Overcoming barriers to Work Well SG

“unconverted and unmotivated” who might otherwise slip through the cracks.

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MAKING WORK WELL SG WORK ACROSS DIVERSE WORKPLACES

As compelling as the vision is, implementing Work Well SG will not be straightforward.

The first barrier is heterogeneity. While I have used the phrases work and workplace above in a generic sense, the reality is that not all work and workplaces are the same.

The wellness needs of an office-bound professional differ vastly from those of a construction worker exposed to physical hazards. Large multinationals with HR teams and in-house canteens can implement sophisticated programmes, while small and medium-sized enterprises (SMEs) with 10 employees may struggle. Full-time employees have different entitlements and time availability from contract, part-time, or gig workers.

Beyond operational differences, there is also variation in employer incentives and capacity.

Many employers face tight margins and uncertain returns on preventive health investment, particularly when employees frequently change jobs. For SMEs, wellness programmes may look like discretionary expenses, while employers of gig workers may feel no obligation to invest at all.

There are real privacy and trust barriers too. Employees may fear that health data collected at the workplace could influence career progression. Without strict data governance, transparency, and clear separation of health records from personnel decisions, such programmes risk being perceived as surveillance rather than care.