In 2017, a Japanese father, Hiroshi Fujiwara, became the face of a growing movement when he sued his employer for workplace discrimination. Fujiwara, a government employee, had requested paternity leave to care for his newborn, a decision that was met with resistance. Despite laws guaranteeing such leave, societal expectations in Japan, a country where only 7.48% of fathers took paternity leave in 2017, created an environment where he was ridiculed and sidelined at work. His case raised important questions about the compatibility of work-life balance and Asian cultural expectations, leading many Asian businesses to rethink their approach to flexible work policies. Especially in such cases where leave or a flexible working opportunity is highly appreciated.
Fast forward to today, companies increasingly recognise the need to adopt “family-first” flexible work arrangements that cater to the unique needs of families in Asia. In a region where family plays a central role, these policies are not just a benefit, but they are becoming a necessity for businesses aiming to attract and retain top talent. With this shift, organisations are implementing practices such as flexible hours, eldercare support, and parental leave that align with cultural values while enhancing employee productivity and well-being. Asia is home to the fastest-growing economies in the world, like India, China, Singapore, Thailand, Indonesia and many more. Having a family-first approach.
The Need for Flexible Work Arrangements in Asia
Across many Asian cultures, family responsibility extends beyond the nuclear family. Eldercare, for example, is a significant aspect of family life in countries like China, Japan, India and South Korea, where nearly 60% of adults are expected to care for elderly relatives at some point in their lives, especially their parents. With Asia’s rapidly ageing population, where, by 2030, over 25% of Japan’s population will be over 65, and similar trends are seen in countries like China and South Korea, the demand for eldercare support from employers is growing. A study by Mercer found that 48% of employees in Asia consider eldercare benefits when choosing an employer, making it an important part of family-first policies.
Moreover, parental leave is another critical factor. In South Korea, where fertility rates have dropped to a historic low of 0.78 children per woman (the lowest globally), the government has been advocating for improved parental leave to encourage childbirth. Companies are stepping up, with leading firms like Samsung offering 12 months of paid parental leave—six months for each parent. This trend spreads across the region as businesses realise the importance of enabling parents to balance their careers with family responsibilities.
Flexible Hours: A Crucial Element
Flexible hours are not just a mode of work but a powerful tool that empowers employees to maintain a healthy work-life balance. They are one of the most requested work arrangements in Asia, especially after the pandemic. A study by the Manpower Group stated that around 81% of employees in the Asia-Pacific region view flexible working solutions as one of the best ways to maintain a healthy work-life balance. One example of this approach is Grab, a Singapore-based tech company that started offering its employees WFH solutions, and as a result, the employee satisfaction level increased by around 28%. Not only this but the employee turnover rate was also reduced significantly.
In countries like India, where the joint-family system is still prevalent, flexible working hours allow employees to maintain an equilibrium between their professional and personal duties. India’s TCS has made strides in this regard. The IT company started a “flexi-time” system that allowed employees to choose their working hours based on personal needs. According to the company’s internal data, this policy saw a sudden shift and was linked to a 35% increase in productivity.
Parental Leave: A Cultural Shift
In countries like Japan and South Korea, where traditional gender roles have long dominated society, the uptake of parental leave by fathers has been low as compared to mothers or females. However, companies are beginning to recognise the importance of supporting both parents. In Japan, where the government is pushing for a 30% uptake of paternity leave by 2025, firms like Mitsubishi have set ambitious targets to encourage male employees to take advantage of parental leave. By 2023, nearly 20% of male employees at Mitsubishi had taken paternity leave, a significant increase from just 5% in 2019. Similarly, China has recently extended parental leave policies, with companies like Alibaba offering ten days of paid paternity leave alongside a 128-day maternity leave.
Moreover, companies all over Asia are also pushing for eldercare leaves. As mentioned earlier, eldercare responsibilities are a major aspect of Asian family life. With nearly 60 million people over 65 in South Korea and 264 million in China, many employees struggle to balance their work and caregiving duties. For example, Singapore’s DBS Bank offers up to 12 days of paid eldercare leave per year, which can be used for medical appointments or caregiving emergencies related to elders. This has significantly affected the employee retention rate.
Family First Approach: A Necessity Today!
As companies across Asia continue to innovate, family-first work policies will likely become a competitive differentiator in attracting and retaining talent. By prioritising flexible hours, eldercare support, and parental leave, businesses can support their employees, enhance productivity, and foster loyalty in an increasingly competitive job market.
