. Mass sending of applications is not going to yield good results.”

They added, “Have you written to companies unsolicited? Go out to network. Go to events. Meet people and put yourself out there. Tell everyone you know you are looking for a job. If I were in your position… I would write unsolicited to companies or people I love to work for and offer my services. Tell them you are willing to accept any opportunity just because you really want to work for them.”

In other news, a commuter in her 20s has vented online after an elderly woman allegedly confronted her for sitting in a reserved seat and repeatedly insisted it was “for seniors only.”

Posting on the r/SMRTRabak forum on Friday (April 24), the commuter said she had just finished a shift that left her “physically and mentally” drained.

Read more: ‘This seat is for seniors only’: Woman says she was confronted over reserved seat in MRT

This article (Marketing professional sends 800+ job applications in 4 months, gets only 3 interviews and hits burnout) first appeared on The Independent Singapore News.

SINGAPORE: Watching a parent slowly lose their sense of purpose after being out of work for a long time is never easy. It’s heartbreaking, to say the least.

Recently, a Singaporean who seems to be running out of options turned to social media to ask how they might help their father get back on his feet and find work again.

In a post on the r/asksg forum, the writer shared that their father, who is turning 50 this year, has been unemployed for about two years and has had little success securing even interviews.

They suggested that his age, along with the current hiring climate, may be working against him despite his years of experience.

According to the post, the father previously held “generalist roles in the government sector” at the deputy director level, with a background spanning “operations, policy work, and managing teams and projects.”

Currently, the family is trying to explore what realistic paths are still available to him at this stage of his career.

“We’re trying to explore what options he might still have at this stage. Would roles like contract work, consulting, or moving to adjacent sectors be more realistic?” they asked

“He’s a bit hesitant about switching industries since he’s been in the public sector for a long time, but we’re open to ideas.”

“Find contractual-based project management roles.”

In the comments, one Singaporean Redditor said, “Mid-career is rough now even for good people, man. I’ve seen ex-director-level folks do contract ops or project roles just to get back in. Look at temp contracts, government stat boards, or consulting gigs via agencies. Manage expectations on pay and level, too. Age bias is real, and hiring is slow; stuff that took a month now drags for a year. Job hunting now is just pain.”

Another user who said they got retrenched at ages 39 and 61 wrote: “There are opportunities out there. He needs to leverage his contacts, go through WSG, and find an appropriate headhunter/recruiter. Don’t stop looking. I am still working now as a C-level.”

A third commented, “From what I’ve been observing recently, it seems like the majority of the government jobs are being converted to a contractual basis rather than permanent full-time. Maybe you can ask your dad to try and find contract-based project management roles?”

A fourth added, “This is my personal suggestion—work as a consultant to some established SMEs. His skill sets of policy, operational and managing teams and projects could be deployed to manage SMEs that have reached a sizable size who are looking to formalise and modernise their organisation.”

In other news, a 29-year-old woman turned to Reddit to ask if she was “overreacting” for wanting a divorce after feeling that her marriage had slowly fallen apart.

Posting on the r/asksg forum on Sunday (Mar 19), she shared that she and her husband dated for three years and have been married for two.

Read more: ‘Just like housemates’: Wife questions divorce after feeling neglected in marriage

This article (‘He’s been unemployed for 2 years’: Singaporean seeks advice for father struggling to get interviews at age 50) first appeared on The Independent Singapore News.

SINGAPORE: People rarely quit on impulse. Most just tough it out, deal with the stress, and tell themselves it’ll get better… until something finally pushes them over the edge.

In a Reddit thread, Singaporeans opened up about the exact moment they realised they were done for good.

The discussion began after one user asked, “What was the ‘final straw’ that made you quit your job without a backup plan?”

Small salary bump

One former employee shared that a minimal salary increase was the final trigger that pushed them to resign.

“When I got a S$4 increment back in 2003 as an associate engineer, another engineer got only S$12. I quit immediately the next day.”

Insensitive boss

Another person shared a frightening experience involving their boss, who ignored a serious health condition.

“My boss pressured me to eat seafood, which I am deathly allergic to, and then proceeded to call me weak and a picky eater. This was the final straw after daily berating from him.”

Unfair pay

One individual said they realised they were being underpaid compared to a colleague doing the same role.

“When my colleague and I were performing the same role, she was earning S$4,000 (8+ years with a diploma), while I was paid S$3,600 (5 1/2 years with the company when I quit and pursuing a part-time master’s degree in Big 3).”

They added that the disparity became harder to accept when workloads were not evenly shared.

“Day to day, she contributed very little and was even allowed to work from home for three months due to family issues. I understand having empathy, but it became too much. I also have family issues. Meanwhile, I was expected to be physically present in the office.”

Severe burnout 

For another worker, the turning point came from recognising their own exhaustion.

“I was frustrated for a few months already due to burnout. Then, all in one day:  Watching YouTube videos about ‘symptoms of burnout’ in the office. Realising I was experiencing every single one of them. Taking three hours to complete one task that used to take half an hour. And then hearing your director niam you the entire afternoon.”

That combination pushed them past their breaking point. By that night, they had written their resignation letter and sent it.

Denied time off 

One employee said they were refused even half a day of remote work to care for a sick family member.

“I was denied HALF a day of work-from-home (WFH) to take care of my sick grandma. My boss, who rejected it, works remotely, and her boss WFH a few times a month for various reasons, like a repairman coming to fix the fridge, expecting a delivery so she must be home to receive it, etc.”

Difficult management style 

Another person described working under a manager who made their daily life unbearable.

“My last audit manager was literally driving me out of my mind. He [would] yell at me if I was late just by a few hours…he kept complaining about my work, finding fault with it constantly. Review points only got longer, and I was being scolded on age-old problems. He had me beg him for tips on how to clear his review points. He claimed I couldn’t be trusted with anything, my attitude was poor, etc.”

Over time, the constant criticism began to affect their mental health. “It got so bad that my family found me in the toilet, shouting and swearing at my own reflection. That was when I was forced to quit.”

Biased evaluation 

One worker said they realised their boss was not evaluating ideas fairly.

“When my boss disagreed with my plan, I asked my subordinate to present [the same idea] using different wording. [Suddenly], the boss praised it.”

Small rewards

Another employee said years of effort went unrecognised despite delivering major results.

“My boss is a micromanager who, on one hand, [talks about] ‘creative freedom’ but then the only opinion he listens to is his own.”

“He will say one thing but mean another, and for years I’ve been bringing in projects, and one year I brought in the biggest project in terms of revenue and singlehandedly won us the account. All I got was a 1.5x 13-month bonus. Meanwhile, no promotion or increment for 4 years.”

Read also: Singapore mum of three says she paid for the family for 20 years while husband spent on pets

This article (Singaporeans share the ‘final straw’ that made them quit their job without a backup plan) first appeared on The Independent Singapore News.

Scour LinkedIn jobs and you’re sure to come across half a dozen listings like the following: “Content Reviewer: Review AI content for clarity. Set your own hours.”

There are variations of these roles, but the deluge on job boards means one thing: training AI models is a real business. One World Economic Forum survey shows the fastest-growing skill in the marketplace is “AI and big data.”

Despite my initial hesitation about AI (I’m a writer, so I’ve had concerns about AI replacing my role), I decided to get on board with data annotation and AI data training. I’ve spent the last few months hopping from company to company, and I’d like to share an insider’s view of my experience.

First, the Positive Aspects of Data Annotation Work

With writing work being slow, I’ve had time in my schedule to pick up these data annotation projects. I like that I can work on my schedule, as little or as much as I want (with some caveats of availability). All the agencies I’ve worked with have paid promptly each week. Some even offer bonuses.

Pay varies dramatically based on project needs, but lately I have seen better-paying opportunities for subject-matter experts, instead of the flood of $15/hour generalist jobs I saw a few months ago.

The Onboarding Process for AI workers

Once I apply for a role I think I’m a good fit for, I’m usually given a link for an interview…with an AI recruiter! It’s the strangest thing, talking to the camera without a person on the other end. The interview questions vary in quality. Some ask great ones, while others are overly technical for the job, in my opinion.

If I’m deemed worthy of the job, I get an email saying I’m in.

Onboarding happens in a flurry of emails with access to Slack, a timer, and the system. I’m required to read onboarding documents and sometimes take a quiz to test my understanding. If I pass, I get access to tasks and can begin work.

Drawbacks to Data Annotation Work

As streamlined as the onboarding process can be, it’s the actual work that can get messy. Here are some drawbacks you should be aware of if you’re considering taking on data annotation work.

1. AI Training Is an Aggressive Market

Now that I have data annotation on my resume, I get emails on LinkedIn about roles almost every day. However, it’s important to understand what’s really happening. Companies like Mercor and Micro1 pay referral fees for new hires, sometimes several hundred dollars. So the professionals contacting me say they are a “recruitment and referral partner,” which just means they want me to click their referral link so they get paid. I often get multiple emails from different “referral partners” for the same job.

This isn’t necessarily a bad thing from the worker’s perspective, but it does mean you’ll see multiple listings (worded slightly differently) for the same job. So you waste time looking for work because you keep clicking on the same job!

2. AI Agencies Overhire

Every AI agency I’ve worked with has hired hundreds of people for a short-term project. Many times, I don’t even get a chance to work on a project because the piranhas have already consumed all of the work, and then the project closes.

The Slack channels are a mess. Hundreds of people ask the same questions without searching to see if the question has already been answered. They clog the space with unnecessary chitchat, which makes it difficult for someone looking for work-related information to find it.

Sometimes within days, the project is over. I often spend more time onboarding than actually doing paid work, which is a travesty.

3. Organization for AI Training Projects Is Nil

I have to commend any project lead who works in this space because I imagine it’s a nightmare of a job. They deal with demanding clients, few parameters for what is deemed quality work, and an incessant stream of chatter on Slack.

But what I have seen over time is that AI agencies are getting smarter. While a few months ago I’d be thrown into a project with just a short training document, more agencies are requiring workers to pass quizzes to get to the real work. It’s smart, but flawed. More than once, I’ve failed a quiz, been booted out, and then weeks later received an email saying they’d messed up the quizzes and I was back in. Only now there was no work!

4. Ghosting Is Common on AI Projects

Several times, I’ve been kicked off a project without an explanation why. I get blocked from Slack and have no recourse to ask what happened. A little common courtesy would go a long way here. This is such a new industry, and we’re all learning, so why not help us do better by explaining why we are no longer eligible to work on a project?

5. AI Projects End Without Warning

Project leads are always obtuse when workers ask how long a project will last. Inevitably, it is usually only a matter of days or weeks before the work is completed and the lights are turned off. Sometimes leads say a project is just paused, but I’ve yet to see one come back online.

6. Project Instructions Change Frequently

Given how frenetic these projects are, it seems like the client and agency don’t take enough time to flesh out the requirements and instructions initially. That means people knee-deep in the project are suddenly given updated instructions to adhere to.

There’s Still a Lot of Room for Improvement in the AI Training Industry

Yes, this is a new frontier, and agencies and workers alike are still learning. I invite AI agencies to consider us workers instead of just cogs in the machine. Rather than ask people to work for a few hours and then sit on their hands waiting for more work that never comes, wouldn’t it be better to line up several projects and keep workers happy (and loyal), without having to train new hires every few weeks for new projects?

Data annotation jobs could develop into full-time, permanent opportunities if AI agencies reformulate how they hire and give work. That way, employees are more dedicated to the role and don’t, like me, hop from one opportunity to another.

The global economy channels enormous wealth into the hands of a small elite, weakens democratic institutions, and traps millions in low-paying jobs

PUTRAJAYA, April 27 — The 2026 National Workers’ Day celebration and carnival, to be held over three days from May 1 to 3 at Unifi Arena, Bukit Jalil, will serve as a platform to appreciate the contributions of the country’s workforce and to strengthen the career ecosystem through job opportunities, skills development, and various services for the public.

The Ministry of Human Resources (Kesuma) said the celebration, themed ‘Pekerja Madani Kesuma Bangsa,’ will be officiated by Prime Minister Datuk Seri Anwar Ibrahim and is expected to gather more than 15,000 workers from various sectors, including trade unions, statutory bodies, as well as the public and private sectors.

“The highlight of the event will feature a special address by the Prime Minister, along with the presentation of the 2026 National Workers’ Day Awards in recognition of workers’ contributions to national development,” Kesuma said in a statement today.

It added that a total of 14 award categories will be presented, covering outstanding workers, employers, trade unions, media and best contingents. Each recipient will receive RM10,000 in cash along with a commemorative plaque, bringing the total prize value to RM140,000.

“The organisation of this event is not only a symbol of appreciation for the workforce, but also reflects the government’s continued commitment to uplifting workers as the backbone of national progress, in line with the aspirations of Malaysia Madani,” it said.

Kesuma said that throughout the three-day event, 2026 National Workers’ Day carnival is expected to attract up to 30,000 visitors, focusing on the needs of the public across the entire career ecosystem, including career entry, existing workers, career advancement through skills upgrading, as well as public well-being through access to various support services.

This approach reflects Kesuma’s efforts to ensure that every individual is continuously supported at every stage – from entering the workforce, progressing in their careers, to enjoying a better quality of life.

Kesuma said that among the main highlights is the Career Carnival organised by the Social Security Organisation (Perkeso), which offers 4,000 job vacancies through the MYFutureJobs platform, with salaries ranging from RM2,500 to RM16,000. It will also provide walk-in interview sessions with employers as well as career guidance services for job seekers.

“At the same time, the event also emphasises skills development and workforce capability enhancement through exposure to training programmes, upskilling and reskilling opportunities, as well as developments in industrial technology to ensure workers remain relevant and competitive in an increasingly dynamic economic landscape,” it said.

In addition to job and training opportunities, Kesuma said the carnival will feature the participation of more than 50 exhibitors from various ministries, departments, government agencies and industries, offering direct services to the public at a single integrated location.

Among the services provided are Rahmah Sales, Agro Madani Sales, health screenings, blood donation drives, counters by the National Registration Department, as well as industrial technology exhibitions, along with various advisory services related to labour, occupational safety and health, and technical and vocational education and training (TVET) opportunities. — Bernama

MALAYSIA: “I don’t think relying this much on AI is a good direction.” That sentiment, shared in an online Malaysian discussion forum, reflects a growing unease under the country’s rapid push towards artificial intelligence (AI).

While businesses and policymakers accelerate adoption, many workers remain unconvinced, not just about how AI will shape their jobs, but whether the shift is happening too quickly.

Employers in Malaysia are rapidly adopting AI, while workers remain cautious and largely left to upskill on their own. According to The Star, the responsibility for adapting is increasingly falling on individuals rather than institutions. At the same time, AI use is already widespread.

A 2026 study by ManpowerGroup Malaysia found that about 60% of workers use AI tools at work, but confidence has not kept pace, with many still uncertain about job security and concerned about displacement due to the current conflict.

Part of the issue lies in a persistent skills gap. Despite growing demand for digital and AI capabilities, employers continue to struggle to find qualified talent. A report cited by Malay Mail found that only 1 in 5 professionals in Malaysia are considered AI-ready. The implication is clear: rapid technological development is outpacing workforce readiness.

To add to this concern, a report by New Straits Times estimates that up to 685,000 Malaysian jobs could be at risk due to AI, digitalisation, and the green economy. While these shifts are often seen as part of economic progress, they also highlight the urgency of preparing the workforce for structural change.

In response, companies are increasing investment in reskilling. According to The Sun, corporate Malaysia is ramping up spending on AI and large-scale training initiatives in 2026. On the surface, this suggests momentum. But training takes time and technology does not wait.

Meanwhile, the nature of work itself is evolving. Traditional career paths are becoming less relevant, replaced by more fluid, skills-based roles. For some, this shift brings opportunity. For others, it brings uncertainty. The disconnect between ambition and preparedness is becoming harder to ignore.

As one online comment puts it, “At this point, is skill just knowing how to use AI?” Others are more direct: “Companies just want to cut costs, and AI is just another way to replace people.”

These views may not come from formal reports, but they capture something equally important: how Malaysians actually feel. And in a rapidly changing economy, perception matters as much as policy. Malaysia is not standing still. AI adoption is accelerating, but readiness remains uneven.

The question is no longer whether AI will transform the workforce, because it already is. The real challenge is whether Malaysians can keep up, or whether many will be left behind.

This article (AI adoption rises in Malaysia, but worker readiness remains uneven) first appeared on The Independent Singapore News.

SINGAPORE: Singapore is pushing mental health support earlier in the cycle, with employers now expected to play a more active role. Speaking at the WorkWell Leaders Awards on April 24, Health Minister Ong Ye Kung stressed that companies can no longer treat employee well-being as a side issue.

The minister said frontline supervisors can be trained with basic mental health skills. These include spotting early signs, offering initial support, and reducing stigma at work.

Mental health cases are rising globally, and most people fall into mild to moderate stages. Yet resources still lean heavily toward severe cases that require hospital care, Lianhe Zaobao reports (April 24, 2026).

Many employees needing early mental health support don’t get it in time

Singapore’s mental health framework has four levels: the first focuses on prevention and early support, while the fourth deals with acute cases, often requiring inpatient treatment.

Mr Ong pointed out that funding and attention remain concentrated on the final stage, resulting in a mismatch, as many who need early mental health support in the first two levels don’t get it in time.

The government now plans to rebalance support towards the earlier tiers. The aim is to intervene sooner, reduce escalation, and ease long-term strain on the system.

Employers sit right in the middle of this effort, as workplaces are usually where stress first shows up, making managers a key line of defence.

Companies should stop asking job applicants about their mental health history

Mr Ong also flagged a persistent issue that some companies still ask job applicants about their mental health history. Others keep records that may affect career prospects.

He cautioned against this approach because treating mental health differently from physical conditions can discourage people from seeking help. It also creates a culture of silence.

A better approach is to provide mental health support with care, not caution.

Companies that are already focusing on employee care, connection, and capability

Several firms recognised at the awards offer a glimpse of how this mindset change works in practice.

Accenture Singapore, which employs about 2,700 staff locally, rolled out a company-wide programme called “Truly You” in 2023. It focuses on care, connection, and capability.

The firm runs regular activities and offers a digital platform where employees can access health resources. Participation is encouraged through rewards and incentives.

Internal surveys show that close to 90 per cent of staff felt the programme improved their overall well-being, including mental, social, and financial health.

Its leadership also rejects the idea that well-being hurts productivity. Instead, the company sees it as part of long-term performance and retention.

Meanwhile, Boon Seng Recycling took a different route. It focused on reducing stress at the source.

The company streamlined workflows through digital tools and automation. It also built a culture where employees can suggest improvements during weekly meetings. More than 20 ideas have been reviewed, and most have been adopted.

In 2024, it set up a dedicated team to plan staff activities and support work-life balance. The approach treats well-being as part of daily operations, rather than just an add-on.

Prevention is better than a cure

The shift towards prevention is better than a cure signals a profound change. Mental health is no longer seen as a private issue. It is becoming a shared responsibility across workplaces and public systems.

Early support is also more practical as it reduces long-term costs, keeps people employed, and limits disruption to businesses.

For Singapore, an ageing workforce, rising stress levels, and digital overload all point to the same need: intervene earlier, not later.

Removing outdated policies that penalise people for seeking help

While this is not about turning managers into employee therapists, giving them enough awareness to act early and respond with care prevents staff issues from escalating into more serious conditions.

For companies, the starting point is to train supervisors, review hiring practices, and remove outdated policies that penalise people for seeking help.

For employees, the signal is just as important. Speaking up or sharing their concerns shouldn’t feel like it could harm their career growth and/or personal reputation.

Moreover, a workplace that catches worker problems early is not softer; it is smarter. And over time, it is likely to be stronger too.

This article (MOH: Supervisors should be trained to support employee mental health) first appeared on The Independent Singapore News.

SINGAPORE: Artificial intelligence may have made workflows smoother and faster, but it has also quietly pushed people out of jobs, especially in the tech sector, leaving many workers wondering when their turn might come.

Recently, a Singapore-based employee took to Reddit to vent, saying this is not some distant trend but something already unfolding right inside their own company.

In their post on the r/askSingapore forum, they said their company has been cutting staff across the board, affecting juniors, peers at the same level, and even senior managers. According to them, no group seems protected anymore.

The employee added that it is not just their workplace. They claimed they have also seen “executive-level” employees across both SMEs and MNCs getting the chop

“At this point, it doesn’t seem to matter how experienced or ‘valuable’ you are,” they wrote, suggesting that performance and loyalty no longer offer much security.

“Recently, our SG head (~15 years with the company) was ruthlessly let go. The global CEO was in town, asked him out for coffee at 5 PM… and within ~15 minutes, he was told he was terminated on the spot. We found out through his Teams status later that evening and confirmed it a few days later when he told us.”

While acknowledging that layoffs and restructuring are part and parcel of running a business, the employee said that does little to ease the growing anxiety.

“Seeing things like this happen over and over again makes it really hard to believe in any kind of ‘stability’ or loyalty at work. It feels like no matter how much you give, you’re always just one random decision away from being out,” they wrote.

“I don’t know how much longer I can keep working for an employer who could replace me at any time with someone cheaper, or even with AI. I get that layoffs and restructuring are part of business, and I’m sure people have seen worse. But still…how do you keep going, knowing this could happen to you? Does anyone else feel like we’re all one meeting away from getting fired?” they asked.

“Your employer can let you go on a whim.”

In the comments, a number of Singaporeans who had been laid off at some point in their lives stepped in to share their experiences and offer advice.

One individual tried to comfort the post author by saying that even though layoffs can feel brutal and completely out of nowhere, it is not the end of the road.

They wrote, “As someone who got laid off before (mass retrenchment, people were sobbing/wailing in the office because there were no signs and it was very sudden), what I can say is that you’ll always bounce back as long as you try.”

“Me + many of my colleagues who got laid off ended up in better firms, better teams, better-paying roles. Just focus on the present, and if it ever happens, have faith and know that when one door closes, another will open.”

Another bluntly wrote, “Your employer can let you go on a whim. This is true for every company. Layoffs are normal. I’ve seen colleagues change teams only to have the team get terminated. All of these decisions were made months in advance, and no one was told until the very end. Work, but never believe you’re more important or valuable than anyone else; have a life and social support system outside of work.”

A third said that this kind of situation is unfortunately pretty typical in a high-cost and fast-moving environment like Singapore. They added, “Once you’re mid-career, just be prepared and don’t be blindsided when it actually happens to you. Focus on building valuable skillsets and a network so you’ll feel confident about your employability.”

In other news, a Singaporean woman recently shared online that her boyfriend often gets “annoyed” whenever she asks him to help with small things.

In her post, she explained that her boyfriend gets “irritated” whenever she asks to return their plates or collect their food in hawker centres because he thinks people “should be independent in returning these themselves,” or that he feels there should at least be a “fair exchange” between both parties.

Read more: ‘My BF wants ‘fair exchange’ for every small act of help’ — Woman asks, ‘Is this mindset normal for SG men?’

This article (‘Our SG head for 15 years was terminated in 15 minutes’: Employee rattled by how quickly layoffs happen) first appeared on The Independent Singapore News.

SINGAPORE: An early childhood educator took to Reddit to share their frustration over a strict new workplace rule that requires staff to surrender their personal devices during working hours.

Posting on the r/singaporejobs forum on Tuesday (Apr 21), the educator said they have been in the field for about five to six years and have never encountered a policy this restrictive before.

“My centre started an insane policy where we have to surrender our phones and personal devices, including our Apple Watches, to the office,” they said. “We are not allowed to use them in areas with children.”

The educator added that the restriction also applies during children’s nap time, a period that had previously been used by staff to complete administrative work, attend meetings, and prepare teaching materials.

“We used to work on paperwork, attend meetings, and do materials during children’s nap time, usually 1-3 p.m., with our own devices. We don’t even have proper lunch breaks. I think we spend about 20 minutes eating in the dark, and we are all back to work and caring for the children.”

“With this policy, it means that the teachers have to step out of the classroom and take turns to use the devices in areas without children, and it’s inconvenient because we have to share the time with our partners. This gives me prison vibes.”

They also raised concerns about privacy after being told that personal devices could be subject to checks. “Is this the army?” they said. 

Despite the restrictions, the educator noted that much of their work still depends on access to their devices, especially for compiling children’s portfolios and updating parents with photos. As a result, staff often have to remain at the centre after hours to complete their tasks.

Feeling increasingly overwhelmed, the educator said they are now considering leaving the centre altogether and even stepping away from the childcare sector.

“What other jobs can I do?” they asked. “What are some job suggestions, still child-related, since I only have a degree and diploma in this area? Or should I stay, and see this policy through?”

“Maybe you can go apply to be a principal.”

In the comments, one Singaporean Redditor urged the post author to take a stronger stance by publicly calling out the centre.

“Name and shame these employers,” they wrote.

Another commented, “Wah, honestly, this doesn’t sound like just a ‘new policy’ problem already. It sounds like the centre is normalising control over staff time, personal devices, and even your break, and once a place starts doing that, it rarely gets better, lah.”

A third remarked, “Wow, crazy childcare.”

Others, meanwhile, offered suggestions on alternative career paths within the same field. One said, “I see openings for preschool principals on job sites. Maybe you can go apply to be a principal, get a pay bump, and be in control of this policy.”

Another added, “Private childcare? Rich people would pay for you to go to their house to take care of their kids. start out slow, part-time, and build your client base.”

In other news, a fresh graduate’s frustration over today’s highly competitive job market has struck a chord online, after they shared how difficult it has been to secure even a first-round interview despite strong academic credentials. 

Their post quickly drew responses, including blunt feedback from a hiring manager who suggested that salary expectations could be working against them.

Read more: Fresh grad laments job market is ‘fierce’ after 80+ applications; hiring manager responds $5.5k salary expectations might be the problem

This article (‘We have to surrender our phones at work’: Early childhood educator shocked by strict new policy) first appeared on The Independent Singapore News.